#Bias Archives - Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai

Addressing the Intersection of Disability and Mental Health

Niharika — Fri, 30 Aug 2024 09:27:24 +0000

Addressing the Intersection of Disability and Mental Health

The intersection of disability and mental health is a significant yet often overlooked area. Individuals with disabilities frequently face unique challenges that impact their mental well-being, necessitating support from both allies and organizations to foster a supportive environment. Addressing these issues and implementing effective strategies is crucial for promoting an inclusive and equitable society.

In India, the interplay between disability and mental health is often overshadowed by other public health concerns. However, for many individuals with disability, daily life is a struggle with both physical and mental health challenges, compounded by social and systemic barriers. Addressing the mental health needs of individuals with disability is not just a matter of healthcare but also of human rights and social justice. By understanding the unique pressures faced by this community, we can begin to develop more effective support systems and policies to promote their well-being.

The Current State of Mental Health Among Disabled Individuals in India

Research highlights that individuals with disabilities in India experience higher rates of mental health issues such as depression, anxiety, and stress compared to the general population. A study published in the Indian Journal of Psychiatry found that individuals with intellectual disabilities have higher rates of psychiatric disorders compared to their non-disabled peers. The Indian Council of Medical Research (ICMR) and various universities have corroborated these findings, indicating that the lack of supportive infrastructure and pervasive social stigma exacerbate these issues.

Challenges Faced by Disabled Individuals and the Impact on Mental Health

Stigma and Stereotypes

- Societal Biases: Disabled individuals frequently encounter pervasive societal stigma and stereotypes. They are often infantilized, perceived as lacking ability, or viewed as inferior and helpless. These negative perceptions lead to marginalization and discrimination, resulting in social exclusion, limited opportunities in education and employment, and inadequate access to healthcare. Constant exposure to such biases significantly impacts their self-esteem and mental health, fostering feelings of isolation and inadequacy. This environment contributes to the development of depressive disorders, anxiety, and suicidal ideations, creating a cycle of emotional and psychological distress.
- Story-based Example: Emily, a talented software developer with cerebral palsy, is often underestimated by her colleagues. Despite her proven expertise, she finds herself excluded from key projects, with her abilities consistently questioned. Over time, this exclusion erodes her confidence, leading to severe anxiety and self-doubt. She begins to dread going to work, feeling like she has to prove herself repeatedly, even though her work consistently outshines that of her peers. This persistent stress contributes to Emily developing depression, impacting both her professional and personal life.

Accessibility Barriers

- Physical and Technological Limitations: Physical, social, and technological barriers can restrict the access of individuals with disabilities to essential services, including education, job opportunities, and healthcare. Inaccessible environments, lack of adaptive technologies, and inadequate transportation options can prevent disabled individuals from seeking and receiving the support they need.
- Case Scenario: Michael, who is visually impaired, struggles with navigating his university campus due to the lack of braille signs and accessible online materials. While his classmates easily access the digital resources provided, Michael must rely on outdated technologies that only partially meet his needs. These barriers not only hinder his academic performance but also cause him immense frustration and anxiety. The constant struggle to access information leads Michael to feel isolated and overwhelmed, affecting his overall mental health and academic success.

Healthcare Disparities

- Gaps in Service Provision: Disabled individuals often encounter disparities in healthcare, including mental health services. Misdiagnosis, inadequate treatment options, and a lack of specialized care can exacerbate mental health issues. Moreover, the intersectionality of disability with other factors like race, gender, and socioeconomic status can further compound these disparities.
- Case Scenario: Sara, a woman with a hearing impairment, visits her local clinic for anxiety treatment. However, the clinic lacks staff who are trained in sign language, leading to miscommunication about her symptoms. Consequently, Sara is misdiagnosed and prescribed medication that worsens her condition. The lack of accessible mental health services leaves Sara feeling helpless and frustrated, worsening her anxiety and causing her to lose trust in the healthcare system.

Financial Instability

- Economic Barriers: Many disabled individuals face significant financial challenges due to limited employment opportunities and the additional costs associated with their disabilities, such as medical expenses, assistive devices, and specialized care. Financial instability can lead to increased stress, anxiety, and depression, as individuals struggle to meet basic needs while managing their health.
- Case Scenario: Carlos, who has multiple sclerosis, faces mounting medical bills that his insurance only partially covers. Despite being highly qualified, he struggles to find stable employment due to workplace discrimination. The financial strain of paying for medication, therapy, and daily living expenses overwhelms Carlos, leading to severe anxiety and depression. He feels trapped in a cycle of poverty and poor health, with no clear way out.

Social Isolation

- Lack of Social Support: Disabled individuals often experience social isolation due to physical barriers, lack of accessible social spaces, and societal stigma. This isolation can lead to loneliness, depression, and a decline in overall mental health, as individuals are deprived of meaningful social interactions and support networks.
- Case Scenario: Aisha, who uses a wheelchair, finds it difficult to participate in social activities with her friends due to inaccessible venues and transportation. Over time, her friends stop inviting her to gatherings, assuming she won’t be able to attend. The growing isolation leaves Aisha feeling lonely and disconnected, leading to a deep sense of sadness and hopelessness. Without a strong social network, her mental health deteriorates, making it even harder for her to reach out for help.

Legislative and Policy Framework

Mental Healthcare Act, 2017
- Focus on Inclusion: The Mental Healthcare Act, 2017, seeks to provide mental health care and services for all individuals, including those with disabilities. It emphasizes the rights of people with mental health issues to access treatment and live with dignity.
Rights of Persons with Disabilities Act, 2016
- Protecting Rights: This Act aims to protect the rights of disabled individuals and ensure their inclusion and participation in society. It mandates accessibility in public buildings and transport, and provides for special education and employment opportunities.

Moving Forward

Addressing the intersection of disability and mental health in India requires a multi-faceted approach. Enhancing accessibility, combating stigma, and improving mental health services are key to building an inclusive society. Legislative action and awareness are essential for creating a more equitable environment.

For Corporates:

Inclusive Policies: Ensure accessibility and accommodations for disabled employees.
Mental Health Support: Provide tailored mental health resources and train staff to recognize and address mental distress.
Awareness: Regularly conduct training to break stereotypes and foster inclusion.

