The SAFE SPACE podcast, where we explore the importance of creating safer, happier, and inclusive workplaces. In each episode, we’ll hear from industry leaders, share best practices, and tell stories of personal growth hosted by Viji Hari, the CEO of CecureUs, Author, and Speaker, specializing in the areas of Prevention of Sexual harassment (PoSH), Diversity, Equity, Inclusion & Belongingness (DEIB) and Mental Wellness across Corporates.

This Pride month, joining the very first episode of the Safe Space podcast was Chandra Duraiswamy, an expert with 27 years in marketing communications and a champion of DEI who has humanized brands, leaders, and employees. Chandra is a strategic communicator, storyteller, and NHRDN awardee. Building a culture of empathy, trust, and high performance through communication, he has joined this episode to discuss his journey and the importance of inclusion at work.

“Like Charity, Inclusion also starts at home”

Personal Experiences: The Foundation of Inclusion

Chandra shares how his personal experiences have shaped his professional path. Growing up in a joint family of 22, Chandra learned the importance of give and take, patience, and negotiation for peaceful coexistence. Inclusion was deeply embedded in his home life.

Chandra’s mother supported girls from disadvantaged backgrounds with education and life skills, while his father set up a disaster relief kitchen. Inspired by them, in the early days, Chandra has organized several medical camps and rescue support for individuals impacted by natural calamities. These lessons in inclusion naturally extended to his professional life, where he fostered a sense of community through several formal and informal interactions with his co-workers.

“Inclusion was the first lesson I was taught at home, and bringing it to work was a natural progression for me.”

Commitment to Diversity and Inclusion

Chandra’s commitment to diversity and inclusion is central to his professional ethos. He emphasizes the importance of recognizing and embracing individuals’ diverse identities—such as caste, religion, gender, faith, etc—especially in multicultural environments. During his tenure in Paris, Chandra exemplified this with simple gestures to invite conversations by sharing extra homemade lunches with colleagues, fostering connections and mutual understanding. By bringing his authentic identity to the forefront, Chandra helped uncover other marginalized and invisibilized identities, creating a broader support network.

He acknowledges a common tendency for individuals to minimize their identities to avoid discomfort in others’ presence. However, Chandra advocates for a different approach: embracing one’s own identity while actively including and respecting others. During his professional engagements with Multi-National Companies, he acknowledges the support and advocacy from his mentors who helped him translate this philosophy into action and spearhead initiatives like the Pride Network. These efforts showcased how leaders and organizations can empower diverse identities within the workplace.

Both Viji and Chandra stress the importance of using one’s influence and privilege to uplift others, a cornerstone of effective leadership.

“Culture eats strategy for breakfast” – Peter Drucker

Initiatives: “Archers of the Rainbow”

Chandra has always found storytelling to be one of the most authentic ways to build inclusive spaces. He emphasizes that an inclusive culture is crucial for the success of any organization’s strategy. Without it, these strategies are bound to fail. Even prior to the decriminalization of Section 377, he worked to promote trans inclusion by forming a network of organizations that directly engaged with the trans community to understand their real issues. This effort underscored that inclusion is a widespread challenge across corporate India, not limited to a single industry, although many organizations still do not share their strategies.

In 2020, despite the pandemic, he continued to raise awareness through online sessions for managers and employees, sharing stories of lived experiences, biases, beliefs, prejudices, and myths. Initiatives like rainbow crosswalks symbolized the commitment to pride and inclusion throughout the year. Chandra also broadened the focus to include stories of other minorities, such as women, individuals with physical disabilities, and veterans, highlighting their often-overlooked experiences.

He encouraged employees to become storytellers, enacting plays that brought attention to workplace biases and fostered sensitivity. Over three years, Chandra’s efforts aimed to create an inclusive ecosystem within organizations, involving customers and suppliers. This approach ensures that strategies are effective and sustainable, leading to more equitable workplaces.

Conclusion

Chandra emphasizes the importance of inclusion, believing that organizations should hire diverse candidates across various roles and support their growth through initiatives like internships and CSR programs. Essential policies and infrastructure, such as gender-neutral restrooms that are also disability compliant, play a crucial role. To foster active participation, inclusion should be a KPI for all employees, from interns to CEOs.

