A playbook for inclusion in India

Pride Month is a time for the LGBTQIA+ community to celebrate and be celebrated. It is also a time to recognize that there is still much work to be done. This is easier said than done, especially in a country like India with its complex milieu of different languages, religions, and regions. India is still discovering its path to advancing LGBTQIA+ rights, but at the same time, we have made progress with the Supreme Court’s decriminalization of Section 377 being a recent landmark. While India’s journey will undoubtedly be unique, there are many lessons to be learnt from other countries for Indian companies to be more LGBTQIA+ inclusive. 

Organizations who also have a global presence will be crucial in this regard. It is important to keep a very humble and sensitive approach as policies around this involve sensitive and complex issues, that are core parts of people’s identities. As we take these steps, here are a few important considerations to keep in mind:

• Listen, Encourage, Platform

To truly help the LGBTQIA+ community, it is important to respect their agency and make sure they are a part of the process. The most well-meaning allies can never fully be cognizant about the breadth of daily experiences and issues that the different members of the community may face – and could unintentionally cause harm to them. That’s why, listening to them, hearing their experiences, concerns and suggestions is the first step towards empowering them. This can be done through open dialogues, employee resource groups (ERG), or by hiring LGBTQIA+ consultants to conduct diversity assessments. Global companies can also leverage resources from their teams in other countries that have successfully integrated LGBTQIA+ inclusion into their workplace policies. 

But listening is not enough. There is a need to also encourage and platform LGBTQIA+ employees. This may be through champion/mentorship model or even through the creation of associations for members of the community to discuss the experiences they have in their company or industry. As core members of the community enjoy the spotlight, the more common these conversations will become. Ultimately, the goal should be for diversity to be expected and not commended.

To ensure that efforts are not superficial, LGBTQIA+ affirmation needs to permeate all levels of an organisation. A two-pronged approach is necessary. The first step is to do the basic hygiene of providing protection against any discrimination. This begins with anti-discrimination policies and extends to preventative measures like training sessions to raise awareness around appropriate behaviour and language. The second step is to inspire and encourage people to be allies. 

The LGBTQIA+ community faces enough challenges and progress should not be their prerogative. It is incumbent upon all of us to educate ourselves and learn how to be allies. A key part of both these steps is a clear commitment from leadership to celebrate and champion LGBTQIA+ initiatives as inclusion may require significant planning and resources – of which gender inclusive bathrooms are just one example.

• An Intersectional Approach:

Diversity encompasses more than just sexual orientation and gender identity, and it is important to remember that the LGBTQIA+ is not monolithic and homogenous. It is important to take an intersectional approach that acknowledges that LGBTQIA+ individuals experience different forms of discrimination based on their race, gender, disability, and a variety of other factors. 

Pride efforts need to sit within a broader prioritisation on diversity and inclusivity. This should involve company policies that prioritise the advancement of women, LGBTQIA+ individuals, and persons with disabilities in the talent grading, hiring, and promotion processes. It should also involve company-wide training sessions on biases and inclusion, which can help foster a more inclusive culture. 

Building a Movement

Inclusion is an ongoing process that requires continuous effort and commitment. To create a lasting change, it is essential to build upon existing initiatives and create awareness around diversity and inclusion. Progress should also not happen in isolated pockets – cross-company workshops and collaborations with industry associations can play a pivotal role in driving inclusion across the industry.

At this point it is a no-brainer: diverse and inclusive workforces foster innovation, creativity, and growth in the long run. By championing LGBTQIA+ rights, we not only create a more inclusive workplace but also contribute to a more inclusive society. Let us strive to build a movement that empowers individuals, challenges biases, and sets a new standard for LGBTQIA+ inclusion in India. Together, we can create a future where everyone feels safe, accepted, and celebrated for who they are across all months of the calendar.

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