Indian multinational Tata Steel has introduced a new Diversity and Inclusion policy that enables all LGBTQ+ employees and their partners to access all HR benefits available under Indian law, including health check-ups, access to medical facilities, adoption leave, honeymoon packages, new-born parent and child care leave, and inclusion in the employee assistance programme (EAP). In addition, they will be eligible for financial assistance for gender reassignment surgery and 30 days special leave for the same.
So what?
The benefits of effective diversity and inclusion policies stretch across a company’s workforce, beyond those directly implicated. Tata’s vision is to be a “world-class equal opportunity employer where everyone is respected and every voice is heard”: if this can be achieved, a much broader range of ideas and perspectives will be available within the group, supporting a culture that can embrace change. The more diverse a community, the greater its capacity for renewal and regeneration. Tata Steel is a major multinational, employing over 80,000 people with operations in 26 countries. How far will its inclusive policy reach, and which other companies will be influenced?
Signal spotted by Saksham Nijhawan
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