Chandra also highlights the importance of allyship, where employees start as bystanders, become allies, and eventually activists. He stresses the significance of using Pride Month to learn more and adopt inclusive language as the first step toward making every day a day of pride.

The first episode of the SAFE SPACE podcast lays the foundation for future discussions on creating inclusive workplaces, sharing inspiring stories, and offering practical tips for both organizations and employees. Stay tuned for more!

Please reach out to us for any queries on Pride Inclusion At Workplace.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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A recent case in the High Court of Karnataka has exposed the harsh consequences of workplace harassment faced by an LGBTQ+ individual. The loss of 35-year-old Vivek Raj has prompted a serious look at the current legal framework, especially the PoSH Act of 2013. It has become clear that the law needs a significant update to ensure the protection of everyone, no matter their gender identity or sexual orientation.

LGBTQ+ Discrimination in The Labour Market

Marina Maria Gorsuch, Assistant Professor at St. Catherine University, studied workplace dynamics for the LGBTQ+ community, exploring if gay women face challenges similar to heterosexual counterparts. Using fictional resumes with LGBTQ+ indicators, the study found that while straight women received favorable ratings, a discriminatory effect emerged when LGBTQ+ indicators were present. Male respondents exhibited a clear negative bias, especially against gay men. Interestingly, women showed a smaller, statistically insignificant negative response, highlighting nuanced challenges within the LGBTQ+ spectrum.

The plight of the LGBTQ+ community in India is not far off from the east. The case of Vivek Raj is proof enough.

Reflecting on a Decade: Is the PoSH Act Enough?

It’s been ten years since the Sexual Harassment of Women at Workplace Act was put into action in 201It’s time we take a closer look at how effective it has been. While it was a good step towards a safer work environment, the challenges of 2022, especially post-pandemic, show its limitations. The law, designed for women, unintentionally overlooks that anyone, regardless of gender, can be a victim of sexual harassment.

A Glaring Omission in Coverage

The PoSH Act, 2013, has been a commendable step toward fostering a secure work environment. However, the law requires a transformative update to address the dynamic intersectionality prevalent in today’s fluid professional arenas.

Every office today harbors members of the LGBTQ+ community who often find themselves subjected to various forms of harassment, ranging from intrusive personal questions to exposure to explicit content. The realization strikes that the existing legislation, while well-intentioned, focuses solely on protecting women, inadvertently overlooking the fact that any individual, regardless of gender, can fall victim to sexual harassment.

A decade since the enactment of the law, the need for change resonates louder than ever. The post-pandemic workplace dynamics have given rise to myriad intersectionality that demand immediate attention. The existing legislation’s gender-specific focus raises concerns about its discriminatory nature, emphasizing the need for a more inclusive and progressive approach.

The Call to Action: Businesses as Agents of Change

The current law neglects to protect men and members of the LGBTQ+ community.

The call to action is clear—develop a gender-neutral policy that safeguards all employees, irrespective of gender identity.

Implementing Zero Tolerance for Harassment Through CoC

The policy must be a beacon of intolerance for sexual harassment, empowering every employee to report instances in alignment with robust policies.

Companies must integrate this commitment into their Code of Conduct (CoC), fostering a culture of zero tolerance for sexual harassment irrespective or in a deeper sense, especially of gender, sexual orientation, and gender identity.

The fundamental rights of all employees must be respected, transcending discrimination based on gender identity. The Indian Constitution guarantees the right to life, equality, and prohibits discrimination through Articles 14, 15, and 21.

Creating a Sensitized Workplace: Collective Responsibility

The reimagined workplace should not only protect its employees but also sensitize them to the importance of shielding their colleagues from harassment. This collective responsibility, viewed as a human right, aligns with the ongoing initiatives surrounding mental health, fitness, and inclusivity across diverse backgrounds. This can start by understanding the terms:

Gender Identity

Definition: Gender identity refers to an individual’s deeply-felt internal sense of their own gender. It is an intrinsic understanding of being male, female, or another gender, which may or may not align with the sex assigned at birth.

Characteristics: It is a personal and subjective aspect of one’s identity, forming the basis of how an individual perceives themselves in terms of gender, regardless of societal expectations.

