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The Growth of the Indian IT Sector and the Role of “I am Safe at Work™” Certification

by Team Iamsafeatwork

17-07-2024

Safety

The Indian IT sector is a significant component of the country’s economy. As of FY2023, the Indian technology industry, which includes both IT and BPM (Business Process Management) sectors, had an estimated revenue of USD 245 billion. This includes USD 194 billion from exports and USD 51 billion from the domestic market (NASSCOM, Wikipedia).

The Indian IT sector has grown robustly, driven by increasing digital transformation initiatives and the adoption of advanced technologies like AI, cloud computing, and cybersecurity. The industry’s contribution to India’s GDP has increased significantly over the years, currently standing at around 7% (Wikipedia).

Key drivers for this growth include a large, skilled workforce, a strong startup ecosystem, and supportive government policies. The sector also benefits from India’s cost competitiveness and the increasing global demand for digital services.

Given the sector’s expansive reach and continuous growth, the market opportunity for certifications like “I am Safe at Work™” within this industry could be substantial. Ensuring workplace safety and well-being with “I am Safe at Work™” can be particularly appealing to IT companies aiming to attract and retain top talent while maintaining high operational standards.

“I am Safe at Work™” certification not only highlights a company’s commitment to employee safety but also enhances its reputation in the competitive IT sector. The implementation of “I am Safe at Work™” standards can lead to improved employee morale and productivity, further driving the growth and success of Indian IT companies.

As the Indian IT sector continues to expand, the integration of “I am Safe at Work™” certification will play a crucial role in setting high safety standards, ensuring well-being, and fostering a positive work environment. This emphasis on safety and well-being through “I am Safe at Work™” certification will help IT firms differentiate themselves in the market and attract global clients who prioritize employee safety and ethical practices.

In conclusion, the Indian IT sector’s growth, combined with the adoption of “I am Safe at Work™” certification, will not only enhance workplace safety but also contribute to the overall success and sustainability of the industry.

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From Hazards to Harmony: Ensuring Safety at Your Workplace

Revolutionizing Workplace Safety: Harnessing Voxel’s Computer Vision Technology

by Team Iamsafeatwork

05-10-2023

Safety

Voxel, a startup dedicated to enhancing workplace safety through computer vision technology, has recently secured $12 million in strategic funding, with Rite-Hite, a manufacturer, leading the investment round. This latest funding brings Voxel’s total capital raised since its inception in 2020 to $30 million.

What sets Voxel apart from other computer vision startups is its ability to seamlessly integrate with existing security camera systems, eliminating the need for companies to make substantial investments in new equipment. Voxel’s technology is designed to identify potential hazards in real-time, such as near-miss vehicle collisions, blocked exits, improper ergonomic practices that could lead to worker injuries, and spills. It promptly sends alerts to on-site personnel, enabling swift response and mitigation.

The startup already boasts an impressive client roster, including well-known companies like Michael’s, Dollar Tree, Clorox, PPG Industries, and Office Depot. Voxel’s journey began with CEO Alex Senemar, who previously launched Sherbit, an AI-powered remote health monitoring system for hospitals, ultimately acquired in 2018 by Medopad. The founding team also includes CTO Anurag Kanungo, who was a co-founder of Sherbit and previously worked as a software engineer at Uber’s self-driving unit. Harishma Dayanidhi, with experience in self-driving car technology at Uber and Aurora, and former Google software engineer Troy Carlson round out the core team. Currently, Voxel employs a team of 50 dedicated individuals.

In summary, Voxel’s innovative approach to workplace safety, utilizing computer vision technology that seamlessly integrates with existing infrastructure, has attracted significant funding and gained the trust of prominent companies across different industries. This technology has the potential to significantly reduce workplace incidents and improve overall safety for employees.

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Vodafone Idea’s CSR Initiative Introduces Innovative Solution to Enhance Women’s Safety in the Informal Sector

Vodafone Idea’s CSR Initiative Introduces Innovative Solution to Enhance Women’s Safety in the Informal Sector

by Team Iamsafeatwork

05-10-2023

Safety

The informal sector encompasses a wide range of activities, from street vending and domestic work to small-scale agriculture and home-based enterprises. It operates outside the regulatory framework and is characterized by its lack of formal contracts, job security, and social protection. Women make up a substantial portion of the workforce in this sector, often due to limited access to formal employment opportunities. Women working in the informal sector are undeniably at a greater risk of workplace harassment and violence due to a combination of economic, social, and legal factors. Recognizing their vulnerabilities and implementing comprehensive measures to protect their rights and safety is not only a matter of justice but also essential for inclusive economic development.

