“My ‘Effeminate Nature’ Made Me A Frequent Target Of Bullying,” Arnab Biswas

sugandh bahl Jul 01, 2024

“The journey of self-acceptance for me was rather short and easy, as deep inside I always knew I am attracted to men. Later understood, I am ‘gay’ as per societal terminologies"

Arnab Biswas’s Pride journey is marked by courage and leadership. Coming out at 19, the Lead Control Management Officer (VP) for the Finance team (International) remained steadfast in his authenticity despite challenges. While candidly speaking with BW People, he mentioned how in his professional life, he created an ERG network that drove significant policy changes. After joining Wells Fargo, Arnab was further motivated to join the company's Pride Network to champion the LGBTQ+ inclusivity at work.

1. Coming out wouldn't have been as easy as it seems to be heard, how and what courage you gathered at the age of 19 to be strong enough to face the realities of this cruel world?

Coming out is a journey. First, we accept our whole self and gather strength to come out to others. The journey of self-acceptance for me was rather short and easy, as deep inside I always knew I am attracted to men. Later understood, I am ‘gay’ as per societal terminologies. I came out to my mother because I couldn’t live a lie. It was not a great phase of my life as I was 19 and financially unstable.
I did not have any close friends in school, as my effeminate nature made me a frequent target of bullying. Given a chance I would want to wipe out my school memories, which still haunt me. By the time I was in college I was a confident and conditioned person.

2. Your profile read, "In his professional life, he created an ERG network that drove policy changes." Can you elucidate upon those policy changes in detail please?

In my previous organisation, I started the ERG network group. It was a roller coaster ride with responsibilities, but I had the liberty to make the organisation more inclusive. In the span of 2.5 years, we revised policies related to paternity leaves, gender neutral toilets, gender reaffirmation surgery, partners’ insurance to participation in rainbow hiring, employee welfare index and more. For these contributions in LGBTIQA+ inclusion in India, I was invited at the Lord of Mayor Dinner, London in 2019 and was voted as the Top 100 LGBT finance professionals across the globe by LGBTGreat in 2022.

3. What was your experience like transitioning in the workplace, and how did your organisation support you during this time? Have there been any unexpected opportunities or positive experiences that have come from your transition?

Wells Fargo has a history of LGBT inclusion for over three decades. Before joining the organisation, I was aware of the inclusive culture here and was looking forward to being a part of it. The policies here are LGBT inclusive and most importantly trans inclusive. You see different kind of people from various walks of life, and I genuinely feel the inclusion agenda is quite strong in Wells Fargo.
I came out at Wells Fargo voluntarily in a team meeting and no one raised an eyebrow. There was no reaction, which possibly is the best reaction one can expect. There were sincere, genuine questions asked, and I was comfortable responding. My colleagues have been very supportive and senior management has always encouraged me to participate in Pride activities. This makes me feel valued.

4. What policy changes or practices would you like to see implemented in corporate environments to better support LGBTQIA+ employees?

Initiatives to drive awareness and educate should run all around the year and have recall value. In a dynamic workforce, people should be made aware from the top down that no discrimination is right at any level. Encouraging participation in Pride activities and reiterating the policies over time reinforces the inclusive culture and gives comfort to employees who are not out and open.

PRIDE month is a special time when offices across the region embrace the PRIDE rainbow with the office buildings lit up in rainbow colors. Like Wells Fargo, other organisations should also celebrate important international observances such as transgender day of visibility. This level of commitment to driving true inclusion is important to help individuals from the community find the support they need within the industry.

5. How has your experience as a gay professional influenced your personal and professional growth? What advice would you give to other LGBTQIA+ individuals pursuing a career in the corporate world?

Not bringing one's whole self to work and the fear of being outed can lead to an identity crisis, which can be draining and result in lower productivity. The fear of being judged and sometimes questioned felt like a constant challenge in my early career. While there has been progress over the years, there is a continued social stigma around the subject, and it will take some time for the overall society to be truly inclusive. I always advice people to be smart and choose actions based on one’s socio-economic scenario. Each battle is different and there is no template to make it easy. However, education, skill sets and ability to be economically independent supports better decision making and is one of the major driving forces to lead one’s life with poise and dignity.

6. What support systems (e.g., ERGs, mentorship programs) have been most beneficial to you as a LGBTQIA+ professional? How can colleagues and allies best support transgender/community professionals in the workplace, since you have been an active ally to people from LGBTQIA+ community?

So, I have had the opportunity through my career to set up and be a part of Employee Resource Networks. Wells Fargo has an established and active Pride Employee Resource Network which offers opportunities for community connections, engagement, development and safe spaces for conversations. This helps to create a safe and supportive work environment where employees are seen and heard, regardless of their gender identity or sexual orientation. The network also focuses on building awareness through initiatives outside the company to create advocacy.

I know Wells Fargo also works with non-profit organizations such as PeriFerry to upskill and provide career training for transgender individuals. These programs are designed to provide meaningful employment opportunities. Such commitment to raise awareness is the key to help individuals from the community find the support they need to succeed in their careers.