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2024 Workplace Pride India Conference
March 21 All day
LGBTIQ+ inclusion in India is an evolution in the making and nowhere is that more true than in the workplace. To take into account this dynamic and the activities of many of our members in the country, Workplace Pride will be organising our 2nd conference entitled “Demystifying LGBTIQ+ Workplace Inclusion in India” on March 21st of 2024 in Bengaluru. We will be working with Shell, as host of the event and a leading member of the Foundation, who, like many other organisations are striving to create workplaces in India where all employees can truly be themselves, including those from the LGBTIQ+ community.
CONFERENCE OVERVIEW
Title: Demystifying LGBTIQ+ Workplace Inclusion in India
Date: Thursday, March 21, 2024
Location: Taj Hotel, MG Road, Bengaluru
Host: Shell
Co-Hosts: Unilever, The Kingdom of the Netherlands, British Deputy High Commission Bangalore, Australian Consulate General Bengaluru
Supporters: RELX, Randstad, Accenture, Solidarity Foundation, Pride Circle
Host Organisation:
As host of the event and a leading member of the Workplace Pride, Shell strives to create workplaces in India where all employees can truly be themselves, including those from the LGBTIQ+ community.
Speakers and sessions at the conference will address topics such as:
- The Challenges Ahead: Bridging the gap for employers and the community
- The LGBTIQ+ workplace movement in India
- Measuring Success for LGBTIQ+ inclusion in India
- Implementing LGBTIQ+ inclusive policies and practices
- Leveraging Allies & Role Models for more progress
- Connecting Business to Civil Society in India
Take advantage of this unique opportunity to speak with your peers about all aspects of LGBTIQ+ workplace inclusion and to determine the way forward for our movement collectively.
LGBTIQ+ inclusion in India is an evolution in the making and nowhere is that more true than in the workplace. To take into account this dynamic and the activities of many of our members in the country, Workplace Pride will be organising our 2nd conference entitled “Demystifying LGBTIQ+ Workplace Inclusion in India” on March 21st of 2024 in Bengaluru. We will be working with Shell, as host of the event and a leading member of the Foundation, who, like many other organisations are striving to create workplaces in India where all employees can truly be themselves, including those from the LGBTIQ+ community.
With a backdrop of strong tradition, modernity and emerging economic might all in one, India is also at an important national crossroads as it moves towards greater equality for LGBTIQ+ people in society and what this means for workplaces. The challenges this represents for employers of all types, ranging from support and benefits to recruitment and retention, cannot be overstated. Navigating this future though does not need to be a mystery nor does it have to be done in isolation.
This highly-interactive conference will bring together major private and public sector employers in India, international experts, and many representatives from the well-developed LGBTIQ+ Civil Society in the country. All of these stakeholders will examine the issue of creating welcoming workplaces in preparation for the business and societal changes to come. The full-day conference will take place on Thursday, 21 March, 2024.
| Breakout: Location: Vijaynagar | Nr. 1: Measuring Success for LGBTIQ+ inclusion in India | Moderator: David Pollard Nikita Shah, Associate Director IWEI, Pride Circle Zahara Fernandes: MD – Accenture India Operations | Abstract: This session explores the KPI’s for LGBTIQ+ workplace inclusion in India. We will hear from experts in the field as well as practitioners who identify clear steps for employers and community members alike. |
| Location: Trinity 1 | Nr. 2: Implementing LGBTIQ+ inclusive policies and practices | Moderator: Manisha Bhattacharya, MD Global Corporate Citizenship, James Fowler, Shell (their gender affirmation policy) – Dhritisha, Sr. Program Mgr. Pride Circle | Abstract: This session will look at case studies and real-life examples of what policies and practices work (and what doesn’t) in creating LGBTIQ+ inclusive workplaces. |
| Vijaynagar 2 (50 px) | Nr. 3: Leveraging Allies & Role Models for more progress | Moderator: Sabina Divien, Co-chair the Global LGBT+ Forum in Shell Sean Winnet, VP Asia Pacific Corporate Relations, Shell Debanjali Sengupta, Country Head, Shell Lubricants – Ankita Banerjee, Lead – ED&I CoE, APAC Region Head – Branding and ED&I (India) | Abstract: As the most important catalyst to change, allies and role models are a vital element in a comprehensive LGBTIQ+ strategy. This session takes a deep dive into this topic, including all of the nuances that need to be considered. |
| Location: Trinity 2 (40 px) | Nr. 4: Connecting Business to Civil Society in India | Moderator: Graham Sparks (Workplace Pride): Cristine Breva, Shell Philippines, Shubha Chacko, Solidarity Foundation | Abstract: Civil Society is the voice of the LGBTIQ+ community and businesses ignore them at their own peril. This session demonstrates the important link between these two parties and presents a useful toolkit that will open doors for more understanding and cooperation. |
Download the Declaration of India
Declaration of India for an LGBTQ Inclusive Workplace
March 21st, 2024
Preamble:
The Universal Declaration of Human Rights states: ‘All human beings are born free and equal in dignity and rights’.