Sexual Orientation:

Definition: Sexual orientation relates to an individual’s romantic or sexual attraction to people of the opposite gender, the same gender, or both genders. It is a consistent pattern of emotional, romantic, and/or sexual attractions.

Diversity: Sexual orientation exists on a spectrum, including but not limited to heterosexuality, homosexuality, bisexuality, and pansexuality. People may identify with a specific sexual orientation based on the genders to which they are attracted.

Gender Expression:

Definition: Gender expression encompasses how a person outwardly presents their gender through appearance, clothing, grooming, and behavior. It reflects an individual’s interpretation and outward manifestation of their gender identity.

Cultural Variations: Gender expression is culturally influenced and can vary significantly across different societies and historical periods. It includes visible attributes such as clothing choices, hairstyle, and mannerisms.

Understanding these terms is crucial for effective communication, promoting respect for individual identities, and ensuring compliance with legal frameworks aimed at preventing discrimination based on gender identity or sexual orientation.

Revolutionizing the Sexual Harassment Act

The revolution envisioned in rewriting the Sexual Harassment Act heralds a future where companies prioritize the well-being of all employees, fostering a better workspace. The ripple effects extend beyond corporate boundaries, contributing to increased growth not only for businesses but for humanity as a whole. As more companies adopt progressive policies, the workspace becomes a bastion of happiness, reflecting the true spirit of inclusivity and progress.

Sensitivity to Language Changes

The language around gender, sexual orientation, and related concepts continues to evolve. Being sensitive to these changes and using inclusive language fosters an environment that respects the diverse experiences and identities within the broader community.

Gossiping or making fun of a co-worker’s gender identity, sexual orientation, or gender expression is a form of harassment. While the POSH Act does not provide direct protection to the LGBTQ+ community, some progressive organizations have taken steps to extend inclusivity and protection to all employees.

Here are some ways in which organizations can contribute to protecting the LGBTQ+ community:

Inclusive Policies

Forward-thinking organizations should choose to develop and implement inclusive policies that explicitly mention protection against harassment based on gender identity or sexual orientation. These policies can ensure a more comprehensive approach to preventing and addressing all forms of harassment, including those faced by LGBTQ+ individuals.

Internal Committees (IC) Inclusivity

Organizations can ensure that their Internal Committees (IC) responsible for handling harassment complaints are well-trained and sensitive to the concerns of LGBTQ+ employees. The IC can be educated on the unique challenges faced by individuals from the LGBTQ+ community and be equipped to address complaints without bias.

Training and Awareness Programs

Conducting regular training and awareness programs that include information on diversity, inclusion, and LGBTQ+ issues can foster a more understanding and supportive workplace. Sensitizing employees to the experiences of LGBTQ+ individuals can contribute to a more respectful and accepting environment.

Non-Discrimination Policies

Organizations can implement explicit non-discrimination policies that encompass gender identity and sexual orientation. Such policies send a clear message that discrimination or harassment based on LGBTQ+ status will not be tolerated.

Supportive Work Environment

Creating a supportive and inclusive work environment involves fostering a culture where diversity is celebrated and all employees feel valued and respected. Open communication channels and support systems can contribute to a workplace where LGBTQ+ individuals feel safe.

Advocacy and Allyship

Encouraging allyship within the organization helps create a network of support for LGBTQ+ employees. Organizations can actively participate in LGBTQ+ advocacy initiatives and events to showcase their commitment to inclusivity.

Tata Steel: Leading the Way

Tata Steel emerges as a beacon among employee-friendly companies, consistently introducing policies that enhance the well-being of its workforce. Recognized as the Top Employer for LGBTQ+ inclusion by the India Workplace Equality Index in 2020, Tata Steel stands as a prominent ally of the LGBTQ+ community. Offering perks such as Mediclaim insurance covering partners irrespective of gender and sexuality, leave for new parents, and a robust Diversity & Inclusion program, Tata Steel’s commitment to workplace diversity is evident.

Protecting LGBTQ+: A Moral and Business Imperative

The journey toward safeguarding LGBTQ+ rights under the Sexual Harassment Act is both a moral and business imperative. While individual organizations can take steps to create an inclusive environment, legal frameworks, including the POSH Act, may need to evolve to explicitly address the protection of LGBTQ+ individuals from workplace harassment.

