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Facilitating Inclusion as Allies
Facilitating Inclusion as Allies

August 5, 2022

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Sensitization plays a big role in furthering inclusion. For the most part, sensitization is understood as most impactful only when it is consistent. Many times, the focus tends to be on the different channels, methods and formats which could sustain continual sensitization, and certain key nuances may be overlooked in the process. It is common knowledge that awareness, removing biases, differentiating facts and myths, and more are at the heart of sensitization. For some of these to even register in people’s minds, a clean slate is necessary. Given that inclusion and its sensitization involve changes in outlooks and mindsets, unlearning and relearning are vital influences for their effectiveness. In fact, they are a lot more significant in this context, as sensitization here might be overturning deep-rooted notions and beliefs.

The recent Madras High Court ruling to help bring the LGBT+ community into the mainstream is a stellar example of inclusion in action and allyship. The judge who issued the order understood his limitations and took necessary actions that could help him empathize with the community and inform his decision better. As a result, we now have far-reaching guidelines – right from banning of conversion therapy to positive changes in school and university curriculums, and recommended sensitization programs for judicial and law enforcement officials – to ensure the protection of LGBT+ individuals. Affirmative measures like this hold a lot of significance in multiple respects – it is not only a true depiction of ‘walking the talk’, but also a great precedent to further LGBT+ inclusion in society. Against the backdrop of the 2018 legalization and more recently the pandemic, there is still a lot more work to be done to integrate marginalized groups in the mainstream. Establishing systemic frameworks will go a long way in making upcoming inclusion efforts more lasting and impactful for the LGBT+ community. 

As many of us in corporate environments are aware, our organizations do not exist in a bubble, removed from the larger society. Any changes – positive or negative – in the external world can affect the business and the workforce. So, a positive change like the Madras HC judgement will no doubt enhance organizational inclusion and amplify sensitization efforts. The factors surrounding the judgement also underscore a key aspect integral to inclusion – ownership and accountability of everyone involved is necessary for sensitization to be effective. Inclusion is a collective responsibility that needs the buy-in and participation of all stakeholders. For one to acknowledge what they may be ignorant about is a powerful step toward becoming a true ally. We need more of us to step forward and proactively make our spaces more inclusive. Often for the LGBT+ community and allies, there is a point where there is no looking back, and this point may involve either self-realization or a mindset change. Now, with Pride Month behind us, it is important to remember that inclusion efforts need to be continual, and enabling change in mindsets plays a key role.


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Shilpa Sinha Harsh
Sr. Vice President – Global Corporate Communications, CSR and D&I, HGS

Shilpa Sinha Harsh heads the Global Corporate Communications, Corporate Social Responsibility (CSR) and Diversity & Inclusion (D&I) teams at HGS. Her key responsibility is to strengthen the HGS brand across strategic areas such as media and industry relations, employee communications, digital communications, corporate branding, recruitment marketing, community relations and diversity & inclusion. Shilpa brings nearly 20 years of experience in corporate communications, corporate marketing, sales enablement and talent acquisition branding, with core strengths in driving integrated marketing campaigns across geographies.

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