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Revolutionizing Mental Health and Farm Safety: New Brunswick Farmers to Receive Unprecedented Support

28-06-2023

In a groundbreaking move to address the pressing issue of mental health in the agricultural sector, the Honourable Marie-Claude Bibeau, Minister of Agriculture and Agri-Food, along with the Honourable Margaret Johnson, Minister of Agriculture, Aquaculture, and Fisheries, announced a pioneering farm-focused mental health and safety initiative in New Brunswick. Developed in partnership with Agriculture NB, which encompasses the Agriculture Alliance of NB, the National Farmers Union in NB, and the Really Local Harvest Co-op, this transformative program aims to provide vital resources and support to farmers in their battle against the stressors inherent to operating a farm.

With the introduction of the New Brunswick Mental Health and Farm Safety Initiative, a significant stride is being taken towards enhancing the mental and physical well-being of agricultural communities across the province. Recognizing the challenges faced by New Brunswick farmers, Minister Marie-Claude Bibeau expressed her optimism about the initiative, stating, “The New Brunswick Mental Health and Farm Safety Initiative will provide essential support and resources to producers when they need it most and will improve the mental and physical wellbeing of agricultural communities across New Brunswick.”

Central to this pioneering initiative is the creation of www.farmtalkcare.ca, an online hub that serves as a comprehensive repository of mental health and wellness training, tools, and resources. This user-friendly platform has been specifically designed to enable easy access to crucial material that supports the agricultural community in maintaining mental fitness. By providing guidance on recognizing the need to reach out and talk to someone, self-care techniques, and strategies to support family members and workers on the farm, www.farmtalkcare.ca empowers farmers and fosters a supportive community within the farming industry.

Margaret Johnson, Minister of Agriculture, Aquaculture, and Fisheries, acknowledged the significance of the farming profession and the challenges it entails. She emphasized the importance of supporting farmers, stating, “New Brunswick farmers have one of the most important jobs in the province and also one of the most challenging and stressful. We must do whatever we can to assist our farmers. This initiative will provide the tools and resources they need. We want our farmers to be safe, healthy, and happy.”

Funding for this groundbreaking initiative is made possible through the Sustainable Canadian Agricultural Partnership (Sustainable CAP), a monumental $3.5-billion, 5-year agreement spanning from April 1, 2023, to March 31, 2028. This agreement between the federal, provincial, and territorial governments aims to bolster the competitiveness, innovation, and resiliency of the agriculture, agri‐food, and agri‐based products sector. With $1 billion allocated to federal programs and activities and an additional $2.5 billion dedicated to cost-shared programs and activities, funded 60% by the federal government and 40% by provincial and territorial governments, the Sustainable CAP enables provinces and territories to spearhead and implement tailored initiatives to support their agricultural communities.

To effectively execute the New Brunswick Mental Health and Farm Safety Initiative, Agriculture NB, through the Agricultural Alliance of New Brunswick, has appointed a dedicated mental health and farm safety coordinator. Collaborating with other provincial coordinators and organizations, this coordinator will play a pivotal role in creating, delivering, and promoting resources, workshops, information sessions, and material in both official languages, catering to the unique needs of the New Brunswick agricultural community. Anna Belliveau, CEO of the Agricultural Alliance of NB, expressed her enthusiasm for the program, stating, “The Agricultural Alliance of NB, the National Farmers Union in NB, and Really Local Harvest have worked together over the last year with partners to build the mental health and farm safety program for the NB farming community. We are looking forward to working with our coordinator and growing the program in the upcoming years.”

The urgency of addressing mental health in the farming community is underscored by a 2021 research study conducted by the University of Guelph. The study revealed that a staggering 76% of farmers reported experiencing moderate to high levels of perceived stress. Alarmingly, one in four Canadian farmers admitted to having thoughts of suicide in the past 24 months. These distressing statistics highlight the dire need for comprehensive support mechanisms, making the New Brunswick Mental Health and Farm Safety Initiative an invaluable step forward.

