“They include a goods delivery giant, a major department store, engineering companies, and an FMCG MNC.” Merchant added: “We don’t know how many of them have actually made policies, such as extending medical benefits to same-sex partners.
“We have been conducting workshops and awareness seminars for several corporate groups in Gujarat over the past couple of years,” Merchant said. But he said that situation is surely changing, as far as Gujarat is concerned. As for an inclusive workplace, the study said the respondents’ consensus was that it is an office that would “…allow no name-calling, bullying or dominance of heteronormativity but would value everybody’s contribution equally.” The study said: “Inclusive organizations that were open to the idea of diverse sexual orientations and went beyond the male and female binary were considered trustworthy, secure, safe and, hence, ethical.” BOX ‘First step taken’ Sylvester Merchant, the founder member of Lakshya Trust working with the LGBTQ community, said that the impact of legal change will take some time to reflect in the corporate world. They fear such a revelation might hurt their prospects of getting salary hikes or promotions. The study showed that since few companies have an inclusivity policy, only a minuscule proportion of the respondents had told their bosses about their sexual orientation. Prof Noronha said the study highlighted the fact that lesbians faced more challenges, when they came out, compared to gay men.
“Several of the respondents came out, even if with caution.” “The study also makes a case for inclusive HR policies, not only for LGs but for all at large so that they feel secure,” he said.
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But once we got them, it provided a perspective that was full of courage,” he said. “It took us a long time to find respondents. Prof Noronha, who teaches organizational behaviour at IIM-A, said that the study was among the first primarily focusing on gay people’s workplace experiences in India. The respondents said they had to first assess their colleagues’ potential responses by discreetly broaching topics such as LGBT rights or queer films. Researchers said that some of the respondents confided in their colleagues whom they found trustworthy and understanding. Almost all of them often encountered questions about their marriage, social life, and their girlfriend or boyfriend. The respondents said that they often remained a part of the heterosexual crowd - a safety tactic known as ‘straight acting’ - fearing ostracization and even bullying. Their social media accounts were different even for their friends and colleagues or family. The interviews afforded rare and poignant insights - one, for instance, is that most of the respondents led dual lives, involving the projection of straight selves. It is one of the few studies focusing on the work life of gay people in India’s corporate structures. The study included the experiences of 40 gay men and lesbians working with some prominent India-based firms. It was published recently in ‘Journal of Business Ethics’ of the Springer group. The study, ‘From Fear to Courage: Indian lesbians’ and gays’ quest for inclusive ethical organizations’, was authored by Ernesto Noronha and Premilla D’Cruz from IIM-A and Nidhi S Bisht from MDI Gurgaon.
On the brighter side, in-depth interviews of gay and lesbian executives and managers by the researchers revealed that they can now confide in their colleagues who are supportive. A study by IIM-Ahmedabad (IIM-A) and MDI, Gurgaon, indicates that the scrapping of Section 377 is yet to bring about a sweeping inclusivity in India Inc as most still chose to hide their sexual orientation from their bosses and continued to live dual lives fearing adverse impact on career prospects.
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Ahmedabad: The abrogation of the controversial Section 377 of the Indian Penal Code related to unnatural sex in 2018 has not drastically transformed India’s corporate sector into an accommodative space for gay people.