Be careful about language while addressing the LGBTQ+ employees at workplaces: Sarika Naik of Capgemini
Talent shortage is a severe problem that globally all the industries have been facing for quite some time now. Under such circumstances, how crucial is it to invest in diversified talent?
In this episode, Naik noted that there is an acute shortage of talent in the market. Advancing technologies, generational shifts and evolving dynamics around the nature of work, coupled with the need to be future ready have only added to this shortage of talent. Therefore, organisations increasingly across the globe are recognising that they need to invest in diverse talent. “And while policy changes are important, really the key challenge is how you can change the attitudes of the existing employees and managers and how do we welcome more people from the LGBTQI community into the workforce," Naik said.
Naik also elaborated on the minute details which the organisations should pay attention to in order to create a truly inclusive workplace. Referring to some examples from Capgemini’s DEI policies, Naik said, “We have to introduced gender neutral washrooms so that people belonging to LGBTQ+ community don’t have to identify as men or women.” She also added that people should be responsible for the words and languages that they use while addressing LGBTQ+ workers. Instead of using pronouns like ‘he’ or ‘she’, it is highly important to stress on words which don’t specify gender. Thus, people have to be wise while choosing words on office floors.
Naik noted that such issues being highly sensitive, organisations need to be careful while rolling out any policy for the employees. Citing this, Capgemini has included gender affirmation surgery in the health policy and offer a month long leave to the transgender workers or to those who wish to undergo the transformation.
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