In conclusion, the advent of the New Brunswick Mental Health and Farm Safety Initiative ushers in a new era of support for farmers facing the pressures of their profession. By providing accessible resources, training, and assistance, this pioneering program ensures that the mental and physical well-being of New Brunswick’s agricultural communities is safeguarded. With the Sustainable Canadian Agricultural Partnership playing a crucial role in funding this initiative, and the active involvement of key agricultural organizations, the farming community is poised to receive the vital care it deserves. As the New Brunswick Mental Health and Farm Safety Initiative takes root, it holds the promise of transforming lives and securing a brighter future for farmers across the province.

Empowering Women: Sahas Initiative by Telangana Police Creating Safer Workplaces

28-06-2023

Telangana Police Department has taken a bold stride towards creating safer work environments for women with the recent launch of the ‘Sahas’ initiative. The program, officially inaugurated by Home Minister Mohammed Mahmood Ali, signifies a significant step in strengthening the support ecosystem for women who face workplace sexual harassment. Sahas, meaning “courage” in various Indian languages, embodies the essence of the initiative, which aims to empower and protect women in the workplace. The launch event witnessed the presence of esteemed dignitaries including DGP Anjani Kumar, Additional DGP of Women Safety Wing Shikha Goel, Femina Miss India Manasa Varanasi, and senior industry representatives.

As part of the Sahas initiative, a range of essential resources and platforms were introduced to facilitate support for women. The Sahas Microsite, Sahas Sathi Chatbot, Sahas Whatsapp Number, Forum, and online support services were all unveiled to provide accessible channels for women to seek assistance, report incidents, and access necessary resources. During the launch, Home Minister Mahmood Ali commended Telangana Police for their relentless efforts in reducing crime throughout the state. He emphasized the importance of addressing relevant issues in a humane manner, highlighting the commitment of the police department to create a secure environment for all. Recognizing the significant number of employers in Telangana, estimated to be over three lakhs, the Sahas team is dedicated to ensuring that all employers are connected and sensitized through awareness and training activities over time.

Home Minister Mahmood Ali also urged the Sahas Steering Committee to spearhead a comprehensive awareness and training campaign among stakeholders, including affiliate companies and government departments. This massive campaign will serve as a crucial step in fostering a culture of safety and respect for women across workplaces in Telangana.

C. Shekar Reddy, Chairman of CII & IWN, shared his perspective as an entrepreneur and employer, expressing his firm belief that every employer in Telangana deeply cares about the safety and well-being of women workers. As part of the Sahas initiative, employers will receive valuable support from legal and training experts, facilitating the creation of an enabling ecosystem and strengthening existing support channels within their organizations. The Sahas initiative’s launch underscores Telangana’s commitment to pioneering initiatives that foster collaboration between the government and industries while prioritizing the safety and well-being of women. By providing comprehensive support services and driving awareness campaigns, the Sahas initiative aims to empower women, eliminate workplace harassment, and create a secure and equitable work environment.

Through the Sahas initiative, Telangana Police has taken a significant stride towards building a society where women can thrive, ensuring that workplaces become havens of safety, respect, and empowerment for all women. With its comprehensive approach and emphasis on collaboration, the Sahas initiative is set to transform the workplace landscape and set a benchmark for similar initiatives across the nation.

Target removes some Pride Month products after threats against employees

20-06-2023

Target, a major retail giant, has made the decision to remove certain merchandise celebrating Pride Month from its store shelves following a backlash and threats against the safety of its workers. The company issued a statement on its website, expressing its commitment to celebrating the LGBTQIA+ community but acknowledging the impact of threats on the well-being and sense of safety of its employees.

In light of these circumstances, Target stated that it would be adjusting its plans and removing items that have been at the center of confrontational behavior. While the specific items removed were not detailed in their statement, Reuters reported that products created by the LGBTQ brand Abprallen, featuring spooky, gothic imagery in pastel colors, would be among those taken down from both stores and the website.

The controversy surrounding Target also extended to criticism from conservative activists and media regarding the sale of “tuck-friendly” women’s swimsuits, which allow some transgender women to conceal their genitalia. Target did not provide specific responses to follow-up questions from NPR, including inquiries about increased store security.

