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.

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

05-06-2023

In recent years, there has been a growing emphasis on ensuring the safety and empowerment of women in various spheres of life, including the corporate world. Recognizing the importance of creating a safe and inclusive work environment, companies around the world are taking proactive measures to address issues related to women’s safety and well-being.

The launch of the MyAmbar app by Vodafone Idea Foundation, in collaboration with Nasscom Foundation, Sayfty Trust, and UN Women, aims to address the safety and empowerment of women in India. The app, available in English and Hindi, offers several features to provide women with easy access to key helpline numbers and service providers across the country.

One of the app’s notable features is a step-by-step risk assessment tool that guides women through various ways of dealing with their current situation. It aims to assist them by offering information and support services tailored to their needs. Additionally, the app includes an extensive service directory, enabling users to connect with legal and counseling services with just a click.

The MyAmbar app is designed to help women understand gender-based violence, access support services, and create a safe space for survivors and high-risk victims to report complaints and seek help without judgment or bias. The goal is to provide women in distress with information, assistance, and support through a unified platform.

P Balaji, Chief Regulatory and Corporate Affairs Officer at Vodafone Idea, highlighted that the MyAmbar app is devised to assist women in distress by facilitating information and access to support, all within a single platform. This reflects the app’s aim to provide comprehensive help and education while empowering women in need.

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

05-06-2023

Published on: May 29, 2023

PayU, a renowned financial technology business, has made a substantial change to its health insurance policy in order to promote diversity and meet the healthcare requirements of its LGBTQ+ employees. The company’s new policy is to provide comprehensive and inclusive healthcare coverage to all employees, regardless of sexual orientation or gender identity.

In recognition of Pride Month, PayU, a Dutch payment services firm, has unveiled a variety of policies and initiatives focused at fostering workplace inclusivity for its LGBTQ employees. The company has declared in a press release that it has a zero-tolerance policy for workplace harassment and that its internal operations are gender-neutral and inclusive of non-binary identities, ensuring that everyone has equal and open access to opportunities and resources.

To begin, the corporation expanded its same-sex partner insurance policy to include hormone therapy and gender affirmation surgery. The company declared that it respects each employee’s own choices and preferences, and as a result, it pushed to broaden its insurance coverage for LQBTQ employees.

PayU also changed its Equal Opportunity Employer Policy, which evaluates internal procedures to ensure LGBTQ inclusivity and that all policies treat members of the community equally. The firm will equip its Employee Assistance Programme to allow discussions on the above mentioned themes in order to ensure that all benefits for same-sex couples and live-in partners in the organisation are enlarged while maintaining strict secrecy.

The corporation has also developed a Global Diversity & Inclusion Council, which is directed by the global CEO, Laurent le Moal, and comprises leaders from many key organisations from around the world. Every country will have its own designated ‘Country Champion’ to drive local D&I Chapters, which will assist PayU in matching its efforts to local & regional peculiarities and staff requirements in order to remain relevant in all of the diverse markets & places in which it operates. Meghna Pal, the company’s Global D&I officer, was recently hired with the purpose of implementing the D&I strategy and expanding investment in this ever-evolving journey to improve awareness and support for LGBTQ members.

PayU also announced in a statement that the Pride ERG, which will be led by passionate and self-volunteer allies, will begin soon. In addition, the organisation will welcome LGBTQIA inclusion advocate Parmesh Shahani to teach staff how to be more active and vocal allies.

Priya Cherian, PayU’s Chief People Officer, commented on the programme, saying, “Diversity & Inclusion for PayU is in recognising the uniqueness of one in many and thriving on the strength of many in one – it is for everyone.” PayUneers are at the heart of PayU. And being able to be “U” at work is fundamental to being a PayUneer. We strive to create a workplace where everyone is appreciated, has equal access to all opportunities, and processes that are equitable to all, regardless of their orientation or personal preferences. Essentially, at PayU, we not only welcome and encourage everyone to be themselves, but we also celebrate their individuality.”

The company’s commitment to encouraging diversity through its amended health insurance policy serves as an inspiring model for firms across industries in a world striving for growth and acceptance. It is creating a good influence not only within the organisation, but also on the greater LGBTQ+ community, by taking this courageous step.