For Individuals:

Advocate: Speak out against discrimination and support accessibility.
Educate: Learn and share knowledge about the challenges faced by disabled individuals.
Support: Be mindful of mental health needs and encourage seeking help.

Together, we can create a society where disabled persons are fully supported in their mental health.

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SafeSpace Podcast – Pride Inclusion Episode

Niharika — Tue, 16 Jul 2024 08:44:49 +0000

The SAFE SPACE podcast, where we explore the importance of creating safer, happier, and inclusive workplaces. In each episode, we’ll hear from industry leaders, share best practices, and tell stories of personal growth hosted by Viji Hari, the CEO of CecureUs, Author, and Speaker, specializing in the areas of Prevention of Sexual harassment (PoSH), Diversity, Equity, Inclusion & Belongingness (DEIB) and Mental Wellness across Corporates.

This Pride month, joining the very first episode of the Safe Space podcast was Chandra Duraiswamy, an expert with 27 years in marketing communications and a champion of DEI who has humanized brands, leaders, and employees. Chandra is a strategic communicator, storyteller, and NHRDN awardee. Building a culture of empathy, trust, and high performance through communication, he has joined this episode to discuss his journey and the importance of inclusion at work.

“Like Charity, Inclusion also starts at home”

Personal Experiences: The Foundation of Inclusion

Chandra shares how his personal experiences have shaped his professional path. Growing up in a joint family of 22, Chandra learned the importance of give and take, patience, and negotiation for peaceful coexistence. Inclusion was deeply embedded in his home life.

Chandra’s mother supported girls from disadvantaged backgrounds with education and life skills, while his father set up a disaster relief kitchen. Inspired by them, in the early days, Chandra has organized several medical camps and rescue support for individuals impacted by natural calamities. These lessons in inclusion naturally extended to his professional life, where he fostered a sense of community through several formal and informal interactions with his co-workers.

“Inclusion was the first lesson I was taught at home, and bringing it to work was a natural progression for me.”

Commitment to Diversity and Inclusion

Chandra’s commitment to diversity and inclusion is central to his professional ethos. He emphasizes the importance of recognizing and embracing individuals’ diverse identities—such as caste, religion, gender, faith, etc—especially in multicultural environments. During his tenure in Paris, Chandra exemplified this with simple gestures to invite conversations by sharing extra homemade lunches with colleagues, fostering connections and mutual understanding. By bringing his authentic identity to the forefront, Chandra helped uncover other marginalized and invisibilized identities, creating a broader support network.

He acknowledges a common tendency for individuals to minimize their identities to avoid discomfort in others’ presence. However, Chandra advocates for a different approach: embracing one’s own identity while actively including and respecting others. During his professional engagements with Multi-National Companies, he acknowledges the support and advocacy from his mentors who helped him translate this philosophy into action and spearhead initiatives like the Pride Network. These efforts showcased how leaders and organizations can empower diverse identities within the workplace.

Both Viji and Chandra stress the importance of using one’s influence and privilege to uplift others, a cornerstone of effective leadership.

“Culture eats strategy for breakfast” – Peter Drucker

Initiatives: “Archers of the Rainbow”

Chandra has always found storytelling to be one of the most authentic ways to build inclusive spaces. He emphasizes that an inclusive culture is crucial for the success of any organization’s strategy. Without it, these strategies are bound to fail. Even prior to the decriminalization of Section 377, he worked to promote trans inclusion by forming a network of organizations that directly engaged with the trans community to understand their real issues. This effort underscored that inclusion is a widespread challenge across corporate India, not limited to a single industry, although many organizations still do not share their strategies.

In 2020, despite the pandemic, he continued to raise awareness through online sessions for managers and employees, sharing stories of lived experiences, biases, beliefs, prejudices, and myths. Initiatives like rainbow crosswalks symbolized the commitment to pride and inclusion throughout the year. Chandra also broadened the focus to include stories of other minorities, such as women, individuals with physical disabilities, and veterans, highlighting their often-overlooked experiences.

He encouraged employees to become storytellers, enacting plays that brought attention to workplace biases and fostered sensitivity. Over three years, Chandra’s efforts aimed to create an inclusive ecosystem within organizations, involving customers and suppliers. This approach ensures that strategies are effective and sustainable, leading to more equitable workplaces.

Conclusion

Chandra emphasizes the importance of inclusion, believing that organizations should hire diverse candidates across various roles and support their growth through initiatives like internships and CSR programs. Essential policies and infrastructure, such as gender-neutral restrooms that are also disability compliant, play a crucial role. To foster active participation, inclusion should be a KPI for all employees, from interns to CEOs.

Chandra also highlights the importance of allyship, where employees start as bystanders, become allies, and eventually activists. He stresses the significance of using Pride Month to learn more and adopt inclusive language as the first step toward making every day a day of pride.

The first episode of the SAFE SPACE podcast lays the foundation for future discussions on creating inclusive workplaces, sharing inspiring stories, and offering practical tips for both organizations and employees. Stay tuned for more!

Please reach out to us for any queries on Pride Inclusion At Workplace.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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LGBTQ+ Workplace Harassment: Essential Guide to Industry Insights

Niharika — Thu, 13 Jun 2024 06:35:21 +0000

Introduction:

In observance of Pride Month, the importance of LGBTQ+ sensitivity training in the workplace has never been more critical. This comprehensive guide offers detailed insights into various incidents of harassment across industries, emphasizing the need for all organizations to prioritize a more inclusive and respectful work environment

Why LGBTQ+ Sensitivity Training is Necessary:

As we delve into reports from across India and the globe, the ongoing issues of LGBTQ+ harassment in professional settings become apparent. Each example serves as a compelling reason for enhanced training programs.

Incidents Highlighting the Need for Awareness:

1. Textile Industry, Chennai: “In a disturbing event at a textile factory, a female employee reported inappropriate physical advances from a colleague under the guise of a game. This incident underscores the urgent requirement for stringent anti-harassment policies.”

2. Start-up firm, Chennai: “At a dynamic start-up, a breach of privacy occurred when an employee’s personal information was shared without consent. This act highlights the critical need for comprehensive privacy policies and respect for personal boundaries.”

