The founder of Samāna Centre says a lot of thinking needs to go through when it comes to implementing inclusive HR policies; merely copying them from the West is not enough—they need to be customised and implemented in the Indian context
Aparna Mittal, an equality, diversity and inclusion advisor, a corporate lawyer and founder of Samāna Centre for Gender, Policy and Law.
Aparna Mittal founded the Samāna Centre in 2018 with the aim of “bringing about meaningful social impact and change by creating tangible and measurable growth, and empowering women and members of the LGBTQ community in India”. A prominent name in the field of diversity, equity and inclusion (DEI) advisory and corporate law, Mittal has over 19 years of professional experience.
She is a contributing member of G20 EMPOWER, an alliance focussed on bolstering women's economic representation in the private sector. Additionally, she serves on the task force on diversity and inclusion established by the Federation of Indian Chambers of Commerce & Industry (FICCI) since 2019. For her work and experience in the field, Mittal was recently honoured with the ‘Iconic Women Creating a Better World for All’ award at the Women Economic Forum.
In conversation with Forbes India, Mittal explains the pain points of implementing inclusive work policies, what needs to change and how to bring about that change. Edited excerpts:
Q. In your opinion, are the current inclusive HR policies in workplaces in India enough? Many companies don't even have anything specific about the LGBTQ+ community.
Everything from a small local neighbourhood store to a big conglomerate or MNC is part of corporate India, and with this imagination of real corporate India, we haven't even gone beyond 5 to 10 percent with regards to LGBTQ+ inclusion work and policies. Work is definitely happening at a good pace now, but it is happening in limited pockets. It is happening in a lot of MNCs. It is also happening in some Indian companies who are committed enough to walk the talk on LGBTQ rights.