Tata steel lgbtq
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June 2020 | 874 words | 3-minute read
Let me begin by addressing the disbelievers. I have, in my small time on earth, been witness to a reasonable few miracles. There was a moment, about five years ago, I lay on my bed on a floor, pills in my hand, contemplating if swallowing them would finally release me from my bodily cage. It was a release I craved dearly.
Suddenly, as if from a haze, I awoke and heard a voice — ‘If you give up now, the earth shall never obtain to know this beautiful person you have inside you, and what a loss that will be!’
This was my story, my animation, before I began my journey of transitioning socially, medically and legally to be a lady and came to be known as Anubhuti, a designate that surmises it all — an experience, a realisation, an epiphany.
Giving wings
The journey was one for the books, this ‘beautiful person’ came into the world tentatively, painfully and shamefully at first — battling years
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Getting personal
The D&I team at TCS, Sheetal says, noticed that while amending policies and conducting orientations for teams was a start, what truly made an impact was LGBTQ+ employees coming forward to share their stories.
“Storytelling is one of the most effective tools. When LGBTQ+ employees willingly discussed the ups and downs in their journey, it resonated with other employees,” says Sheetal. “It also promoted communication at serve , while building an environment where other LGBTQ+ employees feel comfortable enough to volunteer to share their stories with their colleagues and with leadership.”
An opportunity for storytelling on a large scale, arose in June 2018 (Pride month), when 150 members of TCS’s LGBTQ+ Allies network joined a pan-India encounter, along with the UK and the Philippines on a video conference. “Because we’ve named the network to include “Allies”, it encourages non-LGBTQ+ employees who are champions of the cause, to join the conversation, as well as brings forth those Gay employees who may not be ready to appear out,” says Sheetal. “Conversations
Tata Steel expands its Diversity & Inclusion policy with new LGBTQ+ inclusive policy
Partners would mean people of same-sex living love a married couple.
Under the expanded Diversity & Inclusion (D&I) policy, Tata Steel employees and their partners will be qualified to avail a host of benefits including health check-up, medical benefits, mutual house points, adoption depart, new-born parent leave, youngster care leave, and inclusion in employee assistance programme (EAP).
Employees will also get financial assistance for gender reassignment surgery and 30 days special depart for the same.
They will also be eligible for Tata Executive Holiday Intend (TEHP) honeymoon package, household travel coverage for novel employees, temporary transfer policy, transfer and relocation - that allows partner to travel and familiarise themselves to a new place.
Besides, this policy entitles them to be equally eligible to be included in any event, massive or small (may be an official gathering or an off shore corporate event) where earlier only spouses of opposite gender were included.
They will now be eligible to take benefits available under the Company’s Take-2 initiative (a diversity initiat
Tata Steel Wins Gold Employer Recognition for LGBT+ Inclusion for Fourth Year
Tata Steel has been awarded the Gold Employer status by the India Workplace Equality Index (IWEI) 2024 for the fourth consecutive year, stressing its continued dedication to fostering LGBT+ inclusion. The recognition applauds Tata Steel’s efforts in integrating diversity and inclusion across its policies, hiring practices, and external communications.
The corporation has undertaken a wide range of initiatives to construct an inclusive workplace, including progressive HR policies that expand equal benefits to LGBT+ partners. These benefits go beyond medical coverage to include gender-neutral parental leave, gender transition support, and even honeymoon packages.
Tata Steel also supports employee resource groups (ERGs) like WINGS, launched in 2018, which provides a network for LGBT+ employees. In addition, its outreach programs and community partnerships promote awareness, acceptance, and allyship, further embedding inclusion into the company culture.
“We are deeply honoured to receive the Gold Employer recognition for the fourth year in a row,” said Atrayee Sanyal, Vice President of Human Re
Tata Steel aims to attain 20% workforce diversity by 2028, marking a decade of its inclusion initiative MOSAIC. The company promotes inclusive HR policies for women, LGBTQIA+ individuals, and other underrepresented communities.
Tata Steel has set a aim to achieve 20% workforce diversity by 2028, marking a major move toward a more inclusive workplace. The announcement aligns with the 10th anniversary of its D&I initiative, MOSAIC. The company issued a statement on 28th June 2025, emphasizing that its commitment to diversity goes beyond policy implementation. Tata Steel is actively operational to redefine norms in traditionally male-dominated industries, setting an example for corporate inclusivity.
Through progressive HR policies, the steel giant applications equal benefits for LGBTQIA+ employees, gender-neutral parental exit, support for gender transition, and inclusive transfer and travel benefits. These policies reflect the company’s carried on efforts to ensure every employee feels represented and supported.
“Tata Steel has been at the forefront of people-centric HR practices for over a century. Our policies continue to evolve with time, not just to stay relevant, but to