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INDIA: #5th Floor, Cowrks, RMZ infinity Bangalore 560033
+91 95137 69433 / +91 7705886633
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:
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
2. Create a Gender-Inclusive Work Environment
3. Legal & Financial Protection for Trans Employees
4. Drive Blue-Collar Job Inclusion
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
Call Three: Proactively Improve Workplace Mental Health
In today’s fast-paced work environments, mental wellness is a key factor that determines employee productivity, retention, and overall job satisfaction. Corporate leaders and HR professionals are now realizing that supporting the mental health of their workforce isn’t just a perk but a necessity. To address workplace challenges and workplace mental health proactively, My Fitness Wallet presents Call Three, an innovative solution designed to empower employees by providing a safe space to express concerns and seek guidance. Call Three is an app that fosters mental wellness and by offering real-time support for employees dealing with various workplace mental health challenges. It ensures that employees can address their issues with complete confidentiality, with the guidance of certified professionals. From coworker conflicts to stress management, the app gives employees the tools and support they need to thrive in their work environment. Why Mental Wellness Matters in the Workplace Mental wellness is no longer a fringe topic in corporate discussions. According to a recent report from the World Health Organization (WHO), depression and anxiety cost the global economy $1 trillion annually in lost productivity. The importance of mental wellness initiatives cannot be overstated; when employees feel supported, organizations can experience improved productivity, better workplace relationships, and increased job satisfaction. The Call Three app takes a proactive approach to addressing workplace mental wellness, making it easier for employees to seek help before issues escalate. It promotes a healthy, productive workspace where mental health is prioritized and nurtured. How Call Three Works? Call Three allows employees…