Latest Blogs & News

We offer a wide range of topics related to workplace safety, including new regulations, industry best practices, and updates on the certification process including features case studies and success stories from organizations that have achieved certification, as well as interviews with industry experts and thought leaders on workplace safety. These insights provide valuable guidance and inspiration for organizations looking to improve their workplace safety practices.

Blog & News

                           
17-07-2024

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

The Indian IT sector is a significant component of the country's economy. As of FY2023, the Indian technology industry,…
                           
05-10-2023

Revolutionizing Workplace Safety: Harnessing Voxel’s Computer Vision Technology

Voxel, a startup dedicated to enhancing workplace safety through computer vision technology, has recently secured $12 million in strategic…
                           
05-10-2023

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

The informal sector encompasses a wide range of activities, from street vending and domestic work to small-scale agriculture and…
                           
05-10-2023

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

In May 2021 In the spirit of inclusivity and progress, Vistaprint, the renowned design and marketing partner for small…
                           
05-10-2023

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

29-09-23 In a groundbreaking move towards greater diversity and inclusivity in the tech industry, Ellucian, the renowned leader in…
                           
06-07-2023

Unlocking LGBTQ+ Inclusion: Why Companies Must Embrace Change.

Hey there, equality enthusiasts! Have you heard the latest buzz about LGBTQ+ inclusion in the workplace? A groundbreaking report…
                           
06-07-2023

The Importance of Diversity and Inclusion

The LGBTQ workforce has experienced significant changes in how it identifies itself and its expectations regarding workplace inclusion. There…
                           
06-07-2023

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

Despite progress in LGBTQ+ rights and workplace equality, significant challenges persist for individuals who identify as LGBTQ+. Many employees…
                           
06-07-2023

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

Scotiabank is introducing a new goal to increase the representation of employees who identify as lesbian, gay, bisexual, or…
                           
06-07-2023

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

According to a Human Rights Campaign report, cities and municipalities embrace greater LGBTQ-inclusive measures amidst a surge of LGBTQ-related…
                           
06-07-2023

Fostering Inclusion and Empowering Employees: RPG Group’s Trailblazing Approach to LGBTQIA+ Rights and Employee Well-being

RPG Group, one of India's rapidly expanding conglomerates, has made a strong commitment to promoting inclusivity and diversity within…
                           
06-07-2023

PayPal’s Commitment Towards The LGBTQ+ CommunityPayPal’s Commitment Towards The LGBTQ+ Community

Our approach to assisting the LGBTQ+ community is inextricably linked to our company's mission, vision, and values of promoting…
                           
06-07-2023

In Support of Queer Artists, Spotify Launches Global LGBTQ Music Program GLOW

The LGBTQ community has a lengthy history of positively impacting music history, whether through the invention of whole genres,…
                           
06-07-2023

Embracing Diversity: Morris, Manning & Martin Launches LGBTQ Business Practice Group

Morris, Manning & Martin, LLP, a renowned law firm based in Atlanta, has taken a bold step forward in…
                           
03-07-2023

Daylight: Empowering the LGBTQ+ Community for Financial Freedom

In a world where equality and inclusivity are still ongoing struggles, the LGBTQ+ community faces a myriad of challenges,…
                           
03-07-2023

AstraZeneca’s Commitment to LGBTQ+ Safety in the Workplace

In 2022, AstraZeneca joined Disability:IN's Inclusion Works programme, aiming to promote the full inclusion of individuals with disabilities and…
                           
03-07-2023

Microsoft releases the Xbox Pride controller and donates to LGBTQIA+ charities as part of the worldwide celebration of Pride.

Pride at Microsoft is a global grassroots organisation developed with and for LGBTQIA+ workers. Since it is Microsoft goal to…
                           
03-07-2023

PPG Industries Policies for Diversity, equity, and Inclusion

PPG Industries’ comprehensive perspective on diversity encompasses various aspects such as gender, race, ethnicity, sexual orientation, disability/ability, religion, nationality,…
                           
03-07-2023

Walmart Empowering LGBTQ+ Employees and the People they serve through the initiative: Pride Every Single Day

Pride. It evokes feelings of deep joy and adoration, but it also speaks to acceptance and inclusiveness, two values…
                           
03-07-2023

Breaking Barriers, Brewing Safety: Women Spearhead India’s Alco-Bev Industry Revolution

In recent years, there has been a significant shift in the dynamics of India's alcohol and beverage (alco-bev) industry.…
                           
03-07-2023

“Empowering Women Everywhere: Lucknow Startup Revolutionizes Safety with Innovative App”

Snigdhaa Ritesh, a Lucknow-based social entrepreneur and former journalist, developed an integrated computer and mobile-aided emergency response platform called…
                           
03-07-2023

WeWork, Laddrr Launch Initiative to Empower Working Moms and Reduce Motherhood Penalty

WeWork will improve exposure for various roles across nine cities and will provide discounted WeWork All Access memberships to working…
                           
03-07-2023

RPG Group Champions LGBTQIA+ Inclusion And Employee Wellness Through Innovative Initiatives

In today's world, diversity and inclusion have become critical components of a progressive and successful workplace. As organizations strive…
                           
03-07-2023

Embracing Diversity: Mercedes-Benz’s Commitment to LGBTQIA+ Inclusion

At Mercedes-Benz, diversity is more than just a buzzword—it is a fundamental value that underpins the company's culture. Recognizing…
                           
03-07-2023

3M is promoting LGBTQIA+ equality through flag-raising

Raising the Pride Flag holds even greater significance this year due to the presence of discriminatory legislation that seeks…
                           
03-07-2023

Fairway Independent Mortgage Corporation Prioritizes Workplace Safety for Women

Ensuring women's safety in the workplace is of paramount importance, as it fosters a secure and inclusive environment that…
                           
03-07-2023

Oracle Pride Employee Network (OPEN) Recognized with Esteemed LGBTQ+ Award

Introduction: In today's world, recognizing and celebrating diversity and inclusion is of paramount importance. The corporate landscape has been…
                           
03-07-2023

FICCI partners with S.S. Rana & Co to conduct a Workshop on Enhancing Women’s Safety in the Workplace.

Introduction: The recent collaborative effort between the Federation of Indian Chambers of Commerce and Industry (FICCI) and S.S. Rana…
                           
03-07-2023

Empowering Women: How HUL Ensures a Safe and Harassment-Free Workplace and Beyond

The practice of escorting working women home by their male colleagues after late working hours is a policy implemented…
                           
28-06-2023

The health insurance coverage at Razorpay now covers live-in partners and LGBTQIA+ people

Fintech business Razorpay stated on Wednesday that it was updating its Employee Health Insurance Policy to add several significant…
                           
28-06-2023

Meta Introduces Innovative Assistance Tools to Empower LGBTQ+ Owned SMBs

A new mini-site that was developed in collaboration with the National LGBT Chamber of Commerce (NGLCC) and launched today…
                           
28-06-2023

The White House unveils comprehensive measures to safeguard the rights and well-being of LGBTQ+ communities.