This decision reflects Target’s effort to address concerns about employee safety and well-being while still expressing support for the LGBTQIA+ community during Pride Month, which is traditionally celebrated in June.

Target has faced controversy and threats surrounding its decision to remove certain Pride Month merchandise from its shelves. False online rumors had circulated claiming that the company was selling tuck-friendly swimsuits for children, but the Associated Press clarified that the swimsuits were actually made for adults and were still under review by Target.

Public criticisms and social media videos showing people damaging Pride displays in Target stores have added to the heated atmosphere. Kelley Robinson, president of the Human Rights Campaign, expressed concern over extremist groups attempting to divide and erase the LGBTQ+ community, urging Target to stand firmly with them.

Michael Edison Hayden from the Southern Poverty Law Center, an organization that tracks hate crimes, warned that Target’s reversal might embolden further violent threats. He emphasized the importance of standing by the LGBTQ+ community once a commitment has been made, as backing down could send a message that intimidation is effective, exacerbating the fear and vulnerability experienced by the community.

The situation underscores the challenges faced by corporations in navigating divisive issues and balancing the safety of their employees with their commitment to supporting marginalized communities.

PayU’s Inclusive Health Insurance: Empowering LGBTQ+ Staff

20-06-2023

PayU, a well-known financial technology company, has implemented significant changes to its health insurance policy to promote diversity and meet the healthcare needs of its LGBTQ+ employees. In an effort to foster inclusivity in the workplace, the company has introduced comprehensive and inclusive healthcare coverage for all employees, regardless of their sexual orientation or gender identity.

During Pride Month, PayU, a Dutch payment services firm, has unveiled various policies and initiatives aimed at creating an inclusive work environment for LGBTQ employees. The company has emphasized a zero-tolerance approach to workplace harassment and ensures that its internal operations are gender-neutral and inclusive of non-binary individuals. PayU is committed to providing equal access to opportunities and resources for everyone.

As part of these efforts, PayU has expanded its insurance coverage to include hormone therapy and gender affirmation surgery for same-sex partners. The company recognizes and respects the personal choices and preferences of each employee, driving the expansion of insurance benefits for LGBTQ employees.

Additionally, PayU has revised its Equal Opportunity Employer Policy to ensure LGBTQ inclusivity and equal treatment of all community members. The company is also enhancing its Employee Assistance Programme to facilitate discussions on related topics, ensuring that benefits for same-sex couples and live-in partners are expanded while maintaining strict confidentiality.

To further support diversity and inclusion, PayU has established a Global Diversity & Inclusion Council, led by the global CEO, Laurent le Moal, and comprising leaders from various key organizations worldwide. Each country will have a designated “Country Champion” to drive local D&I Chapters, tailoring efforts to specific regional and staff requirements. The company has also appointed a Global D&I officer, Meghna Pal, to implement the D&I strategy and increase investment in this ongoing journey of raising awareness and support for LGBTQ members.

PayU has announced the upcoming formation of a Pride ERG (Employee Resource Group), led by dedicated volunteer allies. Additionally, the company will bring in Parmesh Shahani, an advocate for LGBTQIA inclusion, to educate employees on becoming active and vocal allies.

Priya Cherian, Chief People Officer at PayU, expressed the company’s commitment to diversity and inclusion, stating that it is about recognizing and embracing the uniqueness of individuals and harnessing the strength of a diverse workforce. PayU aims to create a workplace where everyone feels valued, has equal access to opportunities, and experiences equitable processes, regardless of their orientation or personal preferences.

PayU’s dedication to promoting diversity through its revised health insurance policy sets an inspiring example for companies across industries. By taking this bold step, the company not only positively impacts its own organization but also the broader LGBTQ+ community, fostering growth and acceptance in the world.

Tata Steel makes an effort to be inclusive by hiring 12 LGBTQ+ workers at the Kalinganagar Plant

20-06-2023

Tata Steel has hired 12 trainee crane operators from the LGBTQ+ community as part of its Diversity and Inclusion drive at its Kalinganagar factory. Before they may start working as crane operators at the facility, the trainees must complete a year of training.

