Since the decriminalisation of homosexuality in India in 2018, corporations, especially the ones from tech, have made significant progress in making the sector more diverse and inclusive. They have embraced inclusive hiring methods, offering awareness training, and establishing groups dedicated to LGBTQ+ advocacy, among others. However, the journey of figuring out one’s sexual identity extends beyond the corporate sphere, as it is intertwined with broader socio-economic challenges and societal norms.

The process of self-discovery often spans years, requiring introspection and understanding to discern one’s true identity. Ruku Arora, Director – Enterprise Business Solutions (EBS) at Walmart Global Tech, shares a similar story about how, even within the rings of affluence, individuals grapple with the facets of self-discovery, particularly when embracing her queerness while growing up in a large Punjabi family in Delhi.

Recognising that she was queer during school, she kept it private due to societal limitations at the time. It wasn’t until college, that she selectively disclosed her identity to open-minded friends, and studying in London further bolstered her confidence. Returning home, Arora gradually began openly discussing her sexuality.

Around six or seven years ago, seeking a change, Walmart provided a supportive environment that allowed Ruku to openly embrace her identity without judgment. Today, she takes pride in her personal and professional journey, serving as a leader at Walmart Tech.

Having spent almost 20 years in the industry, she attributes her leadership style to being influenced by her journey, particularly in self-acceptance and self-love. So, her approach to leadership in a workspace marked with open-mindedness, humility, resilience, and a commitment to challenging stereotypes daily is a testament to the power of inclusivity and embracing one’s true self.

“Creating such an environment is crucial to me because I benefited from it when I was able to come out to the world. I am passionate about fostering inclusivity not only for the community but as an integral part of the overall organisational culture. While the community is significant, I aim for everyone to feel a sense of belonging, viewing the workplace as a second family,” said Arora, highlighting the importance of actively engaging in mentorship, especially for those pursuing leadership positions in the community.

And Walmart is taking significant steps to make work more inclusive and diverse. Here, employees are encouraged to voluntarily self-identify, updating their platforms to reflect their identity. The option to use preferred names and pronouns is also extended across internal platforms.

Walmart provides inclusive healthcare policies that support gender reaffirmation surgeries, recognise same-sex partners and their children as covered dependents, and provide coverage for non-traditional family expansion options like surrogacy and fertility treatments, as well as HIV and AIDS insurance coverage. Mental health is addressed through counseling services, wellness webinars, and mental health insurance coverage.

The PRIDE Associate Resource Group (ARG) works towards creating a diverse and inclusive environment, organising initiatives such as floor walks, sensitisation programs, and Pride Month celebrations. Comprehensive training for hiring managers focuses on inclusive talent recruitment, and education on identifying and addressing unconscious biases is provided for leaders and associates. Support staff also benefit from counseling services, awareness programs, and sensitisation initiatives.

“The Walmart culture, which predates and will outlast my tenure, has been instrumental in maintaining a positive environment. Despite occasional challenges, I find purpose in contributing to this culture, and that’s one of the reasons I’ve remained with the organisation for an extended period,” said Arora.

How Has the Industry Become More Inclusive over the Years

“Pride networks, similar to Pride at Walmart, have emerged in numerous companies, spanning startups, large multinational corporations, and tech companies. Even on the government side, collaborations with social impact organisations to drive change and hire transgender individuals have become more prevalent—a development I wouldn’t have envisioned 20 years ago,” Arora commented happily.

Companies, including startups, are actively adopting positive changes beyond Pride networks, updating policies to create a more inclusive environment. These policy shifts encompass critical areas like same-sex partnerships, transgender support, and emotional well-being.

Notably, measures such as covering gender-affirming surgeries and allowing preferred names on official documents are becoming increasingly common. “The fact that you and I are having this conversation today is a testament to these positive shifts,” she added.

Importance of Pronouns

Recognising the importance of pronouns in fostering a truly inclusive workplace, it is essential to address the persistent use of dead names for individuals, particularly after surgery or a name change.

Despite progress in inclusivity, this aspect is still relatively unexplored. Using correct pronouns isn’t just about language; it’s a crucial way to respect and acknowledge an individual’s gender identity, preventing potential harm like gender dysphoria.

But how can companies make it better?

“Starting small, like adding pronouns to email signatures, has immense potential to embed inclusive principles in our broader organisational culture. Achieving a more inclusive workplace requires both individual efforts and a collective commitment from organisations to embrace diversity comprehensively,” explained Arora.

Companies can also train employees to be better allies as they play a crucial role in any community, especially in supporting queer individuals.

“When I came out, it was to an ally, and their support meant everything. One simple yet powerful way allies can contribute is by educating themselves about the community,” she said, suggesting that one should take the initiative to learn and understand if they lack knowledge, encouraging open and honest conversations where the desire to learn is expressed without fear of causing unintentional offense. Sincere efforts to seek understanding go a long way in building meaningful connections.

Continuous personal growth is essential—upskilling, unlearning, and relearning.

“Be an ally not just because of someone you know from the community but because the right thing to do as it’s a basic human right,” concluded Arora. 

Read more: Embracing Identity: The Journey of Sujoy Das