The Unfinished Fight: Why India’s Workplaces Still Exclude Transgender Talent

India made history with the Transgender Persons (Protection of Rights) Act, 2019, promising rights and opportunities, but the ground reality is far from ideal

The Reality of Workplace Inclusion for Transgender Individuals in India

While India made history with the Transgender Persons (Protection of Rights) Act, 2019, promising rights and opportunities, the ground reality is far from ideal. Despite legal recognition, 92% of transgender individuals in India remain outside the formal workforce (Source: National Human Rights Commission, India).

Even in urban corporate hubs like Bangalore, Mumbai, and Delhi, trans professionals face hiring biases, workplace discrimination, and a lack of inclusive policies. In blue-collar jobs, the challenges multiply, often forcing transgender people into precarious employment or sex work.

The Hard-Hitting Facts:

• Only 6% of transgender individuals have formal employment (NHRC, India).
• 70% drop out of education due to discrimination, limiting access to professional careers (UNDP Report on Transgender Inclusion in India).
• Less than 2% of Indian companies have transgender-inclusive hiring policies (Diversity & Inclusion Workplace Report, 2023).
• Over 80% of trans individuals face harassment at work, leading to high attrition (Source: Indian LGBTQ+ Workplace Survey, 2023).

This systemic exclusion calls for urgent corporate intervention. But are companies ready to act?

The Corporate Blind Spot: Why Companies Still Hesitate

1. Hiring Bias and Lack of Awareness

Many corporate leaders lack exposure to transgender issues and often assume trans individuals lack the required skills, despite evidence to the contrary. The National Employability Report 2022 found that trans candidates perform equally well in skills-based assessments when given equal educational opportunities.

2. Workplace Discrimination & Hostility

Even when hired, transgender employees face misgendering, exclusion from team interactions, and limited career progression opportunities. Many fear reporting workplace harassment due to lack of anti-discrimination policies.

3. Infrastructure & Policy Gaps

Even well-intentioned firms lack gender-neutral washrooms, transgender healthcare benefits, and inclusive dress codes, creating further barriers. Without an LGBTQ+ inclusive HR framework, hiring trans employees remains a symbolic gesture rather than real inclusion.

4. Blue-Collar Job Struggles

While corporate spaces are slowly evolving, trans individuals in blue-collar jobs face physical abuse, lower pay scales, and denial of employment in factories, service industries, and logistics. Trans women and trans men are frequently denied labor rights and job security.

Case Studies: The Harsh Reality vs. Corporate Progress

Case 1: A Trans Professional’s Struggle in White-Collar Jobs

Ria, a 29-year-old trans woman, completed her MBA but was rejected by over 50 firms before securing a corporate job. While working in a multinational bank, she faced constant misgendering and was excluded from team-building activities. Eventually, she resigned due to mental health stress.

Case 2: A Trans Man in a Factory Job

Vikram, a trans man, worked in a manufacturing unit but faced gender-based pay discrimination and was forced to use the women’s washroom despite his gender identity. His company had no policy to address his concerns, forcing him to leave.

Positive Example: The Tata Group’s Inclusive Hiring

In contrast, Tata Steel launched a transgender employment initiative in 2021, hiring over 100 transgender employees and offering inclusive facilities. Companies like Accenture, Infosys, and KPMG have also taken steps, but the industry-wide gap remains vast.

The Way Forward: How Corporates Can Truly Include Trans Employees

1. Develop & Implement Trans-Inclusive Hiring Policies

• Introduce blind recruitment to remove biases.
• Partner with NGOs like PeriFerry (www.periferry.com) to create trans hiring pipelines.
• Ensure HR training on transgender identities and rights.

2. Create a Gender-Inclusive Work Environment

• Implement gender-neutral washrooms & dress codes.
• Offer trans healthcare benefits, including hormone therapy coverage.
• Conduct sensitivity workshops for employees.

3. Legal & Financial Protection for Trans Employees

• Set up anti-discrimination grievance redressal systems.
• Provide equal pay policies and gender-affirming leave policies.
• Ensure trans employees are covered under workplace insurance policies.

4. Drive Blue-Collar Job Inclusion

• Encourage factories, retail chains, and logistics firms to hire trans employees.
• Implement anti-harassment training for all staff.
• Introduce skilled training programs for transgender individuals in manufacturing and service sectors.

Corporates Must Lead the Change

Despite some progress, India’s transgender community remains largely excluded from professional and economic opportunities. Corporates hold the power to drive real change by actively hiring, retaining, and empowering transgender employees.

As International Transgender Day approaches, it’s time for companies to move beyond tokenism and create workplaces where everyone—regardless of gender identity—can thrive.

Are you ready to take the next step in workplace inclusion?

Start today by implementing transgender-friendly policies in your organization.

Let’s make a real difference—not just on paper, but in practice. The time to act is now. #TransRights #WorkplaceEquality

World Diabetes Day: Employee Wellness for Diabetes Prevention

5 months ago by MFW 5 min read No comments

This year on November 14th, World Diabetes Day aims to raise global awareness around diabetes prevention, early detection, and management. For corporate leaders and HR professionals, this day serves as an opportunity to implement practical strategies that support employee wellness, focusing on diabetes prevention and health management. With the prevalence of diabetes steadily rising globally, fostering a supportive and health-focused workplace can have profound impacts on employee wellness and productivity. Understanding the Importance of World Diabetes Day According to the International Diabetes Federation (IDF), over 537 million adults currently live with diabetes, with numbers projected to reach 643 million by 2030. This rapid rise poses serious challenges, not only for individuals but also for companies, as diabetes is one of the leading causes of absenteeism and reduced productivity in workplaces. World Diabetes Day provides an excellent framework for organizations to evaluate their employee wellness programs and consider integrating diabetes prevention strategies to support long-term health. Practical Diabetes Prevention Strategies for the Workplace For organizations committed to fostering a healthier work environment, here are some practical diabetes prevention strategies that can be implemented to promote employee wellness. 1. Encourage Regular Health Screenings Early detection is crucial in preventing and managing diabetes. Offering regular health screenings at work helps employees identify potential health risks, including high blood sugar or prediabetes, before they escalate. Annual Screenings: Encourage yearly blood glucose tests to help employees stay on top of their health. Onsite Health Clinics: Setting up periodic screenings at the office can make it…