Introduction: In a resounding victory for inclusivity and human rights, the White House has recently announced a groundbreaking series…
                           
28-06-2023

Celebrating Diversity on Wheels: Pride Cafe, Bengaluru’s Pioneering LGBTQIA+-Managed Food Truck

Introduction: In recent years, there has been a growing movement worldwide towards inclusivity and equal representation for the LGBTQIA+…
                           
28-06-2023

Calvin Klein’s ‘Let It Out’ Campaign Celebrates and Supports the LGBTQIA+ Community

Calvin Klein has launched its latest campaign, titled 'Let It Out', which celebrates and embraces the LGBTQIA+ community. The…
                           
28-06-2023

Celebrating LGBTQ Inclusivity: How to Be an Ally in the Workplace

In today's rapidly evolving world, creating an inclusive work environment where every individual can thrive and feel a sense…
                           
28-06-2023

Providing a Haven in the Face of Anti-LGBTQ Sentiments: Online Support Groups for Parents of LGBTQ Children

Introduction: In a society where acceptance and understanding of LGBTQ+ individuals are still evolving, parents of LGBTQ+ children face…
                           
28-06-2023

StartOut and J.P. Morgan Announce New Cohort of LGBTQ+ Owned Companies in Growth Lab Accelerator

LGBTQ+ entrepreneurs have long been catalysts for innovation and champions of inclusivity within the business world. Their creativity, resilience,…
                           
28-06-2023

Adobe’s Commitment to LGBTQ+ Equality: A Journey Towards Inclusion

In Adobe's view, inclusivity is not just a buzzword but a fundamental principle that shapes its company culture. The…
                           
28-06-2023

Mahindra Logistics launched queer inclusion policy

Mahindra Logistics Ltd. (MLL) has recently introduced a comprehensive five-year plan focused on promoting inclusivity and supporting LGBTQAI+ employees.…
                           
28-06-2023

The ‘Out and Proud @Work’ initiative, by the Bombay Times, strives to make workplaces friendly for members of the LGBTQ+ community.

In a groundbreaking move towards inclusivity and equality, Bombay Times, in collaboration with Pride Circle and FCB India, has…
                           
28-06-2023

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

In a groundbreaking move to address the pressing issue of mental health in the agricultural sector, the Honourable Marie-Claude…
                           
28-06-2023

Empowering Women: Sahas Initiative by Telangana Police Creating Safer Workplaces

Telangana Police Department has taken a bold stride towards creating safer work environments for women with the recent launch…
                           
20-06-2023

Target removes some Pride Month products after threats against employees

Target, a major retail giant, has made the decision to remove certain merchandise celebrating Pride Month from its store…
                           
20-06-2023

PayU’s Inclusive Health Insurance: Empowering LGBTQ+ Staff

PayU, a well-known financial technology company, has implemented significant changes to its health insurance policy to promote diversity and…
                           
20-06-2023

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

Tata Steel has hired 12 trainee crane operators from the LGBTQ+ community as part of its Diversity and Inclusion…
                           
20-06-2023

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

In today's rapidly evolving society, it has become imperative for organizations to foster inclusive and diverse workplaces. Recognizing this…
                           
20-06-2023

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

In a significant step towards fostering diversity, equity, and inclusion (DEI), several leading companies in India, including Capgemini, GE,…
                           
20-06-2023

Building a Diverse and Safe Workplace: Championing LGBTQ Rights

Mahindra Logistics Ltd. (MLL) released a five-year plan strategy in June 2020 with the goal of giving the LGBQT+…
                           
20-06-2023

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

Date: 19-06-23 In the pursuit of fostering a diverse and inclusive workplace, GE Power has taken significant steps to…
                           
20-06-2023

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

Creating an inclusive and supportive workplace is essential for fostering diversity and ensuring equal rights for all employees. Tata…
                           
20-06-2023

Celebrating Diversity: Johnson & Johnson’s Support for the LGBTQIA+ Community

19-06-23 Introduction: Over 50 years ago this month, the first Pride marches were held in various cities across the…
                           
20-06-2023

Observing Pride Month 2023 as a time to celebrate LGBTQ communities, champion equal rights, and recognize their remarkable journey.

June 06, 2023 History and Significance of LGBTQ As Pride Month approaches and temperatures rise in the United States,…
                           
20-06-2023

Embracing Diversity: Coca-Cola Great Britain’s Commitment to Supporting the LGBTQ+ Community

Coca-Cola Great Britain has established a long-standing tradition of wholeheartedly supporting the LGBTQ+ community, leveraging its brands and forging…
                           
19-06-2023

Black Pride Colorado is dedicated to fostering a sense of community and establishing inclusive and culturally affirming environments for Black individuals in the LGBTQ+ community residing in Colorado.

June 19,2023 Introduction: In a world that continues to grapple with inequality and discrimination, it is crucial to have…
                           
05-06-2023

Vodafone Idea Foundation, in collaboration with Nasscom Foundation, has recently launched an app-based solution aimed at enhancing women’s safety.

In recent years, there has been a growing emphasis on ensuring the safety and empowerment of women in various…
                           
05-06-2023

PayU revised their health insurance programme with the objective of making it more inclusive for the LGBTQ staff members.

Published on: May 29, 2023 PayU, a renowned financial technology business, has made a substantial change to its health…
                           
05-06-2023

Procter & Gamble (P&G) Expands Benefits to Include LGBTQ+ Employees’ Partners

Dated: 22 February 2022 P&G India has taken significant steps towards promoting inclusivity of LGBTQ employees starting from April…
                           
05-06-2023

Tata Steel has recently employed 14 People from the LGBTQ+ community at its Kalinga Nagar plant

According to a news report in December 2021, Tata Steel made significant strides in promoting diversity by employing 16…
                           
05-06-2023

African Women on Board (AWB) launched a Safety in the Workplace Initiative

Creating a safe and inclusive workplace environment is essential for the well-being and productivity of all employees. However, the…
                           
05-06-2023

Hindustan Unilever Launches Comprehensive Safety Initiative for 100,000 Women in ‘Outer Core’

Dated: 22 February 2022 Mumbai, India – Hindustan Unilever (HUL), a leading FMCG company, has taken a significant step…
                           
05-06-2023

Axis Bank Implements Inclusive Policies for LGBTQIA+ Employees and Customers

06-Sept-2021 - Axis Bank, India's leading private banks, has taken a significant step towards promoting diversity, equity, and inclusion…

