October 14, 2024

Embracing Diversity and Gender equality: A Catalyst for Viksit Bharat’s Inclusive Progress

Introduction

“Empowering Viksit Bharat: Embracing Gender Equality for Inclusive Growth” encapsulates the essence of India’s journey towards holistic development under the visionary leadership of Prime Minister Narendra Modi. Gender equality lies at the core of this transformative agenda, recognizing that inclusive growth can only be achieved when all segments of society are empowered. This paradigm shift towards gender equality encompasses not just economic opportunities but also social and political inclusion, ensuring that women, persons with disabilities, the LGBTQ+ community, and marginalized groups are given equal access to resources, opportunities, and rights. By fostering an environment of equal treatment, dignity, and respect, India paves the way for sustainable and inclusive growth, where every individual can contribute meaningfully to the nation’s progress.

Empowering Viksit Bharat through the lens of gender equality aligns profoundly with the ancient Indian philosophy of Vasudhaiva Kutumbakam, which translates to “the world is one family.” This ethos encapsulates the idea that everyone, regardless of gender, background, or identity, is interconnected and deserves equal opportunities and rights. By embracing this principle, Viksit Bharat endeavours to foster an inclusive environment where diversity is celebrated, and every individual’s potential is harnessed for collective growth. This inclusive approach not only aligns with our cultural heritage but also propels us towards a more equitable and prosperous society where everyone contributes to and benefits from the nation’s progress.

At the World Economic Forum’s annual meeting in Davos, Switzerland from January 15 to 19, 2024[1], India actively participated with a vision deeply rooted in the principle of “Vasudhaiva Kutumbakam,” embracing a shared global destiny founded on cooperation and unity. This ethos resonated with the overarching theme of the forum for the year, ‘Rebuilding Trust.’ India’s enduring commitment to Vasudhaiva Kutumbakam, encapsulating the idea of ‘One Earth, One Family, One Future,’ along with its ongoing efforts towards inclusive development through “Sabka Saath, Sabka Vikas, and Sabka Prayas,” positions the ‘Alliance for Global Good – Gender Equity and Equality’ as a formidable advocate for all gender-related issues on the global stage.

Alliance for Global Good – Gender Equity and Equality[2]

One of the pivotal outcomes of the Forum meeting was the unveiling of a groundbreaking initiative, the “Global Good Alliance for Gender Equity and Equality,” backed by the World Economic Forum (WEF) and the Government of India.

This alliance stemmed from the G20 Leaders’ Declaration and aligns with India’s steadfast commitment to fostering women-led development, championed by Prime Minister Shri Narendra Modi.

The primary aim of this pioneering Alliance is to amalgamate global best practices, promote knowledge exchange, and channel investments into critical areas such as women’s health, education, and entrepreneurship.

Building on the commitments outlined by the G20 leaders, the Alliance serves as a proactive follow-up to the activities of key engagement groups within the G20 framework, including the Business 20, Women 20, and G20 EMPOWER. Noteworthy industry leaders such as Mastercard, Uber, Tata, TVS, Bayer, Godrej, Serum Institute of India, IMD Lausanne, along with over 10,000 industry partners, have thrown their weight behind this initiative, signaling a collective drive towards meaningful change and empowerment on a global scale.

The impact of this alliance is poised to be transformative, with immediate actionable steps focusing on enhancing women’s access to quality healthcare, education, and opportunities in the business sphere. India Inc. is expected to play a pivotal role in driving these initiatives forward, leveraging their resources, expertise, and influence to create tangible outcomes that advance gender equity and equality on a global stage. The expectation from India Inc. is to not only contribute financially but also actively engage in knowledge-sharing, innovation, and advocacy to propel the Alliance’s objectives towards fruition.

Equality and equity are two distinct concepts that are often used interchangeably but hold different meanings in the context of fairness and justice. Equality refers to the state of being equal, where everyone is treated the same and has access to the same resources, opportunities, and rights. It focuses on uniformity and sameness among individuals or groups.

