Organisations must nurture a culture of non-binary inclusion

Diversity and inclusion make for a stronger and more progressive workplace. Contemporary organisations are increasingly focusing on establishing diversity within the workplace, as they are beginning to realise that it is only through inclusion that the true potential of an individual can be achieved. It is only when employees feel accepted, secure, valued, and not judged that they truly come out and start taking ownership at the workplace and start actively innovating on behalf of the customers.

While companies in metropolitan cities are increasingly normalising identities and investing in creating a workplace culture of inclusion and acceptability, with some companies also embracing diversity as part of their policies, there are still tall challenges faced by LGBTQIA+ individuals, in smaller cities, where acceptance is not easy because of a lack of awareness and some misconceptions.

ALSO READ

Pride beyond June: Decoding mental health dynamics for inclusive workplaces

The inherent diversity across and within each sub-category in the LGBTQIA+ grouping is glaringly ignored when a ‘one-size-fits-all’ approach is taken. For instance, most of the struggles and challenges that each community member goes through are different.

An important aspect of being an LGBTQIA+ inclusive workplace is questioning heteronormative norms or the assumption that others are straight or in a heterosexual relationship. Heteronormativity often tends to drag members of the LGBTQIA+ into closets.

Some people believe that sexuality has no place in the workplace. Yet it is already in place. The simplest ways in which this practise berates employees are clothing rules, binary restrooms, or policies that require one’s marital status or safe sex partner to be added to an employee’s health insurance and other benefits. It is time that companies started looking inwards and rectifying their non-inclusive policies to make them more accepting of and sensitive towards diverse cohorts. There is a need for an environment where all leaders start being themselves and obtain authenticity to help create a safe and open work culture. Having role models from the community in senior leadership also plays a crucial role in inspiring others to aim high.

My experience at my current organisation has made me believe in empowerment and freedom. The company not only offers a variety of benefits to lesbian, gay, bisexual, and queer employees, but it also allows every individual to live their life as they see fit within the legal framework of the country. Gender equality is not a compliance concern for the company; rather, it is a commitment to build a diverse workforce in the country. Whether it is by promoting diversity or making decisions in the workplace to support staff or talent who identify as LGBTQIA+, are specially abled, or have a different gender identity, it is important to make sure that those who can contribute to society and have economic independence can do so.

Initially, I was not sure if I could reveal my sexual orientation and believed that I could only be my true self and ‘come out’ to a small group of people who would offer me a safe haven. It was reassuring to discover that companies, such as Amazon, are accepting of diversity, gender differences, and people from all walks of life. Working with Amazon Images and effectively bringing fashion and creativity to people, technology, and products has boosted my confidence.

In the beginning, I was unaware of Glamazon, an internal affinity group for the LGBTQIA+ community members and allies, or any other internal affinity groups. It was sheer happenstance that I stumbled into the programme. At first, I was hesitant to join the community because doing so would require me to divulge my identity to the public at large. The company’s willingness to allow me to express myself without apology is what eventually gave me the confidence.

I was impressed by the realisation that my identity was being assessed here based on the quality of my work rather than my sexual orientation, and I didn’t have to hide any aspects of myself to accomplish this. I have witnessed how open discussions have increased the confidence of Glamazon’s members. Having experienced the difficulties of my own journey of self-discovery, I have always tried to support others by sharing my experiences as they accept and value the realities of having a diverse sexual identity.

I particularly value Amazon's policy that enables members of the LGBTQIA+ community to enrol same gender partners under healthcare benefits. The employees also have the option to choose a gender reassignment surgery or sign up for infertility treatment, both of which are provided as part of the health insurance benefit. The company also supports LGBTQIA+ employees with resources and access to counsellors, through their Employee Assistance Program. The program provides them with resources, counselling, support, and guidance in their journey should they want to be open about their sexuality with their family, friends, or colleagues. I think this is a great step towards creating an inclusive work environment.

It is important for every individual, irrespective of their sexual orientation, caste, creed, or colour, to get an equal opportunity to contribute to impacting the objectives, results, and innovations at the workplace. Once the employees start to feel empowered and accepted, they actively participate in decision-making and develop a sense of belonging.