The opposition intensified following a local meeting where villagers shared their reservations about the potential impact of Pride events on the younger generation. They argued that these celebrations contradict long-standing cultural norms, creating friction within the community. Several representatives voiced their unease, highlighting fears that such public displays could lead to social fragmentation.

Moreover, some villagers mentioned that the presence of Pride events could lead to an increase in tensions, particularly among different social groups. The apprehensions are rooted in a belief that such events might alienate sections of the populace who hold contrasting views about sexual orientation and identity.

Economic Considerations and Local Sentiments

In addition to cultural concerns, economic factors also play a role in the resistance against Pride parades. Some villagers suggested that resources allocated for these events could have been better utilised to address pressing local issues, such as infrastructure development and healthcare. Local leaders underscored the necessity of prioritising community needs over external influences.

Concerns regarding potential economic repercussions were amplified by reports of decreased participation from local businesses. Some shopkeepers have expressed reluctance to support or sponsor Pride activities, fearing backlash from their customer base. These economic apprehensions are contributing to a broader atmosphere of resistance towards initiatives perceived as inconsistent with local values.

Furthermore, specific villages have explored alternative events that celebrate local culture without impinging on traditional beliefs. Discussions have included the promotion of art and culture festivals that resonate more deeply with the community members, aiming to foster unity while respecting individual identities.

Responses From Activists and Organisations

In light of the recent opposition from Gujarat villages, activists and advocacy groups for LGBTQ+ rights have been working to engage in dialogue with community members. Efforts have been made to address concerns and highlight the importance of inclusivity and acceptance within society. Activists assert that understanding and empathy can pave the way for progress.

There have been initiatives aimed at educational outreach, focusing on promoting awareness about LGBTQ+ issues in a manner that respects cultural sensitivities. This approach is intended to foster a safer environment for discussions surrounding sexual orientation and identity, while considering local contexts.

Several organisations are exploring ways to collaborate with local leaders to establish mutually accepted frameworks for Pride events. The objective remains to encourage diversity and inclusivity without disregarding the cultural fabric of Gujarat. Dialogue and negotiation with communities stand at the forefront of these efforts, aiming to bridge gaps between varying perspectives.

Long or Short, get news the way you like. No ads. No redirections. Download Newspin and Stay Alert, The CSR Journal Mobile app, for fast, crisp, clean updates!

App Store –  https://apps.apple.com/in/app/newspin/id6746449540 

Google Play Store – https://play.google.com/store/apps/details?id=com.inventifweb.newspin&pcampaignid=web_share

The post Gujarat Villages Turn Against Pride Initiatives appeared first on The CSR Journal.

The committee headed by former Justice Asha Menon has shared the report with the Ministry of Social Justice and Empowerment, noting serious concerns and calling for reconsideration.

Biological validation must

The key observation in the report concerns self-identification; previously, an individual had the right to identify their gender without medical procedures or biological validation, but now identification is mandatory for legal recognition. The recent amendment to the bill stresses biological characteristics and medical processes. The committee observed that this can force many who haven’t undergone surgery to be excluded from the criteria, preventing them from accessing identity documents and associated welfare schemes.

Concern of privacy

The report highlights concerns regarding privacy and data protection. The new provisions authorize medical institutions that perform gender-affirming procedures to share details with district authorities, raising questions about the confidentiality of such personal and sensitive information. Another concern involves the system for issuing medical certification, now district magistrates will issue certificates based on recommendations from designated medical authorities.

Another question is why penal provisions are necessary in the amended bill when offences such as forced identity, abduction, and exploitation are already addressed under criminal laws.

Conflict with the already existing legal precedent

The panel pointed out that the Bill conflicts with the landmark National Legal Services Authority v. Union of India ruling, where the Supreme Court affirmed every individual’s right to self-identify their gender. Removing this right could undermine established constitutional protections.

The panel suggested that if the Centre amends the Transgender Persons (Protection of Rights) Act, 2019, it must consult transgender communities and relevant stakeholders for a clearer picture.

Long or Short, get news the way you like. No ads. No redirections. Download Newspin and Stay Alert, The CSR Journal Mobile app, for fast, crisp, clean updates!

App Store –  https://apps.apple.com/in/app/newspin/id6746449540 

Google Play Store – https://play.google.com/store/apps/details?id=com.inventifweb.newspin&pcampaignid=web_share

The post SC Panel asks Centre to Withdraw Transgender Amendment Bill 2026 appeared first on The CSR Journal.