On the other hand, equity goes beyond equality by recognizing and addressing the diverse needs and circumstances of individuals or groups. It involves ensuring fairness and justice by providing resources, opportunities, and support based on specific needs, challenges, and historical disadvantages. Equity acknowledges that not everyone starts from the same place or has the same advantages, and therefore, it seeks to level the playing field by addressing systemic barriers and promoting inclusivity.

While equality aims for equal treatment and outcomes for everyone, equity strives for fairness and justice by taking into account the unique circumstances and needs of individuals or groups to achieve a more balanced and inclusive society.

In recent times, there has been a noticeable surge in discussions worldwide regarding gender equality, and businesses are now more than ever at the forefront of instigating transformative shifts. Gender parity has become an essential facet that companies cannot overlook if they aim to cultivate an environment that is both inclusive and geared towards long-term sustainability. It is not just a moral obligation but a strategic necessity for companies aspiring to excel in an increasingly competitive and socially aware market landscape. Prioritizing gender equality not only underscores a company’s dedication to social equity but also yields tangible benefits such as heightened employee morale, amplified innovation, and bolstered financial outcomes.

Vision for Viksit Bharat[4]

Viksit Bharat, also known as Developed India, epitomizes Prime Minister Narendra Modi’s visionary roadmap for the nation, transcending mere rhetoric to embody a comprehensive strategy for national prosperity. Prime Minister Modi envisions a holistic approach that encompasses social progress, technological advancements, and economic reforms, all aimed at elevating India’s global standing. This multifaceted vision encompasses not just economic growth but also inclusive development and the integration of cutting-edge technology.

Gender equality is not just a lofty ideal but a crucial component within the vision of Viksit Bharat. It serves as the foundation of a forward-looking society where every person, regardless of gender, has equal access to rights and opportunities. This inclusivity is vital for leveraging the diverse talents and perspectives of all individuals, leading to increased innovation, productivity, and long-term sustainability. Empowering women and involving them in decision-making roles across various sectors is not only a moral necessity but also a strategic advantage for a country aspiring to achieve comprehensive development and international leadership. When everyone, regardless of gender, is given equal opportunities to thrive, it paves the way for a stronger and more prosperous nation, aligning perfectly with the goals of Viksit Bharat.

The government has rolled out several groundbreaking initiatives aimed at supporting disadvantaged communities, empowering marginalized groups, and expanding access to essential services such as healthcare, education, and social security.

Empowering Equality – Pioneering Diversity & Inclusion

India is witnessing a dynamic transformation in its corporate sector, marked by substantial progress in promoting gender equality within workplaces. Efforts range from elevating the presence of women in leadership positions to introducing policies fostering work-life equilibrium, signifying a shift away from conventional norms towards embracing diversity and inclusivity. Nevertheless, the road to achieving gender parity remains a work in progress, with numerous challenges yet to be addressed. While legislative frameworks like the Disability Rights (Rights of Persons with Disabilities Act & National Trust Act) and Mental Healthcare Act[5], Equal Opportunities Policy[6], Transgender Persons (Protection of Rights) Act, 2019[7] among others, provide a foundation, and are effectively implemented across the Indian borders.

An essential facet of propelling gender equality in Indian corporations involves acknowledging that it transcends the traditional binary view of male and female. True inclusivity embraces individuals across all gender identities, including transgender and non-binary individuals. Additionally, it encompasses individuals with disabilities, who encounter distinct challenges and obstacles within the workplace. Ensuring equality in treatment and compensation for all employees, irrespective of their gender identity or disability status, is pivotal for nurturing a genuinely inclusive work culture.

Furthermore, they should establish support structures and accommodations to facilitate the success of individuals with disabilities in the workplace. Building safe and inclusive environments where employees feel appreciated, respected, and empowered to express their true identities is essential for cultivating a culture that champions gender equality and embraces diversity.

The core of the drive for gender equality rests on the principle of providing equal opportunities. It is imperative for companies to actively seek, retain, and advance individuals based on their skills, qualifications, and potential, irrespective of gender or any other attribute. Additionally, they must guarantee fair and transparent pay structures, eliminating any gender-based wage disparities. By breaking down systemic obstacles and nurturing a meritocratic environment, companies can pave the way for every employee to achieve success and flourish.