The goal of this phase in the LGBTQ+ community’s integration is to mainstream transgender individuals in society as well as to smash the glass ceiling. The Diversity & Inclusion (D&I) project at Tata Steel strives to create a workplace where everyone is valued, all opinions are heard, and employees are free to be themselves at work.

The Tata Steel Kalinganagar (TSK) onboarding event was held on February 17, 2022. The event’s chief guest was Atrayee Sanyal, vice president of Tata Steel’s human resource management. Additionally present at the event were Rajiv Kumar, Vice President (Operations), Jaya Singh Panda, Chief L&D and Chief Diversity Officer, CL Karn, Chief Logistics Operations, and Imdad Ali, Chief Human Resource Business Partner.

“It gives me great pleasure to welcome everyone to the Tata Steel family. We will keep working to promote LGBTQ+ inclusiveness and create a model workplace. Atrayee Sanyal, VP HRM, Tata Steel, stated, “This journey of HR excellence has been incredibly fulfilling and inspires us to explore new boundaries on diversity and inclusion.

Before starting their jobs as crane operators in the facility, the trainees will complete a year of training.

A journey of a thousand miles begins with a single step, and this one marks a significant turning point in our efforts to create a more diverse and inclusive workplace here. As an equal opportunity employer, Tata Steel values each person’s individuality and is working hard to create the workplace of the future, according to Rajiv Kumar, vice president of operations at TSK.

D&I has long been a tenet of Tata Steel’s culture. Menstrual leave, equitable benefits for LGBTQ+ partners, gender-neutral parental leave, and help for gender confirmation are just a few of the ground-breaking efforts the company has done.

Tata Steel has set a goal of having a 25% diverse workforce by 2025 as part of its commitment to fostering an inclusive, safe, and fair workplace.

Blog:- Building an LGBTQ+ Inclusive Work Environment: Hollister and it’s Peer Mentors Collaborate to Develop a LGBTQ+ Friendly Workplace Manual.

20-06-2023

In today’s rapidly evolving society, it has become imperative for organizations to foster inclusive and diverse workplaces. Recognizing this need, Hollister, a leading company in the corporate world, has taken significant steps to ensure that their workplace is LGBTQ+ friendly. To achieve this, Hollister has partnered with peer mentors to create a comprehensive manual that provides guidance on creating an inclusive environment for LGBTQ+ employees. In this blog post, we will explore the importance of LGBTQ+ inclusivity, highlight Hollister’s efforts in this regard, and delve into the collaborative process of developing the LGBTQ+ friendly workplace manual.

Creating an LGBTQ+ inclusive workplace is not just about being politically correct; it is about respecting the fundamental rights and dignity of all individuals. Studies have shown that employees who feel included and supported in their workplaces are more productive, engaged, and loyal. By prioritizing LGBTQ+ inclusivity, organizations can attract top talent, enhance employee morale, and build a positive brand reputation. Moreover, fostering a welcoming environment for LGBTQ+ employees helps create a sense of belonging and equality, leading to better overall job satisfaction and well-being.

Hollister has long been committed to diversity and inclusion in the workplace. Recognizing the unique challenges faced by LGBTQ+ employees, the company decided to take concrete steps to support and empower them. Hollister partnered with a team of peer mentors who identify as LGBTQ+ and have firsthand experience navigating the challenges of the corporate world. This collaboration aimed to create a manual that provides practical guidance and resources to ensure an LGBTQ+ friendly workplace.

The development of the LGBTQ+ friendly workplace manual involved a collaborative effort between Hollister’s human resources team and the peer mentors. The peer mentors shared their personal experiences, insights, and suggestions, while the human resources team provided their expertise in policy implementation and legal considerations. Together, they worked to create a comprehensive resource that covers a wide range of topics, including:

  • LGBTQ+ terminology and concepts to foster understanding and awareness.
  • Policies and procedures to prevent discrimination and promote inclusivity.
  • Strategies for fostering a welcoming environment for LGBTQ+ employees.
  • Training resources for employees and managers on LGBTQ+ issues.
  • Guidance on supporting transgender and non-binary employees.
  • Information on available resources, support groups, and external organizations.

