"LGBTQ+ Inclusion Is Not Just For June, But A Year-Round Commitment"

Parmesh Shahani, Head of Godrej DEi Lab, and a strong advocate of LGBTQ+ inclusion, shares his thoughts on how corporate entities play a pivotal role in championing LGBTQIA+ inclusion, particularly during Pride Month. He believes that companies are increasingly focusing on concrete actions that foster diversity and equality in the workplace, beyond symbolic gestures. This involves revising policies to eliminate discrimination, supporting LGBTQIA+ employee resource groups (ERGs), and investing in community initiatives. Sustained efforts to embed inclusion into the corporate culture are crucial, ensuring that these initiatives extend beyond June and contribute to a genuinely inclusive environment.

Excerpts: 

How do you see the role of corporate entities in driving LGBTQ+ inclusion, particularly during Pride Month?

Corporations wield a lot of power and influence when it comes to shaping societal norms and attitudes, making their role in driving LGBTQIA+ inclusion absolutely essential. During Pride Month, it's crucial to go beyond performative gestures like changing logos to rainbow colours. Instead, we should focus on tangible actions such as revising policies to ensure active support and non-discrimination, supporting LGBTQIA+ employee resource groups (ERGs), and investing in community initiatives. The real impact lies in sustained efforts that extend beyond June, embedding inclusion into the corporate DNA. So, stop talking and start doing.

Start with the basics: ensure representation at all levels of the organisation, create safe spaces for dialogue, and provide comprehensive training programmes.

At the Godrej Industries group, our June calendar is packed with activities that reflect our commitment to LGBTQIA+ inclusion. We have sessions on allyship, queer relationships, and a newly revised trans healthcare policy. Our panels discuss careers in the corporate world for LGBTQIA+ aspirants and emphasise the importance of telling our own stories. We’re also screening the award-winning film Lailaa Manju, made by a member of the Godrej DEI Lab, and hosting a pride march at the Godrej One building. To support queer-owned small businesses, we're organising a bazaar, and we’re offering health checkups for LGBTQIA+ employees throughout the month.

But our commitment extends beyond June. We've pledged to hire 5 per cent of our workforce from the LGBTQIA+ community for the upcoming Godrej Consumer Products factory in Tamil Nadu. This is in addition to the 100+ LGBTQIA+ individuals already working across various levels and departments at the Godrej Industries group. Moreover, we provide internships for LGBTQIA+ individuals, housing assistance, and medical benefits specifically tailored for trans and queer employees. We're continuously building on these efforts to ensure ongoing progress.

So, remember, inclusion is not just for June—it's a year-round commitment.

From your experience, what are the key challenges that LGBTQ+ individuals still face in the corporate world today?

LGBTQIA+ individuals still face significant challenges in the corporate world today. Representation remains a significant hurdle, with LGBTQIA+ people often underrepresented in leadership positions. This lack of visible role models can make it difficult for LGBTQIA+ employees to envision their own career progression. To give you a simple example: back when I started my corporate career, I was one of only 2 out and proud employees.

Despite recent advancements, many queer folks experience micro-aggressions and unconscious biases that undermine their sense of belonging and professional growth. Plus, there's often a fear of coming out, as many worry about potential repercussions on their careers. Kenji Yoshino has articulated this very powerfully in what he calls ‘covering’ i.e., the pressure to hide one’s identity faced by LGBTQIA+ people (among others). The intersectionality of these challenges, coupled with cultural and regional differences, adds layers of complexity that need to be addressed holistically.

From a business perspective, LGBTQIA+ inclusion is not just a moral imperative but also a strategic advantage. In my book Queeristan, I emphasise that inclusive workplaces are more innovative and financially successful. I also point out that "diversity and inclusion lead to higher levels of creativity and engagement, which are essential for a company’s success in today's competitive market." Additionally, inclusive companies are better at attracting and retaining top talent, improving employee satisfaction, and enhancing their reputation among consumers and partners.

So, let's face it: promoting LGBTQIA+ inclusion is beneficial not only for individuals from the community but also for organisations looking to thrive in the modern business environment. Besides, who doesn't want to be known as the company that's both fabulously inclusive and wildly successful?

How can companies effectively address unconscious biases and stereotypes related to LGBTQ+ individuals in the workplace?

Effectively addressing unconscious biases and stereotypes related to LGBTQIA+ employees in the workplace requires a concerted effort from companies, incorporating education, policy changes, and fostering an inclusive culture. Many corporates worldwide are implementing diversity and inclusion training programmes to raise awareness about LGBTQIA+ issues among their employees. These programmes aim to challenge stereotypes, encourage empathy, and promote understanding.