Women in the informal sector confront a multitude of challenges, including long working hours, low wages, lack of access to healthcare, and limited job security. However, one of the most distressing aspects of their work is the heightened risk of workplace harassment and violence. To address this gap, On March 2023, Vodafone Idea’s corporate social responsibility (CSR) arm, Vi Foundation, in collaboration with NASSCOM Foundation’s Connecting for Good program and Martha Farrell Foundation, has launched the MyAmbar Suraksha Chakra solution.

MyAmbar Suraksha Chakra is a new solution for the safety of women working in the informal sector in India. It has been launched by the Vi Foundation, the CSR arm of Vodafone Idea Limited (Vi), in collaboration with the NASSCOM Foundation’s Connecting for Good program and the Martha Farrell Foundation. The solution is a digital platform that aims to empower women to feel more confident and secure at their workplace. It creates a system where women can file complaints of harassment with their Local Committees without hassle, from anywhere and at any time, and seek time-bound justice. The platform also offers women access to a rich repository of information on laws and prevention of harassment at workplace, among other things.

The MyAmbar Suraksha Chakra solution is particularly important for women working in the informal sector, as they are often more vulnerable to harassment and abuse. The platform provides them with a safe and accessible way to report incidents of harassment and seek help. However, The solution is currently being piloted in Sikkim, and the Vi Foundation plans to roll it out to other states in India in the coming months.

The launch of MyAmbar Suraksha Chakra is a significant step forward in the fight for gender equality and workplace safety in India. The platform has the potential to empower women and help them create a safer and more equitable work environment.

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StartOut and Vistaprint teamed to empower LGBTQ+ entrepreneurs with a $250,000 commitment

by Team Iamsafeatwork

05-10-2023

Safety

In May 2021

In the spirit of inclusivity and progress, Vistaprint, the renowned design and marketing partner for small businesses globally, has proudly announced its new year-round Platinum-level partnership with StartOut, a non-profit organization dedicated to empowering, supporting, and amplifying LGBTQ+ entrepreneurs. This groundbreaking partnership includes USD 100,000 for a multifaceted approach to uplifting LGBTQ+ startups and small business owners through mentorship, education, design, marketing assistance, and scholarship programs exclusively tailored for StartOut members. This partnership encompasses the sponsorship of 25 scholarships for the StartOut Acceleration Initiative. This program aims to bridge the gap of minority and gender inequality prevalent in the entrepreneurial community. Through 1-on-1 mentorship opportunities between industry experts and budding small businesses, this initiative provides invaluable guidance, paving the way for a more diverse and inclusive business landscape.

Additionally, Vistaprint has joined forces with StartOut in collaboration with 99designs, a Vistaprint company, to identify and support 10 LGBTQ+-owned small businesses through the ’99 Days of Design’ initiative. This initiative offers bespoke design support, along with provides crucial financial assistance with donations totaling USD 15,000. This support proves instrumental as these small businesses navigate the challenges emerging from the pandemic, ensuring their resilience and growth in the competitive market.

Furthermore, Vistaprint will serve as an official sponsor for StartOut’s annual Equity Virtual Summit, a cornerstone event promoting dialogue, collaboration, and knowledge-sharing within the LGBTQ+ entrepreneurial community. Additionally, Vistaprint’s support extends to NetworQ, a digital networking platform designed specifically for LGBTQ+ entrepreneurs, fostering connections and collaborations that can be pivotal for business success.

In a demonstration of their ongoing commitment, Vistaprint has dedicated 20 percent of the proceeds from their June 2021 sales of their newly launched line of Pride products. This diverse range includes face masks, clothing, mugs, stickers, and marketing items, providing an opportunity for both small businesses and community members to honor and celebrate pride. This not only serves as a symbol of solidarity but also as a tangible means of contributing to the LGBTQ+ community’s economic empowerment.

 

This significant partnership announcement follows Vistaprint’s inclusion in the Human Rights Campaign’s prestigious list of “Best Places to Work for LGBTQ Equality”. With a perfect score of 100 on the HRC Foundation’s 2021 Corporate Equality Index (CEI), Vistaprint stands as a beacon of LGBTQ+ workplace equality. This recognition underscores Vistaprint’s dedication to fostering a workplace where diversity and inclusion are not just buzzwords but fundamental principles shaping their corporate culture.