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

05-06-2023

Dated: 22 February 2022

P&G India has taken significant steps towards promoting inclusivity of LGBTQ employees starting from April 1, 2022. This move demonstrates P&G’s commitment to providing equal rights and opportunities to all its employees. The company’s latest initiative builds upon its existing ‘Share the Care’ inclusive parental leave policy, which was introduced in 2021. By expanding benefits to LGBTQ employees, P&G India aims to create a more inclusive and supportive work environment for individuals belonging to the LGBTQ community. Under the new policy, LGBTQ employees and their partners will be included in the company’s medical plan, which provides hospitalization coverage to employees and their dependents. This expansion of benefits ensures that LGBTQ employees and their families have access to necessary healthcare and support. The emergency financial assistance program goes beyond the scope of the company’s medical policy, providing additional support to cover expenses that may arise during these critical situations. By including LGBTQ+ employees and their partners in this program, P&G India demonstrates its commitment to equity and ensuring that all employees, irrespective of their sexual orientation or gender identity, have access to the necessary support and resources.

PM Srinivas, Vice President and Head of Human Resources, Indian Sub-Continent, Procter & Gamble, expressed in an official press release, “At P&G, our aim is to foster a fully inclusive workplace where our employees feel a sense of belonging and can bring their authentic selves to work every day. In line with this vision, we are proud to enhance our comprehensive benefits program to be fully inclusive and equality-based, extending to the partners of LGBTQ+ employees. This latest initiative builds upon our ‘Share the Care’ inclusive parental leave policy that we introduced last year. We will also continue to strengthen our awareness and training programs that promote understanding and sensitivity towards LGBTQ+ diversity among our workforce. We believe that these efforts will help reinforce our company’s culture, drive positive change, and create a meaningful impact in society.”

P&G demonstrates its commitment to creating an inclusive work environment where LGBTQ+ employees feel valued, respected, and supported. Their support extends beyond internal policies and reaches external initiatives aimed at promoting equality and acceptance for the LGBTQ+ community. P&G India’s inclusive approach is in line with the growing trend among multinational companies to prioritize diversity and create an environment where all employees feel valued and respected. By implementing these policies, P&G India is setting an example for other organizations to follow and contribute to the advancement of LGBTQ rights and inclusivity in the workplace.

About P&G LGBTQ+ Policy

P&G’s pioneering LGBTQ+ employee group, Gay, Ally, Bisexual, Lesbian Employees group (GABLE), was established in 1994 and has been a vital force in driving LGBTQ+ equality and inclusion within and beyond the company. GABLE has played an integral role throughout P&G’s history in championing LGBTQ+ rights and fostering an inclusive work environment. The group has actively contributed to promoting understanding, support, and advocacy for LGBTQ+ employees, ensuring that their voices are heard and their perspectives valued. Over the years, GABLE has helped shape P&G’s LGBTQ+ policies and initiatives, paving the way for the company to become a leader in LGBTQ+ inclusion and diversity.

About P&G

Procter & Gamble (P&G) is a multinational consumer goods company headquartered in Cincinnati, Ohio, United States. P&G operates in various product categories, including beauty, grooming, healthcare, fabric care, home care, baby care, and more. P&G is known for its extensive portfolio of well-known brands, which include Tide, Pampers, Crest, Gillette, Head & Shoulders, Olay, Pantene, Oral-B, and many others. These brands are widely recognized and trusted by consumers around the world. The company’s mission is to provide branded products and services of superior quality and value that improve the lives of consumers. P&G strives to be at the forefront of innovation, constantly developing new products and improving existing ones to meet evolving consumer needs.

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

05-06-2023

According to a news report in December 2021, Tata Steel made significant strides in promoting diversity by employing 16 transgender individuals as Heavy Earth Moving Machine operators at their West Bokaro Division mines. This initiative was part of a program called Women at Mines. Building on this progress, Tata Steel continued to prioritize diversity and inclusion in February 2022. As part of this ongoing commitment, the company welcomed 14 trainees from the LGBTQ+ community for crane operator training. These individuals will be assigned to Tata Steel’s Kalinga Nagar Plant after their training.