3. Fintech Sector, Mumbai: “Inappropriate discussions about personal lives and sexual orientations have led to a hostile work atmosphere, showcasing the need for professionalism and mutual respect.”

4. E-commerce Giant, Bangalore: “Public comments such as ‘that sounds so gay’ have inadvertently exposed colleagues’ private lives, highlighting the necessity for respectful communication and sensitivity.”

5. Banking Sector, Major Metro City: “Discriminatory remarks about a customer’s gender expression, such as questioning their attire, reflect deep-seated biases that must be addressed.”

6. IT Firm, Noida: “Queries like ‘Who is the man in the relationship?’ invade personal privacy, demonstrating a fundamental lack of understanding of diverse relationship dynamics.”

7. Recruitment Process, U.S.-Based Candidate: “A recruiter’s mocking of a candidate’s voice, post-disclosure of their transgender identity, which later gained attention on social media, points to the pervasive nature of casual bigotry.”

8. Leaders addressing employees in townhalls and Industry events: “Good morning, Ladies and Gentleman”, an important opening statement by leaders that leaves out the non-binary folks in their audience and sets the culture of exclusion.

Industry-Wide Reflections:

From Chennai to the USA, these incidents cut across all layers of society and industry, showing the ubiquitous need for sensitivity training. HR departments, from top executives to entry-level employees, play a pivotal role in cultivating respectful and inclusive workplaces.

Conclusion:

The examples provided illustrate the pervasive and varied nature of LGBTQ+ harassment in the workplace. It is imperative for organizations to implement ongoing training and foster environments where respect and inclusivity are at the forefront of corporate culture. Let’s use Pride Month as a springboard for lasting change.”

“Is your organization ready to lead the change? Contact us today to learn more about implementing effective LGBTQ+ sensitivity training programs and ensuring a safe, inclusive workplace for everyone.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion

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5 Best Practices To Follow Diversity and Inclusion Initiatives

Niharika — Mon, 12 Dec 2022 08:49:31 +0000

Top organizations often boast Diversity and Inclusion programs in their workplace. Global institutions are taking active measures to support Diversity and Inclusion and offer diligent representation to every caste, gender, religion, and minority. India is a land of many cultures and religions, which depicts an entirely different dynamic in Diversity and Inclusion in the workplace. Companies, alongside the government, have introduced several policies to create a diverse and inclusive workplace.

The law forms a strong core of every organization, boosting the confidence and productivity of its employees. Diversity in the workforce enhances innovative skills by 83%. Thus, the D&I practices should be made effective and long-lasting. Implementing them in an ad-hoc approach does not make an impact. We’ve created a systemized 5-step approach for complete D&I implementation in the workplace. Conducting well-rounded practices is vital for the employee’s well-being and sense of belonging in the workforce.

Five Best practices to follow for D&I initiatives

Diversity and Inclusion programs are a core part of employee engagement programs. A better environment for your employees creates more robust results for your organization.

A diverse work culture is full of opportunities and mutual development. It gives organizations a distinctive perspective and the power to execute unique operations. Follow this all-inclusive ABCDE approach for effective D&I implementation.

Audit

The primary step toward a diverse culture is understanding where your employees are. Managers must have a close relationship with the employees to note their desires and requirements. Employees should be able to voice their opinions and be comfortable in the workplace. Conducting a close audit and utilizing surveys and questionnaires is key to identifying the challenges and gaps in workplace inclusion programs. Questions in the survey should be used to record the employees’ and your audience’s demographics, including location, age, gender, religion, and preferences.

Buy-In

The next step after the audit is the buy-in. Once you have extensive results from the audit and surveys, organizations need to connect with their leadership and discuss the results from the audit. You need to describe the benefits of Diversity and Inclusion programs and depict how they would enhance the workforce’s productivity. The leadership will sponsor your D&I initiatives and start the program.

Champions

For a granular approach to your Diversity and Inclusion program amongst your workforce, you need to scout the talent and identify individuals responsible enough to run and head the program at both a macro and micro level. These Champions will oversee the D&I practices and ensure their proper implementation. The Diversity and Inclusion team will describe the procedure and steps of deployment. D&I programs are more than employing individuals from different cultures. They must have active representation at senior levels and positions of responsibility.

Forming a D&I team assists organizations in the proper implementation of the program. The team will set short and long-term goals, identify and fill gaps and challenges in the system, and conduct regular practices to maintain a healthy environment.

Discussions

Communication is highly effective in organizations. As the employees, contractors, and blue-collar workforce get a platform to voice their opinions, the Diversity and Inclusion programs reach new heights of success. Employees feel represented and heard with ongoing discussions. Organizations are up-to-date with present-time challenges in the workspace. Consequent actions can be taken on the spot to solve any issues.

Recurrent discussion on Diversity and inclusion creates a well-knit workforce, forming a deep understanding among the employees and managers. The active discussions will train the work population to effectively implement diversity and equality practices.

Equip, Enhance and Empower:

Diversity and Inclusion programs are not a one-time procedure. It’s a periodic, drawn-out process that interacts with employees personally. The practices connect with the workforce at different stages of their employment to leave a lasting impact beyond the organization. Employees should be equipped with the optimal structure, process, and policies for a thorough implementation of the D&I program. Information from the practices must stick with the employees from the beginning beyond the end of the employment life cycle.

Conclusion

D&I programs have become increasingly relevant as the active workforce in India becomes inclusive and diverse. Representation of minorities in posts of responsibility promotes the development of the country. Employees form the pillar of every organization. A healthy and diverse structure promotes the company’s growth, directly improving its productivity and results.

If this article interests you, leave a comment below or write to connect@cecureus.com. For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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Different forms of diversity in the workplace

Niharika — Tue, 30 Aug 2022 05:52:00 +0000

In the corporate world, we define diversity as a coordinated effort to accommodate a broad spectrum of employees from various backgrounds under one roof. This definition can make it easy to club all forms of diversity under one umbrella. However, this should not be the case as it can sometimes make it challenging to comprehend the complete concept of Inclusive Diversity in the workplace. As organizations continue to evolve, focussing on individual aspects of diversity and inclusion in workplaces will be fruitful in the long run. By limiting our conception of inclusive diversity, we limit the scope of our growth. To begin with, knowing that diversity extends beyond just one category is a good foundation for strategizing and implementing inclusive diversity in the workplace.