The Impact of the Manual:

Hollister’s commitment to LGBTQ+ inclusivity, exemplified by the development of the comprehensive workplace manual, has had a significant impact on its employees and the wider community. The manual serves as a valuable resource for all employees, regardless of their sexual orientation or gender identity, fostering greater awareness, empathy, and acceptance. By providing practical guidelines, Hollister empowers its employees to create an inclusive environment where everyone feels safe, valued, and supported.

Conclusion:

Hollister’s collaboration with peer mentors to produce an LGBTQ+ friendly workplace manual demonstrates the company’s dedication to fostering a diverse and inclusive corporate culture. By investing in such initiatives, Hollister paves the way for other organizations to follow suit and create workplaces that embrace and celebrate the LGBTQ+ community. With ongoing efforts like these, we can strive towards a future where every workplace is a safe and supportive environment for all individuals, regardless of their sexual orientation or gender identity.

Creating an Inclusive Workplace: How Companies are Attracting and Nurturing LGBTQ+ Talent

20-06-2023

In a significant step towards fostering diversity, equity, and inclusion (DEI), several leading companies in India, including Capgemini, GE, Flipkart, Tata Steel, Wipro, Accenture, and Goldman Sachs, are actively seeking to attract and retain LGBTQ+ talent. By implementing robust inclusive policies and rolling out initiatives, these organizations aim to tap into a wider talent pool while promoting acceptance and equality within their workforce.

Expanding Talent Pool and Addressing Skill Gaps:

Recognizing the importance of tapping into every talent pool to address talent and skill gaps, organizations have embraced the Supreme Court’s decision to abolish the law criminalizing same-sex relations in India. This landmark ruling has paved the way for more acceptance and inclusivity towards LGBTQ+ employees.

Capgemini’s Proactive Hiring Approach:

Capgemini, for instance, has taken proactive steps to hire from the LGBTQ+ community. Sarika Naik, CMO and Chairperson of Diversity, India, at Capgemini, highlights the need for organizations to embrace diversity and tap into all available talent pools. Capgemini has been actively recruiting LGBTQ+ employees and has put in place policies such as partner medical insurance coverage for employees in same-sex relationships and all-gender washrooms at its offices. The company also provides medical insurance coverage for gender affirmation surgery and offers a month-long paid leave to support transition.

Tata Steel’s Commitment to Transgender Inclusion:

Tata Steel has been leading the way in recruiting from the transgender community. The company started recruiting transgender individuals in 2021, and the number has significantly grown since then. Jaya Singh Panda, Chief Diversity Officer at Tata Steel, mentions that they are in the process of recruiting 30 transgender persons for their Shared Services Division in Jamshedpur. By actively embracing transgender inclusion, Tata Steel showcases its commitment to building a diverse and inclusive workforce.

Flipkart’s Inclusive Hiring Practices:

Flipkart, a prominent e-commerce company, has also recognized the importance of inclusivity in its workforce. The company began hiring people from the transgender community in its supply chain operations last year, resulting in 30 individuals joining the organization. Krishna Raghavan, Chief People Officer at Flipkart, mentions the company’s project Indradhanush, which focuses on providing opportunities to transgender individuals. Additionally, Flipkart joins other companies in celebrating Pride Month in June, demonstrating their commitment to LGBTQ+ rights and inclusivity.

Accenture’s Inclusive Policies and Strategic Partnerships:

Accenture has taken significant measures to embed LGBTQ+ inclusion in its policies. The company has extended its medical insurance benefits to include facial reconstruction surgery for transgender employees. Moreover, it has enhanced its policies to ensure that partners of LGBTIQ+ staff and their families are included. Lakshmi C, Lead of Human Resources at Accenture in India, highlights the company’s strategic external partnerships, pride employment fairs, and employee referrals as avenues to attract the right LGBTQI+ talent. Accenture also invests in a six-month, inclusive internship program to bridge skill gaps when necessary.

Conclusion:

By actively seeking and nurturing LGBTQ+ talent, companies in India are paving the way for a more inclusive and diverse workforce. These organizations are not only strengthening their inclusive policies but also expanding their talent pool and addressing skill gaps. As India progresses towards greater acceptance and equality, initiatives like these serve as important stepping stones in building a society and corporate environment that values and respects every individual, regardless of their sexual orientation or gender identity.

