Queering Workspaces’ Post

As we celebrate Pride Month, I can’t help but think about why we limit this celebration to just one month when it should be a year-round commitment? I believe everyone deserves to be seen and respected as individuals, free from any labels. Pride Month serves as a great reminder, but our dedication to the LGBTQIA+ community is a daily commitment. At REA India, we’ve built a culture that welcomes and supports everyone. Our gender-neutral job descriptions, comprehensive equal employment opportunity statement, and learning opportunities, such as unconscious bias training and inclusivity & gender sensitization workshops, ensure our workplace is inclusive for all. We also offer insurance coverage for same-gender spouses and provide adoption leave to all our people, regardless of their gender or sexual orientation. Inclusion is an ongoing journey, not a checkbox to tick off. There’s always more we can do, and we’re committed to continuously improving so that everyone feels they can bring their authentic selves to work.   On a personal note, I believe that inclusion starts at home. By fostering an accepting environment in our personal lives, we naturally extend this mindset to our workplaces and communities. So, let’s use this Pride Month as an opportunity to reinforce our commitment to celebrating and supporting the LGBTQIA+ community every day. Together, we can foster a world where everyone feels valued and respected, 365 days! (366 if it’s a leap year :)) and not just for the month of June.   I would love to hear what you are doing to promote LGBTQIA+ inclusion in your workplace. Let's keep this conversation going! REA India Housing.com PropTiger.com #Pride #LGBTQIA #Diversity #Inclusion #inclusivity #ComeHome #learning #leadership #equalopportunities #equality #respect #community #people #culture #celebration #CHRO #journey #Startup #initaitve #commitment #opportunity #LGBTQ #Pride2024

Attracting top talent and amplifying impact are key to any organization's success. If you're looking to promote diversity and inclusion, Mr. Gay World India is the platform for you. This empowering initiative champions LGBTQ+ icons who become passionate advocates for community well-being and positive change. By partnering with Mr. Gay World India, you'll have the opportunity to connect with a diverse pool of high-performing talent driven by purpose and committed to making a difference. You'll also strengthen your employer brand by demonstrating your genuine commitment to inclusion, attracting top talent who value authenticity and social responsibility. But that's not all. Partnering with Mr. Gay World India will also foster a more inclusive and supportive work environment, driving higher engagement and innovation across your teams. Plus, you'll be able to amplify your social impact by partnering with a cause that aligns with your values and makes a tangible difference in the lives of LGBTQ+ individuals in India. Mr. Gay World India isn't just a pageant; it's a movement. Join us in rewriting the narrative, crowning the next champion, and building a world where everyone thrives. Become a sponsor, offer in-kind support, or spread the word within your network to be a catalyst for inclusivity and inspire others to embrace diversity. Don't miss the grand finale in April 2024! Witness the power of dreams unfolding and celebrate the champions of change. Let's rewrite the narrative, together. #MrGayWorldIndia #Empowerment #Changemakers #PartnerForProgress #DiversityAndInclusion #LGBTQIndia

Indian companies need to understand that hopping on western bandwagons like DEI doesn't make them cool. Some things just don't work in India! Supporters argue that embracing DEI is essential for fostering innovation and improving workplace culture. But, a recent report highlighted that while 21% of Indian companies have formal DEI policies, the focus is predominantly on gender and LGBTQ+ inclusion, often neglecting critical factors like caste and religion. This omission raises questions about the sincerity and effectiveness of these initiatives. Skeptics point out that many DEI efforts are merely performative. Studies state that 19% of companies actively track marginalized groups, with a staggering 98% focusing solely on gender diversity. This disparity suggests that the push for DEI may be more about optics than genuine change. Moreover, do Indian companies truly understand the complexities of diversity in a culturally rich and diverse society? The conversation often stops at gender and sexual orientation, sidelining issues like casteism and Islamophobia, which are deeply rooted in the Indian workplace. If you want to do something, do it right - or don't do it at all! It's that simple... So, do we really need to hop on the DEI bandwagon, or should we pause and rethink what true diversity means in the Indian context? Open to discussion. #DEI #Diversity #India #Culture #Inclusion

1st day of the New Year, and the Indian Express decides to display its stereotypical mindset in full glory. They just could not find a single woman or non-binary person worthy enough to be quoted. The consequences of manels extend beyond the immediate setting. They send a disheartening message to aspiring professionals, especially women and marginalized genders, suggesting that their voices are inconsequential or unwelcome in these spaces. This lack of representation can further dissuade them from pursuing careers in these fields or participating in vital discussions, leading to a cycle of exclusion and underrepresentation. Addressing manels requires proactive measures. Organizations and event planners must commit to diversity by intentionally seeking representation from women and individuals of diverse gender identities. Implementing policies that ensure diverse representation, creating inclusive spaces where all voices are heard and valued, and actively supporting and promoting individuals from underrepresented groups are pivotal steps toward breaking this pattern. Diversity isn't just a buzzword; it's a cornerstone of progress and innovation. Embracing all perspectives, regardless of gender, fosters a more comprehensive understanding of complex issues and enables more effective solutions. By dismantling the prevalence of manels or allboysclub and championing inclusivity, we can create environments where everyone feels empowered to contribute meaningfully, fostering a society that truly values and celebrates diversity in all its forms. When will manels become outdated I ask!! #diversityequityandinclusion #diversityequityinclusionandbelonging #womenempowerment #womenatwork #lgbtqrights