In this blog, We explain the 7 prime classifications of diversity in workplaces.

Gender Diversity:

Gender ratio has become one of the top focuses of several organizations when implementing inclusive diversity in the workplace. Gender is no longer male and female, but it is a spectrum. Gender diversity is not restricted to hiring employees to increase the gender ratio or sensitizing the employees, but gender diversity is also about redefining the organization’s policies for addressing employees with inclusiveness. For instance, organizations that address the employees as not just ‘he’ or ‘she,’ but use more inclusive language like ‘they,’ ‘them,’ or ‘theirs’ in handbooks, application forms, and conversations in the workplace appear more sensitized on gender diversity.

Regional and cultural diversity:

Culture reflects an employee’s heritage and upbringing; their communication, the foods they eat, their world views, etc.. differ from one individual to another based on the culture. Understanding and placidly integrating these differences is the basis for a good and successful organizational culture, and such differences should be valued deeply.

Organizations must mandate hiring employees from diverse states, religions, and cultures to contribute to a wholesome work and learning experience among employees in the workplace. This is vital for BPOs that provide 24×7 uninterrupted support, irrespective of cultural and religious holidays, to their end customers.

Hiring employees with disability:

Studies show that almost 15% of the global population has some form of disability. Since the scope of what constitutes a disability is very broad, organizations must consider and direct the committees into hiring people with disability for a diverse workforce and educate their employees about inclusion to make people with disabilities feel included in the workplace. Disabilities are not restricted to physical and evident forms, but there are also many invisible disabilities that employees should be aware of, like asthma, depression, ASD, Dyslexia, Diabetes, and ADHD, to name a few.

Generational Diversity:

One of the contributing factors to an organization’s success is the presence and inclusion of employees belonging to various generations, i.e., Gen X, Gen Y, Gen Z, and baby boomers. Hiring and retaining multiple talents across generations will contribute to an organization’s strategy, stability, structure, innovation, mentoring, and agility to meet the dynamic end-customer demands. Collaborating the strength of each generation in the teams will boost the productivity and success of an organization.

LGBTQ:

In the past couple of years, there has been an increased awareness of the LGBTQ community, especially the corporate community. Employees are being sensitized about the inclusion of the LGBTQ, and the hiring processes have become diverse and inclusive. Statistics back the claim that almost 10% of employees in any organization are already a part of the LGBTQ community. Every organization must train its leaders to use inclusive language when addressing a team of employees. The policies and handbooks must use inclusive language as well. Here are a few examples of LGBTQ inclusive language while addressing employees in the workplace.

Dos	Don?ts
Folks, colleagues, team, people	ladies and gentlemen
Parental leave	Maternity and Paternity leave
Partner, Spouse	Husband, wife, boyfriend, girlfriend
First names, non-gender specific titles like Mx or M	Ms., Mr., Mrs.
Mail clerk, Chairperson	Mailman, Chairman
Sexual Orientation	Sexual Preference

Racial and Ethnic Diversity

Diversity in ethnicity brings varied interests into a team.It sets the base for defining an organization’s culture. Ethnic diversity also highlights that implementing types of diversity should not just be a matter of box-ticking. Instead, it is a chance to engage with various employees, comprehend what is important to them, and ensure they feel included within the current workplace culture.

Bringing veterans into the workforce:

Returning veterans face innumerable struggles in their efforts to reintegrate into civilian life. Veterans are a unique talent pool with a wealth of skills, attitude, experience, and qualifications that make them ideal hires in the corporate world. They are all-around talent, versatile, and adaptable. Providing opportunities for veterans in the workplace will boost productivity and innovation in any organization.

If you are an employer in a dilemma about how to get your inclusive organizational diversity started, implementing these 7 classifications would be the right step.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP(Employee Assistance Program,) and Diversity and Inclusion.

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Tips to break through glass ceiling and bring gender diversity in management #Break the bias

Niharika — Tue, 12 Apr 2022 11:59:47 +0000

Gender diversity has become the mantra for an organization’s productivity and success in the past few decades. Several domains that were once biased and considered suitable for only men have embraced diversity, witnessing women folk entering them without hesitation. Aspirations of women are soaring high, and both in the corporate and non-corporate world, there is a significant number of women in mid-management, and statistics back this claim.

Having established this, it is also vital to look at the diversity statistics, i.e., the number of women in high-level management and board rooms. Unfortunately, gender diversity in the top management in any field, be it in politics, corporate, manufacturing, or even the civil services, is not convincing. There is a bias, a glass ceiling, that stops women from realizing their true potential in the higher levels of management.

India is ranked at 140 in the global gender rank report, considering its cultural diversity, diverse population, and gender. This conveys an undeniable message that despite several sectors welcoming and encouraging women to seek career opportunities with them, there exists a glass ceiling. There may not be explicit biases towards women in organizations, especially at management levels, but they are prevalent in several subtle ways.

In discussion with Viji Hari, CEO of CecureUs, in light of Womens’ Day and to break the bias in the organizations, IAS officer, Priyadarshini Bhattacharya, currently serving in West Bengal, Bipin Reghunathan, Vice President of DHL supply chain in India, and Ms. Siji Varghese, founder of ‘Leaders In Lipstick,’ have shared their invaluable inputs on,

Different forms in which biases, the glass ceiling exists in various sectors,
The importance and role of gender diversity across all levels of an organization, and
How organizations can break the bias and shatter the invisible glass ceiling that hinders women from venturing into and taking up roles in top-level management.

Gender Bias – the starting point!

In Indian society, gender bias, the invisible glass ceiling, begins at home. For centuries, Indian households have been absorbed into notions that men are the primary breadwinners of the family and women are best suited for only some roles, with caring for the family being the predominant one. It had become next to impossible for society to see women in leadership and management roles and in positions of power, and even today, this clash of ego exists in several teams. This puts a cap on their aspirations from a very young age, offering just a handful of careers considered best-suited for women. The glass ceiling in the form of these regressive thoughts has made it challenging for women to venture into several fields. But thanks to the current widespread awareness about gender bias and the need for gender diversity in recent years, women can have much higher ambitions and career goals, shattering this glass ceiling.

