In fact, as we strengthened our relationships with local partners, what began as a country-based approach to LGBTQI+ employee empowerment throughout APAC (Asia-Pacific), evolved into Out & Equal’s signature regional (glocalized) approach. This year alone, from the Philippines to Brazil, Argentina to Japan, and Chile to the American South, our Global Impact Programs team has connected hundreds of allies and change agents through thought-provoking programming, insightful roundtables, and the publishing of critical research and practical solutions that highlight workplace best practices and emerging trends. 

The 2024 Out & Equal APAC Forum, hosted in Bangalore, India, was a continuation of that thought leadership and community engagement. Visionaries, leaders, and change makers from across the region and globe came together for engaging discussions and insightful sessions centered on advancing LGBTQI+ workplace equity.

“The diverse and distinguished lineup of speakers from various countries across the APAC region provided a comprehensive platform to highlight the unique opportunities and challenges inherent in regional DEIB initiatives. This forum underscored the critical importance of not only fostering inclusive environments but also of celebrating and recognizing the distinct contributions that each individual brings to the table. Through their insights and experiences, the speakers emphasized how embracing diversity and promoting inclusion can drive positive change and innovation within organizations across the region.” 

Moriaki (Mori) Kida (he/him)
Chairperson & CEO | EY Japan
Board of Director | Out & Equal 

Attendee Highlights

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A Program Centered on Inclusion, Authentic Allyship, and The Way Forward 

This year’s APAC Forum was a powerful reminder of the value of inclusion and a call to action for individuals and organizations to reaffirm their commitment to belonging and LGBTQI+ advancement within the workplace. 

“Companies are increasingly vocal advocates for diversity, equity, inclusion and belonging. But, if there is a lack of talent, knowledge, and attention in all the various specialized fields needed, simply shouting slogans, like “anti-discrimination” and “human rights” will only result in twice the effort for half the result.” 

Chi Chia-wei (he/him)
Taiwanese Gay Civil Rights Activist 

With opportunities to hear inspiring keynotes, engage in deep and thoughtful learning sessions, and build meaningful connections, attendees left the APAC Forum with knowledge and insights that will make their organizations stronger and more inclusive. 

Program highlights include:

• Marriage Equality and the Way Forward: Setting the stage for a transformative event, the APAC Forum began by centering marriage equality with compelling opening remarks from Ramkrishna Sinha (he/him), Co-Founder of Pride Circle & Rainbow Bazaar and Deena Fidas (she/her), Managing Director and Chief Program & Partnership Officer at Out & Equal. Their insights were followed by a keynote from Chi Chia-wei (he/him). The long-time activist and plaintiff who helped legalize marriage equality in Taiwan offered a stirring message of resilience and hope, which was followed by a powerful plenary session addressing the Supreme Court of India’s 2023 ruling against marriage equality and its effect on LGBTQI+ inclusion in the workplace.

• Unpacking the Strengths and Challenges of Regional DEIB Roles in the Asia-Pacific: Through interactive discussion and real-world examples, this session explored the unique challenges and strengths of regional DEIB roles in APAC, emphasizing their strategic impact on fostering diversity, equity, inclusion, and belonging across diverse cultural landscapes. Attendees gained insights into best practices and practical strategies employed by APAC-based DEIB leaders and addressed challenges, including navigating cultural nuances and aligning with global inclusion objectives. The panel also highlighted techniques for aligning DEIB with business objectives, engaging employees through ERGs, and leveraging data for informed decision-making to drive equitable workplace advancement. 

• Advancing DEIB in non-office workplaces and factories: Despite DEIB advances, non-office settings like factories and hospitals face unique challenges. Diversity gaps persist across age, ethnicity, nationality, race, religion, sexual orientation, and ability. Panel insights revealed ways to combat cultural and linguistic barriers and highlighted pathways to equitable workplace advancement beyond traditional office environments. The discussion emphasized the need for active enforcement of DEIB policies, regular training, clear communication channels, and accountability. It also highlighted the importance of ongoing education and “glocal” frameworks, because by combining global strategies with local contexts, organizations are able to promote inclusion and share best practices for more equitable workplaces. 

• Amplifying Voices and Fostering a Transgender and Nonbinary Affirming Community: This master workshop offered a deep dive into the challenges of transgender and nonbinary individuals and equipped participants with skills to not only empower nonbinary employees but to cultivate workplaces where all employees feel seen. Facilitated by Zoya (they/them) Manager–D&I, Employer Branding Godrej Properties, the interactive workshop showcased allyship, advocacy, and community-building insights, plus provided attendees an action-based, digital toolkit designed to promote authentic trans and nonbinary inclusion. The session underscored that true inclusion requires a cultural shift—inclusive policies, recruitment efforts to increase representation, and comprehensive and continuous learning opportunities —that aims to create workplaces where transgender employees feel valued and empowered to thrive.   

Leading with Research: Out & Equal was also pleased to launch our first India LGBTQI+ Employee Research Survey, which will form the basis for our upcoming LGBTQI+ India Workplace Inclusion Report. This report will provide actionable insights and strategies that will empower organizations to create more inclusive and supportive workplaces. By leveraging this research, companies will be better able to understand the needs of their LGBTQI+ employees and form the foundation for the successful implementation of effective inclusion initiatives.