Ensuring diversity in organisations for an equitable future

In recent years, there has been a remarkable change among organisations in India in the way they have embraced values of diversity and inclusivity. Recognising the significance of fostering a diverse workforce, companies are now taking conscious decisions to hire and empower individuals from the LGBTQIA+ community.

This progressive step towards inclusion marks a significant milestone in creating equitable and welcoming work environments. While these initiatives herald a positive change, it is important to acknowledge that there are miles to go before companies can truly be considered as ‘inclusive’.

Organisations today understand that diversity goes beyond mere representation—it is about embracing different perspectives, experiences, and identities. By actively promoting diversity, businesses not only enrich their talent pool but also nurture an environment that supports innovation and breeds creativity.

As we celebrate Pride Month, it is an opportune time to reflect on the progress made thus far and the work that lies ahead in ensuring an equitable future for all individuals, regardless of their sexual orientation or gender identity.

To build diverse organisations and promote inclusivity, both employers and employees need to be mindful about:

1) Tailored Recruitment Efforts: Millennials and Gen Z employees come aware of LGBTQIA+ rights and are abreast of the prejudices that persist. In the workplace, they tend to prefer companies that have clearly outlined support towards the community. For organisations, voicing the intent to actively hire more LGBTQIA+ members and allies, and tailoring recruitment strategies to appeal to the younger audience, can help increase diversity.

2) Assess Readiness and Address Biases: Gender diversity within a company does not end with hiring. Today’s young workforce needs to see this resonate throughout their journey with a company. Organisations should be prepared to support people of different genders. It also helps to bridge any gaps by creating a safe environment and ensuring that leaders and stakeholders are ready to meet the specific needs and concerns of LGBTQIA+ employees. At the same time, recognise and work on unconscious biases that could affect the hiring process.

3) Use Gender-Neutral Language: A positive step to make a diverse workforce feel accepted is to avoid biases by using gender-neutral language in questionnaires, forms, and resumes. This way, you can evaluate candidates fairly, based on their qualifications and skills, regardless of their gender identity.

4) Foster Two-Way Communication: Millennials and Gen Z appreciate open communication. Encourage candidates, including those from the LGBTQIA+ community, to speak freely with recruiters. It can go a long way in establishing confidence among candidates that the organisation they are in, is a safe and inclusive space where they can share their expectations and concerns. This helps build trust, transparency, and a better understanding of individual needs.

5) Persistent Support: Organisations should consistently reiterate their diversity and inclusion policies, reminding employees of the importance of creating a supportive and inclusive environment. Steps such as having inclusive policies like insurance coverage for same-gender partners and gender affirmation surgeries and focused education on the use of pronouns can also showcase an organisation’s commitment towards diversity.

Clear communication is key to addressing biases that exist. At the same time, it reiterates support and belonging, which is what today’s workforce will look for, and hence it is essential to foster an atmosphere where all employees feel safe, respected, and valued.

Leaders of today, and those of tomorrow, need to know that building diverse organisations involves fostering a culture of mutual respect, understanding, and equal opportunity. It requires recognising and dismantling the barriers that prevent individuals from fully participating and thriving within the workplace. By embracing diversity, organisations can tap into a wealth of perspectives, experiences, and talents that lead to better decision-making, innovation, and overall success.

This will not only ensure a more equitable future, but also lay the foundation for organisations that are stronger, more resilient, and truly reflective of the diverse world we live in.

About the author:

Mr Sujoy Das is a specially-abled queer person and works at NetApp as a Financial Analyst and Lead.