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The transgender community in India, besides being misunderstood, also faces backlash and discrimination on a daily basis. @bhavyaa07 writes about transgender inclusivity at the workplace for our new blog.
https://www.monkprayogshala.in/blog/transgender-inclusivity-at-workplace
Here's a thread discussing the piece:
https://www.monkprayogshala.in/blog/transgender-inclusivity-at-workplace
Here's a thread discussing the piece:
In a #survey conducted across the #EuropeanUnion to understand #workplaceissues, 54% of trans respondents stated that they “have felt personally discriminated against because of being perceived as trans”.
In another study of 6,436 transgender men and women from the U.S., 50% reported having experienced harassment at work and 44% reported having experienced hiring discrimination based on their identity. The #IndianTranscommunity is often misunderstood as beggars or #menialworkers
However, #transgender persons have been defined as those individuals who are #socially, #legally, & #medically categorized as a particular gender at birth, but it does not match with their present #genderidentity
Within this categorization, transgendered individuals can also identify with being a #transman, #transwoman, or #nonbinary. Transgender people may or may not be intersex. It is a self-stated identity.
But the #TransgenderProtectionofRightsBill defines trans as someone who is “neither wholly female nor wholly male or a combination of female & male or neither female nor male and whose sense of gender does not match with the gender assigned to that person at the time of birth”
This categorization includes trans men and trans women, persons with intersex variations, and #genderqueers. Although the #transcommunity has been represented historically in ancient (Hindu) Indian culture, it has seen a strategic and conscious exclusion in contemporary times.
The recent transgender protections of rights bill brings many challenges for the community. It makes a screening process mandatory to assess their status of being transgender. This stands in violation of their right to self-identification.
This also stands in violation of the right to privacy. Navtej Singh Johar v. Union of India, a landmark judgment by the apex court, stated that one’s sexual orientation falls under the right to privacy.
Additionally, the bill does not recognize #Hijra adoption families & ignores the need for a cogent healthcare system for the trans community. Lack of employment is one such practical concern.
As these individuals face immense #discrimination, #violence, and #exclusion; #employment then seems a far fetched dream.
However, #inclusivity may not be bad news for the #corporatesector. @VodafoneGroup's survey revealed that 83% of the people in a sample of more than 3000 #LGBTQ+ individuals (broadly defined) would prefer to work with visible #LGBTQleaders.
According to Hewlett and Yoshino’s 2016 study, 72% of allies say they are more likely to accept a job at a company that’s supportive of #LGBTemployees. Moreover, inclusivity is likely to contribute to the economic forum of an organization.
So now the question is, what can the organizations do to introduce and ensure the inclusivity of the transgender community at organizations? #Diversitytraining may possibly be instrumental in enabling the employees to interact with the members of the transgender community.
Additionally, adopting trans-inclusive policies can catalyze the process of inclusivity in organizations. #Genderneutral washroom access, #dresscode, and usage of #correctpronouns are some policies that can help the #transmembers feel accommodated in the organization.
With the changing nature of the #Indianeconomy and the subsequent impact on employment, it remains to be seen whether the transgender community would be accommodated in a more inclusive setup.
Read more about this in our blog by @bhavyaa07: https://www.monkprayogshala.in/blog/transgender-inclusivity-at-workplace