Building a Diverse and Safe Workplace: Championing LGBTQ Rights

20-06-2023

Mahindra Logistics Ltd. (MLL) released a five-year plan strategy in June 2020 with the goal of giving the LGBQT+ Community rights and benefits.

In the pursuit of creating an inclusive and welcoming workplace, it is essential to champion the rights of every individual, including the LGBTQ+ community. Building a diverse and safe workplace environment not only fosters innovation and productivity but also promotes equality and social progress. By actively supporting and championing LGBTQ+ rights, organizations can send a powerful message of inclusivity, respect, and acceptance. Creating a diverse and safe workplace that champions LGBTQ+ rights is not only the right thing to do, but it also brings numerous benefits to organizations. By fostering an inclusive environment, companies can attract and retain top talent, drive innovation through diverse perspectives, and enhance overall employee well-being and satisfaction. Building an LGBTQ+-friendly workplace requires a multi-faceted approach that encompasses education, policies, support systems, and leadership commitment.

 Mahindra Logistics Ltd. (MLL) has released a five-year plan strategy that intends to provide benefits and rights to the LGBQT+ Community as well as hire queer persons in order to promote the inclusion of LGBTQAI+ personnel. According to the policy proposal, current LGBTQ+ employees have been urged to disclose their status, and those who do so are eligible for perks such as bonus, incentives and more. Along with these, the company has also updated its policy under which:

  • Adoption Leave: SLGBT single parents are now considered adoptive parents under the adoption policy. These folks will be eligible for a 12-week adoption leave starting on the adoption date..
  • Medical benefits: Upon declaration of the partner’s information, the medical insurance benefits shall be offered to couples of the same gender.
  • Counselling Services: LGBTQ employees have right avail counselling services on request for self and 3 immediate family members. Employees can avail counselling services for their same- sex partner, who would be included in the definition of family, with respect to this policy.

By embracing these strategies, organizations have made a significant positive impact and contribute to a more equitable and accepting society. Creating a diverse and safe workplace starts with robust policies and practices that explicitly support LGBTQ rights.  Championing LGBTQ rights in the workplace is not only a moral imperative but also a smart business strategy. By fostering inclusivity and support, organizations create an environment where LGBTQ employees can thrive, contribute their unique perspectives, and feel valued for their authentic selves.

Pride Alliance: an employee resource group by GE Power that supports the LGBTQAI+ community.

20-06-2023

Date: 19-06-23

In the pursuit of fostering a diverse and inclusive workplace, GE Power has taken significant steps to support the LGBTQAI+ community. The company’s Pride Alliance employee resource group (ERG) plays a vital role in creating a safe and empowering environment, free from discrimination. By encouraging equality and raising awareness on LGBTQAI+ issues.

Creating a Safe and Supportive Environment:

GE Power’s Pride Alliance ERG is dedicated to creating a safe and supportive environment for all employees, regardless of their sexual orientation or gender identity. By organizing various initiatives, such as educational workshops, networking events, and mentorship programs, the ERG enables employees to connect, share experiences, and support one another. This network acts as a source of empowerment, providing a platform for dialogue and understanding.

Rising awareness and creating significant efforts for the Wider LGBTQAI+ Community:

The Pride Alliance ERG at GE Power plays a crucial role in raising awareness and understanding of LGBTQAI+ issues. Through educational campaigns, panel discussions, and awareness events, the ERG helps educate employees and promotes an inclusive culture throughout the organization. By fostering empathy, understanding, and allyship, GE Power is creating a workplace where everyone feels respected and valued.

GE Power’s commitment to the LGBTQAI+ community extends beyond its internal initiatives. The company actively participates in external events, such as Pride parades and LGBTQAI+ advocacy campaigns. By taking a visible stand, GE Power demonstrates its support for equal rights and acceptance beyond the workplace. This engagement helps foster positive change and promotes inclusivity in society at large.