As part of its Diversity and Inclusion (D&I) initiative, the company is actively incorporating LGBTQ+ employees into its workforce across multiple branches. This initiative is designed to foster an inclusive work environment where everyone is valued, heard, and encouraged to be their authentic selves. Furthermore, the company is dedicated to establishing a diverse, inclusive, safe, and equitable workplace. By 2025, the company aims to achieve a diverse workforce comprising 25 percent of its employees.

Tata Steel has consistently aimed to set new standards and has earned recognition for introducing pioneering policies, practices, and initiatives. These include pioneering measures such as 8-hour workdays, paid leave, a 5-day workweek in manufacturing, menstrual leave, LGBTQ+ inclusive policies, Women@Mines, and more. With a steadfast dedication to fostering a diverse, inclusive, safe, and equitable workplace worldwide, Tata Steel remains committed to embracing emerging identities, including the transgender community, to promote inclusive industrial growth. By 2025, the company has set a target of achieving a diverse workforce comprising 25 percent of its employees.

About TATA LGBTQ+ Policy

Tata Steel has taken a significant stride in fostering an inclusive culture and ensuring equal rights for LGBTQ+ employees in the workplace. Recently, they introduced a new HR policy that allows colleagues from the LGBTQ+ community to openly declare their partners and access all HR benefits granted by the law. In this context, “partners” refers to individuals of the same sex living together in a manner like a married couple.

The expanded Diversity & Inclusion (D&I) policy at Tata Steel enables employees and their partners to enjoy a range of benefits. These include health check-ups, medical benefits, joint housing points, leave for adoption and new-born parents, child care leave, and employee assistance program (EAP) participation. Additionally, the policy provides financial assistance for gender reassignment surgery and grants 30 days of special leave for the same purpose.

Furthermore, LGBTQ+ employees and their partners are now eligible for the Tata Executive Holiday Plan (TEHP) honeymoon package, domestic travel coverage for new employees, and a temporary transfer policy that facilitates partner exploration and adaptation to new locations. Previously, only opposite-sex spouses were included in various events, but this policy ensures that LGBTQ+ partners are equally eligible to participate in any gathering, whether it’s an official function or an offshore corporate event, regardless of its scale.

The establishment of Tata Steel’s Diversity and Inclusion (D&I) program began to unfold when they introduced a diversity group called ‘MOSAIC’ in June 2015. MOSAIC serves as a platform to foster diversity in terms of gender, inclusive hiring practices, and the inclusion of Persons with Disabilities (PWDs), LGBTQ+ individuals, and more. MOSAIC is built upon five fundamental pillars: Sensitisation, Infrastructure, Recruitment, Retention & Development, and Celebrations, all of which contribute to creating an inclusive and supportive environment.

Aligning with the company’s vision of cultivating an inclusive workplace for all diverse groups, Tata Steel launched WINGS in May 2018. WINGS is an employee resource group specifically focused on supporting the LGBTQ+ community within the organization. This initiative underscores Tata Steel’s commitment to fostering a workplace where LGBTQ+ employees feel valued and empowered.

About TATA Steel

Tata Steel Group holds a prominent position as one of the leading steel companies worldwide, boasting an impressive annual crude steel capacity of 33 million tonnes per year. Known for its extensive geographic reach, the company operates and maintains a strong commercial presence across various regions. In the fiscal year ending 2022 was USD 29622.87 Million, which was up 55.5% compared to USD 19047.81 million reported in FY21. TATA STEEL’s revenue has grown from USD 14935.75 million in FY18 to USD 29622.87 million in FY22.

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

05-06-2023

Creating a safe and inclusive workplace environment is essential for the well-being and productivity of all employees. However, the issue of women’s safety in the workplace has garnered significant attention in recent years. Countless stories of harassment, discrimination, and assault have shed light on the challenges women face while striving for professional success.

On November 2021, The “Safety in the Workplace initiative” is being launched by African Women on Board (AWB), an independent Nigerian non-profit organisation dedicated to improving the lives of African women and girls worldwide. The group has announced the beginning of the “Safety in the Workplace initiative” to safeguard women against harassment and abuse they may experience at work. To advance women’s leadership and effect institutional change, the AWB Safety in the Workplace project has chosen the legal sector as its first major area of attention. This is because it both presents an immediate concern and a potential solution It is a three-year project that aims to promote workplace systemic change and transform workplace cultures so that they promote female professional development and progress rather than harassment and violence. The organisation would support a solution through the legal sector under this project, which presents a difficulty and a potential answer for African women and girls who are employed abroad. The firm reports that Research from the International Bar Association (IBA) has shown that one in three female legal professionals are being subject to abuse during their careers. AWB Safety in the Workplace initiative has chosen the legal sector as its first main area of focus, because it simultaneously presents an immediate challenge and a potential solution in advancing women’s leadership to achieve institutional change.