Glass Ceiling in various sectors

In sectors like civil services, this glass ceiling, the biases at various levels are inconspicuous and subliminal. Statistics reveal that the average age at which women crack the UPSC exams is 26, while men, at 32. This clarifies that there is no lack of talent in women. But it also raises a question as to why gender diversity in management and administrative departments is not up to the mark. Right from the preparatory stage, there is a substantial bias regarding sending women away from home for coaching, their training programs and placements happening far away from home, the insecurities of the family members about women interacting with their male educators, their prospect of embracing a marital status being delayed, not having time to care for the family, etc.

This is true with women who aspire to have careers in aviation, automobile, manufacturing, and a few other male-dominated sectors, although the past decade has witnessed an increased number of women entering the manufacturing and supply chain sectors. In retrospect, these industries remain male-dominated partly because women are not passionate about having careers in these fields. And the only way to bring in gender diversity in these sectors is to provide a courteous and respectful working environment with benefits for achieving work-life balance and exciting roles for women.

Women and leadership

For women to take up leadership roles and excel in them, there is an immediate need to shatter the glass ceiling. The existing biases need to be nipped in the bud. Organizations must nurture a work culture enriched with diversity, where talent is valued over gender. Women bring perspectives and balance into organizations, and those organizations that value women power and talent have achieved excellence and promising results, simultaneously tapping a diverse customer base.

Tips to organizations for breaking the glass ceiling across all levels of the corporate ladder

To shatter the glass ceiling and provide opportunities for women to be on par with their male counterparts, every organization should embrace diversity and bring about a few changes in its policies and practices.

Offer special training programs for women leaders in mid-management to shed their inhibition and apprehensions about management roles and realize their true potential to climb to the top of the corporate ladder.
Remove names of applicants from CVs to cater to a gender bias-free hiring process that values merit and talent.
Paid leave for women to focus on family and children.
Employ women in challenging management roles and provide assistance for women-folk to sail through such positions and operate with ease.
Train employees to follow the chain of command irrespective of the leader’s gender.
Offer flexible working hours for work-life balance and retain talent by allowing hybrid working modes.
Women-friendly workspaces with day care/creche facilities to care for infants and toddlers.
Provide medical assistance for women by employing doctors and nurses in the workplace.
Intervention programs for women empowerment, training for financial management, and independence.
Motivational talks and training by existing women leaders to shatter the glass ceiling, inspire and pave the way for more upcoming leaders.
Create a nurturing work environment by implementing Diversity and Inclusion across all organizational levels.
Bring cognizance in the entire organization of the benefits of having a diverse work culture.
Implement PoSH laws and strict measures against sexual harassment to cater to a safe work environment.

What can families do to break the bias and bridge the gender gap?

The change to shatter the glass ceiling must begin at home. Families must embrace progressive thoughts and let go of the bias about women being the weaker gender.

Nurture and support the ambitions of young girls.
Introduce girls to various management professions and allow them to choose their careers.
Ensure that marriage and child-rearing do not stop women from letting their careers take a back seat.
Allow daughters and daughters-in-law to pursue studies, irrespective of family commitments and age.
Ensure men of the house share the family responsibilities and workload so that women are not overburdened or overwhelmed by multitasking.
Value women’s inputs on the financial and other family responsibilities.
Allow women to step out of their comfort zones, find a mentor for themselves, and pave the path to shape their careers and families.

Bridging the gender gap, breaking the glass ceiling, and achieving gender diversity in every possible sector is a dream that cannot be achieved overnight. However, with every measure implemented at familial and organizational levels, we, as a society, are taking one step closer to a bias-free future! This Women’s Day, let us take a pledge to gift women in our lives a bias-free and safe society. Cheers!

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP(Employee Assistance Program,) and Diversity and Inclusion.

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Diversity in Manufacturing and Automobile Industries in India

Niharika — Tue, 12 Apr 2022 11:00:53 +0000

Traditional manufacturing setups make it challenging for women to consider careers in these fields. For decades, the stereotypical guise created by male prominence, long working hours and shifts, manual labour, and not-so-friendly or dangerous shop floor had made these fields a less considered option among women. Industries such as manufacturing, automobile, engineering, mining, etc., offered lesser pay and benefits than other women-friendly sectors. Thus, generations of women had apprehensions about having a stable career and growth in these industries.

However, the past few years have witnessed a complete revamp in the manufacturing and automobile sector. Today, the industries have evolved to be multifarious to such an extent that it requires diverse skill sets from men and women. The concept of diversity and inclusion has taken roots, and several companies across the globe have created women-friendly workspaces, attracting women to these industries.

Forging the path forward for diversity and inclusion in their industries are organisations like ABB, Hindustan Zinc, Daimler India, and Tata Steel, which serve as front-runners. ABB, a well-known technology and automation services company, increased its gender statistics to 14% in 2020 by imbibing a shift in its thought process throughout the organisation. They assigned specific roles for women employees to create visibility and ownership of agenda to top-level management using D&I councils.

Manufacturing major Kirloskar Brothers Limited set up an all-women unit in Karumathampatti, near Coimbatore, with 204 employees on the shop floor. They provide facilities for women employees, including transportation, creche, and opportunities for young women with learning disabilities. They also offer better HR policies like extended sabbatical post-maternity leave. Forward-thinking on their part has enabled women to constitute 7% of their overall employee strength.

Tata Steele, a pioneer industry house of our country, has an ambitious target to have women constitute 25% of their workforce by 2025 from 17% in 2018. Towards this mighty goal, Tata Steel has implemented people-friendly and robust HR programs/ policies like a 5-day work week, menstrual leave, adoption leave, satellite office operation, and Take2 for women in need of career break. They have made special facilities for women like creche, canteen, lady doctors, CCTV surveillance system, deployment of women security guards for women’s safety. Carrying the Tata name’s legacy forward are their D&I activities with a specific focus on tribal communities, people with disabilities, training employees to be sensitive to the needs of the LGBTQ community.