India Inc is ramping up initiatives to integrate individuals with autism into the workforce, aiming not only for inclusivity but also to leverage their unique skills. Leading companies such as Accenture, Wells Fargo, JP Morgan, Nagarro, and Lemon Tree Hotels[8] are at the forefront of expanding diversity and inclusion programs. They are actively recruiting individuals with autism by creating specialized roles that align with their strengths and introducing new tools to enhance their productivity. Additionally, these companies are enhancing medical insurance coverage to address specific conditions related to autism, demonstrating a commitment to fostering a more inclusive and supportive workplace environment.

Legislations in Indian Law

ndia has enacted several key legislations to promote gender equality, empower women, and protect the rights of marginalized communities. The Constitution guarantees fundamental rights to all citizens, including equality before the law and prohibition of discrimination based on sex. Specific legislations include the Equal Remuneration Act, 1976, ensuring equal pay for equal work and prohibiting gender-based wage discrimination, The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, addresses workplace sexual harassment issues. Moreover, the Rights of Persons with Disabilities Act, 2016 and National Trust Act[10], 1999 safeguard disability rights, ensuring equal opportunities and support for persons with disabilities. The Mental Healthcare Act, 2017[11] protects the rights of individuals with mental illnesses and promotes mental well-being. The Equal Opportunities Policy aims to create a level playing field for all individuals, irrespective of gender, disability, or other characteristics. Furthermore, the Transgender Persons (Protection of Rights) Act, 2019, is a significant step towards protecting the rights of transgender persons and promoting their inclusion in society. The Child Labour (Prohibition and Regulation) Act of 1986[12] is a legislative measure aimed at addressing and eradicating child labour practices.

Understanding the legislations

Equal Remuneration Act, 1976

The Equal Remuneration Act of 1976 is a significant legal framework in India designed to prevent gender-based discrimination in terms of wages. This Act ensures that men and women receive equal pay for equal work or work of a similar nature. Enacted by the Indian Parliament on February 11, 1976, its primary objective is to eliminate disparities in remuneration based on gender and to promote fairness in employment practices. The Act applies to all establishments, both public and private sectors, that employ ten or more individuals across the country. Its scope encompasses various aspects of employment, including recruitment, training, promotions, and transfers, aiming to create an environment of equal opportunities and fair treatment for all employees, irrespective of their gender.Top of Form

The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013

India’s first legislation addressing workplace sexual harassment, the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act of 2013 (commonly known as the POSH Act), was enacted by the Ministry of Women and Child Development. Alongside the POSH Act, the government also introduced the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Rules in 2013. The same year saw the Criminal Law (Amendment) Act, 2013, which criminalized offenses like sexual harassment, stalking, and voyeurism.

The primary objective of the POSH Act is to prevent and protect women from workplace sexual harassment while ensuring swift and effective redressal of complaints. It aims to create a safe, secure, and dignified working environment for every woman, regardless of age or employment status, free from all forms of harassment. However, challenges persist in the proper implementation of the Act’s provisions, highlighting the ongoing need for robust enforcement and awareness campaigns.

The Rights of Persons with Disabilities Act, 2016

The Act was enacted to uphold the principles outlined in the United Nations Convention on the Rights of Persons with Disabilities and associated matters. These principles include respecting inherent dignity, individual autonomy, and the freedom to make decisions independently. Non-discrimination is another key principle, ensuring that individuals with disabilities have equal opportunities and are not subjected to unfair treatment. The Act also emphasizes the full participation and inclusion of persons with disabilities in society, promoting respect for differences and acknowledging disability as part of human diversity. Additionally, it advocates for accessibility, equality of opportunity, and equality between genders. It also recognizes the evolving capacities of children with disabilities and their right to maintain their identities, ensuring their well-being and inclusion in society.