Along with these, in December 2021, the organization also announced gender equity certification programme, under which assessments, recommendations, and training to help organisations and HR/employment practitioners to implement safer working environments for the employees would be provided to the organization and companies employing African women’s and following the norms and standards. Ensuring women’s safety at the workplace is not just a legal or ethical obligation but a crucial step towards creating a progressive and equitable society. Organizations must recognize the importance of fostering a culture of respect, inclusion, and gender equality. By implementing legally enforceable strong policies, providing education and resources, and nurturing supportive leadership, workplaces can transform into empowering spaces where women thrive, contribute, and fulfil their potential. In collaboration with their partners, the company conduct research, develop initiatives, and create programs geared towards advancing the role of African women within a global society by impacting people, policies, and practice.

About African Women on Board (AWB)

African Women on Board (AWB) is a non-profit organisation whose mission is to reshape the future for African women and girls around the world by amplifying their voices and accelerating their ascent into positions of leadership in the present and the future. The organisation expanding network is made up of women from all over the continent and the worldwide diaspora who want to lead their organisations, communities, and governments as well as those who want to assist the next generation of African women and girls. The organization’s mission is to encourage African female empowerment, elevate African female voices, and work towards the creation of a society where African women and girls of all socioeconomic strata, especially those in the diaspora, have access to the tools and resources they need to reach their full potential.

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

05-06-2023

Dated: 22 February 2022

Mumbai, India – Hindustan Unilever (HUL), a leading FMCG company, has taken a significant step towards ensuring the safety and well-being of women in its workforce and partner networks. With a focus on empowering women in various spaces such as workplaces, homes, and public areas, HUL has launched a comprehensive safety initiative that aims to educate and generate awareness among its female employees and approximately 100,000 women working across its supply chain, third-party factories, distributors, and other networks.

Under this revolutionary initiative, HUL is implementing a range of measures designed to address safety concerns and provide the necessary support systems for women. One of the key components of the program is the provision of psychological counseling, which provides emotional support to women facing challenges related to safety. In addition, specific support helplines will also be developed in order to guarantee that women have access to prompt aid when needed.

HUL will conduct awareness-generating training sessions as part of the mission to provide women with the information and abilities to manage safety problems properly. These sessions will empower women with the tools they need to address safety concerns at work, at home, and in public spaces. The company’s commitment to the cause is further highlighted by its intention to collaborate with women’s cells and other relevant authorities, providing women with the necessary resources and guidance to seek appropriate action when faced with safety challenges.

Anuradha Razdan, Executive Director – HR at HUL emphasized the inclusive nature of the initiative, stating, ” “Next we will cover the outer core of 100,000 women – they will have access to a toll-free number run by our NGO partner who will give them counseling support and other support like connecting with police, authorities and other legal support, etc., if they need” This expansion of support beyond HUL’s immediate workforce demonstrates the company’s commitment to extending safety measures to women working in diverse roles and across various networks.

The recent launch of a gender-neutral policy further solidifies its dedication to creating a safe and inclusive environment for all employees. The policy aims to protect and provide relief to employees facing physical and emotional abuse, both within and beyond the workplace. By acknowledging that safety concerns can extend to employees’ homes and other public spaces, including online platforms, HUL is setting a precedent for corporate responsibility and employee care.

In addition to its safety initiatives, HUL is actively working towards increasing gender diversity in its workforce. The company has set an ambitious target of hiring 2,000 women for shopfloor positions in some of its most remote locations over the next three years. This initiative aligns with recent governmental changes allowing women to work night shifts, enabling HUL to expand its efforts on women’s safety and gender balance.

Commenting on the company’s future plans, Anuradha Razdan stated, “As the government started to allow women in night shifts, we have women in our factories in West Bengal, and hence we want to broaden our effort (on women’s safety and gender balance).” By actively promoting gender equality and creating opportunities for women in traditionally male-dominated roles, HUL is championing inclusivity and empowerment.