Following the recent Supreme Court of India's decision against #Marriage #Equality, Pride Circle and Out & Equal developed a report on INDIA’S MARRIAGE EQUALITY LOSS AND ITS IMPACT ON THE BUSINESS COMMUNITY: Next Steps for Continued LGBTQI+ Progress. This report outlines how businesses can continue to play an integral role in advancing LGBT+ inclusion in India. 🌈 This comprehensive guide is designed to be an accessible and concise resource for businesses of all sizes. Whether you're just starting your LGBT+ #DEIB (𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲, 𝐄𝐪𝐮𝐢𝐭𝐲, 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐁𝐞𝐥𝐨𝐧𝐠𝐢𝐧𝐠) journey or looking to enhance existing efforts, this report provides valuable insights: 💡 👉 𝐂𝐨𝐧𝐭𝐞𝐱𝐭𝐮𝐚𝐥𝐢𝐳𝐢𝐧𝐠 𝐭𝐡𝐞 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧: Dive deeper into the recent Supreme Court ruling and its impact on the broader legal landscape for LGBT+ rights in India. 👉 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐟𝐫𝐨𝐦 𝐋𝐞𝐚𝐝𝐞𝐫𝐬: Discover inspiring examples of how leading employers are implementing successful LGBT+ inclusion practices in their workplaces. 👉 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐄𝐝𝐠𝐞: Learn how fostering a culture of inclusion for LGBT+ employees can unlock innovation, strengthen your company's reputation, and give you an edge in the marketplace. ========= 𝐑𝐞𝐚𝐝𝐲 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝 𝐚 𝐦𝐨𝐫𝐞 𝐰𝐞𝐥𝐜𝐨𝐦𝐢𝐧𝐠 𝐚𝐧𝐝 𝐬𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐟𝐨𝐫 𝐞𝐯𝐞𝐫𝐲𝐨𝐧𝐞? ➡️ Download the report (Reports & Publications section) and get started on your journey towards LGBT+ inclusion: linktr.ee/PrideCircle ========= 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬? 📧 Get in touch with us at DEI@thepridecircle.com Utkarsh Saxena, Zainab Patel, Preksha Bothra, Sonali Dutta, Priyanka Shetty, Ramkrishna Sinha, Akriti Rana, MPA, Corina Hendren, Gabriel de la Cruz Soler, Deena Fidas, Erin Uritus Merck Group (India), Accenture in India, Godrej Properties Limited, Godrej Capital, Marsh McLennan, GE, The Times Of India, FCB Group India, Axis Bank, Uber #PrideCircle #OutAndEqual #LGBTAwareness #DEIBIndia #BusinessInclusion #MovingForwardTogether #LGBTCommunity #MarriageEquality #InclusiveWorkplaces

I work in the media industry and I'd consider myself to be on the luckier side of things. I've had the privilege and freedom of being absolutely transparent about my sexuality and having it accepted in a professional setting from the beginning. Once I broke open from the mould of college, the first couple of years were tough. I was a little apprehensive about how the workspace would receive the fact that I’m gay. I worked in an all male team in 50% of my workplaces before my current one. An all male workspace was not particularly daunting in terms of being gay and my experience was that most cis-het men would see me as someone closer presenting to them than other femme presenting women. The atmosphere was fairly comfortable too. What helped me was being "casual" about my sexuality. For example, I would and still insert the fact that I have a girlfriend very matter of factly. A few of my colleagues, cis-het women mainly have been a bit apprehensive about introducing me to their girlfriends and families or maybe not wanting to share rooms on shoot. However, over the course of time this changed and so did the colleagues and workplaces. My current workplace is 90% queer and I am more than comfortable not just with talking about my identity but also being myself. The rest of the 10% are allies and provide a safe space. My straight colleagues have never subjected me to awkward situations, discrimination or flak for being gay. Most importantly, mutual respect, understanding, accommodation and simple normalcy towards me has worked wonders in the current company. Something as simple as not differentiating between the hetrosexuals & I does wonders in work spaces because being a lesbian at a workplace just draws certain sort of preconceived notions. Being a female producer however, comes with its own set of challenges as you are taken less seriously, regardless of your sexual identity since it’s a male dominated industry. Not different, just queer, Joelle, 29 Woman, Lesbian Producer, Media A project by Godrej Properties Limited and Gaysi Family Share your story here > https://lnkd.in/dh2sHED2 #QueeringWorkspaces #GodrejPropertiesLimited #GaysiFamily #WorkplaceDiversity #WorkplaceInclusion #LGBTQIA #QueerProfessionals

