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India's ambition to become the world's third-largest economy by 2027-28 is driving growth in its logistics sector, propelled by favourable global demand and government initiatives like Make in India, Atmanirbhar Bharat and Skill India. The sector is significantly contributing to India's GDP with warehousing projected to reach USD 35 billion by 2027 at a 15.64 per cent CAGR. This rapid expansion necessitates for an inclusive mindset and culture that embraces talent across the spectrum ensuring the logistics sector can fully capitalize on its ambitious growth trajectory.
As the logistics and supply chain sector becomes more organised and highly specialised, it will enhance opportunities for those who desire to make a career in it. LGBTQIA+ inclusion is not merely a moral imperative but a strategic advantage that fuels innovation, enhances problem-solving capabilities and drives overall business performance.
Over the last few years, the emergence of the “pink economy” or the “pink market” or “rainbow economy” has outlined the economic influence of non-heterosexual individuals. According to estimates, there is a substantial presence of around 135 million LGBTQIA+ individuals - a demographic dividend that outlines the multiplier effect of engaging the commercial aspect of the LGBTQIA+ community on the Indian economy. When we look at the logistics sector and the untapped opportunities that exist across the logistics and supply chain, there is considerable consumption potential associated with market dynamics.
If we analyse the connection between the LGBTQIA+ community and the influence that industrial and commercial demand has on sourcing talent from unique talent pools due to shortages, the consequence of battling non-inclusive societal norms as well as inequities require a change in policy. Recent legal reforms and advancements on the role of the LGBTQIA+ in economic and industrial development demands deeper introspection.
According to Deloitte's 2023 LGBTQIA+ Inclusion at Work survey, only 59 per cent of respondents feel comfortable being fully out at work which underscores the critical need for more comprehensive diversity initiatives that address all aspects of identity, including sexual orientation and gender expression. The survey revealed that 42 per cent of LGBTQIA+ employees who are not out at work fear that coming out would negatively impact their career progression. This highlights the persistent challenges and fears that many LGBTQ+ individuals face in professional settings, including in our industry.
Organisations have the potential to champion inclusivity which entails implementing comprehensive diversity strategies that go beyond mere quotas. The most important force multiplier is the culture that you create that is supported by an environment where LGBTQIA+ employees feel safe, valued and empowered to bring their whole selves to work, and unlock value at scale as well as in newer directions.
Organisations drive policy and process change in making a truly inclusive, diverse, equitable and accessible with detailed roadmaps, management reviews, in attracting and retaining LGBTQIA+ talent. From partnerships with LGBTQIA+ driven entities, creating awareness through PRIDE events, hiring employees across the spectrum for both off roll and on roll across customer facing and back-end roles to robust policies highlight the employee experience and enables LGBTQIA+ community to flourish in the organisation.
To ensure that guard rails are in place and that LGBTQIA+ feel heard, employee resource groups (ERGs) provide an opportunity to share feelings with concerns getting addressed in a structured manner. ERGs have provided a safe space for LGBTQIA+ employees to discuss issues openly, support one another and bring concerns to management. Well managed ERGs have played a vital role in monitoring the effectiveness of company policies and ensuring that inclusivity is more than a buzzword.
An important element that involves passion and ownership is diversity hiring in remote locations, offering employment to those who would not otherwise get gainful employment. This involves identifying locations, key roles, aligning our manpower service providers to source third party candidates from relevant catchment areas. Moreover, an inclusive workplace attracts top talent from all backgrounds.
In an industry facing persistent labour shortages, particularly in trucking, we cannot afford to overlook any potential pool of skilled workers. By creating a welcoming environment for LGBTQIA+ individuals, organisations must expand and enhance their ability to meet the growing demands of the logistics sector by providing exciting career offerings that are highly visible and customer facing like an operations head, customer engagement manager, warehouse in charge, head of control tower etc. Organisations must reinforce the belief that they can make a difference to the lives of the communities especially when they have been provided limited opportunities to prove their capabilities.
The future of logistics cannot be envisioned without being diverse and inclusive. It's time to embrace futuristic work culture, driving meaningful change and setting new benchmarks for the industry to follow. Creating an ecosystem where every individual feels valued and empowered to contribute their best must become standard now. A determined, action driven, self-regulated efforts aligned towards newer realities is the first step towards a robust and inclusive logistics industry.
The author is Edwin Lobo, Vice President- Human Resources, Mahindra Logistics.