These values should apply equally to Lesbian, Gay, Bisexual, Transgender, Intersex, Queer and their Allies [+] (LGBTIQ+) people in their private lives and in working environments. On September 6th, 2018 The Indian Supreme Court unanimously ruled that Section 377 of the Indian Constitution is unconstitutional thus legalising homosexuality in India. This ruling has set the stage for ongoing reforms that will impact communities and workplaces for years to come.
It is difficult to right a wrong by history. But we can set the course for the future. This case involves much more than decriminalising homosexuality. It is about people wanting to live with dignity.
—Indian Supreme Court Chief Justice Dhananjaya Y. Chandrachud
Despite the progress on the judicial front, a 2023 survey by Deloitte* has shown that 34% of LGBTQ+** people in India say concerns about their personal safety are a barrier to being about at work. To ensure improvement in the workplace for LGBTIQ+ people, the Workplace Pride Foundation, The Solidarity Foundation and Pride Circle Foundation have created the Declaration of India, a call for action to all parties involved: LGBTIQ+ and non-LGBTIQ+ employees, Employers, Governments and other stakeholders in Indian society.
The Declaration of India is based in large degree on the Declaration of Amsterdam which was created in 2011 by Amsterdam-based Workplace Pride and which addresses a global audience. The Declaration of India, however, caters to the largest country in the world by population and acknowledges that a focused effort is required to ensure progress is made on LGBTIQ+ workplace inclusion. Both documents are designed to inspire employers and their employees to collaborate in ways that will benefit all stakeholders.
As civil society organisations that are closely connected with both employers and employees in India, the Workplace Pride, Solidarity and Pride Circle Foundations are well versed in collaboration. They also know that only with concrete changes to organisational cultures and workplace practices in India can progress on LGBTIQ+ matters be ensured in the country’s complex culture.
The Declaration of India strives for:
- Inclusive corporate cultures where LGBTIQ+ employees feel valued, can be their authentic selves and realise their full potential.
- Working environments for LGBTIQ+ people that go beyond minimum legal requirements of equality and safety
- Active leadership from allies and LGBTIQ+ role models who visibly support LGBTIQ+ inclusive workplaces.
- Dedicated, declared and active collaboration between employers and LGBTIQ+ employees who choose to be visible at work to realise mutually beneficial improvements.
The parties signing this Declaration intend to work together with the three Foundations and other civil society organisations representing the LGBTIQ+ workplace community in India, to promote its 10 action points. By signing, they are committing to promote LGBTIQ+ inclusive workplaces throughout the country, both through internal and external communication. Finally, by signing the Declaration of India, they are agreeing to uphold the dignity and defend the rights of the LGBTIQ+ people who they employee to truly be themselves at work.
- Deloitte, 2023 LGBT+ Inclusion @Work Survey: India
- * LGBT+ was defined for survey respondents as the following: The LGBT+ acronym (which stands for Lesbian, Gay, Bisexual, Transgender and more)
Declaration of India “Call to Action”
1. Employers must provide a safe, comfortable equal opportunity workplace and promote authenticity for LGBTIQ+ employees in India.
2. Employers should work closely with and benefit from the knowledge of other parties (employee networks and civil society organisations) dealing with LGBTIQ+ workplace issues in India to achieve improvements.
3. Employers should identify and support leaders and decision makers (LGBTIQ+ and non- LGBTIQ+) that actively strive to create LGBTIQ+ inclusive working environments in India.
4. LGBTIQ+ employees who choose to be visible at workshould actively strive to collaborate with their employers on diversity and inclusion, leading the way for all employees.
5. LGBTIQ+ employees should guide their employers on measures to support this Declaration’s goals and implementing best practices.
6. Employers and LGBTIQ+ employees should create and support structures in the organisation that ensure progress.
7. Employers should embed the Declaration’s concepts in organisational principles, and include them explicitly in external communications such as Annual and Corporate Responsibility Reports.
8. Employers and employees should develop and establish measurements that identify the level and progress of LGBTIQ+ inclusiveness within the organisation and benchmark this externally.
9. Employers should dedicate a minimum of ₹100 per employee in India to support LGBTIQ+ programs such asEmployee Resource Groups, mental health support, and prevention of workplace harassment.
10. Organisations should visibly support the improvement of working environments for their LGBTIQ+ employees wherever they are active in India.
