Inclusive HR policies give LGBTQIA+ employees visibility in the corporate sector

The inclusion of the LGBTQIA+ community in the corporate sector had remained a grey area for a long time. Not anymore, with organisations — both multi-national companies as well as small and medium-sized enterprises across India — getting on a diversity-hiring spree, particularly keeping gender in mind. HR policies have been revised and changes implemented to a large extent, while support groups and straight allies are also playing a pivotal role in making LGBTQIA+ individuals more visible in workplaces, as well as help them carve their own identity in society.


“Compared to lesbians, gays and bisexuals, trans inclusion is more challenging, as it involves a visibly different person. For the LGB population, on the contrary, the phobia at workplaces is a hush-hush thing. That is why work leaders and HR staff proactively reach out to sensitise employees through various initiatives and special programmes,” says Vieshaka L Dutta — HR, Diversity and Inclusion Professional and Leader at .
‘Leading with Pride’ is one such pioneering initiative in India that provides a month-long intense course on leadership development. “It encourages introspection, realising and utilising one’s strength to go ahead and achieve what they want. The community members often find themselves underconfident, and this programme helps them to take risks and achieve their career goals,” she explains. Other such initiatives include hearing out real-life stories and conducting experiential activities at various offices.


Support groups or employee resource groups give voice to the LGBTQIA+ community, highlighting their needs in terms of policies, infrastructure, systems, culture and more. “A large spectrum of the community is still not visible. In such a case, support groups lend a safe space for them to open up and express their inner self,” says Madhumitha Venkataraman, Diversity and Inclusion Evangelist at Diversity Dialogues.


“Certain intersectional identities within the community — such as queer people with disability, queer parents as well as parents of children with gender dysphoria — still lack a voice and space to be themselves at the workplace. There is a need to make facilities — like healthcare and insurance — accessible to them,” Madhumitha explains.

Aditya, a transman and HR Professional, who received immense support during his transition, says, “A lot of my friends said that I would have to take a career break during the transition process. I am a transman and the sole bread-winner of my family. When I decided to transition, my biggest worry was whether I would be able to find a job where I don’t have to compromise my dignity and self-respect. I searched for almost six months and had even posted my résumé on the Sampoorna Networking Group. Then, I received an email that a retail company had a vacancy in HR and that they were open to hire someone from the LGBTQIA+ community. That’s how, I got in touch with Madhumitha and the first question she asked me was — ‘What is your preferred name and pronoun?’ She not only interviewed me, but also gave me constructive feedback. There were a series of interviews after that for which Madhumitha mentored me until I got the job,” he says.


The use of preferred gender pronouns while addressing individuals from the community is crucial at a workplace. The buddy system has turned out to be effective in a lot of cases. “A ‘buddy’ can help create a congenial atmosphere for an LGBTQIA+ employee at a new workplace. This system proves to be particularly useful if the person is in his or her transition period, while it also helps the employer retain good talent and translate that to better productivity,” says Sandeep Nair, Programme Manager at Community Business, who has facilitated various sessions on LGBTQIA+ inclusion at conferences. An openly gay man, Sandeep is currently working on a comprehensive LGBTQIA+ resource guide for employers in India.


“Companies can also support transgender people set up their own small businesses. This would encourage the community to create and extend more job opportunities. Having gender-neutral policies, as well as insurance benefits to cover sex reassignment surgery (SRS), for trans people is equally important,” says Neelam Jain, Founder of PeriFerry, a Chennai-based social inclusion enterprise that works for transgender employment and entrepreneurship