Check out the ultimate guide to 16 return-to-work programs in India for women
Do you want to understand how laws and policies affect social issues? Here is a short history of Workplace Inclusion of LGBTQIA+ in India!
26% of Indian companies and 70% of MNCs responding to the Randstad Inclusion Without Exception Study 2021, agreed to have explicit policies for LGBTQIA+ inclusion in their organizations.
But do you know how this journey towards inclusion began and the obstacles that were overcome along the way?
Godrej has been at the forefront among companies in India, for nearly two decades, they have done advocation and intensified their efforts for inclusivity.
In his book Queeristan, Parmesh Shahani, Vice President of Godrej Industries, explains how Godrej as a company took inclusion seriously by launching the Godrej India Cultural Lab in Mumbai. The book highlights how standing up for the cause of LGBTQIA and DEI aligns with the need to make profits and building a humanitarian company.
In 2009, the Delhi High Court decriminalized consensual same-sex relationships between adults, overturning Section 377.
Which was eventually reverted in 2013, but prior to this reverting, the five-year time period of decriminalization had brought the focus on LGBTQIA issues! Which indirectly spread the awareness in companies and organisations that among many of their employees, a considerable number belonged to the LGBTQIA community!
This decision was a major milestone in the Indian corporate world, as they responded by bringing in new HR policies to address various lesbian, gay, bisexual and transgender (LGBT) issues under the rubric of diversity and inclusion.
In 2014, the Supreme Court of India recognized transgender people as a “third gender” and affirmed their constitutional rights. This decision aimed to promote inclusivity and improve opportunities for transgender individuals in education, employment, and healthcare.
The Transgender Rights Act, which was passed in 2019, incorporated measures against workplace discrimination and calls for the establishment of welfare boards to promote transgender rights. But the bill was met with backlash from all over the country for having rigid perimeters.
In a landmark decision in 2018, the Supreme Court of India overturned Section 377, decriminalizing consenting same-sex relationships across the country. This decision strengthened and brought visibility to the cause of LGBTQ+ rights, particularly those in the workplace.
The rights of a queer person are not different or special from a cis-het person. But more than often, when laws favour the majority, the minority suffers due to lack of understanding and awareness.
Post 2018, many companies in the country have opened their HR and CSR spaces, update workplace policies and rules to accommodate and understand the issues of LGBTQIA.
According to Randstad’s Inclusion Without Exception Study, 2021, 9% of surveyed organizations feel that ‘significant’ efforts have been made for LGBTQ+ inclusion in India Inc. Of this, 69% work in MNCs.
This highlights the profound impact of fostering an inclusive and supportive work environment. Despite this, LGBTQ community still face discrimination at work/in society at large
Companies can step above and beyond to show their unshakable support for LGBTQ employees by creating strong anti-harassment rules and cultivating an inclusive culture through comprehensive awareness training programmes.
Artísanté chocolates – an EXCLUSIVE range of fine gourmet chocolates – are #CelebratingTheRainbow with us this year – read all the posts here. The first 10 submissions selected by our editors as featured entries get a gift coupon of Rs. 1,000 each from Artísanté. You can also get a FLAT 20% discount on purchasing from Artísanté: Use discount code PRIDE20.
Do you have a work-place story as rainbow sheep? Let us know!
Image source: Made on CanvaPro.
Women's Web is an open platform that publishes a diversity of views, individual posts do not necessarily represent the platform's views and opinions at all times.
Stay updated with our Weekly Newsletter or Daily Summary - or both!
If her MIL had accepted her with some affection, wouldn't they have built a mutually happier relationship by now?
The incident took place ten years ago.
Smita could visit her mother only in summers when her daughter had school holidays. Her daughter also enjoyed meeting her Nani, and both of them had done their reservations for a week. A month before their visit, her husband told her, “My mom is coming for 4-5 months!”
Smita shuddered. She knew the repercussions. She would have to hear sarcastic comments from her mother-in-law for visiting her mother. She may make these comments directly only a bit, but her servants would be flooded with the words, “How horrible she is! She leaves me and goes!”
Maybe Animal is going to make Ranbir the superstar he yearns to be, but is this the kind of legacy his grandfather and granduncles would wish for?
I have no intention of watching Animal. I have heard it’s acting like a small baby screaming and yelling for attention. However, I read some interesting reviews which gave away the original, brilliant and awe-inspiring plot (was that sarcastic enough?), and I don’t really need to go watch it to have an informed opinion.
A little boy craves for his father’s love but doesn’t get it so uses it as an excuse to kill a whole bunch of people when he grows up. Poor paapa (baby) what else could he do?
I was wondering; if any woman director gets inspired by this movie and replicates this with a female protagonist, what would happen?. Oh wait, that’s the story of so many women in this world. Forget about not giving them love, you have fathers who try to kill their daughters or sell them off or do other equally despicable things.
Please enter your email address