In conclusion, Vistaprint’s Platinum-level partnership with StartOut stands as a testament to their unwavering commitment to equality, diversity, and innovation. By investing in LGBTQ+ entrepreneurs, providing essential resources, and actively participating in initiatives that promote inclusivity, Vistaprint sets a commendable example for businesses worldwide. Together, Vistaprint and StartOut are not just transforming the entrepreneurial landscape; they are shaping a future where every business, regardless of its origin, can thrive, succeed, and contribute meaningfully to society.

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Ellucian and Out in Tech collaborates to Promote LGBTQ+ Diversity and Inclusion in Tech Industry

Ellucian and Out in Tech collaborates to Promote LGBTQ+ Diversity and Inclusion in Tech Industry

by Team Iamsafeatwork

05-10-2023

Safety

29-09-23
In a groundbreaking move towards greater diversity and inclusivity in the tech industry, Ellucian, the renowned leader in higher education technology solutions, has officially announced a strategic partnership with Out in Tech, the world’s largest non-profit community of LGBTQ+ tech professionals. This dynamic collaboration aims to champion diversity, equity, and inclusion in the workplace while creating a welcoming environment for LGBTQ+ talent across the globe.

 

Unlocking Access to a Vast Talent Pool

Through this strategic alliance, Ellucian will open doors to a thriving community of over 45,000 LGBTQ+ tech professionals affiliated with Out in Tech. This vast talent pool will serve as a valuable resource for Ellucian, offering a rich array of experienced professionals, executives, and entry-level talent. Ellucian employees will also enjoy an array of networking opportunities, including direct access to industry leaders, exclusive roundtable discussions, and exposure to best practices within the LGBTQ+ tech community.

 

Building Inclusive Workplaces Together

 

“At Ellucian, our culture is one of our superpowers, and we are proud to work with such a well-respected organization that shares our values and commitment to building a more inclusive and diverse workplace,” expressed Gregory Giangrande, Chief People and Communications Officer at Ellucian. He emphasized that the partnership with Out in Tech represents a significant stride in their ongoing mission to intentionally create a supportive community for LGBTQ+ tech professionals. Out in Tech’s mission closely aligns with Ellucian’s core values, with a strong focus on promoting diversity, equity, inclusion, and visibility for LGBTQ+ individuals within tech-related fields. The organization actively hosts a wide range of events, programs, and initiatives that facilitate networking, career advancement, and community building within the LGBTQ+ tech community. These include monthly meetups, speaker series, hackathons, coding events, mentorship programs, and career fairs.

 

A Collective Approach to Diversity

 

Andrew Lowenthal, Executive Director of Out in Tech, aptly summed up the collaborative spirit behind this partnership, stating, “When it comes to diversity in tech, seventy minds are better than one.” He added that by harnessing the collective experiences of founding members, they aim to illuminate effective practices, push the boundaries with innovative ideas, and pave the way for more equitable and inclusive workplaces for all underrepresented groups. As part of this dynamic partnership, Ellucian’s Prism Employee Resource Group (ERG) will gain access to Out in Tech’s ERG best practices. This move underscores Ellucian’s steadfast commitment to fostering an inclusive work environment not only for LGBTQ+ employees but also for allies who champion diversity and inclusion.

 

A Global Movement for Change

With a membership exceeding 45,000 individuals across 32 cities and spanning five countries, Out in Tech has emerged as a prominent and influential community of LGBTQ+ professionals, allies, and advocates in the tech sector since its inception in 2013. The organization’s diverse membership reflects a broad spectrum of job experiences, genders, and racial backgrounds, mirroring the rich tapestry of the global tech industry. In uniting forces, Ellucian and Out in Tech are making a resounding statement about the importance of diversity and inclusion in the tech world. Together, they are poised to drive positive change and create a brighter, more equitable future for all.

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Unlocking LGBTQ+ Inclusion: Why Companies Must Embrace Change.

by Team Iamsafeatwork

06-07-2023

Safety

Hey there, equality enthusiasts! Have you heard the latest buzz about LGBTQ+ inclusion in the workplace? A groundbreaking report has revealed some eye-opening statistics that shed light on the challenges faced by LGBTQ+ employees and the urgent need for change. Brace yourselves, because the numbers don’t lie!

According to Deloitte Global’s 2023 LGBTQ+ Inclusion @ Work Survey, a staggering one-third of LGBTQ+ workers are actively seeking new job opportunities in more LGBTQ+-inclusive organizations. But it doesn’t stop there – the figures skyrocket for ethnic minority respondents, with over half of LGBTQ+ employees on the lookout for new roles and new employers.

