"Inclusive Recruitment Approach Leads To Visible LGBT+ Representation"

In today's workplace, being inclusive and accepting of everyone is crucial. It is imperative for company leaders to make sure everyone, including the LGBT+ community, feels valued and respected. From participating in events to setting the right example, leaders play a big role. Megha Goel, chief human resources officer at Godrej Properties believes that employee groups are key as they create a sense of community and support.  She delves into making sure LGBT+ employees are represented in important roles, preventing discrimination and addressing health and family concerns. 

How can company’s leadership team actively advocate for LGBT+ inclusion, and what role do they play in setting the tone for the entire organisation?

A company's leadership is crucial in defining and communicating long-range plans for building and managing a diverse workforce. Communicating and reinforcing the diversity goals to all the teams regularly helps in building awareness and focus on implementing inclusive policies and modelling inclusive behaviour. Leaders set the tone for the entire organisation, creating an environment where diversity is celebrated, and all employees feel valued and respected and zero discrimination.

Our leadership team participates in all LGBTQ+ events that we conduct and also speaks at forums wherever necessary. They share about LGBTQ+ inclusion externally on LinkedIn and are out & proud allies. 

How important are LGBT+ employee resource groups, and how do these groups contribute to fostering a sense of community and support?

Employee resource groups (ERGs) are extremely important as they create a sense of community and foster inclusivity and support. ERGs provide a platform for employees to connect and share experiences. These groups provide a platform for networking, mentorship, and shared experiences, contributing significantly to a sense of community and support. By promoting visibility and understanding, they empower employees to bring their authentic selves to the workplace, enriching organisational culture and driving positive change. At GPL, our ERG is called Queers & Allies and has grown from a central space to multiple zonal chapters with engagement and awareness activities being rolled out like newsletter, human library, Pride Bazaar, etc.

How can organisations ensure visible representation of the LGBT+ community in leadership positions and decision-making roles?

To ensure visible representation of the LGBT+ community in leadership positions and decision-making roles, a focused approach of recruiting candidates from the community that match the role and required criteria for leadership positions is necessary. In addition, we would need to continuously focus on retaining and growing our existing teams for taking up larger roles to ensure higher representation at senior levels in the future. We have people from the community who are heading functions like marketing, HR and strategy in our Zonal Executive Committees.

How can companies actively prevent and address discrimination based on sexual orientation or gender identity? What could be some reporting mechanisms in place, and what steps can be taken to investigate and address any reported incidents?

To prevent and address discrimination, companies must establish a clear anti-discrimination policy. Providing comprehensive diversity training and implementing confidential reporting mechanisms, such Internal Complaints Committee involving HR and relevant stakeholders to investigate any complaints received will empower employees to report incidents. Transparent communication about outcomes and consequences reinforces a commitment to fostering an inclusive and respectful workplace for all employees, regardless of sexual orientation or gender identity. Our internal complaints committee investigates any complaints received. We are also compliant with the Transgender Persons (Protection of Rights) Act, 2019, where we have a complaint officer and redressal mechanism in place for any reported harassment. We have done extensive sensitisation sessions at all office and sites in vernacular language as well. 

In what ways can companies address concerns related to health benefits, family planning, and other aspects that impact LGBT+ employees?

Companies can address concerns related to health benefits and family planning for LGBT+ employees by actively ensuring inclusive policies. This involves offering comprehensive healthcare coverage that includes transgender-specific medical needs and fertility treatments. Additionally, it provides resources and support for family planning, including adoption assistance and parental leave policies. Regularly engaging with LGBT+ employees to understand their needs ensures improvements in the benefits offered. 

GPL team addresses the requirements of our LGBT+ employees through various interventions. From gender-affirming care POV we have Gender Affirmation Policy where we provide medical insurance support for gender transition. We also have launched gender transition guidelines that guide a transitioning employee, manager, HR team and co-workers through the journey. We have empanelled psychologists, psychiatrists and endocrinologists to provide gender affirmative care to the employees going through transition. Our onboarding process sees to it that taken names are featured wherever legal name isn’t required in case the candidate hasn't yet gone through a legal transition.