As we navigate this landscape, let’s remember that creating an inclusive work environment benefits everyone, leading to a more equitable and prosperous future.

If you are advocating to create a safe space for the LGBTQ+ community in your workplace, this Starter kit can be of great help.

Please reach out to us for any queries on Protection Of LGBTQ+.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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Talking about diversity at work can make people react in different ways. Some wonder if it’s still an important topic and suggest hiring based only on skills. Others agree that diversity matters but might focus on those who easily fit into the company culture.

Why is the discourse on workplace diversity still relevant?

From a business perspective, it significantly impacts revenue, creativity, and talent acquisition. Diverse teams, studies show, not only earn more but also foster innovation and better decision-making. In a competitive talent landscape, embracing diversity becomes a strategic move to access a broader pool of skilled professionals. Moreover, driving social change begins in workplaces, where power and influence shape progress.

We have never been more connected than we are today. Even with remote work, organizations can tap into talent regardless of geographical boundaries.

Yet, achieving diversity is not as automatic as we thought it would be.

Many companies inadvertently harbor invisible barriers that hinder a diverse influx. I think the real essence lies in inclusion—how genuinely welcomed diverse individuals feel.

This article is for those who acknowledge and recognize diversity and its benefits but are wondering how to take meaningful action towards it in the workplace.

A Shift Towards a Learning-and-Effectiveness Paradigm

Connecting diversity with financial success oversimplifies. Shifting to a “learning-and-effectiveness paradigm” focuses on using diverse experiences for innovation. Just mere diversity doesn’t automatically make a company effective. It’s crucial to reshape practices, promote a learning culture, value perspectives, and avoid a one-size-fits-all approach.

To benefit from diversity, address issues, set clear goals, and hold people accountable. This approach helps organizations unleash workforce potential, driving innovation and ensuring success in our diverse world. Shift from focusing on demographic diversity to leveraging diverse experiences.

Inclusion is not a strategy to help people fit into the systems and structures that already exist. It is about reshaping those systems and structures to make space for everyone.

The learning-and-effectiveness paradigm embodies this reshaping, emphasizing the need for organizations to evolve beyond superficial diversity initiatives and embed inclusivity into their DNA.

Continuous Action and Conscious Effort

Just having diversity without changing how things work in the organization doesn’t work well.

Diversity is being invited to the party; inclusion is being asked to dance.

This means companies need to do more than just show they have diverse people; they need to change the whole culture. To truly care about diversity, you have to be inclusive. Inclusion needs ongoing effort and intentional actions. It’s not just a workplace thing; it’s a way of life.

Everyone, not just leaders, needs to actively take part in creating an inclusive environment where everyone feels they belong. Reflecting on our actions, biases, and contributions is essential for change and connects our personal and professional lives.

The 10 Step Diversity & Inclusion Blueprint

1. Awareness of Privilege

Recognizing privilege is not just the right thing to do; but a strategic move for creating an inclusive culture. The first step is being aware of privilege, which helps in making everyone feel seen and valued. It’s like investing in the emotional intelligence of the workforce.

The best way to start is by admitting that you have privilege and benefit from it, even if you didn’t ask for it. Nobody expects you to feel guilty, but it’s crucial to acknowledge and understand how it affects your life.

2. Honesty About the Problem

Being honest about diversity issues supports change through transparency. Honest talks help find specific and effective solutions.

To make progress, organizations should face challenges directly and encourage open conversations about diversity.

To understand where your team stands on diversity, start with basic metrics that matter to you. Document things like microaggressions, talk-to-listen ratio, how often someone’s words are “translated”, and who speaks last in meetings.

3. Commitment to Change

Real commitment drives meaningful changes in organizations. It’s not just a one-time promise but an ongoing effort. This strong determination pushes organizations to achieve lasting inclusivity. Accenture tops Refinitiv’s Diversity and Inclusion Index because it consistently works hard to create a sense of belonging and equality.

4. Starting Conversations

Starting conversations is crucial for changing workplace culture. Conversations bring in new ideas and encourage innovation. They help people understand each other, question assumptions, and create a more inclusive environment. If your company doesn’t already value diversity and inclusion, you need to get people ready for it. Begin conversations and highlight situations where privilege is visible. Trying to increase diversity without talking about it can backfire and make the work environment unfriendly.