National Trust Act, 1999

The Act establishes a national body dedicated to the welfare of individuals with Autism, Cerebral Palsy, Mental Retardation, and Multiple Disabilities. This national body functions as a trust with specific objectives, including empowering persons with disabilities to live independently and inclusively within their communities. It aims to enhance support services for individuals with disabilities to remain within their families, especially during challenging times. The body also addresses the needs of those without family support and develops measures for their care and protection, particularly in situations like the death of a parent or guardian. Additionally, it works towards appointing guardians and trustees when necessary, promoting equal opportunities, protecting rights, and ensuring the full participation of persons with disabilities in society.Top of Form

The Mental Healthcare Act, 2017

The Mental Health Care Act, 2017 is a comprehensive legislation in India that aims to provide for mental health care and services for persons with mental illness. It emphasizes the rights of individuals with mental illness, including their right to access mental health care and treatment, right to equality and non-discrimination, right to confidentiality, and right to make decisions about their treatment. This acknowledgment of a statutory right is crucial for dispelling myths and promoting better understanding and support for those dealing with mental health challenges. The Mental Health Care Act, 2017 is designed to promote the mental well-being of individuals and ensure their rights and dignity are upheld in the context of mental health care.

Transgender Persons (Protection of Rights) Act, 2019

The Transgender Persons (Protection of Rights) Act, 2019 is a significant legislation in India designed to safeguard the rights and promote the welfare of transgender individuals. It defines transgender persons broadly to include those whose gender identity differs from their assigned sex at birth, encompassing trans-men, trans-women, genderqueers, and persons with intersex variations. One of the key aspects of the Act is its prohibition of discrimination against transgender persons, ensuring their equal access to education, employment, healthcare, and public spaces. The Act also upholds the right of transgender individuals to self-perceived gender identity, allowing them to identify as male, female, or third gender based on their self-understanding. The Act emphasizes the government’s responsibility to implement welfare measures for the socio-economic development of transgender communities, including provisions for education, healthcare, and employment opportunities. The Act seeks to empower transgender individuals, promote inclusivity, and ensure their full participation and acceptance in society.

The Child Labour (Prohibition and Regulation) Act of 1986

The Child Labour (Prohibition and Regulation) Act of 1986 is a crucial legislation in India aimed at addressing and preventing child labour. It prohibits the employment of children below a certain age in specified hazardous occupations and processes. The Act defines a “child” as a person below the age of fourteen years and lays down guidelines for regulating them. It prohibits the employment of children in occupations and other hazardous industries detrimental to their health and well-being. Additionally, it imposes penalties for contravention of its provisions, emphasizing the importance of protecting the rights and ensuring the welfare of children in India.

These legislations reflect India’s commitment to upholding human rights, inclusivity, and social justice, though challenges in implementation and awareness persist, highlighting the ongoing need for advocacy and education. They become the major contributors to achieving Viksit Bharat goal. Collectively, these laws not only uphold fundamental human rights but also create a more equitable and progressive society, aligning with the vision of Viksit Bharat for holistic development and social harmony.

Bloomberg Gender Equality Index Report

The Bloomberg Gender-Equality Index (GEI) serves as a catalyst for companies to disclose and evaluate their social data pertaining to gender equality. This framework undergoes annual updates to incorporate emerging best practices in addressing this global challenge. Built upon five foundational pillars which are: –

Leadership & talent pipeline (25%),
Equal pay & gender pay parity (25%),
Inclusive culture (30%),
Anti-sexual harassment policies (10%),
External brand (10%)

The GEI framework provides a structured approach for companies to measure and monitor data crucial for fostering gender equity in the workplace. It empowers companies to identify areas for enhancement and benchmark their progress against industry peers. The framework leverages data collected by Bloomberg from company filings, which is pre-populated where available. All disclosed data, whether manually entered or pre-populated, contributes positively to the overall Bloomberg GEI Score. Companies are encouraged to complete the entire framework to maximize their score, as unanswered questions do not earn any value.

Recognizing the pivotal role of gender diversity, Wipro^{^[13]} proactively implemented a range of initiatives to champion equality. These initiatives include the establishment of dedicated employee resource groups and mentorship programs tailored to support women in technology and leadership positions. The company places a strong emphasis on pay equity and conducts regular audits to ensure fair compensation for all employees, irrespective of gender or any other distinguishing factors. Notably, Wipro has been recognized in the Bloomberg Gender-Equality Index Report[14] for the fourth consecutive year, affirming its commitment to gender equality and inclusivity.