Ensuring Workplace Safety for a Brighter Future Employment promotes the independence of women. Economic empowerment enables women to financially support their families, improves their sense of "self-worth," and promotes the growth of a society with equality where men and women are considered equally as partners in a nation's overall advancement. Women who work make up an important component of society. These factors all contribute to the happiness and health of women. Employers must see to it that every employee's democratic right to a safe and healthy workplace is protected, especially for female workers. Workplace safety is one of the main issues facing companies globally. Every business and organisation should be dedicated to promoting women's rights, particularly the right to safety. Promoting gender equality and developing an inclusive workplace depend on protecting women at work. It enables women to take active roles in the workforce without being concerned about harassment, prejudice, or violence. Women's confidence, morale, and general well-being increase when they feel safe and secure at work. This boosts their output, contentment at work, and professional development. One of the most critical issues confronting women worldwide in recent years is workplace harassment. As per the data form According to International Labor Organization report 2022, More than one in five working women (nearly 23%) had experienced violence and harassment at work, whether it was physical, psychological, or sexual. In addition to these, the EEOC received a total of 98,411 complaints alleging harassment on any grounds and 27,291 complaints alleging sexual harassment at work between FY 2018 and FY 2021.Considering these, Organisations have to develop strategies and concepts that work for them in order to protect women at work, and they must have a women harassment policy that varies depending on the type of harassment that individual experiences within the organisation. In India, the 2013 Prevention of Sexual Harassment at the firm Act is effective, which mandates that each firm with ten or more employees establish an Internal Complaints Committees (ICC) to address sexual harassment in the workplace. In the committee, at least four people should be on the ICC team among which women should make up at least 50% of the membership. The ICC must have a female chairwoman, and at least half of the committee members must have legal or social work experience. A third party member who is a social worker from an NGO dedicated to the cause of women is also required. As a result, these would ensure that workplaces are free from sexual harassment and also promotes confidentiality and safeguards against victimization, ensuring that women are treated with sensitivity and respect throughout the process. Moreover, In addition to women and persons of different racial, cultural, and religious origins, workplace safety also includes LGBTQ employees and creating an environment that allows them to thrive. Success in business today depends on ensuring that initiatives to promote diversity, equity, and inclusion in the workplace include those who identify as lesbian, gay, bisexual, transgender, and queer (LGBTQ). Employers who appreciate and encourage LGBTQ employees get the respect and support of not only that community but also of other minority groups who see the initiatives as a sign of a more inclusive workplace as a wholeEven in a workplace where LGBTQ individuals are protected by internal policies, a company's culture may prevent employees from bringing their complete self to work. According to a LeanIn.org and McKinsey & Co. survey, LGBTQ women are more than twice as likely to believe that they cannot talk about themselves or their lives outside of work as heterosexual, cisgender women. The Centre for American Progress (CAP) conducted a poll of LGBTQ+ and "sexual and gender diverse" people in 2022, and it found that 50% of respondents said they had experienced workplace harassment or discrimination because of their sexual orientation or gender identity in the previous year. For transgender respondents, the figure increased to 70%. Employers should take this into account and make sure that LGBTQ people are included in all anti-harassment, anti-bullying, and non-discrimination policies. Organisations should foster a culture that recognises employee diversity and demands that each employee be treated equally. However, putting words on paper is insufficient. Leadership must be inclusive and take a zero-tolerance stance against rudeness and incivility at work. There can be an inclusive workplace where everyone can participate and feel like they belong even if employees do not share the same lifestyle Regardless of how one feels about another's orientation, gender identity, or gender expression, everyone on the job should be expected to treat them with respect. Organisations should outline acceptable workplace conduct that is in line with their stated views and values on inclusiveness, such as using a person's preferred name and pronouns and speaking up when they are not being treated with respect. It is not the goal of this approach to alter a worker's personal ideas; rather, it is to change workplace habits so that they are consistent with the company's expectations. Ensuring workplace safety is crucial for creating a brighter future for employees and organizations alike. By prioritizing the well-being of workers, companies can promote good working culture, reduce harm associated with any kind of unacceptable action which may physically of mentally harm women and LGQBT. The companies initiatives for prioritizing workplace safety enhances employee satisfaction, and foster a positive work environment.
                           
30-05-2023

Fairway announced a new safety initiative women workforce

Nov. 28, 2022, MADISON, Wisconsin Fairway Independent Mortgage Corporation initiated a new safety program to provide working women a…

In recent years, the global workforce has witnessed a remarkable shift towards inclusivity and gender equality. Nowadays, companies are recognizing the immeasurable value that women bring to the workplace and are actively creating environments that value their contributions. By fostering a culture of inclusion and empowering women, these organizations are not only creating a fair and equitable work environment but also driving innovation and success. There has been a notable rise in the ratio of female workers in traditionally male-dominated industries, signifying a positive shift towards gender diversity and inclusion. This trend reflects the breaking down of barriers and the increasing recognition of women's talents and contributions in sectors that were historically dominated by men. Along with this, according to Catalyst a United States based organization has published a report in August 2022, that the ratio of female workers in male dominated industry has increased significantly from February 2020 to March 2022, there has been a notable increase in the representation of women. The transportation/warehousing and construction sectors, in particular, have seen significant growth. In February 2020 there were 7.0% of female workers in the above-mentioned industries which has increased up to 15% in March 2022. Along with this, women are welcomed in companies and they feel safe and valued. For instance, according to recent study by Leanin.org which is a United States based organization, in 2022, has published that approximately 40% of women says they are helped by their managers in managing their work and 44% of the women in United States says that the manager regularly shows interest in their career. Forward-thinking companies have implemented initiatives to attract and retain female talent. These organizations understand the value of diversity and have taken steps to create inclusive work environments. Mentorship programs, women's networks, and gender-balanced hiring practices are among the strategies employed to support and empower female employees. For instance, the Coca-Cola Company, a global leader in the beverage industry, is committed to gender equality throughout its operations. They have implemented diversity and inclusion strategies that emphasize the importance of gender balance. Through initiatives such as the "5by20" program, Coca-Cola has economically empowered five million women entrepreneurs by 2020, providing them with resources, training, and access to networks. This commitment to gender equality extends to their workforce, where they actively strive to create opportunities for women in leadership positions. Along with this, employers are increasingly recognizing the business benefits of gender diversity. Companies with diverse teams tend to be more innovative, creative, and adaptive. As a result, organizations are actively seeking to diversify their workforce, leading to greater opportunities for women. For instance, Adobe is a software company that has been named to the Great Place to Work Best Workplaces for Women list in July 2020. Adobe offers a number of family-friendly benefits which makes women safe and confident, such as on-site childcare and flexible work arrangements. The company also has a strong commitment to diversity and inclusion, and the company's culture is one of respect and fairness. How to establish an environment where women are supported and encouraged to succeed? In present scenario, gender equality in the workplace can be achieved when individuals can access and benefit from equal rewards, resources, and opportunities irrespective of their gender. The goal of workplace gender equality is to create a level playing field where both women and men have fair and equitable access to opportunities and can achieve comparable outcomes. It is important to note that gender equality does not necessarily mean identical outcomes for all individuals, but rather seeks to ensure that women and men are provided with similar chances for success and advancement. Thus, one of the significant ways in which companies are valuing the contributions of women is by actively working towards fulfilling the gender gap. Recognizing the importance of gender equality and understanding the benefits of diverse representation, companies are taking concrete steps to bridge the gap and create a more inclusive workforce. For instance, in November 2020, Pfizer has started an initiative which aims to fulfil the gender gap, and targeted to increase its workforce by 50% made up of women by 2025. The company is working to achieve this goal by recruiting more women into STEM fields and by providing support for women in the workplace.
                           
22-05-2023

From Hazards to Harmony: Ensuring Safety at Your Workplace

In any workplace, safety should always be a top priority. When employees feel safe and protected, they are more…

