HUMARA BHI HAQUE HAIN - INCLUSION OF THE LGBTQ COMMUNITY IN THE TECH INDUSTRY

Since ancient times, beyond any conventional notion of gender, i.e., men and women, other forms of gender have always been seen as taboo, which ultimately leads to exclusion, marginalization, and harassment against the LGBTQ+ community even in the modern world despite decriminalizing Section 377 of the Indian Penal Code to consider homosexuality legal in India. Any form of sexuality is rarely discussed in public, and therefore, mental, physical, emotional, and economic violence against the LGBT community in India continues to be a significant problem. People from the LGBTQ+ community specifically often encounter discrimination in terms of exclusion from any decision-making gathering, harassment, bullying due to their gender identity, lowering their self-esteem by tagging them as “incapable,” and collectively, these create a significant toll on their overall mental and social wellbeing. Even it is challenging to draw exact figures of LGBTQ+ people due to their privacy violations, and one study by Abhay Mane stated that in the workspace, most of the individuals out there are open to colleagues other than human resources (HR) and/or their managers. This highlights an important point, which is not being open to HR and/or managers, and only emphasizes the fact that LGBTQ+ employees are unsure about the official stand the organization would take. If someone is being questioned about any scientist or an engineer belonging to the LGBT+ community, the answer is mostly unknown, which demonstrates the deep-rooted exclusion, unrecognition, and marginalization of the LGBTQ+ community.

Findings and case studies:

Due to the prevalence of comprehensive Global Policies to prevent LGBTQ+ discrimination, many organizations are aiming to create an inclusive and discrimination-free working environment, providing equal rights and the need to uphold the dignity of LGBTQ+ individuals with clear consequences for employees engaging in discrimination. But in contrast, even with the Transgender Persons (Protection of Rights) Bill 2019, prohibiting discrimination or denial of employment, some organizations are yet to improvise such amendments in their regulations to promote inclusivity and stability in terms of tackling the challenges of discrimination and harassment.

As per the 2011 census, only a small fraction of the 4.9 lakh transgender community managed to get employed in corporates. A 2018 National Human Rights Commission study showed that 92% of Indian trans people are denied participation in any economic activity, and surprisingly, 50%-60% of the respondents never attended schools and those who faced any sort of discrimination, 52% of the attendees have given up on attending educational institutions and those who are employed in NGOs or small scale organisations usually get a low pay scale ranges between Rs 10000- Rs15000. Even IT sectors in India face persistent challenges as merely 9.5% of Indian organisations have actively undertaken substantial initiatives in LGBTQ+ inclusivity and recruitment efforts are predominantly concentrated at junior and middle management levels.

A Deloitte India study found that 40% of LGBTQ+ employees hide their identity at work, fearing discrimination and career stagnation.56% of respondents stated that workplace culture discourages them from coming out. Many employees consider leaving their jobs due to homophobia and bias. One such case can be highlighted from the study done by Reem Khokar, where she stated that one transgender employee named Rashika Maity faced an ample amount of discrimination in the workspace. Where she said, “They (Maity’s team members) would not teach us anything, often underestimating us and thinking we are incapable.” Colleagues excluded Maity from internal decision-making bodies. For instance, their entire team was invited to a colleague’s wedding except for the two of them.

Another case study centers around one transgender employee who was mocked because of his sexuality to the point that one time, a colleague told him to consult a doctor because there was something wrong with his thinking. Shockingly, he was pushed aside, and no one allowed him to celebrate one of his colleague’s birthday at the workspace. This indeed shows how the structural constraints and adverse biases are imposed on the LGBTQ+ community, which ultimately results in their underrepresentation, exclusion, and marginalization. There is a concerning lack of reliable data on the representation of LGBTQ+ members or non-binary individuals in Indian tech. This lack of data makes it even more challenging to address the issues faced by this community in the industry. The main reason for individuals choosing to keep their sexual orientation or gender identity private at work is the fear of prejudice or discrimination, leading to difficulties for companies in accurately measuring their workforce diversity (Saha, 2023).

Way forward?

To bring a positive change in the workspace that mainly includes gender equality and inclusivity, especially to keep the nonbinary safe and secure, support groups in colleges and offices can be formed to promote gender sensitization, conduct workshops to upskill and empower the LGBTQ community for their personal and professional growth. For instance, Bengaluru-based PeriFerry, one of the pioneers in this space, has helped sensitize over 30,000 employees and helped 410 transgender persons land jobs, earning an average of Rs 30000-35000 a month. Another, Wipro aligns with the United Nations Standards for Conduct for Business against LGBTI discrimination, and their Pride Employees Resource Group provides a platform for LGBTQ+ employees and allies to share information and engage in discussions about LGBTQ+ inclusion. The curriculum must include compulsory courses on gender and sexuality, casteism, and social justice issues, as well as exposure to build empathy among students. Establishing a Reverse Mentoring program to bring together colleagues from diverse communities and leadership to facilitate the exchange of ideas and expertise can raise awareness of the challenges faced by members of underrepresented communities. Promoting awareness among people about sensitization through nudging their mindset can hint toward a better and more inclusive society.

References

1. Bullying is driving LGBTQ people out of tech, according to new study. (2017, April 29). NBC News. https://www.nbcnews.com/feature/nbc-out/bullying-driving-lgbtq-people-out-tech-study-finds-n752646

2. Changeincontent. (2024, August 24). College queer collectives and their impact on shaping the narratives. https://www.changeincontent.com/college-queer-collectives-impact

3. Khokhar, R. (2023, June 19). How India Inc. is trying to become more inclusive. Mint. https://www.livemint.com/mint-lounge/ideas/india-inc-diverse-inclusive-lgbtq-transgender-workplace-111687083992165.html

4. Menon, R. (2021, April 19). How campus support groups are helping queer students. Mint. https://www.livemint.com/mint-lounge/ideas/how-campus-support-groups-are-helping-queer-students-111618767001992.html

5. Sabnis, S. (2021, October 28). Why we need more queer role models in STEM. Feminism in India. https://feminisminindia.com/2021/03/17/queer-role-models-in-stem

6. S, S. (2019, December 19). Do India’s tech startups offer LGBTQ inclusion at workplace? Inc42 Media. https://inc42.com/features/rainbow-and-beyond-do-indias-tech-startups-offer-lgbtq-inclusion-at-workplace

7. Rosch, F. (2023, June 14). The tech sector needs LGBTQ+ voices. Ping Identity. https://www.pingidentity.com/en/resources/blog/post/tech-sector-needs-lgbtq-voices.html#:~:text=Technology%20is%20all%20about%20solving,increasingly%20diverse%20and%20interconnected%20world.