Righting the gender rule

Gender diversity, in modern Indian workplace, has a new definition expanding in tandem with an evolving society. The interesting challenge for Indian companies is that old, almost extinct view of what gender diversity means has completely to be remolded.
Gender diversity is no longer limited to just eradicating the glass ceiling stifling women. Today’s requirement demands that we get acquainted with new brand of women that walk the corporate aisles —women living their personal lives on their own chosen terms and asking not to be judged or generalised because of those choices.
They could be divorcees; single mothers with children outside of matrimony; women who steer clear of marriage altogether; and women who balance eloquently marriage, children and work. There are no written policies barring any of these women from working in the corporate force. But there are subtle speed breakers:  the inescapable coffee table judgments, or softly communicated euphemisms to deny these women added responsibilities.
Dealing with diversity in sexual preferences becomes taxing in the Indian context. With governments and corporations acknowledging this reality, Indian corporate world will not do itself a favour by allowing this topic to stay in the shadows. It is the responsibility of each mature professional to de-link a person’s personal choices to succeed in the company. The most qualitative organisations are made by quality employees.

Minority communities

This talent is spread across all groups including same sex communities. Just as our organisations have long term visions for company growth, so too HR policy needs to have visions aligned towards retaining minority communities. This could include paternity and maternity leave to tend to adopted children of same sex couples. It could involve extension of all benefits (like cheaper loans) that are normally available to couples if both partners work for the same company. The corporate dictum says it is necessary to constantly keep our functional and technical skills updated so it is relevant in the current market.
The same dictum also requires that we keep our understanding of corporate diversity relevant and updated. It is a simple dictum really — work not by judgment and bias; work only by meritocracy.

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