Lalitha M Shetty on Beyond the Rainbow: How to embed Inclusion into the DNA of Its Workplace
Embedding Inclusion Beyond the Month: A Conversation with Lalitha M Shetty, VP – HR, Omega Healthcare.
At Omega Healthcare, inclusion isn’t reserved for June—it’s embedded in our culture and systems year-round.
Lalitha M Shetty, Vice President – Human Resources at Omega Healthcare, oversees people strategy for more than 28,000 employees across India, the United States, and the Philippines. With nearly three decades of experience spanning HR digital transformation, talent management, DEI, and organizational development, she has been instrumental in redefining employee engagement, regulatory compliance, and workplace inclusion at scale. Her leadership has earned her the Times Ascent Women in Leadership Award, among other accolades.
Q: Many companies spotlight inclusion during Pride Month. How does Omega Healthcare ensure these efforts are sustained throughout the year?
Ans: At Omega, inclusion isn’t seasonal—it is foundational. We believe that lighting up a logo is symbolic, but cultivating an inclusive culture is strategic. Our commitment is reflected through tangible measures: same-sex partner medical benefits, a gender-neutral POSH policy, all-gender restrooms, and an anonymous self-identification program. Continuous learning initiatives like “The Power of Inclusive Language,” our three-part Unconscious Bias Training, and PRIDE Knowledge Bytes ensure ongoing engagement. Supported by AI-driven chat assistance and leadership-led DEI dashboards, our approach is both intentional and deeply embedded in day-to-day operations.
Q: What are the key pitfalls organizations encounter when transitioning from symbolic allyship to systemic inclusion?
Ans: The biggest challenge lies in conflating visibility with inclusion. Social media campaigns alone don’t drive change. At Omega, we reoriented our efforts toward measurable impact: from inclusive benefits and gender-transition leave to real-time DEI metrics and anonymous feedback loops. Importantly, inclusion is a leadership priority—reinforced through structured sensitization programs and a culture of accountability. For allyship to matter, it must show up in decisions, not just declarations.
Q: How is LGBTQ+ inclusion embedded into Omega’s broader business strategies—such as hiring, development, and partnerships?
Ans: For us, DEI is not an HR initiative—it is a business imperative. In talent acquisition, we partner with LGBTQ+ institutions and run focused referral programs. We support transitions through flexible leave, access to mental health care, and personalized support systems. Our strategy is to align inclusion with every employee touchpoint—from recruitment and growth to retention—ensuring that every person feels they truly belong.
Q: Can you share how Omega addressed internal resistance while advancing LGBTQ+ initiatives?
Ans: Change, understandably, can bring discomfort. But we see resistance as a dialogue opportunity. By focusing on empathy, structured awareness programs, and strong leadership visibility, we’ve actively worked to evolve mindsets across all levels.
A deeply personal story that stands out is that of an Assistant Manager who, after six years with Omega, transitioned from male to female. Her journey was supported with dignity and encouragement—reflecting the heart of our inclusive philosophy. Today, she stands as an inspiration, not just within the LGBTQ+ community, but across our organization.
Q: What role does data play in sustaining and measuring LGBTQ+ inclusion across the organization?
Ans: Inclusion must be evidence-based. We use data as our compass—gathered through anonymous surveys, self-ID data from our HCM portal, and feedback from our AI-enabled CHRO Smart Assistant. Our leadership reviews DEI dashboards quarterly, ensuring transparent, measurable progress. This framework allows us to act on insights and continuously improve.
Q: How do you ensure inclusion efforts are intersectional and responsive to marginalized identities within the LGBTQ+ community?
Ans: True inclusion is intersectional by design. Our policies address nuanced experiences across gender identity, ethnicity, and socioeconomic background. From gender-neutral POSH protocols to transition-support leave and mental health offerings, we ensure that the most marginalized voices—especially trans and non-binary colleagues—are heard, respected, and supported. Our learning frameworks also move beyond technical language to focus on lived experiences.
Q: Could you highlight some innovative LGBTQ+ inclusion practices that have led to measurable impact?
Ans: We don’t wait for industry benchmarks—we create our own. Our anonymous Self-ID system empowers employees to express their identities confidentially, ensuring personalized and respectful support. Flexible transition leave, all-gender restrooms, and an AI-powered inclusion chatbot are part of the everyday employee experience. These aren’t just policies—they’re daily affirmations of belonging.
Q: How do you involve senior leadership and middle management in championing LGBTQ+ inclusion authentically?
Ans: Leadership is our engine for inclusion. Our CHRO leads from the front, and middle managers are trained through structured programs on inclusive language, unconscious bias, and DEI leadership. LGBTQ+ inclusion metrics are reviewed at the leadership level—ensuring that accountability isn’t optional but expected. We also spotlight allyship through personal storytelling at organizational forums, making inclusion a shared leadership narrative.
Q: How are you evolving employee resource groups (ERGs) into strategic change agents?
Ans: We’re intentionally elevating our ERGs from community spaces to influence platforms. They now engage directly with our DEI Council and contribute to shaping organizational policy. Our Women’s ERG and PwD ERG have seen impactful success; we’re now replicating that structure for a stronger LGBTQIA+ ERG—with executive sponsorship, dedicated resources, and full visibility. When employees help shape what includes them, the results are far more authentic and lasting.
Q: What does the next frontier of LGBTQ+ inclusion look like—and how should companies prepare to lead it?
Ans: The next evolution is about structural equity, not symbolic visibility. Organizations must embed inclusion into every system and process. At Omega, we’re focused on accountability frameworks, intersectional policy design, and tech-enabled feedback systems. From inclusive benefits to transition support to real-time sentiment tracking, we are shifting allyship from reactive to proactive.
Our DEI philosophy—Embrace, Accept, Celebrate—isn’t just a value; it’s a practice. When individuals feel safe, respected, and empowered to be their true selves, collaboration flourishes and innovation thrives. The boldest move organizations can make is to lead with empathy and sustain it with action. For further insights into the evolving workplace paradigm, visit
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