5. Avoiding Offloading to HR

Understanding that diversity is everyone’s responsibility aligns with industry views. Depending only on HR can narrow down initiatives. Diversity isn’t just HR’s concern; it’s a shared responsibility.

Consider the images and skin tones in your marketing ads. In sales, notice who represents the company at events. Even if you don’t make final hiring decisions, you still have the power to make positive changes.

6. Diversifying Personal Networks

Actively making your personal networks more diverse fits with the idea of broadening your perspectives. Your personal networks are pathways for connecting with diverse talents. The people you know influence how you see the world. Actively adding diversity to your networks not only makes your life more interesting but also helps create a more inclusive workplace.

While changing company policies takes time, you can immediately control the diversity of your personal network. People naturally support those they know, and if everyone in your network is similar to you, nothing really changes. But if you intentionally create a diverse network, you’ll be more willing to help people from various backgrounds.

7. Recruiting in New Places

To attract diverse talent, broaden your recruitment strategies. If you’re involved in hiring, there are easy ways to increase diversity. Attend job fairs, visit college campuses that are rarely visited for recruitment, and advertise in places where people from various backgrounds get information, like newspapers, and websites other than the mainstream ones.

8. Building the Best Team

Choosing candidates based only on qualifications may not always be the best hiring strategy. Sometimes, it’s better to intentionally bring in someone without all the qualifications for a learnable position because their experience can complement your team in a more well-rounded way.

9. Reviewing Written Policies

Checking written policies for fairness aligns with the value of inclusivity. Policies shape organizational culture, and regular reviews make sure they keep up with changing diversity standards.

It’s a significant effort, often involving seeking best practices. Here are a few areas to review (or create) policies:

• Check if benefits exclude any specific groups.
• Differentiate between thoughtful (we thought this would help) and reasonable (required by law) accommodations.
• Consider religious accommodations like diet, prayer times, holy days, and dress.
• Examine floating holiday schedules.
• Evaluate flexible office hours for primary caregivers (working moms, guardians, people care-taking aged persons at home, etc).

10. After-Work Gatherings

Planning after-work events with everyone in mind shows an understanding of diverse preferences. Inclusive gatherings bring the team closer and create a sense of belonging for everyone.

Consider common meeting places and times for office parties. Who usually gets invited? Instead of strict rules, keep things flexible so most people can join in.

Speak Up, Stand Together, Be an Ally

Achieving true diversity and inclusion in the workplace requires a multifaceted approach. If you are in a marginalized group, admittedly nothing will likely change without the actions of someone in power. But that doesn’t mean you should stop speaking up and asking to be heard as this often bring the issues to the public awareness.

Also recognize that most people exist in both privileged and marginalized groups, depending on the type of diversity, and can still find a way to be an ally of other groups.

Here’s a Handbook on Diversity and Inclusion by CecureUs to help you get started. This is designed specifically for recruiters. Reach out to us for more DEI resources.

Please reach out to us for any queries on Diversity And Inclusion In The Workplace.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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During a recent Gender workshop with one of the Tata groups, our research led to the below finding.

The importance of gender diversity in the workplace has grown recently, with many firms making a concerted effort to foster a more welcoming atmosphere. We will explore their efforts to achieve gender parity and diversity in this blog post by looking at the data that shows their development.

With an increase in women over the years definitely, the company’s overall growth has been growing.

The Status of Women

Board of Directors: The Tata Group’s Board of Directors featured a notable representation of women as of my last update in 2022. The presence of female directors on the boards of several Tata companies contributes to the diversity of leadership. The percentage may differ between the various Tata subsidiaries.

Workforce composition: Tata, Mahindra, Hero, Asian Paints, Apollo Tyres etc have improved the proportion of women in its workforce overall. Women have been actively recruited at all levels, from entry-level jobs to senior management positions.

Leadership Roles: The firms have established goals to increase the proportion of women in leadership positions. To attain a more balanced ratio in historically male-dominated industries, they have been increasing the proportion of women in top management positions.