About HUL comprehensive safety initiative

The launch of this comprehensive safety initiative by HUL has been met with appreciation from various stakeholders. Women employees, both within the company and across its partner networks, will now have access to invaluable resources and support systems that will enable them to navigate safety challenges with confidence and resilience. With its commitment to providing psychological counseling, dedicated support helplines, awareness generation training, and collaborations with women’s cells and authorities, HUL is setting a commendable

About Hindustan Unilever (HUL)

Hindustan Unilever Limited (HUL) is a British-owned Indian consumer goods company headquartered in Mumbai. It is a subsidiary of the British company Unilever. Its products include foods, beverages, cleaning agents, personal care products, water purifiers and other fast-moving consumer goods (FMCGs). The company offers a wide range of consumer products across multiple categories, including home care, personal care, foods and beverages, and water purification. HUL is committed to sustainability and has implemented various initiatives to reduce its environmental impact and promote social welfare. It focuses on areas such as water conservation, waste management, renewable energy, and social programs related to health, education, and livelihood improvement.

Axis Bank Implements Inclusive Policies for LGBTQIA+ Employees and Customers

05-06-2023

06-Sept-2021 – Axis Bank, India’s leading private banks, has taken a significant step towards promoting diversity, equity, and inclusion by announcing a comprehensive set of policies and practices for its employees and customers from the LGBTQIA+ community. This landmark initiative, which aligns with the bank’s environmental, social, and governance (ESG) commitments, aims to create an inclusive and supportive environment for individuals with diverse sexual orientations and gender identities.

In a progressive move, Axis Bank has introduced the “#ComeAsYouAre” charter of policies and practices that reflects the spirit of a historic ruling by the Supreme Court of India in September 2018. The ruling decriminalized all sexual relationships between consenting adults in private, providing a foundation for the bank’s wider commitment to ESG principles.

Under the newly implemented policies, all employees of Axis Bank, regardless of their gender, sex, or marital status, can now list their partners for Mediclaim benefits. This step is a significant stride towards recognizing and ensuring equal rights for LGBTQIA+ employees. Furthermore, employees are granted the freedom to use restrooms in accordance with their gender expression or gender identity. To support this, the bank has introduced all-gender restrooms in its larger office spaces, offering a safe and inclusive environment for all individuals.

“We recognize that employees could have a gender or gender expression that’s different from their sex assigned at birth. They can choose to dress in accordance with their gender/gender expression,” stated Axis Bank in a release of this initiative. The bank’s commitment to diversity and inclusion is further emphasized by the presence of a human rights policy, which addresses any challenges faced by employees from the LGBTQIA+ community and offers a mechanism for redressal.

Not only does Axis Bank prioritize inclusivity within its workforce, but it also extends its support to customers from the LGBTQIA+ community. Starting from September 20, 2021, customers will have the opportunity to open joint savings bank accounts or term deposits with their same-sex partners at Axis Bank branches. Additionally, customers can nominate their same-sex partners as beneficiaries for their savings or term deposit accounts. These measures provide an essential avenue for LGBTQIA+ individuals to access financial services and enjoy the same benefits and rights as any other customer.

The bank goes even further to accommodate individuals who identify as gender non-binary, gender-fluid, or transgender. Such customers will have the option to choose the title “Mx” when opening savings or term deposit accounts. This inclusive approach respects and acknowledges the diverse identities of customers, ensuring that their banking experience is aligned with their self-perceived gender identity.

“At Axis, we have put our focus on diversity, equity, and inclusion that respects and recognizes the importance of distinctive life journeys and several identities that extend beyond the paradigms of gender. This for us is as much about the invisible markers as it is about the visible ones,” said Rajesh Dahiya, Executive Director of Axis Bank. “It is our belief that it fosters a culture of innovation and leverages the multiple talent pools that exist in a rich demography like ours.”

The introduction of these inclusive policies by Axis Bank marks a significant milestone in the corporate world’s journey towards LGBTQIA+ inclusivity in India. By embracing the LGBTQIA+ community and ensuring equal opportunities, rights, and benefits for all employees and customers, Axis Bank sets an example for other organizations to follow.

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