Tech Mahindra^{^[15]} is dedicated to ensuring equal opportunities for individuals of all genders and promoting inclusivity throughout its workforce. The company not only embraces diversity but also actively advocates for LGBTQ+ rights through forward-thinking policies and initiatives. Additionally, the company demonstrates its dedication to LGBTQ+ inclusivity through progressive policies such as the Sexual Reassignment Surgery Policy and extending insurance benefits to same-sex partners. The Bloomberg Gender Equality Index has named tech Mahindra^{^[16]} for the fourth consecutive year, for the steadfast commitment to fostering diversity and inclusivity in the workplace.

Dr. Reddy’s Laboratories is committed to creating a fairer and more socially inclusive world through a strong focus on diversity, equity, and inclusion. By 2030, their objective is to achieve a minimum of 35% representation of women in senior leadership positions. Furthermore, they also aim to have 3% of the workforce composed of individuals with disabilities by 2030. Dr. Reddy Laboratories for the sixth consecutive year, secured a place in Bloomberg Gender-Equality Index (GEI) 2023. This being the only Indian pharmaceutical company recognized in this prestigious index, highlighting the ongoing commitment to gender equality and inclusivity index.^[17]

These examples illustrate a growing acknowledgment among companies and industries in India regarding the significance of gender equality, inclusivity, and diversity within the workplace. Through the implementation of various policies, programs, and initiatives that support women, individuals with disabilities, and people of all gender identities, these companies are not just creating a more inclusive work environment but also catalyzing positive social change. Additionally, they are making substantial contributions to India’s economic growth and overall development.

Global Reporting Initiative

The Global Reporting Initiative (GRI) is a renowned international organization that has developed a comprehensive framework for sustainability reporting. It provides guidelines and standards for companies and organizations to report on their economic, environmental, social, and governance (ESG) performance. The GRI framework aims to enhance transparency, accountability, and comparability in sustainability reporting across various sectors and regions globally. It offers a structured approach for organizations to identify, measure, and communicate their sustainability impacts and performance to stakeholders, including investors, customers, employees, and communities. The GRI framework is widely recognized and utilized by thousands of companies worldwide, contributing significantly to the advancement of sustainability practices and corporate responsibility.Top of Form

BRSR Reporting with Environment, Social & Governance (ESG) Integration

Gender equality has become an integral aspect of Business Responsibility and Sustainability Reporting (BRSR) mandated by the Securities and Exchange Board of India (SEBI). By including gender-related metrics and initiatives in BRSR reporting under attributes enhancing employee well-being & safety, enabling gender diversity in business under BRSR – Annexure I[18] & II[19] format companies are encouraged to demonstrate their commitment to promoting diversity, inclusivity, and equal opportunities in the workplace.

This not only aligns with global sustainability goals but also contributes significantly to the Environmental, Social, and Governance (ESG) objectives. Gender equality initiatives, such as promoting women’s leadership, closing the gender pay gap, and fostering an inclusive work culture, play a crucial role in advancing ESG goals by enhancing social cohesion, employee well-being, and overall corporate sustainability. Therefore, integrating gender equality into BRSR reporting not only enhances transparency and accountability but also drives positive social impact and contributes to broader ESG objectives.Top of Form

Ethical boundaries of Marketing Strategies

Starbucks – Controversy[20]

Starbucks faced criticism over an advertisement that featured a person who intended to go for gender change, with some arguing that the ad was unrelated to the product and served merely as a marketing ploy to gain attention and profits. The backlash stemmed from concerns about the ethicality of using sensitive social issues for commercial purposes without genuine engagement or meaningful contribution to the cause. While some viewed it as a step towards inclusivity and representation, others saw it as a shallow attempt to capitalize on social issues for financial gain. The incident sparked a broader conversation about the responsibilities of companies when addressing social issues in their marketing strategies, highlighting the delicate balance between advocacy, authenticity, and commercial interests in the corporate world.

Bud Light – Controversy[21]

In the wake of increasing sensitivity and awareness around social issues, beer brands like Bud Light have faced significant backlash over ad campaigns featuring transgender influencers. The controversy has sparked debates about the ethical boundaries of marketing strategies and the extent to which brands should delve into societal matters for promotional purposes. The backlash experienced by Bud Light underscores the delicate balance that companies must navigate between promoting inclusivity and avoiding exploitative marketing practices that can alienate or offend consumers.

