“Start anywhere—but start with sincerity,” says Parmesh Shahani, Head of the Godrej DEi Lab and author of Queeristan. For organisations just beginning their LGBTQIA+ inclusion journey, the fear of getting it wrong can be paralyzing. Shahani’s advice? Don’t let that stop you. “It’s not about getting it perfect. What matters is the intent, the willingness to learn, and the commitment to listen.”

At Godrej, inclusion is not performative—it’s built into the culture. “Pride is about visibility, yes—but it must be rooted in action. Allyship can’t be seasonal,” he emphasises. “What happens after the rainbow banners come down is what truly matters.”

Allyship Beyond the Rainbow

At Godrej, allyship is expressed through tangible, year-round commitments:

• Inclusive caregiving policies that reflect non-traditional families

• Safe housing for transgender employees

• A public commitment to hiring from the LGBTQIA+ community

• All-gender washrooms and inclusive infrastructure

• Leadership KPIs tied to inclusion goals

This isn’t just corporate talk. “This year, our Pride March at Godrej One was led by MDs of all our group companies. That kind of visible support isn’t just symbolic—it’s systemic,” Shahani says. “Do the structural change first—then the rainbow filters and cupcakes. Not the other way around.”

What Inclusion Looks Like

True inclusion is about belonging. “It’s when a queer employee can put up a picture of their partner at their desk without hesitation. It’s when policies reflect all families, and when restrooms are gender-neutral,” says Shahani.

Godrej tracks inclusion through both representation and lived experience. Regular surveys, anonymous feedback, and ERG conversations help assess whether LGBTQIA+ employees feel psychologically safe, are progressing in their careers, and feel heard at the margins.

From Policy to Practice: The Role of Leadership

Inclusion can’t be left to HR alone. Shahani stresses that middle managers and leaders are the bridge between intention and real impact. At Godrej, 15% of senior leadership goals are tied to inclusion and sustainability.

But the commitment goes deeper than KPIs. “Our leaders attend allyship workshops, lead Pride marches, and share their own learning journeys. We encourage storytelling—because when leaders share vulnerabilities, they create space for others to do the same.”

Avoiding the Checkbox Trap

One of the biggest mistakes companies make, Shahani warns, is treating LGBTQ+ inclusion like a tick-box exercise. “Posting a rainbow flag in June isn’t enough. True inclusion means shifting both systems and mindsets.”

Another pitfall? Focusing solely on elite, English-speaking queer narratives. “We must acknowledge the intersectional realities of queer individuals across class, caste, region, disability, and language,” he says.

Designing for Intersectionality

“In India, intersectionality isn’t optional—it’s essential,” Shahani says. A queer person’s experience is shaped by many layers: caste, class, religion, and region, as much as gender or sexuality.

Godrej’s approach reflects this complexity. In Tamil Nadu, for example, the company is hiring women, people with disabilities, and LGBTQIA+ folks at its new factory. In Madhya Pradesh, it's working with local communities to bring first-generation women into formal employment. “It’s slow, intentional work—but it’s the only way forward,” Shahani says.

Culture Shift, Not Cosmetic Change

“You can’t change a culture with policies alone,” Shahani asserts. “You need cultural acupuncture—targeted, consistent actions that shift mindsets over time.” At Godrej, this includes screening queer films, hosting parent-ally conversations, and inviting queer artists into boardrooms.

“We use empathy as our biggest tool for transformation,” he adds. And importantly, DEI is not outsourced or siloed. It’s embedded across business functions—from how they recruit and train, to how they design products and market them.

What’s Next for DEI in India?

Looking ahead, Shahani outlines three key trends:

1. DEI as a business imperative – Not just a CSR add-on.

2. Expanding the narrative – From metro-centric, English-speaking bubbles to regional, caste-conscious, and multilingual voices.

3. Integration across business functions – Inclusion needs to influence every corner of the company, from finance to R&D.

“Inclusion needs to become part of how we do business every day—not just a nice-to-have during Pride Month,” Shahani says. “It’s not just about adding rainbows to your logo. It’s about making sure every LGBTQIA+ employee, customer, or stakeholder feels safe, seen, and valued—year-round.”