Symbolic way of liberating self

Twenty-four-year-old Ravia Kumari’s journey of self-acceptance began in childhood. He was born Ravinder, and for Ravia the identity of being male at birth was often difficult to associate with. “Since childhood, I was very uncomfortable in my body,” Ravia shared. “But due to social pressure and stigma, I continued playing the role of a male.” However, as Ravia grew up, social expectations forced her to suppress her identity. Whether it was family norms or fear of rejection, Ravia had to live a life that she always felt wasn’t her own. However, very recently Ravia has started coming out in public and embracing her real self: a transwoman. “Now that I am becoming more confident, I am coming out as female,” she said. “This Pride, I dressed as my inner calling, a woman, and openly addressed the public.”

Coming out as her true self wasn’t just a moment of visibility for Ravia, but it was more of a symbolic way of liberating self. For her even that moment was liberation towards happiness and personal satisfaction.

Advocating for community representation

Pushpa Mai who grew up with sisters since childhood and even dressed as a female to school, never thought of transformation because her family was supportive. But, over the years as she grew up, society started questioning her, and she was forced to transform. Today, she is a leader, philanthropist and even a protector for many in her community. Pushpa Mai represents a voice of leadership and advocacy within the transgender community. She is affectionately called “Pushpa Mai.” She runs an NGO for transgenders and has been actively working for their employment in some of the big companies across India. “I always dressed and wore clothes like a female, and my family did not stop me. However, societal attitudes still posed significant challenges. Persistent comments, mockery, and teasing eventually pushed me to make the transition.” She noted, “Because of the way society treated me, I decided to completely transform. For over two decades now, I have been living as my true self, and people lovingly know me as Pushpa Mai.”

Pushpa who is in her 50s, transformed her inspirational journey into a mission. From working closely with policymakers, to advocating for community representation, she works for opportunities for the transgender community.

“When it comes to gender discrimination, women are treated differently in our society, let alone the third gender. That is why, instead of only complaining, I started advocating and working with policymakers so that the third gender gets representation.”

A place of honesty and responsibility

Lalit Singh hails from Haryana and is popularly known as “Haryanvi Barbie.” Lalit proudly represents the queer community and has openly accepted her identity. While the journey of acceptance was tough and involved facing ridicule, things turned better once Lalit accepted herself. Now, she comes from a place of honesty and responsibility. “I believe that rather than spoiling any woman’s life by being a man, I decided to come out openly and let society accept me as I am,” she said.

Lalit even shared that society is accepting with time, yet there is time for full acceptance. “People accept, some understand, and many support,” she added with a smile.

The stories of Ravia Kumari, Pushpa Mai, and Lalit Singh give dimensions of life as a transwoman in India: their struggles with identity, societal prejudice, and the search for belonging.

The post Transgender Voices in India: Stories of Identity, Courage and Community Support appeared first on The CSR Journal.

Altercation at Local Bar

The evening took a violent turn after a dispute escalated on the streets following their departure from the bar. According to law enforcement, the two suspects intentionally drove their vehicle over a transgender individual, resulting in significant leg injuries and fractures. The victim was promptly transported to a nearby hospital, where they are currently receiving medical attention.

Intervention by Bystander

As the chaos unfolded, a young man named Bunty Kumar attempted to intervene to stop the assault on the transgender individual. He was subsequently attacked by the accused near the State Bank in the Kachahari Chowk area. They allegedly overpowered him, brutally assaulting him by slamming his head against a road divider. When Bunty’s friends tried to assist, the assailants reportedly forced him into their vehicle before escaping the scene.

Police Response

Following the altercation, Bunty’s friends contacted the police, prompting multiple units to pursue the suspects. When officers located the black Bolero vehicle, the accused attempted to flee, endangering police personnel by trying to run them over and colliding with a police vehicle. During this encounter, the Deputy Superintendent of Police sustained minor injuries, and several police vehicles were damaged.

High-Speed Chase

The pursuit lasted roughly 10 kilometers, with the suspects disregarding barricades and police orders to halt. Given the escalating danger to public safety, authorities resorted to firing at the vehicle in an attempt to bring it to a stop. According to Kotwali Deputy Commissioner of Police Prakash Soy, the police felt compelled to act after the assailants displayed an intention to inflict further harm. The decision to fire came after the suspects ignored multiple warnings and breached police cordons.