These findings underscore a critical message: when companies prioritize diversity and foster an inclusive environment, it positively impacts the lives and experiences of all employees. Elizabeth Faber, Chief People and Purpose Officer for Deloitte Global, emphasized the importance of creating an atmosphere where LGBTQ+ employees feel comfortable being their authentic selves at work.

The survey, which encompassed more than 5,400 LGBTQ+ workers across various sectors and 13 countries, highlighted the key considerations for job seekers. A whopping 69% cited workforce diversity as their top priority when searching for a new employer. Moreover, they valued opportunities to contribute to diversity and inclusion initiatives (64%), an organization’s internal (63%) and external (56%) commitment to LGBTQ+ inclusion, and having openly LGBTQ+ leaders in the workplace (53%).

Interestingly, younger generations, such as Gen Z and millennials, place a stronger emphasis on diversity and inclusion compared to Gen X. Gen Z workers, in particular, actively seek information about an organization’s commitment to diversity and inclusion, with an impressive 72% doing so. This shows that the demand for inclusivity is on the rise, and companies must keep up with the evolving expectations of their workforce.

Expressing one’s LGBTQ+ identity without fear is paramount, as affirmed by the majority of survey respondents. An overwhelming 75% believe it is important to express their gender identity at work, while 60% feel the same about their sexual orientation. However, the reality is that less than half of LGBTQ+ employees feel comfortable being out to all their colleagues, with another third only feeling comfortable with a select few. Astonishingly, only 37% are at ease being open with their direct managers.

Unfortunately, the survey also exposed the prevalence of non-inclusive behaviors at work, as 42% of LGBTQ+ workers reported experiencing such incidents. More dishearteningly, almost half of these employees chose not to report the behavior, citing concerns about being taken seriously, exacerbating the situation, or facing adverse consequences to their career.

Emma Codd, Chief Diversity, Equity, and Inclusion Officer for Deloitte Global, stressed the urgent need for change, highlighting how many LGBTQ+ employees yearn to be out at work but hesitate due to the fear of discrimination, harassment, and even personal safety concerns. To foster a truly inclusive workplace, employers must take decisive action and ensure that respect forms the foundation of their LGBTQ+ inclusive practices.

But fear not, my friends, for there is hope on the horizon. The report suggests that allyship can be a powerful catalyst for safety and inclusion. Employers can create an environment of acceptance through open dialogue, proactive measures, and intentional actions that make every individual feel valued and heard.

Inclusive benefit design is another crucial aspect, where companies must step up and redefine their policies to accommodate LGBTQ+ workers. From family-inclusive measures like “parental leave” instead of just “maternal leave” to redefining the concept of “family” for adoption or infertility benefits, it’s time for organizations to tap into their LGBTQ+ employee resource groups and community resources for guidance in creating the most effective and supportive options.

The journey towards LGBTQ+ inclusion in the workplace may still have a long way to go, but the path is clear. It’s time for companies to embrace change, dismantle barriers, and create a truly inclusive environment where every employee feels safe, celebrated, and empowered. Together, let’s build a future where LGBTQ+ individuals can thrive professionally while being true to themselves.

Remember, true progress happens when we walk hand in hand, championing equality every step of the way. Let’s make it happen!

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The Importance of Diversity and Inclusion

by Team Iamsafeatwork

06-07-2023

Safety

The LGBTQ workforce has experienced significant changes in how it identifies itself and its expectations regarding workplace inclusion. There has been a notable increase in racial diversity within the LGBTQ community, as well as a greater representation of women, transgender individuals, and individuals with diverse sexual orientations, particularly among younger generations. For instance, among LGBTQ employees under the age of 35, 28% are women of color, whereas only 2% of those aged 55 or older fall into this category. As a result, although many companies have implemented diversity, equity, and inclusion programs that have proven beneficial, they are no longer adequate to meet the evolving needs of this diverse LGBTQ workforce.

To enhance employees’ interactions with colleagues, direct managers, and leadership, diversity and inclusion (D&I) leaders should prioritize culture change within organizations. These cultural shifts are crucial as they impact what we refer to as the “1,000 daily touch points.” Negative interactions at these touch points can have significant consequences, including decreased productivity and increased likelihood of employees leaving their jobs. Studies show that employees who encounter more negative touch points are 40% less productive and 13 times more likely to quit their jobs. Therefore, it is imperative for D&I leaders to focus on fostering a positive and inclusive culture throughout the organization to improve these daily interactions and create a more productive and engaged workforce.

