What does it take to advocate for Trans Rights and Inclusion in the workplace?

A few months back Ola CEO Bhavish Aggarwal ignited a strong backlash on social media when he dismissed gender pronouns as an “illness” from the West. This remark triggered widespread outrage, with many criticising him for failing to acknowledge the basic respect that comes from recognising someone's identity through the appropriate use of pronouns.

At the Trans Inclusion Summit 2024, a flagship event organised by The Pride Circle to honour and celebrate trans and non-binary communities, Dhruv Dhody (They/Them), a principal engineer at Huawei-India, addressed this important issue. "As queer and non-binary individuals, we have the right to occupy the same space. We have pronouns we prefer, and we want you to use them. Using the correct pronouns is validation; it makes you feel seen and affirms that you are claiming the space you deserve,” said Dhody.

Reflecting on the importance of authenticity in the workplace, they stated, “Why is being myself at work so crucial? Because it’s essential to my success. I don’t believe I could excel if I had to remain in the closet, constantly worrying about what others think. We need to occupy space and live openly without having to negotiate our identity.”

Amidst ongoing debates surrounding respect for individual identity, Dhody's perspectives serve as a powerful reminder of how simple acts of validation, such as using the correct pronouns, can significantly contribute to fostering a more inclusive work culture.

What steps can organisations take to enhance trans leadership and representation?

Leadership must actively foster inclusion and equity, particularly for transgender individuals facing unique challenges in accessing leadership roles. Leaders set the tone for organisational culture, making inclusion a fundamental aspect rather than a checkbox effort.

"We must create spaces where trans leaders can thrive, not just exist. Their presence is essential for true workplace diversity," said Tressa George (She/Her), Global HR Consultant at Dell Technologies, during a session with panelists Joseleen Princy (She/Her), Lead Business System Analyst at Epsilon India, Nilesh Iyer (He/Him), CEO of Natixis Global Services, and Sameer Bharadawaj (He/Him), Knowledge Manager at Kyndryl.

George emphasised the need for organisations to address the unique challenges faced by transgender individuals, particularly biases and the lack of mentorship opportunities. "As leaders, it’s our responsibility to set the tone. Inclusion should reflect in everything we do," Iyer stressed, noting that an inclusive environment benefits everyone, leading to higher retention and employee satisfaction. His company's "Inclusion 360" approach ensures that allies support inclusivity in all forms, creating a consistent culture where every employee fosters inclusivity.

"It’s up to us as business leaders to advocate for inclusivity—not just as policy, but as a deep-rooted practice within the company," Iyer remarked, noting that inclusion isn’t just a moral responsibility but also has clear economic benefits.

Princy, a trans woman, shared her personal journey, candidly discussing the mental, medical, legal, and social aspects of transitioning. She emphasised the lack of structured support for trans individuals in many organisations. "I felt lost navigating the process without a toolkit or guidance. We need organisations to step up and provide resources and support for those of us transitioning," she said. She proposed the idea of a "transition toolkit" that could offer comprehensive support during a person’s transition at work.

Reflecting on his challenging childhood and journey to understanding his gender identity, Bharadawaj, a trans man, described facing legal and social obstacles during his transition, compounded by a lack of emotional support in the workplace. "There were countless moments when I wished for someone to truly understand me—beyond mere legal acknowledgment, I needed real emotional backing," he shared. He highlighted the significant impact that supportive managers had on his experience and urged more leaders to act with empathy, fostering environments where trans individuals feel genuinely supported.

What does it truly mean to be an ally?

There is delicate balance that allies must maintain between stepping back and stepping forward.

"True allies must recognise when to give space for transgender individuals to speak for themselves and when to defend or advocate when needed. This balance is crucial because, historically, trans voices have been silenced or ignored. Allies must actively work to shift this dynamic without overshadowing the very voices they aim to support," said Princy.

"Allyship starts from friendship and respect. It’s not about having all the answers but being willing to stand with us without judgment,” added Bharadawaj.

Princy also highlighted the importance of addressing "fake allies" in the workplace—those who may outwardly engage in inclusion efforts but lack genuine support for the cause. This is where corporate policies, such as zero-tolerance approaches toward discrimination, become essential. Organisations must ensure that inclusivity goes beyond a mere checkbox and that individuals who violate these principles face appropriate consequences.

Transgender allyship and advocacy: Moving beyond acceptance

Allyship in the workplace goes beyond mere acceptance. It involves fostering an environment where transgender individuals can thrive without being reduced to their gender identity.

For Savi Ghoriwala (She/Her), Founder of Paradigm Shift, allyship means being recognised for her skills and contributions, rather than having conversations centered solely on her gender. "Every conversation I had with some allies was about my gender," Ghoriwala shares. "But we are much more than that. We have our interests, hobbies, and professional goals. Gender is just one part of who we are."

Savi recounts her positive coming-out experience at work, where her team leader told her, "It's unfortunate that you even have to discuss this with me. Your gender doesn’t affect your work ethic." For Savi, this acknowledgment was crucial — her name and pronouns had changed, but her work and professionalism had not.

