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As June comes to an end, Pride Month takes center stage, celebrating the resilience, advocacy and quest for equality of LGBTQ+ communities worldwide. Paul Dupuis, CEO of Take-5 Global and former MD & CEO of Randstad India and former CEO & Chairman of Randstad Japan, passionately emphasises the significance of this celebration. In an exclusive interview with BW People, he delves into why Pride Month matters and how organisations can advance inclusivity efforts for the LGBTQ+ community.
When asked about the importance of celebrating Pride Month, Dupuis's enthusiasm is palpable. "First of all, when we talk about equity, diversity, and inclusion (EDI), equality is part of that as well. Inclusion is for everyone, regardless of skin color, gender, sexual orientation, language, education, and so on," he explains. The LGBTQ+ community is a diverse one that transcends borders, and Dupuis believes that this generational shift towards open discussion is a wonderful moment. "It's time," he asserts, highlighting the timeliness and necessity of these conversations.
Leadership and Inclusivity
The conversation then shifts to the role of leadership in fostering inclusivity. Dupuis draws parallels between leading change and driving inclusivity efforts. "It starts with the leader. Everything in an organisation, when you talk about culture, starts with the leader," he states. Quoting Peter Drucker, he emphasises that "culture eats strategy for breakfast." A company with an inclusive culture, where people feel safe and have a voice, is poised to thrive.
Dupuis outlines the steps leaders should take to champion inclusivity for the LGBTQ+ community. "The leader needs to walk the talk and create an environment where everyone can be themselves and thrive," he explains. Beyond leadership, he stresses the importance of raising awareness, understanding the community's needs, and busting myths. He advocates for partnerships with community coalitions and alliances, as well as involving LGBTQ+ members in the mission to drive change.
Overcoming Resistance
Navigating resistance from both leaders and peers is another critical topic. Dupuis categorises individuals into promoters, neutrals, and detractors, emphasising the importance of education and interaction to shift perceptions. "The more people are aware and myths are busted, the more they'll move from detractor to neutral to promoter," he asserts.
In countries like India, where name-calling, teasing, and bullying can be prevalent, Dupuis stresses the importance of zero-tolerance policies. "It starts with the leadership team being completely aligned on zero tolerance for bullying, regardless of whether it's LGBTQ+ related or otherwise," he states. He advocates for education programmes around harassment and making courageous decisions when high performers do not honor the spirit of inclusivity.
The Business Case for Diversity
Dupuis strongly believes in the economic benefits of diversity. Citing various studies, he notes that diverse teams are linked to better performance and innovation. "When you have a diverse environment, diverse perspectives lead to new ideas, and the company will thrive," he explains. He references a study that found companies in countries with greater LGBTQ+ inclusivity performed better than those without such policies.
He elaborates on the "mini-me syndrome," where leaders tend to hire people similar to themselves. This, he warns, leads to a lack of diverse perspectives. "When you add a kaleidoscope of colors around the table, new ideas are born, and this is where innovation happens," he says.
Contrasting India and Japan
Having led organisations in both India and Japan, Dupuis offers an interesting contrast between the two countries. Both have traditional, conservative cultures, but Japan's openness to discussing LGBTQ+ issues is relatively new. He recalls attending the Tokyo Rainbow Pride event, which started with a dozen people 30 years ago and now attracts over 50,000 participants. This shift from being in the shadows to being front and center is remarkable, he notes.
In India, he observes significant progress. He mentions Randstad India's efforts in raising awareness and the potential for India to take a leadership position in LGBTQ+ inclusivity. "India is already an extremely diverse country, and it's well poised to lead the world on this topic," he says, expressing optimism about the future.
Vision for the Future
Looking ahead, Dupuis envisions a future where discussions about LGBTQ+ inclusion are no longer necessary because inclusivity will be a given. "We're not there yet, but that would be my vision," he states. He highlights India's diversity and the potential for the country to lead globally in LGBTQ+ inclusivity. He hopes to see more LGBTQ+ individuals in senior leadership roles, proudly and openly, across Indian and multinational organisations.
He emphasises the importance of addressing both unconscious and conscious bias. "It's important to look in the mirror from time to time," he advises. He encourages proactive engagement with the LGBTQ+ community, inviting them into their circles and fostering inclusivity through interaction.
He also highlights the mission of a leader to create an environment where everyone can be their true selves and shine. "When a leader does that, the organisation will have lots of success," he concludes.
As Pride Month unfolds, his message serves as a powerful reminder of the importance of embracing diversity and fostering an inclusive culture where everyone can thrive.