Ensuring Workplace Safety for a Brighter Future Employment promotes the independence of women. Economic empowerment enables women to financially support their families, improves their sense of "self-worth," and promotes the growth of a society with equality where men and women are considered equally as partners in a nation's overall advancement. Women who work make up an important component of society. These factors all contribute to the happiness and health of women. Employers must see to it that every employee's democratic right to a safe and healthy workplace is protected, especially for female workers. Workplace safety is one of the main issues facing companies globally. Every business and organisation should be dedicated to promoting women's rights, particularly the right to safety. Promoting gender equality and developing an inclusive workplace depend on protecting women at work. It enables women to take active roles in the workforce without being concerned about harassment, prejudice, or violence. Women's confidence, morale, and general well-being increase when they feel safe and secure at work. This boosts their output, contentment at work, and professional development. One of the most critical issues confronting women worldwide in recent years is workplace harassment. As per the data form According to International Labor Organization report 2022, More than one in five working women (nearly 23%) had experienced violence and harassment at work, whether it was physical, psychological, or sexual. In addition to these, the EEOC received a total of 98,411 complaints alleging harassment on any grounds and 27,291 complaints alleging sexual harassment at work between FY 2018 and FY 2021.Considering these, Organisations have to develop strategies and concepts that work for them in order to protect women at work, and they must have a women harassment policy that varies depending on the type of harassment that individual experiences within the organisation. In India, the 2013 Prevention of Sexual Harassment at the firm Act is effective, which mandates that each firm with ten or more employees establish an Internal Complaints Committees (ICC) to address sexual harassment in the workplace. In the committee, at least four people should be on the ICC team among which women should make up at least 50% of the membership. The ICC must have a female chairwoman, and at least half of the committee members must have legal or social work experience. A third party member who is a social worker from an NGO dedicated to the cause of women is also required. As a result, these would ensure that workplaces are free from sexual harassment and also promotes confidentiality and safeguards against victimization, ensuring that women are treated with sensitivity and respect throughout the process. Moreover, In addition to women and persons of different racial, cultural, and religious origins, workplace safety also includes LGBTQ employees and creating an environment that allows them to thrive. Success in business today depends on ensuring that initiatives to promote diversity, equity, and inclusion in the workplace include those who identify as lesbian, gay, bisexual, transgender, and queer (LGBTQ). Employers who appreciate and encourage LGBTQ employees get the respect and support of not only that community but also of other minority groups who see the initiatives as a sign of a more inclusive workplace as a wholeEven in a workplace where LGBTQ individuals are protected by internal policies, a company's culture may prevent employees from bringing their complete self to work. According to a LeanIn.org and McKinsey & Co. survey, LGBTQ women are more than twice as likely to believe that they cannot talk about themselves or their lives outside of work as heterosexual, cisgender women. The Centre for American Progress (CAP) conducted a poll of LGBTQ+ and "sexual and gender diverse" people in 2022, and it found that 50% of respondents said they had experienced workplace harassment or discrimination because of their sexual orientation or gender identity in the previous year. For transgender respondents, the figure increased to 70%. Employers should take this into account and make sure that LGBTQ people are included in all anti-harassment, anti-bullying, and non-discrimination policies. Organisations should foster a culture that recognises employee diversity and demands that each employee be treated equally. However, putting words on paper is insufficient. Leadership must be inclusive and take a zero-tolerance stance against rudeness and incivility at work. There can be an inclusive workplace where everyone can participate and feel like they belong even if employees do not share the same lifestyle Regardless of how one feels about another's orientation, gender identity, or gender expression, everyone on the job should be expected to treat them with respect. Organisations should outline acceptable workplace conduct that is in line with their stated views and values on inclusiveness, such as using a person's preferred name and pronouns and speaking up when they are not being treated with respect. It is not the goal of this approach to alter a worker's personal ideas; rather, it is to change workplace habits so that they are consistent with the company's expectations. Ensuring workplace safety is crucial for creating a brighter future for employees and organizations alike. By prioritizing the well-being of workers, companies can promote good working culture, reduce harm associated with any kind of unacceptable action which may physically of mentally harm women and LGQBT. The companies initiatives for prioritizing workplace safety enhances employee satisfaction, and foster a positive work environment.
                           
22-05-2023

Principles And Practices in Dealing with Challenges Faced by Women at Their Workplace

People are empowered to develop their abilities and skills in a culturally diverse workplace. A wide range of ideas…

In the present era, the workplace has changed significantly as a result of women’s welfare initiatives. These campaigns have pushed for a variety of changes that have altered workplace dynamics and evolved opportunities for women. Also, these initiatives also worked to raise awareness of the challenges that women face in the workplace and to avail resources and support to women who are struggling. A survey conducted by the Center for Creative Leadership stated that nearly about 45% percent of individuals in the workplace were women on a scale ranging from 0–100%. Here are some of the challenges that women face in the workplace: • Sexual harassment • Lack of access to leadership positions • Achievement of equal pay for work of equal value • Equal representation of women in business and management roles Is gender barrier a major concern in the workplace? Gender barriers are still a major concern in the workplace. Women continue to face challenges in terms of equal pay, access to leadership positions, and sexual harassment. There is a considerable gender pay gap between women and men is noticed owing to the women continue to be underrepresented in some industries and professions and too many women find it difficult to manage their career goals with the obligations of their families. Barriers to equal opportunity and workplace practices that fail to encourage a reasonable work-life balance have impeded further progress. According to the Our World Bank in Data Organization, it was estimated that in 2021, the overall female labor force participation rate accounted for approximately 46.3% across the globe. However, the figure is spurring compared to the past decades. Despite this evolution, it is recorded that numerous women are still unable to achieve their goals. Workplace gender equality is only achieved when both genders equally access and enjoy their resources, rewards, and opportunities. Accordingly, various companies, international organizations, governments, and public-sector agencies are taking a number of initiatives in order to overcome the gender inequality factor in their organizations and cut the inequalities faced by women in the workforce. For instance, Unilever- a British multinational consumer goods company stated their longest-running programmes that are emphasizing gender balance and leadership, which facilitates the company to accomplish the objective of gender balance at the management level in 2019 and 2020. Additionally, the company reported that women represented 54% of total management employees in 2022 and at most senior level, the Unilever Leadership Executive (ULE), women comprised 23% in 2022, while at the senior management level 31% were involved women. Consequentially, women encompass 36% of the company’s total workforce of 148,000 at the end of 2022. It is imperative to consider how influential figures in the business sector may put into practice laws that support a future of work that is decent by design and is based on real and substantial gender equality. There are a variety of actions that can be taken to alleviate gender disparities in the workplace. These consist of: • Adopting laws that support gender equality, such as dealing with maternity leave, fair pay, and sexual harassment. • Offering training on unconscious bias; This could assist staff members in becoming more conscious of their own biases and in making decisions that are more inclusive. • Fostering an inclusive culture, which can entail encouraging respect in the workplace and recognizing differences. Why the sexual harassment is imposing a threat to women in the workplace? Whether in a developed country, a developing country, or an underdeveloped country, sexual harassment in the workplace is a global issue. Atrocities and cruelties against women are pervasive worldwide. It is an issue that has an adverse impact on both men and women. "Sexual harassment" is frequently open to various interpretations it includes unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of a sexual nature that creates a hostile, intimidating, or offensive work environment. As per the International Labor Organization report as of 2022, globally, 17.9% of employed men and women claimed to have encountered psychological abuse and harassment at work, while 8.5 percent had dealt with physical abuse and harassment, with more men than women performing. 6.3% of respondents said they had experienced sexual violence and harassment, with women being more vulnerable. Being the most vulnerable group in society today, women are seen to be the ones who experience it more frequently. Because of this, sexual harassment is a big issue in the workplace and is now one of those topics that draw a lot of negative attention. Accordingly, female welfare movements have shed light on the pervasive issue of sexual harassment and discrimination in the workplace. Various nations have laws and policies in place to address sexual harassment at work, these laws range in their reach and the protections they offer, but in general they define sexual harassment, explain the obligations of employers, and give victims channels to seek redress. It is critical that both employers and employees are aware of the pertinent laws and their responsibilities. Consequentially, organizations must establish a secure setting where sexual harassment events can be reported. Employers should set up accessible, private reporting channels and make sure that employees feel safe from reprisal when they report something. Following the filing of a report, an immediate, unbiased inquiry should be carried out to evaluate the claims and determine the best course of action. Additionally, through campaigns like the #MeToo movement, they have empowered women to speak out against harassment and abuse, resulting in increased awareness, accountability, and changes in organizational policies to prevent such misconduct. It is said that “the welfare of women is the welfare of society, when women are healthy, educated, and empowered, they are better able to contribute to their families, communities, and economies.” Women’s welfare movements will continue to fight for equal pay, access to healthcare, and education for women. They will also continue to raise awareness of the challenges that women face in the workplace and provides resources and support to women, which assist in changing the various aspect of the workplace.
                           