Landmark Supreme Court Judgement on Same Sex Marriage[22]

While the Supreme Court declined to legalize same-sex marriage, it granted various rights to the LGBTQ community. The Chief Justice of India emphasized that although marriage rights fall under the legislature’s purview, LGBTQ individuals have the right to choose their partners and enjoy intimate associations. The court stressed the importance of recognizing a range of rights for such couples to ensure their unrestricted right of association. Additionally, the court issued directives to the central and state governments, along with Union Territories, to enforce these rights effectively.

The right against discrimination, protecting the community, adoption rights and rights against police harassment are some basic rights granted to the community.

Conclusion

Gender equality is not just a moral imperative but a strategic necessity for realizing the vision of Viksit Bharat by 2047. It is imperative to recognize that achieving gender equality is not merely a goal but a continuous process that requires concerted efforts from all sectors of society.

As the nation progresses towards achieving the status of a developed country by 2047 under the vision of Viksit Bharat, it becomes increasingly crucial to create an environment where all individuals, regardless of gender, have equal access to opportunities and resources. This includes ensuring equitable representation in education, employment, leadership roles, and decision-making processes.

By embracing gender equality as a core principle, India can harness the full potential of its diverse population. This means empowering women and marginalized genders to participate fully in the economic, social, and political spheres of society. It also involves dismantling barriers and biases that hinder progress towards gender parity.

Moreover, gender equality is not a static achievement but an ongoing journey that requires sustained commitment and action. This includes implementing policies and initiatives that promote gender inclusivity, addressing systemic inequalities, promoting gender-sensitive education and healthcare, and fostering a culture of respect and dignity for all individuals.

Additionally, promoting diversity and inclusion is essential for realizing Viksit Bharat’s vision. Embracing diversity means valuing and celebrating differences in gender, ethnicity, race, religion, age, ability, and sexual orientation. It involves creating inclusive workplaces, communities, and institutions where everyone feels respected, valued, and empowered to contribute their unique perspectives and talents.

Ultimately, achieving gender equality, diversity, and inclusion is not just about fairness; it is about unlocking human potential and creating a more resilient, innovative, and prosperous society for all. It aligns with the broader vision of Viksit Bharat by 2047, which envisions a thriving nation where every individual can contribute meaningfully to nation-building and collective progress.

[1]https://pib.gov.in/PressReleasePage.aspx?PRID=1997896#:~:text=Given%20India’s%20abiding%20commitment%20to,on%20all%20gender%20related%20issues

[2]https://pib.gov.in/PressReleasePage.aspx?PRID=1997896#:~:text=Given%20India’s%20abiding%20commitment%20to,on%20all%20gender%20related%20issues

[3] https://www.flickr.com/photos/mpcaphotos/31655988501

[4] https://www.narendramodi.in/viksit-bharat-the-vision-of-pm-modi-579810

[5] https://nhrc.nic.in/sites/default/files/DisabilityRights.pdf

[6] http://www.ccdisabilities.nic.in/equal-opportunity-policy

[7] https://www.indiacode.nic.in/bitstream/123456789/13091/1/a2019-40.pdf

[8]https://economictimes.indiatimes.com/news/company/corporate-trends/india-inc-opens-its-doors-to-neurodiverse-employees/articleshow/99505306.cms?from=mdr

[9] https://thebluediamondgallery.com/legal09/l/legislation.html

[10] https://thenationaltrust.gov.in/upload/uploadfiles/files/National%20Trust%20Act%20-%20Englsih.pdf

[11]https://main.mohfw.gov.in/sites/default/files/Mental%20Healthcare%20Act%2C%202017_0.pdf

[12]https://clc.gov.in/clc/acts-rules/child-labour-prohibition-and-regulation-act-1986#:~:text=It%20came%20on%20the%20Statute,1986%20(61%20of%201986).&text=An%20Act%20to%20prohibit%20the,children%20in%20certain%20other%20employments.