Analyzing the Data to Determine Progress

Even though the precise numbers could alter in the future, the firm’s dedication to disclosing its gender diversity initiatives must be emphasized. Their consistent release of reports and updates offers valuable insights into their progress, enabling stakeholders to monitor their progress towards advancing gender equality.

The women’s percentage increased in 2023 compared to 2019 at Tata Steel from 7% to 8.4%, Tata Motors from 5.78% to 7.64%, Mahindra and Mahindra Ltd. from 3.5% to 4.3%, Hero MotoCorp from 4.23% to 4.83%, Asian Paints from 6.93% to 8.19%, and Apollo Tyres from 0.84% to 1.03%.

Difficulties and Continual Work

Creating a supportive work environment, addressing unconscious bias, and promoting work-life balance are just a few of the difficulties associated with promoting gender diversity. The firms are aware of these difficulties and are still funding projects to get past them.

Equal Pay: They have continuously stressed the value of paying workers equally for work done, working to close the gender pay gap in the company.

Initiatives for Diversity and Inclusion: They have launched several initiatives to promote an inclusive work environment, including networking opportunities for female employees, diversity training, and mentorship programs.

Flexible Work Arrangements: To assist women in advancing their careers, the groups have implemented flexible work arrangements because they recognize the importance of work-life balance.

The Tata Group’s and other manufacturing firm’s commitment to gender diversity are demonstrated by their continuous efforts to enhance the representation of women in their workforce and their dedication to transparency. Their initiatives offer a solid foundation for ongoing progress in achieving a balanced gender ratio at all organizational levels, even though the specific statistics may have changed since my last update. They demonstrate their dedication to gender equality by leading by example and regularly updating their advancements. This encourages other businesses to take similar steps to establish diverse and inclusive workplaces.

Please reach out to us for any queries on Gender Inclusion Strategies.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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Pride Month is a significant commemoration of the long struggle for civil rights and the ongoing pursuit of equal justice for the LGBTQ+ community. It is a vibrant celebration that promotes awareness, inclusivity, and acceptance. The month of June marked as Pride Month, calls for our undivided attention towards the LGBTQ+ community.

Pride Month serves as a reminder of progress made and work yet to be done. The month-long celebration offers a platform to raise awareness, promote visibility, and advocate for equal rights. Colourful parades, rallies, and events demonstrate solidarity and unity within the LGBTQ+ community.

The Kolkata Rainbow Pride Walk started in July 1999, is the oldest pride walk in India and South Asia. Initially known as “The Friendship Walk,” it holds a special place in the LGBTQ+ movement. The event emphasizes unity and acceptance, fostering community and pride among participants.

To celebrate Pride, CecureUs held a panel discussion to shine a light on the LGBTQ+ community and the importance of its diversity and inclusion in the workplace. The panel included Sqn Ldr Delshad Master and Carolyn Nitya Jawahar Shanthakumar who shared insights on their experiences and challenges in fostering LGBTQ+ awareness in the workplace.

Here are some takeaways from the panel discussion that can help organizations celebrate and embrace Pride in their spaces.

Our Panelists and Their Journey Into the LGBTQ+ Community

Delshad, the Founder of EdKronicles and an LGBTQ+ ally, embarked on a journey of compassion and active engagement with the queer community. As a Veteran of the Indian Air Force, she realized that despite the Armed India Forces being diverse, there were more opportunities to embrace diversity outside of that space. Witnessing the struggles faced by the LGBTQ+ community, Delshad became committed to creating an inclusive environment. Through non-judgmental listening and removing biases, she offered vital support, leading to transformative moments like helping a skeptical parent find acceptance. Beyond queer affirmative counselling, Delshad engaged in LGBTQ+ advocacy, fostering safe spaces in the workplace. Her story inspires others to challenge biases, embrace allyship, and promote acceptance.

Carolyn Nitya Jawahar Shanthakumar, a dedicated ally and core member of SC Pride at Standard Chartered Bank, demonstrates resilience and commitment to driving workplace change. As a Senior Manager at SC, Carol actively advocates for LGBTQ+ inclusion, engaging with employee resource groups and supporting related initiatives. Recognizing the significance of a safe work environment, she has implemented policies fostering acceptance and understanding among colleagues.