22-05-2023

Nurturing Psychological Safety for Women in the Workplace

Psychological safety is crucial for working women because it directly affects their well-being, job satisfaction, and overall performance in…

Introduction Acknowledging and including LGBTQQIP2SAA community members who are lesbian, gay, bisexual, transgender, queer, questioning, intersex, pansexual, two-spirit (2S), androgynous, and asexual in the workplace has become increasingly important in recent years. Accepting diversity and fostering an inclusive atmosphere for all employees, regardless of sexual orientation or gender identity, not only demonstrates a commitment to equality but also provides several benefits to organisations. This blog discusses the significance of the LGBT community in the workplace and the benefits of fostering an inclusive work culture. The LGBTQQIP2SAA community is also known as homosexuals. Gender equality is a well-known subject in today's society all across the world. This issue appears to be present not only in today's society, but also in the past. Historically, homosexuality was not considered equal and was also denied civil rights. Because of their sexual orientation, these persons experience harassment, discrimination, and the danger of violence confronts numerous challenges. Being a member of the LGBTQQIP2SAA group is a life-threatening sin in several nations. These people continue to experience prejudice, exclusion, and violence in society. The majority of members of this community conceal their sexuality for fear of losing their jobs. This adolescent endured alienation from family and friends, as well as invisibility and harassment at school, which resulted in mental illness, dropping out of school, and homelessness. This prejudice has an impact on the LGBTQQIP2SAA community's primary social goods, such as education, employment, health care, and housing. The primary causes of violence against LGBTQQIP2SAA people are institutional, cultural, and psychological discrimination. Although prejudice and aggression against LGBTQQIP2SAA people are wrong, members of this community are more likely to be victims of these crimes. Workplaces, educational institutions, and governmental organisations such as banking, renting or purchasing a home, and going to the mall can all be areas where these people face discrimination and threats. Policy changes and transparent views by elected officials are the most effective early intervention techniques for reducing prevalent violence and discrimination encountered by LGBTQQIP2SAA people in practically every aspect of their lives. Some of the key initiatives taken by various corporate entities to overcome such taboo- • In June 2022, Microsoft promotes Pride around the world, even in the metaverse, by donating to LGBTQIA+ NGOs and releasing the Xbox Pride controller, among other things. Microsoft Pride is a grassroots organisation formed with and for LGBTQIA+ employees all across the world. Our aim is to empower every individual and organisation on the earth, and we feel it is our responsibility to work towards increased visibility, equity, and equality for LGBTQIA+ people. Nowadays Aggression and discrimination can have a negative impact on women's lives, prohibiting them from fully participating in the job, society, and economy. Because of workplace sexual harassment, many women are scared from getting employment. Organisations must recognise that female employees confront physical and psychological dangers at work. Physical dangers can include molestation on the way to work or sexual harassment. Aside from that, Men’s verbal abuse, to seemingly innocuous ‘mansplaining' and stereotyping, can all pose psychological hazards. Many women describe being structurally excluded from specific events that allow for after-hours networking. Due to inherent discrimination and working conditions, many functions, such as sales and manufacturing, have fewer female personnel. Being the only female in the room or the office makes them feel insecure and humiliated. To prevent such situations, Companies began enacting stronger anti-harassment policies, offering training programmes, and developing anonymous reporting methods. Likewise, Amazon has signed the United Nations Women's Empowerment Principles in December 2021. The WEPs were established by the United Nations Global Compact and UN Women to provide enterprises with recommendations on how to promote gender equality and encourage women in the workplace and globally. Another key initiative taken by African Women on Board in November 2021, it is a Safety in the Workplace Initiative to protect women from workplace violence and harassment. As AWB is a non-profit organisation dedicated to women's leadership, economic development, and works for improving the worldwide realities of African women and girls. Such increased emphasis on women's empowerment resulted in the selection of more women to senior positions, promoting a culture of gender equality. These initiatives have been critical in increasing women's workplace safety. To protect the safety and well-being of all employees, organisations must continue to promote inclusive environments, provide training and education, and reinforce policies. Workplaces may become places where people can succeed regardless of their gender identity, sexual orientation, or any other element of their identity by recognising intersectionality and taking proactive efforts. Only through continual efforts will we be able to establish workplaces that are really secure, supporting, and welcoming to all. Conclusion: Ensuring the safety of women at work is a shared responsibility, not an independently one in particular. Organisations may build a safe and inclusive work environment by fostering an environment of respect, implementing strong policies, and empowering women through awareness and training. When women feel protected, they may thrive effectively, contributing their skills and expertise to the organization's growth and success. Let us collaborate to create every workplace a safe and empowering environment for women.
                           
22-05-2023

How to promote workplace safety culture for LGBTQ employees

LGBTQ employees are more likely to experience discrimination and harassment in the workplace than their cisgender and heterosexual counterparts.…

Introduction Acknowledging and including LGBTQQIP2SAA community members who are lesbian, gay, bisexual, transgender, queer, questioning, intersex, pansexual, two-spirit (2S), androgynous, and asexual in the workplace has become increasingly important in recent years. Accepting diversity and fostering an inclusive atmosphere for all employees, regardless of sexual orientation or gender identity, not only demonstrates a commitment to equality but also provides several benefits to organisations. This blog discusses the significance of the LGBT community in the workplace and the benefits of fostering an inclusive work culture. The LGBTQQIP2SAA community is also known as homosexuals. Gender equality is a well-known subject in today's society all across the world. This issue appears to be present not only in today's society, but also in the past. Historically, homosexuality was not considered equal and was also denied civil rights. Because of their sexual orientation, these persons experience harassment, discrimination, and the danger of violence confronts numerous challenges. Being a member of the LGBTQQIP2SAA group is a life-threatening sin in several nations. These people continue to experience prejudice, exclusion, and violence in society. The majority of members of this community conceal their sexuality for fear of losing their jobs. This adolescent endured alienation from family and friends, as well as invisibility and harassment at school, which resulted in mental illness, dropping out of school, and homelessness. This prejudice has an impact on the LGBTQQIP2SAA community's primary social goods, such as education, employment, health care, and housing. The primary causes of violence against LGBTQQIP2SAA people are institutional, cultural, and psychological discrimination. Although prejudice and aggression against LGBTQQIP2SAA people are wrong, members of this community are more likely to be victims of these crimes. Workplaces, educational institutions, and governmental organisations such as banking, renting or purchasing a home, and going to the mall can all be areas where these people face discrimination and threats. Policy changes and transparent views by elected officials are the most effective early intervention techniques for reducing prevalent violence and discrimination encountered by LGBTQQIP2SAA people in practically every aspect of their lives. Some of the key initiatives taken by various corporate entities to overcome such taboo- • In June 2022, Microsoft promotes Pride around the world, even in the metaverse, by donating to LGBTQIA+ NGOs and releasing the Xbox Pride controller, among other things. Microsoft Pride is a grassroots organisation formed with and for LGBTQIA+ employees all across the world. Our aim is to empower every individual and organisation on the earth, and we feel it is our responsibility to work towards increased visibility, equity, and equality for LGBTQIA+ people. Nowadays Aggression and discrimination can have a negative impact on women's lives, prohibiting them from fully participating in the job, society, and economy. Because of workplace sexual harassment, many women are scared from getting employment. Organisations must recognise that female employees confront physical and psychological dangers at work. Physical dangers can include molestation on the way to work or sexual harassment. Aside from that, Men’s verbal abuse, to seemingly innocuous ‘mansplaining' and stereotyping, can all pose psychological hazards. Many women describe being structurally excluded from specific events that allow for after-hours networking. Due to inherent discrimination and working conditions, many functions, such as sales and manufacturing, have fewer female personnel. Being the only female in the room or the office makes them feel insecure and humiliated. To prevent such situations, Companies began enacting stronger anti-harassment policies, offering training programmes, and developing anonymous reporting methods. Likewise, Amazon has signed the United Nations Women's Empowerment Principles in December 2021. The WEPs were established by the United Nations Global Compact and UN Women to provide enterprises with recommendations on how to promote gender equality and encourage women in the workplace and globally. Another key initiative taken by African Women on Board in November 2021, it is a Safety in the Workplace Initiative to protect women from workplace violence and harassment. As AWB is a non-profit organisation dedicated to women's leadership, economic development, and works for improving the worldwide realities of African women and girls. Such increased emphasis on women's empowerment resulted in the selection of more women to senior positions, promoting a culture of gender equality. These initiatives have been critical in increasing women's workplace safety. To protect the safety and well-being of all employees, organisations must continue to promote inclusive environments, provide training and education, and reinforce policies. Workplaces may become places where people can succeed regardless of their gender identity, sexual orientation, or any other element of their identity by recognising intersectionality and taking proactive efforts. Only through continual efforts will we be able to establish workplaces that are really secure, supporting, and welcoming to all. Conclusion: Ensuring the safety of women at work is a shared responsibility, not an independently one in particular. Organisations may build a safe and inclusive work environment by fostering an environment of respect, implementing strong policies, and empowering women through awareness and training. When women feel protected, they may thrive effectively, contributing their skills and expertise to the organization's growth and success. Let us collaborate to create every workplace a safe and empowering environment for women.
                           
