For Economic Emancipation of LGBTQs

RAINBOW CORNER

In onboarding forms today, a slot has been incorporated for the 'third' gender. In some cases, the applicant also gets the freedom not to make any specific mention of gender. However, it is alleged that the managements of most companies in India, especially the home-grown ones, have not embraced gender inclusivity or made special efforts to employ LGBTQ staff.

Though there is greater acceptance of the LGBTQ (lesbian, gay, bisexual, transgender and queer) community in India than ever before, the overall scenario is far from satisfactory. People belonging to the community are still subjected to a lot of discrimination and social ostracism. If there is some respite, it is mainly confined to the urban belts. In rural India, homosexuality is still regarded as taboo.

After the Delhi High Court ruling of 2009 decriminalising consensual same-sex relationships, many in the LGBT fraternity came out of the closet to celebrate. In 2018, the Supreme Court also struck off part of Section 377 of the IPC, making homosexuality legal in India. Since then, there have been a lot of initiatives in both the government and corporate sectors as well as the social media to grant equal rights to the LGBTQ group. Parades and other events are held during the Pride Month (June), which is dedicated to the LGBTQ community. The month is marked by marches, performances and protests in support of the rights of the LGBTQ people.

Increased LGBTQ activism has paved the way for securing emotional and financial stability of members belonging to the community. The general feeling is that the stigmatisation will wear off once there is complete economic emancipation of the community. Extreme parental reaction to homosexuality will also be corrected once there is social and financial security for the children facing issues of gender identity and sexual orientation. It is argued that family support can ensure good mental and physical health of the LGBTQ people.

In India, education, career and marriage are often dictated by rigid social and cultural norms which, in turn, set tough conditions for the LGBTQ society. Many homosexual people suffer from depression and psychosomatic diseases as they are forced to go into isolation or seek "corrective" measures for conformity. All these ills cannot be wished away overnight by court verdicts and activism, but a lot can be achieved if the LGBTQ community gets easy access to economic inclusivity.

It is a welcome sign that the corporate sector has lately opened up to LGBTQ rights in a major way. It has framed new HR policies and offered opportunities to the community by ensuring open and safe workplaces. Almost a decade back, Community Business, a non-profit CSR consultancy group, came out with a resource guide for prospective employers called 'Creating Inclusive Workplaces for LGBT Employees in India'. The resource guide offers practical suggestions on providing inclusive work environments to marginalised LGBTQ employees.

Leading MNC giants like Google, Infosys and Goldman Sachs have been encouraging towards their Indian LGBTQ workforce. In fact, IBM included sexual orientation in its manager's handbook in 1984 and later included LGBTQs in its equal opportunity policy.

All said and done, workplace inclusivity of LGBT people is still a daunting task with multiple challenges. Religion and traditional customs define the Indian social milieu. It is mainly the IT sector, which draws almost 90 per cent of its clientele from the US and Europe, that has stuck to progressive HR practices favouring the LGBTQ population.

In recent years, the emergence of homosexual role models has improved things a lot and inspired others of the ilk. To cite examples, top corporate honchos like Apple CEO Tim Cook and media baron David Geffen have motivated LGBTQ employees at all levels.

With respect to the Indian employment scene, the initiatives to end discrimination on the basis of gender identity and sexual orientation are still at a nascent stage. The need of the hour is an anti-discrimination law to bring into effect a positive, prejudice-free and safe work climate for the Indian LGBTQ community which will have far-reaching value in the long run.

Companies ostensibly swear by the diversity, equality and inclusivity approach in their recruitment drives. In onboarding forms today, a slot has been incorporated for the 'third' gender. In some cases, the applicant also gets the freedom not to make any specific mention of gender. However, it is alleged that the managements of most companies in India, especially the home-grown ones, have not embraced gender inclusivity or made special efforts to employ LGBTQ staff. Only when companies endorse policies that respect results alone, irrespective of where they come from, a vibrant and gender-neutral workforce can come into being in a major way.

It is also felt that companies need to educate its employees about LGBTQ issues, which will help create a supportive environment for members of the community. There should be equitable policies supporting gender transition, medical facilities for same-sex partners, and fertility. Companies should also preferably set annual targets to achieve gender diversity.

Observers point out that LGBTQ inclusivity will also benefit the companies. While there will be expansion of the traditional talent pool, the companies hiring LGBTQ persons can also engage with a new generation of consumers who are indifferent to issues of gender identity and sexual orientation. Experts say that diversity can improve a company's prospects by promoting creativity and encouraging the quest for novel perspectives. This will lead to better decision-making and problem-solving. Also, the stakes of a company rise not only when there is quality production and service, but also when it takes a correct stance on political and social issues.

It has been seen that most companies pay only lip service to 'diversity, equality and inclusivity' as a core guiding principle. They employ LGBTQ staff without considering how to integrate members of the community into the immediate, short- and long-term workforce, and how to dispel 'queerphobia' (the fear or hatred of queer people).

The experts also point out that apart from hiring LGBTQ members, the companies need to support them by organising job fairs or community-based events that sensibly lay stress on the principle of diversity, equality and inclusivity. This activity should extend beyond the hype surrounding the Pride parades taken out in the month of June every year. With greater acceptance of the LGBTQ members and creation of a friendly environment with ample opportunities to grow and thrive, the goal of their economic emancipation can be achieved.

A mass mind shift cannot be effected easily. However, sustained efforts can go a long way in normalising the narrative about gender identities at workplaces. A mission mode is required to root out discrimination and bias against the LGBTQ community in India. Starting from the basics like establishing gender-neutral restrooms and making all policies gender-inclusive to creating a community of role models and training leaders to communicate with empathy, companies need to push ahead their LGBTQ-friendly programmes.

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