Around three months after I joined my current workspace, there was a sensitization based workshop for non-queer employees to educate them about queerness, allyship and what kind of prejudices they might have and how to deal with it. The workshop made me realise that this workspace was truly safe for folx like me. It was also the first time that I was vocal at a workspace! Even I learnt something from the workshop, which was that even queer folx need to give some benefit of doubt to our allies, and understand that we’re all learning about queerness together. I was always open about my queerness here, never censoring myself from talking about a guy in front of colleagues when we spoke about our dating lives. Our workspace is a very comfortable environment for all of us. During Pride Month last year, I was asked to speak at a company event, we call it the Human Library. I was meant to speak about my experiences, life’s journey as a queer person — how I overcame the challenges I faced for being openly queer etc. I was so glad to see not just other co-workers from the LGBTQ community but also cis-het allies present there. People joined offline, online from their homes. The Q&A session turned out to be so much more fun and transparent! So many people appreciated the way I carried the conversations and came back asking for more things to research, watch and read up about. It made me rethink, what if my queerness was also about making future-allies feel more comfortable as well? I was the first openly queer individual from the North Zone to get promoted under the first year of joining! In terms of inclusivity, it has been the best I have ever encountered in India. I used to work for another organisation that claimed to be inclusive. But once they found out about my queerness, even with the right policies in place, it couldn’t shield me from humiliation I had to face and eventually quit because I didn’t feel respected there. I feel like I have finally found a space where I know I will be respected for who I am and be cherished! Keeping some room for benefit of doubt, Imraan Najmi, 39 Male, Gay CC Site Head, Retail, Godrej Properties Limited A project by Godrej Properties Limited and Gaysi Family Share your story here > https://lnkd.in/dh2sHED2 #QueeringWorkspaces #GodrejPropertiesLimited #GaysiFamily #WorkplaceDiversity #WorkplaceInclusion #LGBTQIA #Queer

I believe anyone can succeed as an entrepreneur. Regardless of age, gender, or background. All it takes is a bit of courage, a lot of determination, and sometimes, guidance. When I say determination, one of the first names that come to my mind is Devyani. G-1 Saathi is not just a shop, it is a living testament to Devyani’s resilience. Thank you, Biman, for choosing to highlight her story. We need more entrepreneurs like Devyani, to pave the way for a brighter future. #BYST #SuccessStories #EntrepreneurialSuccess #MentorshipMatters

PeriFerry invites you to join our upcoming virtual DEI discussion on "How to actually do Trans Inclusive DEI." The discussion will bring together around 50 DEI Heads who will share their insights and ideas to meet growing challenges in the Indian DEI space. A discussion with industry experts   - Sudeep Ralhan | HR Leader & Consultant, Ex- Walmart/GSK/Accenture   - Tanvi Nair | Business Analyst, TEDx speaker, DEI Catalyst   with Neelam Jain - Founder & CEO of PeriFerry We will discuss: - Challenges faced in successfully implementing Trans and LGBTQ+ inclusive DEI policies in your organisation - Effective interventions Pre and Post Trans Hiring Details here: Date & Time: 15th March 2024 (Friday) - 11 AM- 12.30 PM IST Where? Virtual. Invites will be sent out post RSVP. RSVP Form: (REGISTRATION CLOSED) For whom? DEI Heads, Policy makers, ERG leads, and Leaders spearheading inclusion. The session is designed for DEI professionals with considerable experience. #progresswithpride #periferry #inclusion #transinclusion #lgbtqinclusion #dei #webinar #insights

Celebrating Pride Month with logos and initiatives is a start, but is it leading to real change for LGBTQIA+ individuals in corporate India?   This article explores this crucial question, shedding light on persistent challenges and the strides made since the decriminalization of Section 377.   While progress has been made, such as the inclusion of pronouns in profiles and more visible support for diversity, challenges remain. Issues like pay disparity and workplace discrimination still persist, as highlighted in the experiences of real voices in this article.   For real change in corporate India, it requires deeper commitment. To move beyond symbolic gestures, companies need to foster genuine inclusivity through continuous sensitization, inclusive policies, and creating safe environments. Real progress lies in dismantling barriers at all levels and ensuring equal opportunities for all, regardless of gender identity or sexual orientation.   Read the full article to understand the true impact of Pride initiatives in the workplace and discover actionable steps companies can take to foster genuine inclusivity beyond performative gestures.   For more insights and to learn how your organization can drive meaningful change, reach out to us today!   #PrideMonth #LGBTQIAInclusion #BeyondRainbowWashing #DNI #MarchingWithPride Sonica Aron (She/Her/Hers) Kunal S. Krati Vyas Nandini Aggarwal Bhaskar Batri Ishu Chaudhary https://lnkd.in/gi2c_N69