16-05-2023

Creating Inclusive Workplaces: Acknowledging the LGBTQQIP2SAA Community and Ensuring Safety for Women

Acknowledging and including LGBTQQIP2SAA community members who are lesbian, gay, bisexual, transgender, queer, questioning, intersex, pansexual, two-spirit (2S), androgynous,…

In recent years, the global workforce has witnessed a remarkable shift towards inclusivity and gender equality. Nowadays, companies are recognizing the immeasurable value that women bring to the workplace and are actively creating environments that value their contributions. By fostering a culture of inclusion and empowering women, these organizations are not only creating a fair and equitable work environment but also driving innovation and success. There has been a notable rise in the ratio of female workers in traditionally male-dominated industries, signifying a positive shift towards gender diversity and inclusion. This trend reflects the breaking down of barriers and the increasing recognition of women's talents and contributions in sectors that were historically dominated by men. Along with this, according to Catalyst a United States based organization has published a report in August 2022, that the ratio of female workers in male dominated industry has increased significantly from February 2020 to March 2022, there has been a notable increase in the representation of women. The transportation/warehousing and construction sectors, in particular, have seen significant growth. In February 2020 there were 7.0% of female workers in the above-mentioned industries which has increased up to 15% in March 2022. Along with this, women are welcomed in companies and they feel safe and valued. For instance, according to recent study by Leanin.org which is a United States based organization, in 2022, has published that approximately 40% of women says they are helped by their managers in managing their work and 44% of the women in United States says that the manager regularly shows interest in their career. Forward-thinking companies have implemented initiatives to attract and retain female talent. These organizations understand the value of diversity and have taken steps to create inclusive work environments. Mentorship programs, women's networks, and gender-balanced hiring practices are among the strategies employed to support and empower female employees. For instance, the Coca-Cola Company, a global leader in the beverage industry, is committed to gender equality throughout its operations. They have implemented diversity and inclusion strategies that emphasize the importance of gender balance. Through initiatives such as the "5by20" program, Coca-Cola has economically empowered five million women entrepreneurs by 2020, providing them with resources, training, and access to networks. This commitment to gender equality extends to their workforce, where they actively strive to create opportunities for women in leadership positions. Along with this, employers are increasingly recognizing the business benefits of gender diversity. Companies with diverse teams tend to be more innovative, creative, and adaptive. As a result, organizations are actively seeking to diversify their workforce, leading to greater opportunities for women. For instance, Adobe is a software company that has been named to the Great Place to Work Best Workplaces for Women list in July 2020. Adobe offers a number of family-friendly benefits which makes women safe and confident, such as on-site childcare and flexible work arrangements. The company also has a strong commitment to diversity and inclusion, and the company's culture is one of respect and fairness. How to establish an environment where women are supported and encouraged to succeed? In present scenario, gender equality in the workplace can be achieved when individuals can access and benefit from equal rewards, resources, and opportunities irrespective of their gender. The goal of workplace gender equality is to create a level playing field where both women and men have fair and equitable access to opportunities and can achieve comparable outcomes. It is important to note that gender equality does not necessarily mean identical outcomes for all individuals, but rather seeks to ensure that women and men are provided with similar chances for success and advancement. Thus, one of the significant ways in which companies are valuing the contributions of women is by actively working towards fulfilling the gender gap. Recognizing the importance of gender equality and understanding the benefits of diverse representation, companies are taking concrete steps to bridge the gap and create a more inclusive workforce. For instance, in November 2020, Pfizer has started an initiative which aims to fulfil the gender gap, and targeted to increase its workforce by 50% made up of women by 2025. The company is working to achieve this goal by recruiting more women into STEM fields and by providing support for women in the workplace.
                           
16-05-2023

Workplaces that value the contribution of women

In recent years, the global workforce has witnessed a remarkable shift towards inclusivity and gender equality. Nowadays, companies are…

The Importance of Workplace Safety for LGBTQ Employees LGBTQ employees face unique challenges in the workplace, such as discrimination, harassment, and marginalization. A recent survey from LinkedIn put light on the concerns LGBTQ individuals about expressing their identity at work. Nearly a quarter (24%) of respondents said they don't reveal their identities, and 26% said they were worried that doing so would make their co-workers treat them differently. 2,001 LBGTQ+ professionals in the U.S. between the ages of 18 and 69 responded to the survey, which YouGov conducted for LinkedIn between April 30 and May 12. These surveys indicate the need of establishing a safe and friendly work environment that promotes diversity and inclusion. Creating a Safe and Inclusive Workplace for LGBTQ Employees Employers and employees must work together to make the workplace a safe and welcoming place for LGBTQ personnel. A few strategies to encourage inclusion and diversity in the workplace are presented below: • Establish a Non-Discrimination Policy Establishing a non-discrimination policy is the first step in creating a safe and inclusive workplace for LGBTQ employees. This policy should make it clear that it prohibits discrimination on the basis of sexual orientation or gender identity. Additionally, it must specify the consequences of violating the rule, such as disciplinary measures or termination. Also, cohesive government policies are providing support LGBTQ employees against discrimination at work place. In 2020, the U.S. Supreme Court declared that the Civil Rights Act of 1964 prohibits discrimination against employees based on their sexual orientation or gender identity. In order to extend these protections to the community, the Canadian government updated the Human Rights Act. • Provide Diversity and Inclusion Training Providing diversity and inclusion training for all employees can help promote understanding and acceptance of the LGBTQ community. This training should cover topics such as unconscious bias, microaggressions, and the importance of respectful language. It should also provide practical strategies for promoting diversity and inclusion in the workplace. However, there are several companies are taking initiative to provide diversity and inclusion training for LGBTQ employees which helps to create Safe and Inclusive Workplace for LGBTQ Employees. The LGBTQ employees at Oracle are given opportunity to not just experience a sense of community but also to apply their particular perspective to benefit the company as a whole. Employees have access to networking opportunities, online communities for connection, business opportunities, and company events that promote awareness of LGBTQ issues through their employee resource organisation, "Oracle Pride Employee Network". In order to assist the general wellbeing of employees, they also provide free mental health services to all employees and their families. • Offer LGBTQ-Friendly Benefits Offering LGBTQ-friendly benefits, such as healthcare coverage for gender confirmation surgery and same-sex partner benefits, can demonstrate an employer's commitment to diversity and inclusion. These benefits can also help attract and retain LGBTQ employees. Also, there are several organizations that offer LGBTQ friendly benefits for creating Safe and Inclusive Workplace for LGBTQ Employees. For instance, Progressive Insurance has been identified as one of the top insurance companies for LGBTQ employees. The organisation works to publicly interact with the LGBTQ community and offers domestic partner benefits and healthcare that is inclusive of transgender people. The Golden Rule and Integrity, two of Progressive's Core Values, serve as an orientation for their initiatives. The company promotes bringing one's complete self to work, fostering an environment where one can feel secure, appreciated, and welcomed. • Address Discrimination and Harassment Promptly Addressing discrimination and harassment promptly is essential to creating a safe and inclusive workplace for LGBTQ employees. Employers should have a clear process for reporting incidents of discrimination or harassment, and they should take swift action to investigate and resolve these incidents. There are many employees who left their job due to sexual orientation or gender identity discrimination, which is why addressing discrimination and harassment at the workplace is important. For instance, according to a 2021 study by the US-based Williams Institute on Sexual Orientation and Gender Identity Law and Public Policy, more than one-third of LGBTQ+ workers said they had quit their jobs at some point in their careers due to how they were treated by their employers as a result of their sexual orientation or gender identity. Creating a safe and inclusive workplace for LGBTQ employees is important for promoting diversity and inclusion in the workplace. Employers can take concrete steps, such as creating a non-discrimination policy, offering diversity and inclusion training, and providing LGBTQ-friendly benefits, to create a more welcoming environment. However, creating an inclusive culture calls for a sustained effort on the part of both employers and employees. Together, we can make a workplace that is welcoming and safe for LGBTQ workers.
                           