Viji Hari, the CEO of CecureUs, is an accomplished professional with over 23 years of experience in the field. As a consultant, trainer, and subject matter expert in the Prevention of Harassment, Diversity & Inclusion, and Mental Wellness, Viji has worked with over 200 clients across India. Viji’s expertise also extends to helping organizations establish DEI charters, and she is the author of two books, “BCC: Behind Closed Cubicles” and “Break the Taboo.”

The panelists shared valuable insights during the panel discussion that can move mountains for the queer community. Here are some excerpts:

Overcoming Attitudinal Barriers and Fostering Inclusion

Delshad and Carol shed light on the attitudinal barriers that exist in the workplace and discuss strategies to overcome them, fostering inclusion for the LGBTQ+ community.

Overcoming attitudinal barriers requires a collective effort. Organizations must create an environment where diversity and inclusion are celebrated, and individuals are encouraged to challenge their own biases. By fostering a culture of empathy, respect, and understanding, attitudinal barriers can be gradually dismantled, leading to a more inclusive and accepting workplace for everyone.

The Power of Dialogue and Communication.

Pride Month is a time to reflect on the challenges faced by the LGBTQ+ community, such as rejection, discrimination, and prejudice. These experiences can lead to severe consequences like depression, trauma, anxiety, and suicidal thoughts. Addressing these issues and creating an environment of empathy, support, and harmony is crucial.

A Journey Towards Acceptance and Understanding.

The first step to accepting and understanding is knowing that Sex identity, gender and sexuality are three different terms. Sex identity refers to an individual’s internal sense of their gender, which may not necessarily align with their assigned sex at birth. Gender encompasses a range of identities beyond the binary of male and female. Sexuality refers to an individual’s emotional, romantic, or sexual attraction to others. Gender expression relates to how individuals outwardly express their gender identity through appearance, behaviour, and presentation. Recognizing and respecting these differences is vital for creating inclusive environments that validate and honour diverse identities and experiences.

Introducing LGBTQ+ To Organizations

Diversity, Equity, and Inclusion (DEI) initiatives are necessary to not only foster a safe workplace but also help improve retention and employee engagement in the workplace.

• An anonymous survey will help you understand how comfortable employees are in expressing their queer identities. When the ratio of employees who confidently express their queer identities crosses 5%, organizations can know that they are on the right track. However, this may only be the bare minimum.
• Carol advocated that organizations should introduce the concept of LGBTQ+ at the organization by starting small and gradually increasing awareness and education. She emphasized the idea that being different is not bad and challenged stereotypical boxes. Her approach aimed to create a more open-minded and accepting environment within the company. Her goal is to continuously increase the ratio above 5% and create a safe and inclusive workplace to tap into the benefits of introducing DEI in organizations.
• Leaders, Leading the Way – The role of leadership support in fostering inclusion is magnanimous. Leaders should actively advocate for inclusive policies and foster a culture of acceptance within the organization. By taking a proactive stance, leaders can set the tone for the entire workforce, promoting an environment where all employees feel safe and valued.

Initiatives at Standard Chartered Bank Setting an Example

Carol’s journey at Standard Chartered Bank provides insights into initiatives that have promoted LGBTQ+ awareness and acceptance within the organization. It began with the powerful message of embracing differences. Creating awareness and increasing education laid the foundation for inclusivity. Carol emphasized that being different is not negative and encouraged employees to break free from stereotypical boxes.

Over the years, various initiatives at Standard Chartered Bank have transformed employees’ thinking processes. Events like the “Human Library,” where individuals share personal stories and experiences, have fostered empathy and understanding. Pride Bazaar and Pride Concerts are also inclusive events that celebrate diversity and promote acceptance. Another such initiative is encouraging employees to add pronouns in signatures, which creates inclusivity in the workspace.

A Step Beyond the Boardrooms

As we celebrate Pride Month, it is essential to embrace a mindset of non-judgment and acceptance towards others’ appearances and preferences, not just within our workspaces but also out into the world. Let us commit ourselves to fostering an open-minded society where the LGBTQIA+ community can experience true freedom and acceptance. By challenging biases and promoting understanding, we can create a world where everyone feels seen, heard, and valued for who they are.

