Another month of June slipped past us in all of its rainbow colors, standing as a living sign of how at times, freedom isn’t a pre-existing feature but a struggle of constant pursuit which calls for timely reminders. Reminders that scream and plead for the exercise of basic human privilege, even after centuries of civilization. It has been nearly half a decade since the landmark judgment annulled Article 377, decriminalizing the LGBTQ+ community. The judgment was received with hues of relief and sighs of joy, declaring it as a victory of love. However, the prejudices and biases against the community didn’t end there, and traces can still be spotted in various instances and news flashes nationwide.
Challenges faced by the community
The challenges which the LGBTQA+ community face in the peripheral of the workplace include sexual harassment, assault, petty remarks, and discrimination based on sexual orientation or gender identity. These are some prominent practices of bias that are performed. However, some subtle habits might often get neglected, like the social boycott of the individual from the community by peers or distasteful innuendos; underlined jokes that promote the stereotype are all collectively discriminating and disrespectful towards the community. Under-representation in the workplace that forces the employees to conceal their gender identities or orientation can lead to anxiety or lower self-esteem among people, causing decreased productivity and performance.
Inclusivity at workplace
After the judgment of 2018, many companies and organizations were seen making substantial changes in the structure and curriculum of their workplace, which included expanding inclusive practices that would welcome trans, homosexual, and gender nonconforming individuals. DE&I, which stands for Diversity, equality, and inclusion, has become a face of the aims and goals of many organizations over the past years. More and more corporate organizations and firms are flagging out recruitment to queer people staying dedicated to the cause. This is also supplemented by various events and celebrations marked in June by brands, representing symbolic support towards Pride. The inclusivity isn’t just limited to workplace practices but also extends toward insurance benefits for live-in partners.
Provision of Health Insurance
The insurance companies have also been at par with the changing trend by bestowing insurance facilities and provisions to employees irrespective of their sexual or gender orientation. Along with disbanding any discrimination drawn between LGBTQA+ or non-LGBTQA+ employees, the companies have also been thoughtful in meeting the needs specific to the health of LGBTQA+ folks.
Moreover, provisions for gender reassignment surgeries and ancillary procedures such as voice modulation and hormone replacement therapy are prominent suggestions that can be amalgamated to make the insurance provisions more inclusive and diverse.
Conclusion
The progress of inclusivity and adhering to the goals of D&I has been noticed across many forums and institutions. But the bigger picture shows these developments have mainly been placed across corporations in Metropolitan or Tier-1 cities. The lesser developed regions remain absent from advancement. Progress can’t be truly said so long as it hasn’t, at the grassroots level, every ebb and corner of civilization. Therefore, initiatives should be taken to bring organizations and institutions from even smaller regions into the fold.
