When Sandeep Sharma talks about inclusion, he doesn’t speak in buzzwords or corporate jargon. He speaks from the heart—and from years of lived experience.
As a proud and visible queer professional, Sandeep has spent more than seven years driving meaningful change in global corporations like HSBC, Infosys, and GlobalLogic. His mission: to move companies from performative allyship to real, lasting inclusion.
And the impact is clear; over 100,000 employees worldwide have been influenced by his work. But for Sandeep, the journey isn’t about numbers. It’s about creating workplaces where queer people don’t just survive—they thrive.
“Even a Pride post can be a start,” Sandeep says. “But the problem is when you stop there and call it inclusion.”
From Pride Posts to Purposeful Policies
In today’s corporate world, showing support for the LGBTQIA+ community often begins with visible gestures—rainbow logos in June, hashtags, or Pride-themed events. But Sandeep warns against stopping there.
“Visibility matters,” he explains, “but inclusion means more than being seen. It means being safe. It means being supported.”
Real inclusion, according to Sandeep, requires building infrastructure: policies that protect, cultures that uplift, and leadership that reflects diversity. It’s not enough to set up LGBTQIA+ Employee Resource Groups (ERGs); they need actual resources—budget, time, support from executives, and a seat at the decision-making table.
Representation That Reshapes Reality
As someone who didn’t grow up seeing queer professionals in leadership, Sandeep understands the power of visibility. “When I was younger, I thought queer people only had a future in fashion or beauty,” he says. “It’s not that those fields aren’t valuable—but that was the only representation I saw.”
Today, seeing out and proud LGBTQIA+ leaders in fields like tech, business, and public policy sends a powerful message to the next generation: you belong here, too.
“Representation isn’t about ticking boxes. It’s about expanding possibilities.”
Policies That Work, Not Just Sit in a Handbook
One of the biggest pitfalls companies fall into is drafting policies that sound inclusive but don’t work in practice. Sandeep stresses that even small details can send big signals.
“If someone can’t use their chosen name or gender in your HR systems, that’s not just an inconvenience—it’s a message that who they are doesn’t fully count.”
True inclusion, he argues, lives in the day-to-day: flexible dress codes, gender-neutral washrooms, inclusive healthcare, support for all family structures, and parental leave that works for everyone. More than mere perks, they serve as the baseline for a truly inclusive workplace.
The Emotional Cost of Invisibility
Sandeep doesn’t shy away from discussing the mental toll that many queer professionals carry at work.
“You’re constantly asking yourself—will this out me? Will this affect my promotion? Will this change how I’m treated?”
That mental load leads to burnout, disengagement, and underperformance—not because queer people are less capable, but because they’re less supported.
But when employees feel affirmed, they’re free to focus on impact—not identity management. “That’s when innovation happens. That’s when people bring their best to the table,” Sandeep says.
Allyship Is a Daily Practice
Inclusion doesn’t happen on its own, unassisted. It’s a culture that must be cultivated. Sandeep believes training, sensitization, and allyship programs are essential. Not just during Pride Month, but all year long.
“Allyship isn’t about waving a flag once a year. It’s about showing up consistently. Listening. Learning. Challenging bias when you see it.”
For managers, that means leading with empathy. For peers, it means being mindful of language, assumptions, and microaggressions. And for leaders, it means being visible champions of equity, not just supporters behind closed doors.
“Inclusion is a mindset,” Sandeep says. “It’s about who feels safe enough to speak, stay, and succeed.”
Inclusion Is a Journey, Not a Checklist
Perhaps the most powerful takeaway from Sandeep’s work is this: real inclusion is slow, sometimes uncomfortable, and always evolving. It’s not about being perfect—it’s about being accountable.
“It’s not just about what you say publicly—it’s about what your people feel privately.”
For companies truly committed to equity, that means investing time, money, and heart. It means listening to feedback, measuring progress, and being willing to change course. And above all, it means showing up; not just in June, but every single day of the year.
Sandeep Sharma is proof that meaningful inclusion is possible and powerful. By pushing beyond surface-level support, he’s helping companies create cultures where everyone, regardless of gender identity or sexual orientation, can feel confident, respected, and ready to grow.
Inclusion isn’t a one-time campaign. It’s an everyday commitment. And thanks to voices like Sandeep’s, more workplaces are beginning to understand what that truly means.
