From ‘Pronouns’ awareness training to gender-neutral bathrooms, India Inc. is taking steps to embrace the LGBTQ+ workforce and create an “inclusive” work environment for all its employees. Several companies have put up Rainbow flags inside and outside their offices to celebrate June as Pride Month. Gradually, but steadily most companies are taking steps to align with the hues of the rainbow. While some may call it the annual commodification of the ‘Pride flag’ or ‘Pink Capitalism’ there are some companies genuinely working towards the welfare of their queer employees.
Corporate Solidarity
For example, the Lalit Suri Hospitality Group redesigned its health insurance policy and incorporated gender reassignment surgeries with a coverage of Rs. 3.5 lakh. In the banking circuit, Axis Bank’s Come As You Are implemented inclusive initiatives for employees, including offering Mediclaim benefits to all partners regardless of gender or marital status. Employees are permitted to dress in alignment with their gender expression, and restroom choices are based on individual gender identity. A redressal policy is in place for addressing concerns. Additionally, the bank allows customers to open Joint Savings Bank Accounts or Term Deposits with same-sex partners and designate them as nominees.
All organisations want their LGBTQI+ workforce to give their 100% productivity but there have to be equal efforts into acceptance and proactive measures. Many LGBTQ+ folks fear coming out at their workplace. “Training programmes in offices and institutions must be held because only when you are actively educating will people reach out to you. Don't wait for debacles to happen to make policies, make policies so that people can walk in with confidence,” says Harish Iyer, who is Senior Vice-President and the Head of Diversity Equity and Inclusion at Axis Bank.
Inclusivity Matters
Interestingly, IBM mandates all its supervisors to undergo a one-hour training programme designed to enhance their understanding of transgender team members contemplating sex-reassignment surgery. Through an internal HR application, the company facilitates the selection of preferred pronouns, empowering individuals to specify their pronoun preferences “They/Them” over “She/Her” or “He/Him.” Concurrently, other companies like Accenture, Tata Steel, Amazon, and Godrej, have initiated LGBTQ+ employee resource groups, advocating for gender-neutral facilities, gender reassignment surgery support, and inclusive insurance coverage for same-gender partners.
Harish, a well-known equal rights activist and a recipient of the Karamveer Puraskar has been at the forefront of advocating equal rights for LGBTQ+ community. In August 2018, the National Human Rights Commission (NHRC) appointed Iyer to the Core Group on LGBT+ issues. Iyer delved into the need for organisations to make proactive and intentional calls and actions to embrace LGBTQ+ employees. Iyer says, “There are queer people everywhere. It is imperative for organisations to announce loud and clear that they are dil se open.” Iyer feels the first step is to debunk the heteronormative ways. “Why always Ladies and Gentlemen, and Sir and Madam? If you cannot change language, you will never be able to change culture.” Iyer firmly believes that language was the parent of all revolutions, including this one.
Following the historic verdict on Section 377 of the Indian Penal Code, which decriminalised homosexuality in 2018, a significant cultural shift unfolded in Corporate India. The judgement acted as a catalyst for many companies to reassess their policies and practices, recognizing the importance of supporting LGBTQ+ rights and fostering inclusive workplaces. A senior HR Executive from Gap Inc. echoes the sentiment, fostering an inclusive workplace culture via insurance benefits, which extend coverage to same-sex partners and individuals regardless of gender along with training programmes to instate gender sensitivity, “At Gap Inc., we believe that diversity and inclusion are not just values, but essential components of our culture and success,” says the senior HR executive.
Challenges Galore
However, despite this progress, there are challenges and discrimination faced by the community. A 33-year-old professor from a prestigious university in Delhi was outed by a colleague after his divorce. His students showed some understanding, but his colleagues displayed a baffling lack of respect. Adhira (24), a Bengaluru-based transgender woman and a software engineer was bullied for using a gender-neutral bathroom in her office. “There were notes posted on the bathroom stalls saying hijra, chakka,” she recalls, but she never complained. Adhira has already changed six companies. Sadly, her story resonates with many in the transgender community. According to an Employee Health Insurance platform, a staggering 91% of transgender individuals employed in corporate settings endure depression and are vulnerable to violence and victimisation. Srishti Hota (21) (aka Srash) is gender fluid and works as a client and project manager for a luxury gifting brand in Mumbai. “Even though there was never any outright denial towards my community or homophobia, I was constantly paranoid about coming out,” Hota says. These issues have persisted due to myopic thinking but if the Nation was to embrace its diversity, perhaps, the acceptance of the queer community would be far easier. Iyer says, “With Section 377 overturned, our first barrier has been removed, opening the door for progress in all directions. We need anti-discrimination laws enacted, we want gender-neutral bathrooms installed, we need to be insured. We reject second-class treatment and refuse to wait any longer. We want everything now!”
Job Opportunities
Dhruv Goenka, Advocacy Officer, HUMSAFAR TRUST says that aiming to work for a big corporation in itself is a challenging first step for several LGBTQ+ members. “A lot of them haven't been able to complete their education and several have been banished from their homes, especially trans persons. There is a lack of proper documentation. Some haven't been able to retract the documents from their homes. An important step by the corporation must be leniency and a level of understanding towards the same,” Dhruv says. SAKSHAM, is an initiative started three years ago to bridge the gap between queer-friendly corporations and the members of the LGBTQ+ community. Nearly 2,000 resumes of LGBTQ+ applicants are filtered out and sent to relevant employers. The next job fair will be held on June 28 in Mumbai.
Don’t wait for debacles to happen to make policies. Make policies so that people can walk in with confidence.” — Harish Iyer, Sr. VP & Head of Diversity Equity and Inclusion, Axis Bank
Aiming to work for a big corporation in itself is a challenging first step for several LGBTQ+ members.” — Dhruv Goenka, Advocacy Officer, HUMSAFAR TRUST
