Pride & prejudice
Deccan ChronicleIn the inclusivity renaissance of workplaces, Indian companies are creating job opportunities and amending and adopting policies to make their workplace LGBTQI+ friendly In September 2018, a few days after the historic decriminalisation of Section 377 of the Indian Penal Code that criminalised homosexuality, a Twitter revelation blew the lid off on how toxic work environments had actually been for the LGBTQI+ employees, earlier. SUPPRESSIVE ROLE OF FEAR One of the most interesting things that have happened post decriminalisation of Section 377 is that the corporate world has come in big numbers to create employment opportunity and provide support to the LGBTQI+ communities, “This is in sharp contrast to what the situation was before 2018,” affirms Vivek Anand, CEO of Humsafar Trust. So, the companies will need to have transition leave policies, and a lot of times, they are unsure as to where these leaves will fit into and whether they would come under the sick leaves basket.” Additionally, recommendations about setting up committee and redressal mechanisms to prevent the bullying, discrimination and sexual harassment of the LGBTQI+ workforce is one of the most important ones on the check-list. “I would say that the biggest challenge for the LGBTQI+ community today is right to Education and Right to Equal Job Opportunities,” says Anand.
History of this topic
Corporate inclusivity for the LGBTQ+ community: A look beyond Pride Month
The Hindu
Of pride, overcoming prejudices and ensuring equality
The Hindu
Coming Soon: Why Gender Sensitivity Begins at Home
The Quint
An online marketplace for ’queerpreneurs’
Live Mint
Pride has helped build awareness of trans people, but the workplace can still be a place of utter dread
The Independent)
#PrideTalk: 37 People Tell Us What Pride Means to Them in a Post-377 World
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