Building a more LGBTQIA+-friendly workplace

Over the past decade, India has made significant strides in supporting the LGBTQIA+ (lesbian, gay, bisexual, transgender, Questioning or Queer, and more) community, embarking on a path toward greater inclusion and acceptance of diverse sexual orientations and gender identities. This is also thanks to many people who stand up for the rights of the community − allies like Ajay Krishnankutty and Anita Shanbhag, who have initiated a PRIDE ERG (employee resource group) within Siemens Healthineers. Their group promotes an inclusive culture that empowers and supports LGBTQIA+ employees and allies of all backgrounds. “It’s about bringing dedicated people together to initiate change within the organization and to help encourage people to be their authentic selves,” explains Ajay Krishnankutty, Head of Talent Acquisition at Siemens Healthineers in the Asian-Pacific region.

When he asked his colleague Anita Shanbhag to become part of the Pride ERG, she was immediately full of enthusiasm. The Human Resources expert for Sales & Services, Support Functions and factories of Siemens Healthineers in India, grew up in a rather conservative family.

As Anita Shanbhag’s daughter entered her teenage years, she started engaging in conversations about LGBTQIA+ issues, which opened her mother’s eyes to a more nuanced understanding of the challenges faced by these individuals. Anita Shanbhag understood in which way society, family, and generational norms often shape our beliefs, molding our perspectives over time.

For Ajay Krishnankutty, this also means raising awareness of LGBTQIA+ among existing employees and job candidates and making sure every Healthineer feels safe, welcome, and accepted. This is especially important as more and more employees are looking for an employer with a more inclusive LGBTQIA+ culture, which is also confirmed by the Deloitte Global 2023 LGBT+ Inclusion @ Work report.

Ajay Krishnankutty would like to see more hiring managers and recruiters trained in interviewing diverse candidates. In addition, they have to learn where LGBTQIA+ discriminations may occur during the recruitment process to help reduce bias. And they should demonstrate with their own behavior that their workplace is a safe space for everyone. But most importantly: They need to know their target audience and understand how to effectively communicate with them, e.g., by using an inclusive language. In order to find the right candidates, Ajay Krishnankutty and his team are also seeking out talent sources connected with the LGBTQIA+ community. “Our aim is to start the individual process as soon as possible and get more and more LGBTQIA+ people joining us.”