This kind of allyship means creating space for transgender individuals to speak up, especially when they are not always in a position to do so themselves. Allies often have access to decision-making tables and need to ensure that these discussions are inclusive. “Speak up for your trans colleagues, and remember that they are much more than just their gender,” says Ghoriwala.

Garvit Jain, an Analytics Solutions Analyst at JPMorgan Chase, emphasises that inclusion requires systemic efforts. "At JPMorgan Chase, we have implemented gender-neutral washrooms and support for gender affirmation surgery. Our initiatives are not restricted to India; they are global," Garvit explains. The company also provides same-sex partner insurance and is committed to making the workplace inclusive for transgender individuals across all roles and levels.

For Jain, being a visible ally as a gay man means amplifying the voices of the trans community. "We hold closed-door meetings for LGBTQ employees to celebrate achievements and share challenges. It’s about fostering a safe space for dialogue and ensuring that everyone’s voice is heard."

However, challenges persist. Ghoriwala points out that one of the biggest hurdles is the taboo surrounding transgender identities. “People don't talk about it openly, which creates a culture of silence and reinforces bias,” she explains. Savi advocates for organisations to start these conversations early, even if they don’t currently employ transgender people, as it signals an inclusive culture from the outset. "When I came out at my first organisation—one with 25,000 employees—I was the first person to do so. They didn’t have the infrastructure to support me, and that delayed my decision to come out. But what ultimately motivated me was their proactive stance on inclusion. They began introducing preferred pronouns, updated email IDs with chosen names, and started having conversations around transgender issues. That’s when I knew I could be myself there."

For Jain, visibility is key: “Visible allies can change the narrative, encouraging dialogue, and challenging the unique hurdles that trans employees face.”

"It requires us to educate society at large, particularly in areas where stigma is deeply entrenched. Around 80% of that stigma persists due to a lack of awareness, and the solution lies in vocal, persistent efforts to break down these barriers," added Adithya Venugopal (They/Them) Senior Associate - Community and DEI Champion for the Satrangi ERG WeWork.

The importance of equity and representation

Princy stressed that inclusion must go beyond mere representation—it must extend into all aspects of society. "Inclusion without equity is just window dressing. We need to be present in every space—social, cultural, professional—and that requires active steps to adjust the imbalances we face daily.”

She highlighted the importance of allyship that begins at home and within daily interactions. She shared a small example related to creating an inclusive workspace. “A couple of months ago, I attended a team gathering, where someone was asking questions about siblings—how many each person had. As this person moved around the group, they conveniently skipped over me and asked the next person the same question. It made me wonder: what led them to assume I didn’t have siblings? Why do they feel that those of us who may not fit into a conventional family pattern don’t have families at all? While our family structures might differ from societal norms, we all have lives and stories to share. I encourage everyone to engage with friends and colleagues. If you're curious about someone's life, ask about their weekends, their experiences, or even what their partner brought them. Just because we may not fit the traditional mold doesn’t mean we don’t have fulfilling lives. In the midst of struggles, oppression, and discrimination, we still lead beautiful lives.”

Handling beliefs contrary to allyship

When people hold differing beliefs, especially in the workplace, it can become challenging. The focus should not be on changing opinions but on encouraging everyone to do what’s right. A delicate balance exists between personal beliefs and professional conduct. Iyer noted that while individuals are entitled to their beliefs, professional environments must prioritise respect and inclusivity as core values. So, how do organisations effectively address employees who hold beliefs contrary to allyship?

"Zero tolerance for discrimination should be non-negotiable," he said.

Iyer shared an anecdote from one of his previous workplaces.

"In one of my previous workplaces, I led an LGBTI Employee Resource Group, and one day, an older colleague came to me with what he thought was some "helpful advice," trying to convince me that supporting LGBTI causes was "unnatural." I explained to him that nature includes everything that exists, and since LGBTI identities exist, they’re natural too! I also reminded him that while everyone’s entitled to their opinions (free country and all), once you step into the office, you are part of our company culture. I told him, “Look, if you can’t fully support it, that’s fine, but don’t block it either.”

Surprisingly, after that conversation, he took the time to educate himself and actually became an ally six months later! It just goes to show that even if people don’t initially agree, the conversation won’t stop—this movement is here for a reason. They can either learn and join in or step aside because there are plenty of others who are ready to be part of this positive change.” Iyer shared

He explained how patience, education, and firm policies can gradually shift perspectives. "Sometimes, it's about making people realise the humanity behind the policies we advocate."

George mentioned that they have separate communication groups for the LGBTQ+ community, ensuring that updates and information are sent specifically to those groups. This approach prevents individuals who do not wish to receive such updates from being overwhelmed with information.

Protocols for handling complaints and harassment

Princy stressed the necessity of zero-tolerance policies towards discrimination.

"Respect in the workplace isn’t optional—it’s foundational," said Princy. She shared her approach to managing discrimination, including standing up for oneself and leveraging available resources such as HR and NGOs.

Sharing his personal experiences with harassment, Bharadwaj highlighted the urgent need for effective protocols to handle such cases involving trans individuals. "HR needs to be more than just a rulebook. We need support systems in place—hotlines, people who understand our experiences, real protections from harm."

ENDS//