Arrest and Ongoing Medical Care

During the police firing, the vehicle was damaged, and Ishtiyaq, seated at the front, suffered a gunshot wound. He was subsequently taken to a hospital for treatment. Both suspects have been apprehended, and police have initiated legal proceedings against them. Meanwhile, both the transgender individual and Bunty Kumar continue to remain hospitalized, receiving necessary medical care for their injuries.

The post Two Drunk Men in Ranchi Run Over Transgender Individual, Assault Bystander and Attack Police appeared first on The CSR Journal.

The duo met through a gay dating app and the accused allegedly clicked obscene photos of the complainant and blackmailed that he would release the pictures if the complainant did not pay Rs 20,000.

According to Kolkata Police, the complainant, a resident of Baghajatin area, met a person on a gay app. The person repeatedly insisted on meeting him. Finally, the complainant somewhat reluctantly, went near Ballygunge station and met the person. It is alleged that the accused took him to an abandoned house near the station on the pretext of taking him to his home. The accused started behaving indecently with the complainant after entering the abandoned house.

Complainant beaten up, blackmailed by friends of the accused

Things did not end here. Allegedly some friends of the accused entered the house and started recording videos of the obscene behaviour. When the young man protested, they allegedly started beating him and snatched his mobile phone. Later, even though they returned the mobile phone, they snatched the SD card. Then, they started blackmailing him by showing the video and demanded Rs 20,000 saying if he could not pay the money, they would inform his family. They also pressurised the youth to reveal contact details of his family members and residential address.

He was threatened that he would be kidnapped again if he did not pay the money. The young man was then released and after reaching home he went into a state of panic and revealed everything to his family. Following this, on the advice of his family members, he filed a complaint with Patuli police station.
Based on the information available on the gay dating app, the police are searching for the main accused and his accomplices. The abandoned house is also being raided by the police.

Long or Short, get news the way you like. No ads. No redirections. Download Newspin and Stay Alert, The CSR Journal Mobile app, for fast, crisp, clean updates!

App Store – https://apps.apple.com/in/app/newspin/id6746449540

Google Play Store – https://play.google.com/store/apps/details?id=com.inventifweb.newspin&pcampaignid=web_share

The post Youth harassed, blackmailed with obscene photos by man he met on gay dating app in Kolkata appeared first on The CSR Journal.

इस वर्ष आयोजित Sankalp Rally 2025 न केवल Pride का उत्सव थी, बल्कि एक सामाजिक संकल्प थी — जिसमें सैकड़ों LGBTQ+ सदस्य, allies, कलाकार, सामाजिक कार्यकर्ता और युवाओं ने भाग लेकर समावेश, गरिमा और न्याय का संदेश दिया।

थार की धरती से उठी आवाज़ें

रैली का नेतृत्व थार के ग्रामीण अंचलों से आए transgender और queer नेताओं ने किया। यह आयोजन इस बात का प्रतीक था कि समावेशिता सिर्फ़ शहरी मुद्दा नहीं, बल्कि ग्रामीण भारत की हकीकत भी है। रंग-बिरंगे झंडे, साहसिक नारों और जोशीले कदमों के साथ यह स्पष्ट संदेश दिया गया — ‘Visibility saves lives’

Sambhali Trust के संस्थापक और Sambhali Development Foundation के निदेशक गोविंद सिंह राठौड़ ने इस मौके पर कहा, “प्राइड हमारे लिए केवल उत्सव नहीं, बल्कि यह एक जीवनपर्यंत अभियान है — आत्मसम्मान, अवसर और सामाजिक न्याय के लिए।”

PILs दायर किए

केवल वर्ष 2025 में ही 350 से अधिक LGBTQ+ व्यक्तियों ने इस परियोजना का सीधा लाभ उठाया है। इसके अलावा, Trust ने LGBTQ+ अधिकारों को सुरक्षित करने हेतु महत्वपूर्ण Public Interest Litigations (PILs) भी दायर किए हैं, जो सामाजिक और कानूनी परिवर्तन की दिशा में निर्णायक क़दम हैं।

Pride के साथ Purpose

जून 2025 के दौरान कई impactful कार्यक्रम आयोजित किए गए, जिनमें सबसे प्रमुख Sankalp Rally रही। इस रैली ने राजस्थान में LGBTQ+ presence को जन-जन तक पहुँचाया।

राठौड़ कहते हैं, “हमारा rainbow किसी इमारत से नहीं, बल्कि रेत की उस ज़मीन से उठता है — जहाँ साहस, समुदाय और संकल्प के धागों से इसका हर रंग बुना गया है।”

The post Pride से Purpose तक: जोधपुर में संकल्प रैली के ज़रिए LGBTQ+ के हक़ में उठी बुलंद आवाज़ें appeared first on The CSR Journal.

