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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
World Suicide Prevention Day: Preparing Corporates to Boost Mental Health
As we approach World Suicide Prevention Day on September 10th, organizations and workplaces worldwide have a significant role in creating a supportive environment for mental well-being. Employee wellness is more than just physical health; it encompasses mental health too. Corporate sectors are now realizing the importance of addressing mental health challenges to prevent burnout, reduce stress, and lower the risk of suicide. This blog highlights essential steps companies can take to promote mental wellness, create awareness around World Suicide Prevention Day, and support employees in managing their mental health. The Importance of Mental Health at the Workplace Mental health issues affect individuals from all walks of life, and the workplace is no exception. Workplace health is increasingly seen as a combination of physical and mental well-being, particularly in high-stress environments. According to the World Health Organization, over 700,000 people die by suicide each year, with many more attempting to take their own lives. Preventing suicide begins with understanding and supporting mental health, especially in a corporate environment. For organizations, the well-being of their employees should be a top priority. This includes creating a safe, supportive workplace where employees can freely discuss mental health issues and access the necessary resources. How Companies Can Prepare for World Suicide Prevention Day 1. Create Awareness Around Mental Health and Suicide Prevention Start by openly addressing mental health and suicide prevention within your organization. Organize…