Technology has been a boon and a bane when it comes to furthering the cause of LGBTQ inclusion. While technology provides unlimited access to information, ensuring a level-playing field for all, the digital culture has its share of problems.
At the 4th successive edition of The Power of I conference, conducted by the Avtar Group recently, Amita Karadkhedkar, Senior Vice President – Citi Global Wealth Technology and Co-Chair Citi India Pride Network, mentioned that technology can bring out the worst in a lot of people, who behind the garb of anonymity, express their most sinister thoughts and troll LGBTQ individuals online. The panel discussion, ‘Experiencing the Digital Culture: An LGBTQ Perspective’, moderated by Amita Kasbekar, Principal Strategist, LGBTQ Practice, Avtar Group, discussed how social media and other technology platforms offer unchecked access to trolling LGBTQ individuals without fear. Dr. Anbu Arumugam, Senior Assistant Professor & Head, Department of Public Administration at Government Arts College for Men, pointed out that academia wasn’t doing enough to sensitize students about such issues. Campuses have a long way to go in becoming truly inclusive. While private institutions are moving forward on the path of diversity, equity, and inclusion, public institutions haven’t embraced diversity and inclusion, and the sensitization of society will take a long time.
While corporates have covered a lot of ground in inclusion, there is more to be done, said Ali Khan, Global Head, Governance, Risk, Compliance & Audit, ZS Associates. He added that organizations are facing two main challenges—one of deep societal stigma and the other of availability of resources. While societal stigma will change with time, organizations can work with Governments to change public policy to ensure equitable treatment of the LGBTQ community at workplaces, for example, by working towards better insurance policies.
Julien Brain, Director, Global AWS Programs & Global LGBTQ+ Charter Lead at Wipro, shared the troubling experience of a colleague, who wasn’t allowed to publish a blog about coming out as a gay individual because his manager didn’t want the story to be told. While technology provides a medium for expression, societal discomfort keeps the community away from accessing such platforms either because of censorship or due to backlash from members of the majority community who see them as the ‘other’.
There were some interesting questions by the delegates– such as the different forums available for the corporates to source LGBTQ candidates for job roles within their organizations. Ali mentioned that while there are non-profit organizations facilitating the sourcing of LGBTQ candidates, the question is whether there are processes in place to enable them to continue in the organization. Amita gave the example of the Kochi Metro, where over 40 trans employees were hired, but within two years most left the job owing to discriminatory practices. She also dwelled on practicing conscious bias to recruit LGBTQ individuals for diverse workplaces to become a reality. Julien pointed out that LGBTQ inclusion has to extend well beyond Pride Month. Interesting anecdotes, sharing of positive and negative trends, and powerful ideas from the LGBTQ perspective enriched the session.
