India Inc is beginning to take baby steps towards LGBTQ+ inclusion

Tata Steel, Godrej Consumer Products among those ushering in change

When a Mumbai-based brokerage organised a discussion on ways to promote inclusion of the LGBTQ+ community during the Pride Month earlier this year, Ravi (name changed on request) was happy to be part of the event. Ravi identifies as gay and was keen to hear about the steps other Indian companies were taking.

While the discussion itself was useful, “I found it ironic that of the three or four panelists, only one person was from the LGBTQ+ community,” he says. “Is it so difficult to get people from the community to speak about their experiences?”

Tokenism is one of the many shortcomings in India Inc’s attempts to intensify ‘diversity, equity and inclusion’ (DEI) at the workplace. A 2021 study by Randstand, a global HR services firm, found that only about one in three Indian companies surveyed had made any effort towards LGBTQ+ inclusion. Among those that said efforts had been made, 70 per cent were multinational companies or people who worked in multinationals.

Some Indian companies are, however, leading the way. In December 2021, Tata Steel hired 14 transgender persons as heavy earth moving machinery operators at its West Bokaro division, becoming the first Indian company to open core mining operations to the transgender community.

“Since then, the numbers have increased to about 100 across our various manufacturing locations,” the Tata Steel spokesperson said.

Transgender employees have been recruited at the company’s Kalinganagar division, steel division Jamshedpur Works, Jamshedpur shared services division, in human resource management, at Hooghly Met Coke, tubes and West Bokaro division.

Another Indian company that has done significant work in integrating members of the LGBTQ+ community is Godrej Consumer Products Ltd (GCPL). It lists gender-neutral anti-harassment policy; same-sex partner benefits that are on a par with married spouses; gender-neutral adoption benefits and support; and gender transition support among its LGBTQ+ inclusion initiatives.

Sensitisation is another area where work is being done. For instance, it is sometimes difficult for people outside the community to recognise when a red line has been crossed in terms of language, questions or general attitude to co-workers or new joinees who identify as LGBTQ.

To sensitise employees, PepsiCo India has ‘Awareness, Action and Allyship’ as the three pillars of its DEI philosophy. “Awareness is all about ensuring that we educate and sensitise people to create an inclusive environment,” says Pavitra Singh, chief human resource officer, PepsiCo India.

Salesforce India, a customer relationship management platform, meanwhile, has organisations within the company called equality groups. “Each group is focused on one aspect of workforce life, and the one for LGBTQ+ is called ‘Outforce’. These groups ensure we build an inclusive place for all,” says Sanket Atal, senior vice president and managing director-Sites, Salesforce India. “We want everyone to bring their whole selves to work.”

He adds that before conducting interviews, hiring managers are sensitised about how to go about the process in a respectful manner. “For example, hiring managers should not ask about the marital status of the candidate since it is a personal matter.”

Others like Tata Steel periodically invite consultants and community influencers to conduct talks to sensitise the staff.

At global management consulting firm Kearney, the history of the LGBTQ+ community’s struggle is included in the sensitisation drive. Rakhee Malik, director and head HR- Kearney, says that under a global programme called PROUD, employees are educated through regular communication about what the LGBTQ+ community stands for, the history of resistance that they have faced and the need for inclusiveness.

What about benefits, insurance policies and leaves?

Most companies that have employees from the LGBTQ+ community follow a neutral policy. Atal of Salesforce says the partner of an LGBTQ+ employee is eligible for the insurance that the company offers. If there is an addition to the employee’s family, the parental leave is applicable to primary and secondary caregivers irrespective of gender. The company also offers coverage for gender affirmation surgeries.

That said, an HR executive at a Bengaluru-based software firm points out that while many organisations have begun implementing DEI policies, most such companies have a global footprint. Also, there are difficulties in devising hiring policies around the community.

“Companies are aware of the huge resource pool in the LGBTQ community, but roadblocks exist,” says the executive. “One of these is the rapidly changing terminology around people’s gender identities and sexual orientations. New categories are added quickly and hiring processes have a hard time getting streamlined.”

Apart from rapidly changing identifications, creating infrastructure for the community, such as gender-neutral washrooms, is also a challenge.

While Tata Steel, GCPL and Salesforce have gender-neutral washrooms and restrooms for the staff, smaller companies are often hesitant to invest in infrastructure.

An equal workplace

• Tata Steel: Hired transgender persons as heavy earth moving machinery operators at its West Bokaro division in December 2021, becoming the first Indian company to open core mining operations to the community
• Godrej Consumer Products: Has gender-neutral anti-harassment policy; offers same-sex partner benefits and gender transition support, among other initiatives
• Salesforce India: Hiring managers are sensitised about how to conduct interviews in a respectful manner. LGBTQ+ employee’s partner eligible for company insurance
• PepsiCo India: Holds awareness and sensitisation sessions for the staff
• Kearney: Includes history of LGBTQ+ community’s struggle in its sensitisation drive