Companies are taking initiatives which is promoting diversity and equality in their organization. For instance, Infosys Limited is a leading multinational company based in India that specializes in providing a wide range of services including business consulting, information technology, and outsourcing. The company is taking efforts to enhance awareness and promote learning interventions in organizations are being reinforced through various means such as personal storytelling, expert interviews, blogs, and diverse perspectives. These initiatives contribute to strengthening the cultural fabric within the organization. By sharing personal stories, employees gain a deeper understanding of different experiences and perspectives, fostering empathy and inclusivity. Interviews with experts provide valuable insights and knowledge, allowing employees to expand their understanding of various topics related to diversity and inclusion.

The changing composition of the LGBTQ workforce, characterized by its diverse and multifaceted nature, poses challenges in terms of transforming organizational culture. However, within this complexity lies the solution. To effectively address the needs of LGBTQ employees, future diversity and inclusion (D&I) efforts must recognize and acknowledge the multiple personal attributes that individuals possess, in addition to their sexual orientation and gender identity.

By adopting a more holistic approach, organizations can create inclusive environments that consider factors such as race, ethnicity, age, gender, disability, and intersectionality within the LGBTQ community. This means understanding and addressing the unique challenges and experiences faced by LGBTQ individuals who belong to different racial, ethnic, or gender groups. By embracing this comprehensive perspective, organizations can ensure that their D&I initiatives are more inclusive, relevant, and impactful for all LGBTQ employees.

In addition to LGBTQ employees, it is important to note that straight Gen-Z and millennial employees, who will soon comprise the majority of the workforce, also place significant importance on an organization’s culture of inclusion. These younger generations are more attuned to the value of diversity and actively advocate for it. Consequently, companies that prioritize and excel in fostering inclusion can reap several benefits. These include enhanced financial performance, a culture of innovation and creativity, reduced employee attrition, and a highly engaged workforce. By embracing and promoting inclusivity, organizations can create a positive work environment that attracts and retains talent, drives innovation, and ultimately leads to overall business success.

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Fostering LGBTQ+ Inclusion: Insights from an HP Executive and Out & Equal Board Member

by Team Iamsafeatwork

06-07-2023

Safety

Despite progress in LGBTQ+ rights and workplace equality, significant challenges persist for individuals who identify as LGBTQ+. Many employees still face barriers to bringing their whole selves to work, hindering their sense of belonging and overall well-being. However, dedicated individuals like [Name], an executive sponsor for HP’s Global Pride Business Impact Network (BIN) and a board member of workplace advocacy group Out & Equal, are actively working to drive change. In this blog, we delve into [Name]’s perspective on the current state of LGBTQ+ workplace inclusion and the best practices that organizations can adopt to create more inclusive environments.

As an executive sponsor for HP’s Global Pride BIN, committed to amplifying the voices of LGBTQ+ employees. Through quarterly meetings, she creates a platform where individuals can openly discuss their challenges and celebrate their victories. By providing a space for dialogue and support, empowers employees to be their authentic selves, fostering an inclusive workplace culture. As a board member of Out & Equal, plays a pivotal role in spreading best practices for LGBTQ+ workplace inclusion. By leveraging her experience and expertise, she helps organizations across industries to implement strategies that foster inclusivity. emphasizes the importance of listening to employees and learning from their experiences, highlighting HP’s commitment to creating a supportive environment. Believes that education plays a crucial role in creating inclusive workplaces. She emphasizes the need for upper management to actively listen to their employees, promoting open communication and understanding. Suggests that attending events like the Out & Equal Workplace Summit can provide valuable insights and actionable strategies for organizations looking to foster inclusivity. The summit offers opportunities to learn about fostering employee resource groups, engaging in difficult conversations, implementing gender-neutral facilities, and supporting transgender employees.

Advocacy efforts through HP’s Global Pride BIN and Out & Equal demonstrate her dedication to driving LGBTQ+ workplace inclusion. By amplifying voices, sharing best practices, and fostering education, she actively works towards creating workplaces where individuals feel safe, supported, and empowered to be their authentic selves. The journey towards LGBTQ+ workplace equality is ongoing, and insights serve as a reminder that organizations must listen, learn, and take action to create truly inclusive environments. Together, we can build workplaces where diversity is celebrated, and every employee can bring their whole selves to work.