The automobile sector can boast of another D&I champion – Jaguar Land Rover. It has increased its female employees by 34%. Their women managers have increased from 17% in 2017 to 19% in 2020. Adding to this positive trend, they shine a light on women students through Young Women in the Know initiative for female students aged 15 to 18 by introducing them to the engineering and advanced manufacturing sector. Jaguar’s School Education Program aims to increase female students’ engagement in STEM (science, technology, engineering, and maths) subjects. Furthering Futures course, a week-long career immersion program is aimed to encourage young women to seek engineering careers.

Daimler India Commercial Vehicles aims to have women comprise 20% of their workforce by 2022. Aiding this lofty goal are their initiatives like hiring and deploying more women for shop-floor operations like engine and transmission, cab trim, and quality management as a part of the ‘DiveIN’ initiative. They provide suitable infrastructure for women, including changing rooms and washrooms. Its basic amenities like these make women employees feel heard and included. By offering comprehensive training for women on safety, firefighting, basic tool handling, communication skills, and health and hygiene, Daimler enhances workplace policies and measures, including the speedy grievance redressal system, gender sensitisation training, and the POSH (Prevention Of Sexual Harassment) for the safety and security of women.

The mining industry, traditionally thought of as manual labour intensive and unsafe, has beacons like Hindustan Zinc that aspire to have 30% of their employee base comprise women by 2025. This is applaudable, but they also ensure this is achievable by setting up women councils to identify women’s talent and groom more women to take up front-end operational and leadership roles. The organisation identifies and assigns senior leaders to guide women leaders and recruit more entry-level women engineers. By setting up facilities for women at the workplace, including women-friendly restrooms at every mining site, they achieve their target step-by-step.

A mammoth manufacturing label, Ashok Leyland has increased entry-level women’s participation by 35%. The initiatives by industry big-wigs set standards and show other companies that notions of diversity and inclusion contribute to progress in every aspect and give rise to sustainability and cross-functional teams. Ashok Leyland’s Intentional Talent Development introduces women leaders programs at higher levels and personal effectiveness programs at junior and mid-levels that include live projects, mentoring by leaders, learning labs, etc., to help women climb the leadership ladder increase the ratio of women leaders in the organization. Their Engagement through Enabling environment empowers women and boosts their self-esteem via the internal networking platform Shristi.

By conducting POSH awareness and training through classroom activities and online modules, the safety of women employees is emphasized, and gender sensitization is achieved. As part of their inclusive offerings, the organisation provides 6 months of maternity leave, paternity leave, adoption leave, flexible working hours for women undergoing pregnancy, special travel policy, etc. A feather on their cap is their Blessing Scheme, a unique scheme in their Pantnagar plant where a women’s hostel has been set up on the campus. This has helped achieve a women’s employment ratio of 22%.

All this is but a drop in the ocean of Diversity and Inclusion. From a mere 10%, the number of women employees in the manufacturing field has grown to 30%, which is remarkable. However, this number also indicates that gender disparity is still prevalent. Women represent the largest pool of untapped talent for manufacturers. Women have greatly influenced various sectors, including manufacturing/automobile companies, where women in lead roles have seen tremendous progress, better financial operations, positive work culture, and innovations. Gender diversity is the way forward, as bridging the gender gap by employing more women in the manufacturing and automobile industries is the key for businesses to grow and augment. It is high time more manufacturing/automobile industries implement women-friendly policies and switch to contemporary technologies to offer promising careers to womenfolk and bridge the gender gap.

For more blogs and articles, visit our official website. Contact us by writing to connect@cecureus.com for workshops and queries related to POSH, EAP(Employee Assistance Program,) and Diversity and Inclusion.

References

Link 1, Link 2, Link 3, Link 4

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Parenting tips to nurture next generation on removing unconscious bias

Niharika — Wed, 23 Mar 2022 06:57:24 +0000

Little Sushanth came home from a dentist appointment and asked his mother if there were boy dentists? Amused by this question, his mother asked him why he thought so. Sushanth replied that he was shocked to see a male dentist as he had not seen a male doctor before. An honest answer from this 3-year-old made his mother realise that he had seen only women doctors, teachers, and music teachers? In his home environment, too, Sushanth’s mother works, cooks, cleans, teaches him, and plays with him.

This is not a story. I know someone who already lives this reality. Sushanth’s parents created an environment where he could observe and learn that women can naturally do everything and anything. All households are not like this. Many families in India unconsciously teach many biases. Children are an integral part of our society, and from a young age, they are stuffed into cookie-cutter moulds. Stop the unconscious bias early on. Creating awareness is the first step on the tall ladder to a bias-free world. As your children enter the professional world, they can be torch bearers in various employee assistance programs, as these tips will help you cull unconscious biases.

Traditionally, our country has seen multi-generations living in the same house. Grandparents, siblings, uncles, aunts, and cousins co habituate. And children pick up biases by observing the behaviours of those around them. It is pertinent that the familial environment becomes the front line of change and can serve as an example of inclusiveness. The unconscious biases we have imbibed significantly impact how we behave, dress, carry ourselves, and what work we choose to do.

All is not lost. Here are some doable parenting tips that can instil values of diversity and inclusiveness in the next generation and remove bias.

Have an honest conversation.

By talking to your children about gender and other unconscious bias, morals of equality and inclusivism are taught. It’s important to address the issue immediately and not let it soak into your child’s mind. A pro tip shared by a parent is to read bedtime stories that have both male and female protagonists. She recommends ‘Goodnight Stories For Rebel Girls’ and ‘Boys Who Dare To Be Different.’ These real-life stories would inspire your young ones and motivate them to face outdated patriarchal norms head-on.

Everything starts at home.

Parents are the child’s first role models. By both parents plying equal and quality attention on the child, they grow up comprehending that it is okay for the mother to be strong and the father to be weak, sometimes. By equally dividing household chores and family care between boys and girls, you set an example of gender equality. Assign domestic responsibilities equally to all the kids at home. Don’t assign based on gender. On a rotational basis, distribute small tasks like folding clothes, setting the table, cleaning, gardening, etc. Imbibing these from a young age will help your child become a well-rounded individual.

All voices matter.