Together, let us stand for equality and celebrate the beauty of diversity in all its forms.

Click here to check out the full recording of the panel discussion.

Please reach out to us to know more about celebrating Pride Month , a journey towards inclusion and acceptance.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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𝑾𝒉𝒆𝒏 𝒐𝒏𝒆 𝒆𝒏𝒅𝒆𝒂𝒗𝒐𝒓𝒔 𝒕𝒐 𝒄𝒓𝒆𝒂𝒕𝒆 𝒔𝒂𝒇𝒆 𝒂𝒏𝒅 𝒉𝒂𝒓𝒎𝒐𝒏𝒊𝒐𝒖𝒔 𝒘𝒐𝒓𝒌𝒔𝒑𝒂𝒄𝒆𝒔, 𝒂 𝒉𝒂𝒓𝒎𝒇𝒖𝒍 𝒄𝒓𝒆𝒆𝒑𝒆𝒓 𝒕𝒉𝒂𝒕 𝒈𝒓𝒐𝒘𝒔 𝒊𝒏 𝒕𝒉𝒆 𝒄𝒐𝒏𝒄𝒓𝒆𝒕𝒆 𝒋𝒖𝒏𝒈𝒍𝒆𝒔 𝒐𝒇 𝒐𝒇𝒇𝒊𝒄𝒆𝒔 𝒊𝒔…

Your guess is as good as mine!

𝐆𝐎𝐒𝐒𝐈𝐏

💥-The vehicle of false information
💥-The drain on everyone’s time
💥-The breeding ground for bullying, harassment, and discrimination.

𝐈 𝐜𝐚𝐦𝐞 𝐚𝐜𝐫𝐨𝐬𝐬 𝐚𝐧 𝐢𝐧𝐭𝐞𝐫𝐞𝐬𝐭𝐢𝐧𝐠 𝐰𝐫𝐢𝐭𝐞-𝐮𝐩 𝐨𝐧 𝐭𝐡𝐢𝐬 𝐭𝐨𝐩𝐢𝐜 𝐚𝐧𝐝 𝐟𝐨𝐮𝐧𝐝 𝐢𝐭 𝐬𝐨 𝐫𝐞𝐥𝐞𝐯𝐚𝐧𝐭.

So here goes..

Here’s why you should not GOSSIP, according to Socrates

In Ancient Greece, Socrates had a great reputation of wisdom.

One day, someone came to the great philosopher and said:
– Do you know what I just heard about your friend?
– A moment, replied Socrates.
– Before you tell me, I would like to test you the three sieves.
– Before telling anything about the others, it’s good to take the time to filter what you mean.
– I call it the test of the three sieves.
1️⃣The first sieve is the TRUTH. Have you checked if what you’re going to tell me is true?
2️⃣The second sieve, is that of KINDNESS. What do you want to tell me about my friend, is it good?
3️⃣The test of the third sieve is that of UTILITY. Is it useful that I know what you’re going to tell me about this friend?
– Not, really on all counts.

– So, concluded Socrates,
What you were going to tell me is neither true, nor good, nor useful
Why, then, did you want to tell me this?

“𝐆𝐨𝐬𝐬𝐢𝐩 𝐢𝐬 𝐚 𝐛𝐚𝐝 𝐭𝐡𝐢𝐧𝐠. 𝐈𝐧 𝐭𝐡𝐞 𝐛𝐞𝐠𝐢𝐧𝐧𝐢𝐧𝐠 𝐢𝐭 𝐦𝐚𝐲 𝐬𝐞𝐞𝐦 𝐞𝐧𝐣𝐨𝐲𝐚𝐛𝐥𝐞 𝐚𝐧𝐝 𝐟𝐮𝐧, 𝐛𝐮𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐞𝐧𝐝, 𝐢𝐭 𝐟𝐢𝐥𝐥𝐬 𝐨𝐮𝐫 𝐡𝐞𝐚𝐫𝐭𝐬 𝐰𝐢𝐭𝐡 𝐛𝐢𝐭𝐭𝐞𝐫𝐧𝐞𝐬𝐬 𝐚𝐧𝐝 𝐩𝐨𝐢𝐬𝐨𝐧𝐬 𝐮𝐬, 𝐭𝐨𝐨!”

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