At the Godrej Industries group, we conduct sensitivity workshops and inclusivity training programmes for our workforce, creating a more informed and empathetic environment. In addition to education, we periodically revise our policies to ensure they are inclusive of LGBTQIA+ employees. Non-discrimination policies explicitly prohibiting bias based on sexual orientation and gender identity are becoming increasingly common. For example, many companies, including us, have implemented policies that extend benefits to LGBTQIA+ employees and their same-sex partners. 

After all, fostering an inclusive workplace isn’t just about ticking boxes—it's about creating an environment where everyone feels they can bring their whole selves to work. I like to say that inclusion isn’t a race, but a team sport.

What advice would you give to organisations looking to start or enhance their LGBTQ+ inclusion efforts but are unsure where to begin?

To organisations beginning or enhancing their LGBTQIA+ inclusion efforts, my foremost advice is to seek guidance directly from LGBTQIA+ individuals within your workplace. Initiate conversations with queer employees to understand their perspectives, challenges, needs, and recommendations. There is no one-size-fits-all funda; you'll need to tailor your initiatives to suit your workforce. This can be achieved through surveys, focus groups, or individual discussions. By actively listening to their experiences, organisations can gain invaluable insights to shape their inclusion initiatives.

Secondly, learn from others who are leading the way in the DEI (diversity, equity and inclusion) space. Observe the best-in-class practices and understand why they are successful. It's always good to see what the neighbours are doing right!

Furthermore, recognise that representation and sensitisation must go hand in hand. Establishing visible representation of LGBTQIA+ individuals in leadership positions and across organisational structures is crucial. Simultaneously, prioritise comprehensive sensitisation efforts through diversity and inclusion training programmes. These initiatives should address unconscious biases, promote understanding, and foster a culture of respect and acceptance.

Additionally, consider forming employee resource groups dedicated to LGBTQIA+ inclusion, much like Godrej Properties' 'Queers & Allies' ERG, which provides a supportive community and platform for advocacy within the organisation.

Lastly, ensure that leadership visibly champions these efforts, demonstrating a genuine commitment to fostering an inclusive workplace for all. Remember, this journey is ongoing, and continual improvement should remain a central focus.

Can you share some examples of best practices or success stories from your organisation that have effectively prioritised LGBTQ+ inclusion in their workplace culture?

Let me explain this with some examples we are proud of. In 2018, we came up with “A Manifesto for Trans Inclusion in the Workplace” at the Godrej Culture Lab, a report that presented a framework for transgender inclusion in Indian workplaces through inclusive policies, cultural sensitivity, and practical steps for implementing change. We got some positive feedback from diversity, equity and inclusion advocates, and from corporate leaders who used its recommendations to create more equitable workplaces.

A second example: over 2023-24, among other efforts, the lifestyle platform Godrej L’Affaire and the communications team of the Godrej Industries group, created a short film with the tagline ‘Aap rishte nibhao, riwaaz toh saath aa hi jaenge’ to mark Bhai Dooj, a traditional celebration of sibling bonds during Diwali. In English, the tagline of their video translates to: “Be true to your relationships, traditions will keep up with you.” The campaign, featuring actor and trans woman Ganga, spotlighted the importance of inclusion and acceptance for trans persons. The ad was crafted in collaboration with the Godrej DEI Lab team and members of the LGBTQIA+ community. The campaign sparked vital conversations about a more inclusive society and became a hit online.

We also kicked off operations in late 2023 with our first-ever Godrej DEI Lab event, Rainbow Reflections, in collaboration with Pride Circle. This event brought together LGBTQIA+ leaders from around the world to share crucial insights, best practices, and strategies for fostering workplace inclusion across sectors.

In June 2023, Godrej Properties launched the Employer Assisted Accommodation programme, an initiative aimed at providing safe housing to transgender, genderqueer, and gender non-conforming employees. As of now, six trans people have opted for this. One of Godrej Properties’ relationship managers moved to Maharashtra from Chhattisgarh for the job, and she was really struggling to find a place to rent. Today, she is staying at company accommodation and is happier than ever. It’s such experiences which push us to keep doing what we do.

At the Godrej Industries group, we believe that diversity, equity, and inclusion is not just limited to hiring, but a lens through which we view our products and services, communication, infrastructure, and, most importantly, our impact on society.

Savi Khanna

BW Reporters An experienced content writer with a history of working in digital, TV & print industry