Workplace diversity and inclusion: policies and best practices for organisations employing transgender people in India

Philip, Joby; Soumyaja, Devi

doi:10.1504/ijpp.2019.103011

Cited by 8 publications

(5 citation statements)

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“…There is persistent governmental thrust to extend quota system (affirmative action) into the realm of the private sector but in vain (Klarsfeld et al, 2014). Recent developments such as enhancement of maternity leave benefits (Singh, 2016a(Singh, , 2016b, reporting requirements on efforts to prevent sexual harassment (Singh, 2016a(Singh, , 2016b, decriminalization of consensual samesex acts (Azhar, 2019) and reintroduction of the amended transgender persons (Protection of Rights) bill (Philip and Soumyaja, 2019) have incited further action towards workplace diversity.…”

Section: Resultsmentioning

confidence: 99%

Towards a confluence: disability inclusion and organizational change

Suresh

Dyaram

2020

JIBR

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Purpose Despite increased attention towards workplace disability in global and local development agenda, mainstream inclusion of persons with disability continues to be a challenge for most organizations. This paper aims to explore how organizations can be facilitated for adapting to the need and responsibility for change, towards evolving into disability inclusive workplaces. Design/methodology/approach This paper uses an inter-domain approach by linking organization change and development models to Indian indigenous disability management literature. Findings This review indicates that in comparison with the other dimensions of diversity, disability brings unique challenges that need a differentiated management approach. Further, it finds a strong base for organizations to approach disability management as a strategic and transformative change initiative, aligning with some of the proven change and organization development (OD) interventions. Research limitations/implications This paper draws implications for disability management and highlights the need for a practice perspective towards disability management and OD. Originality/value This paper provides an integrated view of critical factors influencing workplace disability management and OD.

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Section: Resultsmentioning

confidence: 99%

Towards a confluence: disability inclusion and organizational change

Suresh

Dyaram

2020

JIBR

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“…Because of the overly present discrimination in the workplace, more than three-fourths of LG youth have experienced career barriers (Keeton, 2002). Because of a lack of gender-neutral policies and organizations' inability to foster a positive and inclusive work environment, too, career growth suffers (Philip and Soumyaja, 2019).…”

Section: Job-related Outcomesmentioning

confidence: 99%

LGBTQ+ in workplace: a systematic review and reconsideration

Maji

Yadav

Gupta

2023

EDI

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PurposeThe inclusion of LGBTQ + persons (lesbian, gay, bisexual, transgender, queer and having other sexual orientations and gender identities) is a crucial step in improving gender diversity in the workplace; however, till date, it remains a significant challenge for human resource management professionals. The current study critically examines this issue of an inclusive workplace for LGBTQ + people through a systematic review of the existing research that has empirically studied their experiences at the workplace. It also examines the resistance and challenges organizations face in LGBTQ + diversity training and provides future research avenues.Design/methodology/approachFor systematically reviewing the literature, Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) model has been used. A total of 101 empirical studies have been reviewed.FindingsThe result shows that LGBTQ + people encounter multiple negative workplace experiences, including proximal (hiring discrimination and housing discrimination) and distal workplace discrimination (unsafe work climate, microaggressions and harassment). These aversive experiences lead to work stress while also mandating that people manage their sexual identity and style of dressing. This stress, in turn, impacts their work–family outcomes, job satisfaction and decision-making with regard to their careers.Originality/valueThe paper provides a holistic understanding of the aversive workplace experiences encountered by sexual minorities.

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“…Lack of legal recognition has essential consequences in getting a government ration (foodprice subsidy) shop card, passport, and bank account. (Philip and Soumyaja 2019) With this landmark judgment, the recognition of transgender people is seen in new identity documents such as the Unique Identification Number with the gender category including male, female and transgender (though, access to this still has been limited). It is estimated that over 19,000 transgender people across the country have been issued Aadhaar cards that recognize them as a third gender.…”

Section: Recognition Of Transgender As a Third Gender Law 2019: A Silver Lining In The Cloudmentioning

confidence: 99%

Transgender and the Right to Employment in India: Analysing the Trajectories of Discrimination

Mishra

Negi

2021

BESTUUR

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This research aims to investigate the trajectories of discrimination these communities face in the employment sector. While doing so, the authors have emphasized that despite a clear mandate of ‘Right to Work’ in the Constitution of India, policymakers, governments, and the Indian judiciary too has been keen only on laying down framework only concerning ‘Rights at work.’ In this sense, the authors opine that India presently lacks a clear employment non-discrimination framework. Even almost all the labor laws of India stipulate rights and duties post-recruitment scenario. There is an apparent lack of pre-recruitment guidelines. In this light, the authors see the Supreme Court’s recent judgment in the NALSA case recognizing the Transgenders as ‘third gender’ and the efforts of the Indian Parliament to frame a law on the protection of the rights of the transgender people as a silver lining in the cloud. This paper highlights the underpinnings of this development by still emphasizing that something needs to be done more on the front. Keywords: Transgenders; Employment; India.

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Workplace diversity and inclusion: policies and best practices for organisations employing transgender people in India

Cited by 8 publications

References 0 publications

Towards a confluence: disability inclusion and organizational change

Towards a confluence: disability inclusion and organizational change

LGBTQ+ in workplace: a systematic review and reconsideration

Transgender and the Right to Employment in India: Analysing the Trajectories of Discrimination

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