Deadlines and deals may still dominate the day in India Inc. but the norms that shaped corporate India for decades are gradually changing. India's corporate world has made considerable strides in acknowledging and supporting the LGBTQ+ community, but the journey towards full acceptance and equal treatment has been far from smooth. Global corporations have led the charge, with Indian companies gradually catching up. As per the World Economic Forum, by 2026, companies and businesses globally are set to invest over $15.4 billion in Diversity, Equity, and Inclusion (DEI) initiatives. Diversity isn't just a buzzword—it has both economic and social value and a powerful driver of creativity, innovation, and a genuine sense of belonging in the workplace. In fact, the inclusion of the LGBTQIA+ community beyond the boardrooms, directly correlates with a nation’s economic growth. Conversely, the cost of homophobia is stark, with estimates suggesting it causes a loss of 1.7% to India's GDP, as per a report by KPMG.
Zahara Fernandes, managing director of Accenture Operations and Pride Sponsor, Accenture in India, emphasises that while progress has been made, the unique challenges faced by LGBTQ+ parents are often overlooked. As part of the community and being a rainbow parent herself, she says, “Corporate India needs to realise the importance of sensitisation. Moreover, it needs to realise the fact that very soon they are going to have a multigenerational model and different generations of people in the workplace are going to play different roles in their personal lives.” Workplaces, in particular, are crucial spheres of influence, and she believes this is where corporate India can make a significant impact.
A World Bank study highlighted that 56% of white-collar LGBTQIA+ employees in India have reported discrimination. Additionally, a 2018 National Human Rights Commission study revealed that 96% of transgender individuals surveyed were denied employment, forcing many into informal work such as performing badhais, sex work, and begging. India still struggles with entrenched stigma and prejudice, though recent studies suggest increasing support for LGBTQIA+ rights.
Measuring the impact of sensitisation
At Accenture, where Zahara leads initiatives on diversity and inclusion, sensitisation sessions and Employee Resource Groups (ERGs) play a pivotal role in shaping an inclusive environment. But how does one measure the impact of these efforts? “The most important way to measure both sensitisation sessions and the effectiveness of ERGs is to observe whether people are more comfortable asking for their rights or policy nuances,” Fernandes explains.
She points out that a significant indicator of success is the fact that many policy changes at Accenture have stemmed from suggestions by allies, not just members of the Pride community. “The fact that allies in the firm are understanding the needs of the community and are making policy changes tells us that sensitisation is working,” she says.
Furthermore, the growth and engagement of the Pride ERG itself is a testament to the value of these initiatives. She adds, “How often the Pride ERG comes together and how much we've grown reflects the effectiveness of sensitisation and the inclusivity practices at Accenture.”
Some roadblocks
For LGBTQ+ individuals, the decision to start a family is often fraught with complexities that heterosexual couples may not encounter. From legal challenges to societal pressures, the road to parenthood can be daunting. In India, where traditional family structures are deeply rooted, rainbow parents often face additional scrutiny and judgment. This societal stigma extends to the workplace, where the lack of understanding and support can make balancing professional responsibilities and parenting even more challenging.
While many companies in India now offer parental leave to new mothers and fathers, these policies often do not consider the unique circumstances of same-sex couples or transgender parents. The current parental leave policies in most organisations are built on a binary understanding of gender and family structures. This leaves rainbow parents at a disadvantage, as they often have to navigate the system to get the support they need.
“The fact that we were able to get into gender-neutral parental roles, it really allowed for some of the people from the community to actually be supported by Accenture on their parenthood journey,” shares Fernandes.
Moreover, the lack of visibility of LGBTQ+ parents in the workplace can lead to feelings of isolation. With few role models or peers who share similar experiences, many rainbow parents find it difficult to voice their concerns or seek support. “There’s a need for more open conversations around rainbow parenting in the corporate world,” she says. “When employees see that their company supports diverse family structures, it not only fosters a sense of belonging but also encourages others to be open about their own experiences.”
Role of corporate policies and allyship
Creating an inclusive environment for LGBTQ+ parents requires more than just policies—it requires a shift in corporate culture. Companies need to move beyond token gestures and actively work towards creating a supportive environment where all employees, regardless of their sexual orientation or gender identity, feel valued and respected.
KPMG in India undertook a survey to understand corporate India’s practices, policies and initiatives on inclusion in general and LGBTQIA+ inclusion in particular. “35% of the surveyed had already defined their target and timeline to achieve diversity and inclusion within their organisation but fewer organisations have defined targets for inclusion of LGBTQIA+. Based on the current findings, there is more to be done to ensure an inclusive workplace for LGBTQIA+ community at the workplace,” says the report.
Policies alone are not enough. The role of allies in the workplace is equally crucial. “Allies are essential in the journey towards true inclusion,” she shares. “They help bridge the gap between LGBTQ+ employees and the rest of the organisation. When allies speak up and advocate for more inclusive policies, it sends a strong message that the company values diversity and is committed to supporting all its employees.”
Albeit it’s a relatively new concept, and the road ahead is filled with challenges, however, with the right support, policies, and allyship, the corporate world has it in itself to become a more inclusive space.
