Vision
QUEst aims to embrace diversity and inclusion by ensuring a supportive environment for minorities in terms of gender and s*xual orientation
2. Focus
-Creation of a support group by identifying champions from each batch who would help make inclusion of minorities a sustainable imperative for IIM
-Training members of the IIM community on how to create the right environment for members of th
e minority community through the PGP Orientation Programme. The objective is to make the minority community feel comfortable for who they are and to help them achieve their full personal and professional potential
-To promote a deeper understanding of gender and s*xuality issues by fostering a safer environment in class to communicate thoughts on any cultural or policy barriers
3. Development of Awareness
Sensitisation towards Gender and Sexual Orientation: Even though diversity is a prized asset at an MBA institute, the CAT process has just recently been significantly modified to be more inclusive of people from diverse academic backgrounds and of minorities in terms of s*x and physical ability. While IIM performs relatively well in terms of bringing in gender diversity, issues of diversity and inclusion of s*xual minorities is missing. Just as research into the need for inclusion of gender minorities has shifted the focus of corporate India towards including more women in their workforce, a similar movement for members of the s*xual minority needs to be spearheaded by academic institutions of repute such as IIM. Only 2% of leading recruiters such as Google, Microsoft, McKinsey & Co., Infosys, Tata Sons, the Godrej Group and a few others currently have LGBTQ-friendly policies. For instance, some of these policies are extending benefits for a same-s*x partner that are at par with those of a conventionally married couple.
4.Effect of Inclusion and Diversity on Brand IIM
-Though the PGP Orientation includes a sensitisation session on differently-abled students, we believe that an awareness session towards minorities of gender and s*xuality is not addressed. Additionally, on-campus mentoring resources are not always equipped to handle cases of discrimination or provide means of mental support for members of the LGBTQ community.
-The activities of the club will help attract positive media attention to the importance of diversity at IIM. We hope to include a session into the orientation session, thus helping to improve the mix of the incoming batch of PGP students.
-Members of the current batch would have a formal platform to voice individual concerns and receive counselling.
-Alumni would be more inclusive of diversity at their workplaces.
-We plan on organising film screenings, panel discussions and article publications. This would help reinforce shared insights on gender and s*xuality that would strengthen the case for projects in Inclusion and Diversity in the domain of Organisational Behaviour and Human Resource Management. Here, we have the chance to make history. Let us not repeat the mistakes of our chequered past!
