Breaking the Taboo Around Pronouns in Indian Tech

Recently, Microsoft owned LinkedIn removed a post where Ola co-founder and CEO Bhavish Aggarwal criticised the use of gender-neutral pronouns like they/them, calling it a "pronoun illness" and expressing hope that it wouldn't spread to India. 

Believing that India should avoid blindly following “Western trends”, he moved his workload from Microsoft Azure to its in-house cloud Krutrim AI and advocated for developing an independent tech ecosystem to avoid control by Western big tech monopolies.

We reached out to Ola for comments on its diversity initiatives but the team did not respond. 

Aggarwal’s post touched a nerve, throwing light on the ongoing struggle between traditional norms and the evolving understanding of gender identity. His comments were seen by many as dismissive of the importance of pronouns in acknowledging and respecting individuals' gender identities for fostering better workplace inclusivity.

This incident is not isolated but part of a larger, global conversation about inclusivity and respect in the workplace. This brings us to the important question: Are preferred pronouns still a strong taboo in Indian corporate environments?

Rainbow Washing or Honest Intentions?

We are just one day away from the start of June, which is globally recognised as Pride Month. During this period, corporations ramp up their initiatives, often in vibrant and colourful ways. 

Many companies will go to great lengths to display rainbow-themed logos and messages of support for the LGBTQIA+ community. However, once the month ends, things typically return to normal. Ola is an example of a company that quickly celebrated Pride Month last June. However, one year later, the situation appears to have changed significantly. 

While these efforts are generally well-intentioned, for many, they amount to little more than marketing tactics.

“I am very sceptical (of such initiatives). A lot of tech companies, even those with diversity initiatives, limit these efforts to certain seasons. Diversity initiatives are often seasonal, which is why leaders or even entry-level employees may find pronouns or diversity initiatives not impactful and long-lasting,” Sujoy Das told AIM. Das stands at the intersection of being a gay man with a disability and is an active leader in the DE&I space.

This sporadic approach dilutes the effectiveness of such initiatives and fails to reach the wider audience it aims to support. Pronouns, gender inclusivity, and intersectionality are crucial topics that need ongoing attention and commitment, not just seasonal acknowledgement. The resistance to change is often rooted in traditional views and a lack of understanding.

Read more: The Struggles and Triumphs of Trans Inclusion in Indian Tech

The Importance of Pronouns

Some argue that the emphasis on pronouns is a Western import, but this perspective is increasingly seen as outdated. The concept of fluid gender identities is not new to Indian culture. The binary concept of gender, often considered a Western imposition, overlooks this rich history.

"The binary concept of masculine and feminine was also a Western adoption," explained AnitaB.org MD Shreya Krishnan in an interaction with AIM. The world is changing, and language must evolve to acknowledge these identities. 

Using the correct pronouns is a simple yet powerful way to show respect and acknowledgement.

“People who identify as queer are an integral part of our society. Making them feel inclusive is basic human respect," Omega Healthcare HR vice president Lalitha M Shetty told AIM. 

In India, the conversation around pronouns is further complicated by cultural and historical contexts. Traditionally, many Indian languages, such as Bengali, have always had gender-neutral pronouns. However, this linguistic neutrality does not automatically translate to a more inclusive culture. 

"There are a lot of cultural nuances around discrimination that need to be unlearned and relearned. This is not a cultural debate; it's fundamentally about gender identity and what they choose. Pronouns are like names — how you want your name to be pronounced is how you want to be addressed,” Krishnan added. 

To include trans and non-binary employees, it is crucial to use their preferred pronouns. Typically, people use binary pronouns (he/him, she/her) without much thought. However, these don't cover the needs of non-binary and gender non-conforming individuals. They may prefer gender-neutral pronouns like they/them.

"As leaders, we should be aware and conscious of what we are saying before we speak," emphasised Krishnan. “They must set an example, creating environments where all employees feel seen and respected. This is not just about compliance but about fostering a truly inclusive workplace.”

So considering inclusive language practices as a "Western import" can challenge traditional norms. However, framing these practices as part of a broader commitment to global diversity and inclusion standards can enhance India’s reputation on the international stage. 

Is there a Solution?

To address these issues, we must move beyond seasonal efforts and make diversity awareness a regular, integral part of the corporate culture like conducting sensitisation workshops and creating a continuous dialogue about inclusivity. 

Das suggested that for those targeted by such biases, it is essential to acknowledge the reality of these prejudices.

“Biases are beyond our control, and we should not try to control them because they are at a societal level. It is like living with a non-inclusive neighbour. It's important to talk to people you trust and build a safe ecosystem around you,” commented Das, talking about the sheer resilience the queer community is already known for.

Corporate leaders have a make-or-break role to play in normalising this culture. 

"Embracing inclusive language aligns with global best practices and demonstrates a proactive approach to creating a respectful and equitable workplace 

“Using correct pronouns is a fundamental aspect of acknowledging and respecting individual identities. Dismissing this practice undermines efforts to create an inclusive workplace, and can perpetuate stigma and discrimination against transgender and non-binary individuals,” Shetty told AIM.

By fostering regular awareness and inclusivity, we can create a more accepting environment for everyone in the tech industry. This involves not only implementing policies but also ensuring they are deeply embedded in the company's culture and daily practices. Only then can we hope to see a meaningful and lasting change in the tech ecosystem.

Read more: Going Beyond Pride Month in Corporate Culture