By exposing your children to different cultural and ethnic backgrounds, you are nudging them towards embracing diverse role models. They realise and learn that the world is large, and people in the greater society are not alike. From a young age, children learn to respect and assimilate diversity. Encourage and support your kids’ participation in activities that would change their attitude on gender bias, generational bias, differences between people (the list is inexhaustible), and show them the importance of sharing their knowledge with others. Listen to your kids; many have them have valuable contributions to our society’s issues.

Contest stereotypes.

It is imbibed in many of us that gender is a biological difference. The greater truth is that gender is a social construct that we learn from a young age that makes us conform to certain roles throughout our lives. If your young son is interested in exploring the cosmetics on your dressing table, don’t shun him. Answer his questions like ‘Can boys wear bindhi? You might say, ‘Most don’t, but, why not?!’

There is a world outside the home.

Children witness biases in school, the marketplace, TV & social media, and the street. Parents repeatedly swear on the effectiveness of having an open conversation. Skin colour is a topic that has been plaguing us for centuries. Tell your child that their skin colour is lovely and different colours do not mean inferior or superior. Both boys and girls gravitate towards their gender and wish to play only with them at a certain age. If your girl is under the assumption that she mustn’t play with boys, rectify this misunderstanding by making it known to her that friends come in all shapes and sizes.

Learned behaviours.

Children are like sponges – they soak in everything they hear and see. As a parent, you can lead by example and teach them not to give in to stereotypes of racism, ageism, sexism, and other unrealistic standards. Evaluate your behaviour to check if you are passing statements like ‘boys don’t cry.’ Revise it. Instead, say, ‘you are brave.’ Especially parents of male children need to be cautious, as sayings like this are pound a penny. Unique to Indian households are domestic helpers and employees. As a parent, treat your driver/ maid/ gardener with the respect and decorum you would like a non-employee. Get your child to help by clearing their toys before the maid comes to their room.

We propagate notions of inclusivity and equality by making small talk, maintaining eye contact, and being courteous to all we meet in our daily lives – like restaurant waiters and supermarket checkout clerks. Challenging stereotypes and breaking the bias inspire young minds to aim high. Foster a positive environment and teach children how to act, as, after all, action is the loudest of languages.

To know more about our Prevention of Sexual Harassment (PoSH), Diversity, Equity and Inclusion (D,E&I) and Employee Assistance Programs (EAP) solutions do write to us at connect@cecureus.com or call us at +91-7200500221

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Legal Compliance Aspects Of Prevention Of Sexual Harassment (POSH)

Niharika — Mon, 06 Dec 2021 07:52:41 +0000

Gone are the days when women had to silently endure sexual harassment in their workplaces. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) passed in the year 2013, has given the courage to millions of women all over the globe to voice their support for the prevention of sexual harassment and work for the prohibition of any form of harassment in the workplaces. Organizations take the PoSti law compliance seriously and ensure that the workplaces are harassment-free. Women stand up for themselves and for each other in the workplace, and through training programs, both men and women are made to comprehend the impact of sexual harassment and its prevention and prohibition. Complaints are now investigated instantly and impartially to redress perpetrators immediately to offer safe workplaces for women.

Compliance laws and reporting – an overview:

Every organization must aspire to provide a safe workplace free from harassment to all its employees. As organisations grow in size and complexity, it is practically challenging to keep all employee-related issues, especially sexual harassment, in check. Reporting and compliance laws ensure that organisations track cases of sexual harassment and motivate women to come forward to report harassment to ensure the prevention and prohibition of such instances.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act,) passed by the Ministry of Women and Child Welfare in 2013, holds employees accountable for the prevention and prohibition of sexual harassment at the workplace and compliance by all organizations to provide a safe working space for women employees.

The POSH Act 2013 on what is mandatory.

The Basics:

According to POSH Act 2013, every entity with 10 or more employees must

Create an Internal Committee (IC) headed by a woman/female
Create a policy for the organisation outlining the prevention and consequences of sexual harassment and assure compliance
Create and conduct training programmes on POSH for all the employees
Create an Annual Report specifically for POSH
Appoint a neutral ‘External Member’ or third party, an individual with commitment and expertise in sexual harassment compliance policies and laws, as a prime member of the committee. The member must not exhibit or have any association with the organization other than their capacity as an External Member of the Internal Committee.

POSH Annual Report Filing:

Here are the legal compliance aspects of the POSH Annual Report as per the POSH Act, 2013.

Responsibility

The Internal Committee (IC) must prepare and submit an annual report to the employer.

As per Section 21 of the Act, (I) The Internal Committee or the Local Committee shall in each calendar year prepare, in such form and when may be prescribed, an annual report and submit the same to the employer and the District Officer.

As per Section 22 of the Act, The employer shall include in its report the number of cases filed, if any, their disposal under the PoSH Act in the annual report of the organisation. In cases where no such report is prepared, the employer must intimate the number of cases, if any, to the District Officer.

Authority

The employer reviews and forwards this report to the District Officer (DO), who then has to summarise all the POSH annual reports in a document and submit it to the respective State Government.

As perSection 23 of the Act, The appropriate Government shall monitor the implementation of this Act and maintain data on the number of cases filed and disposed of in respect of all cases of sexual harassment at workplace.

Details

According to PoSH compliance procedures, the details to be specified in the District Officer’s report are:

No. of complaints received
No. of complaints disposed of
No. of cases pending for more than 90 days
No. of workshops/awareness programmes conducted and executed
Nature of action taken by the employer/DO to ensure compliance with complaints redressal.

Director’s Report

The Companies Act was amended such that each and every Annual Report must include a Director’s report on the Prevention Of Sexual Harassment, with effect from 31st July 2018. It must highlight compliance with the POSH Act and disclose the number of cases of sexual harassment. This report accompanies the Annual Return filing to the Registrar of Companies.

According to the Companies Rules under Section 134 of the Companies Act, A statement that the Company has ensures compliance with provisions relating to the constitution of Internal Complaints Committee under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 – must be included in the company’s Annual Report.

Non-compliance

An employer can be subjected to a penalty of up to INR 50,000 for non-compliance acts like,

Failure to constitute Internal Committee at the workplace
Failure to assure compliance with or act upon recommendations of the Internal Committee
Failure to file an annual report to the District Officer where required
Contravening or attempting to contravene or abetting contravention of the Act or Rules.
Where an employer repeats a breach under the Act, they shall be subject to:
Twice the punishment or higher penalty, if prescribed under any other law for the same offence.
Cancellation/Withdrawal/Non-renewal of registration/license required for carrying on business or activities.