MeLinda Ammerman, GE Gas Power Product Safety Engineering Technical Leader, speaks about how GE Power values diversity and supports its LGBTQAI+ employees and their families. When a member of MeLinda’s family required assistance, GE’s varied network of employees was able to assist. “I was able to obtain information and support for my transgender family member, which reduced confusion and stress.” This support group helped me comprehend the issues my family member was experiencing that I was unaware of, and it also helped my family member realise that there are support groups available, even at work, and it contributed to developing inner strength and self-confidence. I am grateful to everyone at GE who helped me and my family member through this difficult time. I am very grateful to the Suicide Prevention Lifeline for helping my family member in realising they are not alone.”

Driving Positive Impact:

The Pride Alliance ERG at GE Power goes beyond creating a safe and inclusive environment. It also aims to drive positive change within the organization and the industry as a whole. The Pride Alliance, by creating a strong and supportive network, enables individuals to discuss their concerns and engage in vital dialogues about obtaining the assistance they require. GE Power has continued to push for equality through raising awareness and providing education, increasing participation in allyship activities, and developing diverse talent.

As GE Power’s Pride Alliance ERG commitment to helping the LGBTQAI+ community provides a positive example for other organisations. GE Power promises that all employees, regardless of sexual orientation or gender identity, can thrive and prosper through fostering a safe environment, raising awareness about LGBTQAI+ problems, supporting external efforts, and pushing positive change. GE Power’s initiatives demonstrate that diversity and inclusion are more than simply buzzwords; they are ideals that every organisation should embrace. As we strive for a more inclusive future, GE Power’s Pride Alliance is at the forefront, making a substantial difference in the lives of its workers and the larger LGBTQAI+ community.

Tata Steel Promotes Inclusion with New HR Policy for LGBTQ+ Employees

20-06-2023

Creating an inclusive and supportive workplace is essential for fostering diversity and ensuring equal rights for all employees. Tata Steel, a renowned organization, has taken a significant stride in this direction by introducing a progressive HR policy that empowers LGBTQ+ employees to declare their partners and access all HR benefits permitted under the law. This landmark policy reflects Tata Steel’s commitment to promoting a culture of inclusion and reinforcing equal rights within the workplace.

Embracing Same-Sex Relationships: The new HR policy at Tata Steel acknowledges the significance of same-sex relationships and treats them with equal recognition and respect. It enables colleagues from the LGBTQ+ community to officially declare their same-sex partners, granting them the same HR benefits and protections enjoyed by heterosexual couples. Partners, in this context, refer to individuals of the same sex who live together in a manner similar to a married couple.

Benefits of the Inclusive HR Policy: The implementation of this inclusive HR policy is poised to bring about several positive changes within Tata Steel. Firstly, it ensures that LGBTQ+ employees feel empowered and valued by providing them with the same rights and opportunities as their heterosexual counterparts. By granting access to all HR benefits, including health insurance, parental leave, and retirement benefits, the policy supports the overall well-being and security of LGBTQ+ employees.

Promoting a Culture of Inclusion: Tata Steel’s commitment to inclusivity extends beyond legal compliance. The organization recognizes the importance of fostering a culture of acceptance and respect for diverse identities. The introduction of this policy signifies Tata Steel’s proactive approach in creating a workplace environment where individuals are encouraged to be their authentic selves without fear of discrimination or prejudice.

Promoting a Culture of Inclusion: Tata Steel’s commitment to inclusivity extends beyond legal compliance. The organization recognizes the importance of fostering a culture of acceptance and respect for diverse identities. The introduction of this policy signifies Tata Steel’s proactive approach in creating a workplace environment where individuals are encouraged to be their authentic selves without fear of discrimination or prejudice.

The introduction of Tata Steel’s new HR policy marks a significant milestone in promoting inclusivity and equal rights for LGBTQ+ employees. By enabling same-sex partners to access all HR benefits, Tata Steel showcases its commitment to creating a workplace where diversity is celebrated and every individual is treated with fairness and respect. This progressive policy serves as a catalyst for positive change within the organization and sets an example for other companies to follow suit. As organizations worldwide strive for inclusivity, Tata Steel’s initiative serves as a guiding light, paving the way for a more equitable future for LGBTQ+ employees in workplaces across industries.

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