While previous research has explored the impact of corporate sexual equality practices (CSEPs) or LGBT+ friendly policies on organizational performance, there has been limited empirical investigation into factors leading to the adoption of CSEPs and the underlying mechanisms and conditions influencing the relationship between CSEPs and performance. Moreover, most research on diversity management for LGBT+ employees has been conducted in Western contexts, leaving uncertainty about whether CSEP strategies are effective in Asian workplaces. To address these gaps, this study has been designed as a multi-wave investigation into corporate sexual equality management to augment the existing body of literature. The data for this multi-wave study consist of responses from questionnaire surveys. Additionally, documentary data such as firm performance metrics are paired with survey data for hypothesis testing. Structural equation modeling (SEM) analysis is employed to examine the hypotheses. Drawing from institutional theory and resource-based view (RBV), the current study indicates that, among three institutional forces, normative institutional forces exert the most significant influence on the CSEP adoption. Additionally, the results uncover that three types of institutional forces have diverse moderating effects on the mediating effects of a firm’s intellectual capital and corporate reputation between CSEPs and organizational performance. Ultimately, theoretical and managerial implications are discussed.
