8 Key Ways Radisson is Championing LGBTQ+ Inclusion in South Asia
SOH Exclusive: Nikhil Sharma, Managing Director & COO – South Asia, Radisson Hotel Group, on how the company is driving LGBTQ+ inclusion with purpose, people-first leadership, and empathy.
By Rachna Virdi
The launch of Radisson Hotel Group’s LGBTQ+ Employee Resource Group (ERG) for South Asia and SEAP marks a significant step toward fostering a more inclusive and supportive workplace culture. Designed to educate, empower, and advocate for LGBTQ+ colleagues, the ERG reinforces Radisson’s ongoing commitment to diversity—both within its workforce and in creating a welcoming environment for all guests.
In an exclusive interaction with SOH, Nikhil Sharma, Managing Director & COO–South Asia, Radisson Hotel Group, points out key highlights from the company’s journey for building a more inclusive hospitality community through the passion and dedication of its people.
1. Launching an LGBTQ+ ERG in South Asia
At Radisson Hotel Group, inclusion is at the heart of hospitality. South Asia is a diverse region, and while conversations around LGBTQ+ inclusion are growing, there’s still work to be done. Launching an LGBTQ+ Employee Resource Group (ERG) here was about creating a space where all team members feel seen, respected and supported. It’s a part of our global commitment to building inclusive workplaces and being visible allies in every region we operate in.
2. Recognising the cultural context
South Asia reflects a mix of progress and tradition. While legal reforms have taken place in parts of the region, cultural acceptance still varies. That’s why having an ERG here is important—it gives employees a sense of belonging and support at work, especially where they may not feel that outside. It also signals our intent to build safe spaces for open dialogue and allyship across cultures.
Having an ERG gives employees a sense of belonging and support at work.
At Radisson Hotel Group, inclusion is at the heart of hospitality.
Nikhil Sharma
MD & COO–South Asia, Radisson Hotel Group
3. Driving conversations through events and education
Across our global network, including South Asia, we are encouraging awareness, open conversations, and education through employee-led groups like our LGBTQ+ ERGs. These groups help foster dialogue, organise events such as Pride breakfasts during June, and provide platforms where voices from the community can be heard. Our approach is to listen, learn, and lead through empathy and action—always putting people first.
4. Aligning with global DEI strategy
Our DEI strategy focuses on three pillars—listen, learn, and lead. The ERG directly supports this by allowing us to better understand lived experiences, raise awareness, and create more inclusive spaces. It’s also aligned with our global Community Action Month, where our teams around the world come together to support causes that matter, including LGBTQ+ inclusion.
Nikhil Sharma, Managing Director & COO – South Asia, Radisson Hotel Group.
At Radisson Hotel Group, inclusion is at the heart of hospitality.
Nikhil Sharma
MD & COO–South Asia, Radisson Hotel Group
5. Fostering growth and connection
The ERG is designed to be a safe and supportive space. While it’s still early days, the intent is to bring people together, encourage open sharing, and build stronger connections. Globally, ERGs at RHG have helped shape awareness campaigns, peer networks, and inclusive practices—and we hope this will be the case in South Asia too, as the group evolves.
6. Planting seeds for success stories
Since the ERG in South Asia is in its early stages, we feel it’s too soon to share specific stories. However, in other regions, employees have shared how ERG-led conversations and events helped them feel more confident and valued at work. We hope to see similar stories emerge here over time.
7. Embedding inclusion in everyday culture
What stands out is the openness and willingness among our teams to engage with the ERG and learn from each other. The sense of trust and respect being built through these conversations is encouraging—and reminds us that progress often starts with listening and creating space for dialogue.
8. Driving change in the industry
We’d like to see inclusion become part of everyday culture—not just during Pride Month, but throughout the year. That means more visible support from leadership, ongoing training, inclusive policies, and teams that reflect the diversity of the guests we serve. True hospitality means making sure everyone feels safe, respected, and welcome.