16-05-2023

Promoting LGBTQI+ Safety Initiatives: Creating an Inclusive Work Environment

In recent years, there has been a growing recognition of the importance of fostering a safe and inclusive work…

The Importance of Workplace Safety for LGBTQ Employees LGBTQ employees face unique challenges in the workplace, such as discrimination, harassment, and marginalization. A recent survey from LinkedIn put light on the concerns LGBTQ individuals about expressing their identity at work. Nearly a quarter (24%) of respondents said they don't reveal their identities, and 26% said they were worried that doing so would make their co-workers treat them differently. 2,001 LBGTQ+ professionals in the U.S. between the ages of 18 and 69 responded to the survey, which YouGov conducted for LinkedIn between April 30 and May 12. These surveys indicate the need of establishing a safe and friendly work environment that promotes diversity and inclusion. Creating a Safe and Inclusive Workplace for LGBTQ Employees Employers and employees must work together to make the workplace a safe and welcoming place for LGBTQ personnel. A few strategies to encourage inclusion and diversity in the workplace are presented below: • Establish a Non-Discrimination Policy Establishing a non-discrimination policy is the first step in creating a safe and inclusive workplace for LGBTQ employees. This policy should make it clear that it prohibits discrimination on the basis of sexual orientation or gender identity. Additionally, it must specify the consequences of violating the rule, such as disciplinary measures or termination. Also, cohesive government policies are providing support LGBTQ employees against discrimination at work place. In 2020, the U.S. Supreme Court declared that the Civil Rights Act of 1964 prohibits discrimination against employees based on their sexual orientation or gender identity. In order to extend these protections to the community, the Canadian government updated the Human Rights Act. • Provide Diversity and Inclusion Training Providing diversity and inclusion training for all employees can help promote understanding and acceptance of the LGBTQ community. This training should cover topics such as unconscious bias, microaggressions, and the importance of respectful language. It should also provide practical strategies for promoting diversity and inclusion in the workplace. However, there are several companies are taking initiative to provide diversity and inclusion training for LGBTQ employees which helps to create Safe and Inclusive Workplace for LGBTQ Employees. The LGBTQ employees at Oracle are given opportunity to not just experience a sense of community but also to apply their particular perspective to benefit the company as a whole. Employees have access to networking opportunities, online communities for connection, business opportunities, and company events that promote awareness of LGBTQ issues through their employee resource organisation, "Oracle Pride Employee Network". In order to assist the general wellbeing of employees, they also provide free mental health services to all employees and their families. • Offer LGBTQ-Friendly Benefits Offering LGBTQ-friendly benefits, such as healthcare coverage for gender confirmation surgery and same-sex partner benefits, can demonstrate an employer's commitment to diversity and inclusion. These benefits can also help attract and retain LGBTQ employees. Also, there are several organizations that offer LGBTQ friendly benefits for creating Safe and Inclusive Workplace for LGBTQ Employees. For instance, Progressive Insurance has been identified as one of the top insurance companies for LGBTQ employees. The organisation works to publicly interact with the LGBTQ community and offers domestic partner benefits and healthcare that is inclusive of transgender people. The Golden Rule and Integrity, two of Progressive's Core Values, serve as an orientation for their initiatives. The company promotes bringing one's complete self to work, fostering an environment where one can feel secure, appreciated, and welcomed. • Address Discrimination and Harassment Promptly Addressing discrimination and harassment promptly is essential to creating a safe and inclusive workplace for LGBTQ employees. Employers should have a clear process for reporting incidents of discrimination or harassment, and they should take swift action to investigate and resolve these incidents. There are many employees who left their job due to sexual orientation or gender identity discrimination, which is why addressing discrimination and harassment at the workplace is important. For instance, according to a 2021 study by the US-based Williams Institute on Sexual Orientation and Gender Identity Law and Public Policy, more than one-third of LGBTQ+ workers said they had quit their jobs at some point in their careers due to how they were treated by their employers as a result of their sexual orientation or gender identity. Creating a safe and inclusive workplace for LGBTQ employees is important for promoting diversity and inclusion in the workplace. Employers can take concrete steps, such as creating a non-discrimination policy, offering diversity and inclusion training, and providing LGBTQ-friendly benefits, to create a more welcoming environment. However, creating an inclusive culture calls for a sustained effort on the part of both employers and employees. Together, we can make a workplace that is welcoming and safe for LGBTQ workers.
                           
31-03-2023

Creating a Safe and Inclusive Workplace environment for LGBTQIA+ Employees

In recent years, there has been an increasing awareness and acceptance of the LGBTQ community. However, prejudice and discrimination…

