MUMBAI: Policies around Diversity, Equality and Inclusion (DEI) are clearly going beyond symbolic. From creating awareness to fighting queerphobia companies that offer health insurance cover for homosexual partners, to sensitize all employees – the Gaurav Maas This year sees India Inc.’s greater involvement in creating work cultures that celebrate individual diversity.
HealthySure said it has begun offering health insurance cover to LGBTQ+ participants under their group health insurance plans. razorpay Revised its health insurance policy to include live-in partners, same-sex partners and those who identify as LGBTQIA+, in addition to providing other benefits such as gender reassignment surgery and infertility treatment. PayU has also reformed its insurance policy to cover gay partners, hormone therapy and gender confirmation surgery.
“Today, creating a safe, open and inclusive environment is a business priority,” said Nancy Hauge, Chief People Experience Officer at Automation Anywhere.
A new function called ‘Technology Diversity Segment, Representation and Inclusion’ has been created specifically at Wells Fargo to put a leadership lens on DEI efforts within technology. Wells Fargo India & Philippines Head of Technology, Executive VP Sajid Ahmed said a reverse mentorship program was launched in a limited fashion at the firm. It was across India and the Philippines, where employees who have come forward act as mentors and share their experience with senior leaders who sign up to be mentors.
Ruchi Bhalla, Country Head – India Delivery Centers and VP, HR (Asia-Pacific) Pitney Bowes said, “Educating employees about the LGBTQ+ community is the first step to creating awareness about our own biases. “Queerphobia is not a new phenomenon or unique to India, it is present everywhere and at times unconscious due to lack of information and conditioning. As organizations, all our employees regardless of their age, gender, sexual orientation It is our job to give without caste, religion – an inclusive, bias-free and safe work environment that allows them to be themselves,” Bhalla said.
Sindhu Gangadharan, SVP & MD, SAP Labs India, said, “We realize that discrimination is not always a physical or verbal assault. It can take many forms. Hence, we have the largest global employee network called Pride@SAP It is often difficult to bring about a change in culture, Gangadharan said. SAP Labs is working to develop a sensitization curriculum for all its institutions.
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