How and where to file?

The details of the template or format to file, where to file , and the address of the major district offices to file POSH Annual report can be downloaded from the link https://cecureus.com/sdm_downloads/posh-annual-report-filing/

Why is PoSH compliance essential?

Compliance with PoSH laws is integral,

For an organization to provide a safe and secure workplace for employees
For the protection of an organization and its brand value
To ensure the safety of third parties like contractors, vendors, and customers, who are visiting the premises. Under the PoSH compliance laws, third parties can file a complaint of sexual harassment that occurred at the workplace.
To handle sexual harassment complaints methodically without bias.
To ensure harassment prevention and prohibition, failing which the workplace becomes hostile for the employees, especially women.
To create awareness among employees about the effects of sexual harassment.

For more information on the Legal Compliance aspects of Posh and the services related to Prevention of Sexual Harassment(POSH), write to us at connect@cecureus.com or call us at +91-7200500221

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Principles of fair trial and the rights of cross examination

Niharika — Mon, 25 Oct 2021 11:42:57 +0000

Workplace PoSH compliance – A brief introduction

Women are subjected to harassment of various forms, irrespective of their class in society. Whether at the workplace or outside, these harassments can cause emotional trauma to women. The Prevention Of Sexual Harassment/PoSH law articulates a mechanism for fairly addressing harassment complaints of women at the workplace to bring justice to the victim. The PoSH rules guarantee a fair and thorough examination of the complaints submitted by women and a transparent unbiased enquiry system to ensure that there are no malicious complaints at the workplace for women to remain harassment-free.

The PoSH act demands organizations to conduct periodic PoSH training. These aim at attaining sexual harassment-free workplaces by educating the employees about the various aspects of sexual harassment and the importance of a harassment-free workplace for women. Employees are trained to comprehend the impact and consequences of sexual harassment of women in the workplace through these mandatory PoSH programs.

Though the act is called The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, this does not mean that the act favours only women when related to workplace harassment complaints, and there would be a dictatorial approach toward the other party. The POSH rules guarantee that, during the proceedings, the other party will also be assured a right of equal representation as that of women and free trial for justice. In this article, we will further discuss this concept and its relation to principles of natural justice.

PRINCIPLES OF NATURAL JUSTICE AND THE POSH ACT

To understand the relationship between principles of natural justice and the PoSH act, we need to understand the principles of natural justice. The principles of natural justice talk about the fundamentals of a fair trial. This includes the primary elements of natural justice like adequate notice period, fair hearing, and unbiased judgment. Also, natural justice is not limited to ‘fairness;’ it also implies reasonability, equity, and equality.

Two principles are prime in this context:

Nemo judex in causa sua – This Latin maxim states that no one should be made the judge of their cause. Justice should be achieved in an unbiased manner. Therefore the adjudicating authority must have a neutral approach to harassment complaints of women.
Audi Alteram Partem – This legal maxim proclaims that during the examination of a PoSH complaint, no party (women or men) should remain unheard while achieving justice.

The premise of the POSH Act is based on the principles of Natural Justice and ensures a harassment-free workplace for women.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, Rule 7(4)categorically states that the complaints committee shall abide by the principles of natural justice in the procedure of inquiry of PoSH complaints, rendering an unbiased examination and enquiry of complaints and similarly in the process of attaining justice.
Section 11 of the PoSH Act states that, during an enquiry, both parties must be given an equal opportunity of being heard.
In Section 14, there is a provision under which the respondent can file a case if he faced any malicious prosecution.

There is a Case Law that affirms that in the PoSH Act, principles of natural justice and unbiased compliant examination procedures are followed and also that the PoSH Act and its institutes like the Internal Complaints Committee are committed to providing justice impartially.

CASE LAW – AVINASH MISHRA vs. UNION OF INDIA

In this case, the petitioner had filed a suit challenging the proceedings of the internal complaint committee. Referring to the IC, he said that he was not allowed to cross-question the witnesses, and he was denied the right to a fair trial. He also stated that his explanations for the allegations were not considered. Additionally, he claimed that the witnesses were all examined by the IC Committee in his absence and that he was not given copies of the witness statements, and, most importantly, he was denied the right to cross-examine them, and there was no justice. He contended that the internal complaint committee’s proceedings were not abiding by the principles of natural justice. Such proceedings were a clear violation of article 14 of the PoSH law of the Indian Constitution.

Undoubtedly, sexual harassment of women in the workplace is prone to severe consequences, and if the allegations are proven correct, the culprit shall not be spared. But the approach adopted to reach judgment should not be biased at all.

It is also vital to know that the respondents did not deny that the petitioner was not allowed to cross-examine the witnesses presented before the complaints committee. Consequently, the reports made by the complaints committee based on their examination of the PoSH complaint were set aside, and the complaints committee was given directions regarding the inquiry.

The directions were as follows:

The respondent must present all the copies of every relevant material which had not been provided to the petitioner earlier.
The inquiry would now begin from the stage of cross-examination. The petitioner would now be entitled to cross-examine the witnesses.
The cross-examination would be conducted by the female defence assistant of the petitioner’s choice or a male defence assistant. Even if he does not avail of the services of any such defence assistant, he may present a questionnaire to cross-examine the complainant and the witnesses.

CONCLUSION

The PoSH Act was instituted to ensure that the perpetrators of sexual harassment must be punished through unbiased examination and trial and that justice must be served to achieve a 100 percent harassment-free workplace for women. But in the pursuance of justice, one must not be guided with any prejudice. To prevent such actions, the PoSH Act has encoded several sections which ensure that both parties will get a fair trial by adhering to the PoSH rules.

ABOUT THE AUTHOR

Hemansh Tandon is a fourth-year law student from Indraprastha University. He is an avid reader and has a keen interest in writing prose and verses.

For more information on Prevention of Sexual Harassment(POSH), EAP (Employee Assistance Programs), D&I (Diversity and Inclusion) offerings by CecureUs , please contact connect@cecureus.com or call us at +91-7200500221

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