In the present era, the workplace has changed significantly as a result of women’s welfare initiatives. These campaigns have pushed for a variety of changes that have altered workplace dynamics and evolved opportunities for women. Also, these initiatives also worked to raise awareness of the challenges that women face in the workplace and to avail resources and support to women who are struggling. A survey conducted by the Center for Creative Leadership stated that nearly about 45% percent of individuals in the workplace were women on a scale ranging from 0–100%. Here are some of the challenges that women face in the workplace: • Sexual harassment • Lack of access to leadership positions • Achievement of equal pay for work of equal value • Equal representation of women in business and management roles Is gender barrier a major concern in the workplace? Gender barriers are still a major concern in the workplace. Women continue to face challenges in terms of equal pay, access to leadership positions, and sexual harassment. There is a considerable gender pay gap between women and men is noticed owing to the women continue to be underrepresented in some industries and professions and too many women find it difficult to manage their career goals with the obligations of their families. Barriers to equal opportunity and workplace practices that fail to encourage a reasonable work-life balance have impeded further progress. According to the Our World Bank in Data Organization, it was estimated that in 2021, the overall female labor force participation rate accounted for approximately 46.3% across the globe. However, the figure is spurring compared to the past decades. Despite this evolution, it is recorded that numerous women are still unable to achieve their goals. Workplace gender equality is only achieved when both genders equally access and enjoy their resources, rewards, and opportunities. Accordingly, various companies, international organizations, governments, and public-sector agencies are taking a number of initiatives in order to overcome the gender inequality factor in their organizations and cut the inequalities faced by women in the workforce. For instance, Unilever- a British multinational consumer goods company stated their longest-running programmes that are emphasizing gender balance and leadership, which facilitates the company to accomplish the objective of gender balance at the management level in 2019 and 2020. Additionally, the company reported that women represented 54% of total management employees in 2022 and at most senior level, the Unilever Leadership Executive (ULE), women comprised 23% in 2022, while at the senior management level 31% were involved women. Consequentially, women encompass 36% of the company’s total workforce of 148,000 at the end of 2022. It is imperative to consider how influential figures in the business sector may put into practice laws that support a future of work that is decent by design and is based on real and substantial gender equality. There are a variety of actions that can be taken to alleviate gender disparities in the workplace. These consist of: • Adopting laws that support gender equality, such as dealing with maternity leave, fair pay, and sexual harassment. • Offering training on unconscious bias; This could assist staff members in becoming more conscious of their own biases and in making decisions that are more inclusive. • Fostering an inclusive culture, which can entail encouraging respect in the workplace and recognizing differences. Why the sexual harassment is imposing a threat to women in the workplace? Whether in a developed country, a developing country, or an underdeveloped country, sexual harassment in the workplace is a global issue. Atrocities and cruelties against women are pervasive worldwide. It is an issue that has an adverse impact on both men and women. "Sexual harassment" is frequently open to various interpretations it includes unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of a sexual nature that creates a hostile, intimidating, or offensive work environment. As per the International Labor Organization report as of 2022, globally, 17.9% of employed men and women claimed to have encountered psychological abuse and harassment at work, while 8.5 percent had dealt with physical abuse and harassment, with more men than women performing. 6.3% of respondents said they had experienced sexual violence and harassment, with women being more vulnerable. Being the most vulnerable group in society today, women are seen to be the ones who experience it more frequently. Because of this, sexual harassment is a big issue in the workplace and is now one of those topics that draw a lot of negative attention. Accordingly, female welfare movements have shed light on the pervasive issue of sexual harassment and discrimination in the workplace. Various nations have laws and policies in place to address sexual harassment at work, these laws range in their reach and the protections they offer, but in general they define sexual harassment, explain the obligations of employers, and give victims channels to seek redress. It is critical that both employers and employees are aware of the pertinent laws and their responsibilities. Consequentially, organizations must establish a secure setting where sexual harassment events can be reported. Employers should set up accessible, private reporting channels and make sure that employees feel safe from reprisal when they report something. Following the filing of a report, an immediate, unbiased inquiry should be carried out to evaluate the claims and determine the best course of action. Additionally, through campaigns like the #MeToo movement, they have empowered women to speak out against harassment and abuse, resulting in increased awareness, accountability, and changes in organizational policies to prevent such misconduct. It is said that “the welfare of women is the welfare of society, when women are healthy, educated, and empowered, they are better able to contribute to their families, communities, and economies.” Women’s welfare movements will continue to fight for equal pay, access to healthcare, and education for women. They will also continue to raise awareness of the challenges that women face in the workplace and provides resources and support to women, which assist in changing the various aspect of the workplace.
                           
31-03-2023

How Women Welfare Movements Are Changing the Face of the Workplace?

In the present era, the workplace has changed significantly as a result of women’s welfare initiatives. These campaigns have pushed…

Ensuring Workplace Safety for a Brighter Future Employment promotes the independence of women. Economic empowerment enables women to financially support their families, improves their sense of "self-worth," and promotes the growth of a society with equality where men and women are considered equally as partners in a nation's overall advancement. Women who work make up an important component of society. These factors all contribute to the happiness and health of women. Employers must see to it that every employee's democratic right to a safe and healthy workplace is protected, especially for female workers. Workplace safety is one of the main issues facing companies globally. Every business and organisation should be dedicated to promoting women's rights, particularly the right to safety. Promoting gender equality and developing an inclusive workplace depend on protecting women at work. It enables women to take active roles in the workforce without being concerned about harassment, prejudice, or violence. Women's confidence, morale, and general well-being increase when they feel safe and secure at work. This boosts their output, contentment at work, and professional development. One of the most critical issues confronting women worldwide in recent years is workplace harassment. As per the data form According to International Labor Organization report 2022, More than one in five working women (nearly 23%) had experienced violence and harassment at work, whether it was physical, psychological, or sexual. In addition to these, the EEOC received a total of 98,411 complaints alleging harassment on any grounds and 27,291 complaints alleging sexual harassment at work between FY 2018 and FY 2021.Considering these, Organisations have to develop strategies and concepts that work for them in order to protect women at work, and they must have a women harassment policy that varies depending on the type of harassment that individual experiences within the organisation. In India, the 2013 Prevention of Sexual Harassment at the firm Act is effective, which mandates that each firm with ten or more employees establish an Internal Complaints Committees (ICC) to address sexual harassment in the workplace. In the committee, at least four people should be on the ICC team among which women should make up at least 50% of the membership. The ICC must have a female chairwoman, and at least half of the committee members must have legal or social work experience. A third party member who is a social worker from an NGO dedicated to the cause of women is also required. As a result, these would ensure that workplaces are free from sexual harassment and also promotes confidentiality and safeguards against victimization, ensuring that women are treated with sensitivity and respect throughout the process. Moreover, In addition to women and persons of different racial, cultural, and religious origins, workplace safety also includes LGBTQ employees and creating an environment that allows them to thrive. Success in business today depends on ensuring that initiatives to promote diversity, equity, and inclusion in the workplace include those who identify as lesbian, gay, bisexual, transgender, and queer (LGBTQ). Employers who appreciate and encourage LGBTQ employees get the respect and support of not only that community but also of other minority groups who see the initiatives as a sign of a more inclusive workplace as a wholeEven in a workplace where LGBTQ individuals are protected by internal policies, a company's culture may prevent employees from bringing their complete self to work. According to a LeanIn.org and McKinsey & Co. survey, LGBTQ women are more than twice as likely to believe that they cannot talk about themselves or their lives outside of work as heterosexual, cisgender women. The Centre for American Progress (CAP) conducted a poll of LGBTQ+ and "sexual and gender diverse" people in 2022, and it found that 50% of respondents said they had experienced workplace harassment or discrimination because of their sexual orientation or gender identity in the previous year. For transgender respondents, the figure increased to 70%. Employers should take this into account and make sure that LGBTQ people are included in all anti-harassment, anti-bullying, and non-discrimination policies. Organisations should foster a culture that recognises employee diversity and demands that each employee be treated equally. However, putting words on paper is insufficient. Leadership must be inclusive and take a zero-tolerance stance against rudeness and incivility at work. There can be an inclusive workplace where everyone can participate and feel like they belong even if employees do not share the same lifestyle Regardless of how one feels about another's orientation, gender identity, or gender expression, everyone on the job should be expected to treat them with respect. Organisations should outline acceptable workplace conduct that is in line with their stated views and values on inclusiveness, such as using a person's preferred name and pronouns and speaking up when they are not being treated with respect. It is not the goal of this approach to alter a worker's personal ideas; rather, it is to change workplace habits so that they are consistent with the company's expectations. Ensuring workplace safety is crucial for creating a brighter future for employees and organizations alike. By prioritizing the well-being of workers, companies can promote good working culture, reduce harm associated with any kind of unacceptable action which may physically of mentally harm women and LGQBT. The companies initiatives for prioritizing workplace safety enhances employee satisfaction, and foster a positive work environment.
                           
31-03-2023

Ensuring Workplace Safety for a Brighter Future

Employment promotes the independence of women. Economic empowerment enables women to financially support their families, improves their sense of…

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