Being LGBTQIA+ in India is not easy, but it is slowly changing. One of the things about making a difference is that, by changing the world around us, we change ourselves. Sujoy Das, a senior financial analyst at California-based data management and cloud storage platform NetApp, embodies this reality. 

Das comes at an intersection of being a queer man with a disability. He contracted polio at a young age and uses crutches to this day. In an exclusive interview with AIM, Das, shares his life journey and how he overcame the fear and successfully came out as a queer at work. 

Easier said than done, Das faced significant challenges in his previous workplaces, where he felt unable to express his queer identity safely. This changed when he joined NetApp, where he felt a sense of safety and acceptance from the start, enabling him to embrace and share his full identity openly.

As for labels, he is comfortable with being called ‘disabled,’ which aligns with UN guidelines. “Labels don’t define me; they don’t bother me unless they are used in a discriminatory way,” explained the MBA alumnus from Jadavpur University, Kolkata.

Born into a humble family in the city of joy, Das has been actively engaged in the LGBTQIA+ movement in Kolkata since the late ’90s when it began, learning from community leaders. 

His dedication to diversity and inclusion led to his significant role in developing Employee Resource Groups (ERG) at NetApp, where he has been instrumental in advancing the company’s diversity efforts, drawing from his own experiences to promote an inclusive workplace.

How NetApp is Breaking Boundaries

Having been in the industry for over 16 years, Das has been leading teams for a while now. However, his approach focuses on several key challenges.

While climbing the corporate ladder, Das realised that his achievements in professional life had a direct impact on his personal journey as they brought visibility and acceptance, particularly in marginalised communities. His consistent presence in various forums is a significant achievement, underlining the importance of ‘showing up’ and being visible. This act of visibility, he believes, is not just about personal courage but also about inspiring others in similar situations to step forward.

“If one has the voice, it is important to use it, especially in advocating for those who might not have the platform or ability to speak for themselves,” said Das.

And NetApp is making that happen. NetApp promotes diversity, equity, inclusion, and belonging (DEI&B) in its workforce. It has a dedicated team working on digital accessibility, a compliance requirement in many countries, including the US.

The company’s initiatives include the NetApp employee business resource groups, such as NetAbled, which advocates for people with disabilities, and Proud, which promotes an inclusive culture for the LGBTQ+ and its allies. NetApp’s goal is to create a culture of belonging by embedding diversity and inclusion into every decision. The company has also been recognised for its efforts to foster equity in STEM education and has a strong rating for diversity and inclusion.

Das emphasised three key considerations in fostering inclusivity. Firstly, recognising and addressing personal biases stemming from diverse backgrounds is crucial, especially in overcoming challenges tied to socioeconomic backgrounds. 

Secondly, combatting preconceived assumptions and labels in the workplace, with a focus on creating an equitable platform that values individual abilities over stereotypes. Lastly, avoiding the appropriation of struggles faced by underrepresented communities and instead championing platforms that allow these communities to speak for themselves.

Going Beyond Policies 

Tech giants often have established policies to promote inclusivity, ideally making space for no bias. 

However, the policies at the management level don’t always translate into the everyday experience of employees, as biases persist at the individual and team levels, shared Das. 

But in smaller, less organised businesses, disparities in salary and hiring practices exist due to biases based on gender, sexual orientation, disability, and more. 

“For instance, mentioning a disability like polio or cerebral palsy on a CV might lead to being overlooked for jobs. This bias is less evident in larger organisations, which have more awareness and access to media, allowing people to raise concerns,” added Das.

Das noted that there is an increasing focus on diversity in the Indian tech ecosystem, emphasising intersectionality and inclusive facilities, and urged companies to not just limit to specific time of the year – like June for Pride month, or World Disability Day which coincides with today, and advocated for consistent, year-round initiatives.

To mitigate this issue, there is a need for early education and awareness to foster a more inclusive future. Involving experts in developing educational content, he suggests, would enhance understanding and acceptance of gender identity and accessibility.

“Not everyone is comfortable coming out in the workplace, but allies can play a crucial role in correcting homophobic attitudes and promoting understanding. It’s essential to address these issues with open communication that is neither rude nor harmful,” concluded Das.