Coming out isn’t easy. Especially in the more remote parts of India.
Mithrandir* is adamant when he says that an open environment welcomed him in sunny Italy, where he moved for his postgraduate studies. “Chennai is a place of contradictions as it is orthodox and quite cosmopolitan at the same time. People can be a little unkind to someone who doesn’t conform to the binary standard image of identity that society puts down as a constriction,” he says,
Having said this, he claims that the existing stigma isn’t actually affecting employment, at least for the gay community. “From what I’ve experienced and heard, corporate Chennai is embracing cultural values across religions, colours and sexual identities. Things are looking up slowly.”
The LGBT Workplace Symposium which took place last month in Chennai is arguably a sign that some change is underway. The event brought together a mix of local and international organisations, representing employers, employees and civil society to discuss inclusion and diversity in the workplace.
Johnson Marigiry
In a passionate keynote speech, author Parmesh Shahani said policies must be accompanied by the pillar of culture, which is at the heart of his experimental project, Godrej India Culture Lab. “When you open up with honesty, you allow funny things to happen, and that’s when diversity begins,” he told the audience.
Software developer Sriram Kumaran was among those who travelled from afar to speak at a thought-provoking breakout session. He argued that people would never think of leaving their job if strong policies and inclusiveness across spaces are put into place. In turn, employee retention is a fundamental stepping stone for letting every kind of business thrive.
Being pro-diverse
Popular fashion choreographer and outspoken activist Sunil Menon was also present. He made an interesting point, referring to the difference in public behaviour towards the transgender and gay community: “As their gender expression is the same as that of the body they were born into, the LGBT community is likely to go unnoticed in the eyes of society. The more overtly obvious their gender expression is, the more attention they will attract — either in the workplace, in educational institutions, or in the neighbourhood.”
Commitment to defying mainstream gender binaries in the workplace has recently grown bold. European and American companies alike have introduced pro-diversity advocacy in their Indian offices. IBM sets an example in acceptance, inclusion and equal opportunity. Companies that are purely Indian are gradually coming along, though no specific figures are available.
Language expert and amateur dancer Johnson Marigiry delineates a stark contrast between Chennai’s increasingly tolerant professional environment and the inequalities that continue to unfold in its streets, where he is often times subjected to ridicule and sexual jokes.
It was a surprise for him to see that no such discrimination comes from the employers. As interpreter and translator at Association Soeur Emmanuelle in Chennai and a former employee at RFO (Radio France Overseas), he argues that nowadays, it’s the quality of service delivered that they are interested in, rather than his personal story or sexual identity. However, he admits that visibility and opportunities to be heard among colleagues are elements that the LGBT community still lacks.
Space for everyone
Mahesh Natarajan, who works at InnerSight and co-authored a guide produced by prominent Chennai-based LGBT support group Orinam, echoes a similar sentiment. “Socially and professionally speaking, minorities do not get talked about as much as needed. This has led to there not being enough thought or action to address the community’s concerns and [in turn] ensure that the workplace is an accommodative space for everyone. Without that clarity of intent, there is no far-reaching articulation of policies or support, and in the absence of that, it is easy for bigotry to thrive, and for discrimination — either overt or covert — to stay unchallenged.”
Developing acceptance as a way of life in everyone isn’t just a business necessity. Nor is it merely a matter of empathy towards a disadvantaged segment of the community. As Natarajan puts it: “Inclusiveness comes from being able to recognise and endorse diversity as part of our DNA. Which means we need to work with individuals, groups and society in the first place.” Until then, we may not be able to talk about equality in the true sense of the word.
*Names have been changed to protect interviewees’ privacy.