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Scotiabank celebrates Pride Month by introducing initiatives aimed at fostering inclusivity and creating opportunities for LGBT+ communities

by Team Iamsafeatwork

06-07-2023

Safety

Scotiabank is introducing a new goal to increase the representation of employees who identify as lesbian, gay, bisexual, or of another diverse sexual orientation in Canada to 7% or greater by 2025 as part of the Bank’s renewed Diversity and Inclusion Goals, developed to increase the diversity of its employee population over the next five years.  To promote greater opportunities, increase inclusion and belonging of LGBT+ groups worldwide, and celebrate Pride Month in June 2022, Scotiabank is  announce new diversity, equity, and inclusion initiatives. As part of the Bank’s updated Diversity and Inclusion Goals, which were created to broaden the diversity of its workforce over the following five years. The company also promotes inclusivity for trans and non-binary employees, and the current representation of Canadian employees who defined their gender as having a diverse gender identification exceeds the representation of trans and non-binary people as reported by the Canadian Census.

As part of its ongoing commitment to giving back to the communities in which it operates, Scotiabank is introducing Spark by Benevity, a new platform for employee engagement that is intended to empower staff members to show allyship and generosity by connecting them with opportunities to volunteer locally and globally. Employees can use Spark to look for and interact with more than two million charities across the world for all of their charitable contributions, volunteer work, and corporate matching programmes, including groups that help LGBT+ persons like The 519, Rainbow Railroad, and Outright Action International. Within their local communities and for a variety of causes, Scotiabank employees volunteered 129,000 hours over the course of the previous year.

Further, in year 2021, in 2021, Scotiabank introduced an LGBT+ employee Sponsorship programme this year. The programme focuses on high-potential LGBT+ talent and offers specific goals and KPIs to gauge performance. Throughout the course of the year, programme participants receive coaching, education, career planning, and other services through a defined curriculum.

About Scotiabank

Scotiabank was founded in 1832 in Halifax, Nova Scotia, Canada. It initially focused on providing banking services to merchants and the local community. Over the years, the bank expanded through organic growth and acquisitions to become a global financial institution. Scotiabank has a significant presence in North America, Latin America, the Caribbean, and parts of Asia. It operates through a network of branches, subsidiaries, and affiliates, providing a wide range of banking, investment, and commercial services to individuals, businesses, and institutions.

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Thriving LGBTQ Equality Policies: How More Cities Succeed Amidst Hostile Legislation

by Team Iamsafeatwork

06-07-2023

Safety

According to a Human Rights Campaign report, cities and municipalities embrace greater LGBTQ-inclusive measures amidst a surge of LGBTQ-related legislation at the state level.

In its report, the index evaluated over 500 cities, encompassing the 50 state capitals, the 200 largest cities in the U.S., the five largest cities or municipalities in each state, as well as the cities hosting the two largest public universities in each state. The 2022 scorecard assesses municipalities on various criteria, such as non-discrimination laws, LGBTQ-inclusive employment practices, and the track record of city leadership in promoting LGBTQ equality. According to the Human Rights Campaign (HRC), a remarkable 120 cities achieved a perfect score of 100 in 2022, marking a substantial increase from the initial index in 2012, where only 11 cities achieved this feat. The national average score for cities also reached an all-time high of 68 points, marking the fifth consecutive year of national average improvements. Notably, these advancements occurred even as the HRC raised the standards for credit in key areas. Additionally, nearly all cities with a perfect score of 100 provided hate crime statistics to the FBI, designated an LGBTQ liaison to their city executive and implemented contractor non-discrimination policies that encompass gender identity.

Addressing Protection Gaps: Cities in Non-Discrimination Law-Lacking States Take the Lead

The American Civil Liberties Union (ACLU) has compiled data revealing the introduction of over 200 anti-LGBTQ bills in state legislatures throughout 2022. This wave of legislation has a particularly significant impact on young individuals, who exhibit the highest rates of LGBTQ identification across generations. Nevertheless, a noteworthy trend emerges as 80 cities located in 20 U.S. states, where comprehensive non-discrimination statutes specifically safeguarding sexuality and gender identity are absent, have surpassed 85 points on the index. This represents an increase from 74 municipalities in 2021 and a mere five cities in 2012, according to the report.

These cities are effectively bridging the gaps in state-level protections through the implementation of municipal legislation. Such measures encompass non-discrimination policies, trans-inclusive health benefits for city employees, and the provision of LGBTQ-inclusive services for residents.

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