In recent years, inclusive hiring practices for LGBTQIA+ talent have surged by 30-35%, as shared in the report by NLB Services. Employers are increasingly understanding the significance of diversity and inclusion, not only as a social obligation but also as a driver of business success.
Coming to LGBTQIA+ community, homosexuality was only recently decriminalised in India in 2018, LGBTQIA+ representation remains minimal, with significant progress still needed. In 2012, it was estimated that homophobia resulted in a loss of US$30.8 billion, equivalent to 1.7% of India's GDP. Therefore, taking DE&I hiring on priority could be economically beneficial and can contribute in India's economic growth and reaching its 5 trillion target.
And while we speak of inclusive developments in the Indian workspace with regards to Diversity Hiring, who better to share insights into this than Karthik Damarsetti. Their name is synonymous with driving empowerment, positive change, and resilience in the Indian Tech space.
Beginning as a Software Developer intern, Karthik embarked on a transformative path, emerging as a prominent figure within Thoughtworks' LGBTQIA+ community. Their impact reverberates through Thoughtworks' culture, where they spearhead initiatives like 'Interning With Pride' and co-leads the Mitra Collective, driving meaningful change from within. Their vision for a more inclusive tech industry is rooted in equity, urging companies to embrace diverse voices and dismantle systemic barriers.
Speaking to All Things Talent, Karthik reflects on their journey as an LGBTQI+ advocate and their hope for a more inclusive workplace.
Working As An LGBTQIA+ Employee At Thoughtworks
I joined Thoughtworks 6 years ago as a Software Developer intern. It has been an exciting journey since then, from being one of the few ‘out’ LGBTQIA+ individuals working in tech at Thoughtworks, to representing the organisation at several conferences on DEI and now currently leading the India LGBTQIA+ Employee Resource Group.
The folks I’ve had the pleasure to work with have been fabulous, always encouraging me to be myself and to share my unique perspective at internal platforms and external conferences.
But I must say, I have been privileged enough to have this experience. I recognize that my experience is not what other colleagues may have and I want to change it - I want to be able to tell people, “you be you, we will change mindsets together.”
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Stereotypes About LGBTQIA+ Individuals In The Tech Industry
I believe the biggest misconception is that there are no LGBTQIA+ individuals in the Tech industry / STEM fields. The stereotype exists that LGBTQIA+ folks can only do Human Resources or non-technical professions such as Arts, Fashion, etc.
Here’s How The Tech Industry Can Be More Inclusive Of LGBTQIA+ Individuals
The tech industry should accept that the skills needed to excel are not limited to a selected few - oftentimes we don’t see many women growing in their careers in this industry. Similarly, we don’t know many LGBTQIA+ individuals who have a success story, only Tim Cook comes to mind, and sadly Alan Turing, who was punished for being from the LGBTQIA+ community.
I’d like to say that we are adept problem solvers, because we think outside the box - thanks to our skills in navigating a heteronormative society that is not built for us. The tech industry should embrace practices of seeking diverse voices - sometimes the room is filled with people who think along the same lines.
Embracing diversity, creating equitable opportunities, providing mentoring support for people who want to come into the industry, creating an inclusive space where people are not afraid to share their pronouns (as part of their introductions), etc. These are just some of the ways the Tech Industry can become more inclusive and supportive of the LGBTQIA+ community.
Another way the industry can become more inclusive, is to not look at LGBTQIA+ hiring as “diversity hiring”. That limits the mindset to a purely numbers game. While numbers and targets are important, putting the focus on diversity numbers limits the company’s focus and we lose perspective of inequity. The industry should seek to build programs where hiring can happen through equity investments.
I Lead These Projects Within Thoughtworks For The Community
My career at Thoughtworks began as part of the pilot “Interning With Pride” program which was an Internship specifically targeted towards the LGBTQIA+ community members passionate about Technology. I joined the company as part of this initiative.
Since then I have been an active member of the LGBTQIA+ Employee Resource Group, Mitra Collective, and am currently co-leading it for the past 2-3 years.
I’ve also been involved in representing India at a Global LGBTQIA+ Inclusion group that consists of members from other countries and we work with the organization’s leadership, consulting on the Pride Theme and on initiatives that would benefit the LGBTQIA+ community at Thoughtworks globally.
Fostering Inclusive Culture For Non-Heteronormative Individuals
The theme for LGBTQIA+ Pride Month for Thoughtworks was decided to be “You be You” - centered on the notion that one is welcome and empowered to bring their whole self to work. Creating a space which is non-judgemental and recognizing that diversity can exist in many forms is key to creating such an inclusive culture.
We have been so conditioned that being gay or lesbian or transgender means that people will look a certain way, behave in a certain way, etc. We need to recognise that these are biases that we all carry - we need to be able to introspect and challenge the biases. No two LGBTQIA+ individuals will have the same lived experience. Thoughtworks sees merit in approaching inclusion in a very intentional and nuanced manner. Another approach is to have people who can lead by example, ideally people in leadership, or people who are visible.
My Pronouns: They/Them
Expanding on the suggestion to share pronouns: I go by ‘they/them’ pronouns. Now, for the longest time, I didn’t feel comfortable correcting people when they used incorrect pronouns. But now, I share my pronouns as part of my introductions. Doing so has helped normalize the idea that people can have different pronouns (other than he/she), and I can softly nudge people to correct their mistakes. The added benefit is that another LGBTQIA+ individual will potentially feel safe to share their pronouns because it would be a normal practice.