Research shows that gender-diverse companies are 15% more likely to outperform their peers and ethnically-diverse companies are 35% more likely to do the same. According to another research, companies with more women on the board outperform their peers over a long period of time. A Deloitte Australia research has shown that inclusive teams outperform their peers by 80% in team-based assessments. Here’s taking a look into some global companies which are known for their adherence to DEI (diversity, equity, and inclusion).

Novartis

The pharma major operates in India as Novartis India Ltd and Novartis Healthcare Private Ltd. Novartis aims to create a diverse, equitable and inclusive workplace where every employee can be their true selves and deliver their best, which will help the organisation to reach underserved communities and reimagine medicine. Novartis strives to build an inclusive and equitable workplace that empowers employees to achieve their full potential.

At the end of 2023, Novartis renewed its pledge with the United Nations’ Equal Pay International Coalition (EPIC), to remain committed to maintain gender balance in management and continue to enhance pay equity and transparency globally.

LGBTQI+ Equity

As an organization, Novartis actively promotes Lesbian, Gay, Bi, Transgender, Queer & Intersex (LGBTQI+) equity and awareness at work and in the wider society, in partnership with its local Employee Resource Groups. The purpose is to enable people to work without the fear of discrimination. In 2018, Novartis became the first global pharmaceutical company to pledge support for the United Nations Standards of Conduct for Business, tackling discrimination against Lesbian, Gay, Bisexual, Transgender, Queer and Intersex (LGBTQIA+) people.

Disability equity

Novartis is a member of the ILO Global Business and Disability Network and the Valuable 500, promoting the inclusion of people with disabilities in workplaces around the world. The pharma company has also collaborated with international partners, such as Disability:IN, Purple Space, and Business Disability Forum to identify and develop best practice solutions to enable people with disabilities to participate as equal members of the organization.

Gender equality

In a recent interview given to CNBC TV18, Vasant (Vas) Narasimhan, CEO of Novartis said that the company is committed to gender parity and hence they focus on equal pay for equal work and significant representation of women in management roles both in Novartis India as well as across the world. The CEO informed that women occupy 48% of management positions in Novartis.

Every associate at Novartis undergoes inclusivity awareness and education programmes to sensitise them to diverse perspectives and identities. The interview panels ensure diversity in the company’s recruitment processes. By providing 24-week gender-neutral parental leave, Novartis supports all employees, regardless of their gender identity or sexual orientation, in balancing their work and family responsibilities. The health insurance also covers families including same-sex partners and their children, along with gender reaffirmation surgery costs.

An Employee Resource Group has been created for LGBTQIA+, which focuses on creating a more inclusive workplace for everyone. This group provides a platform for employees to connect, share experiences, provide mentorship, and advocate for LGBTQIA+ inclusion within the organisation.

The company has undertaken the Equal Pay International Coalition (EPIC) pledge and is working towards an aspiration to enable equal pay for equal work across the organisation irrespective of their gender identity.

Johnson & Johnson

American multinational pharmaceutical, biotechnology, and medical technologies company Johnson & Johnson believes in respecting diversity by hiring people of all backgrounds, beliefs, abilities and experience. The company’s Diversity, Equity & Inclusion (DEI) vision is – “Be yourself, change the world.”

“A critical driver of the Company’s success is the diversity of its 131,900 employees worldwide,” says Johnson & Johnson’s website. Workplace diversity at Johnson & Johnson’s rests on four core pillars:

Building a workforce of individuals with diverse backgrounds, cultures, abilities and perspectives

Fostering a culture of inclusion where every individual belongs

Transforming talent and business processes to achieve equitable opportunities for all

Driving innovation and growth with our business to serve diverse markets around the world

Programmes supporting Diversity

Johnson & Johnson has put its support behind two pilot programs aimed at setting nurses up for success on campus and in healthcare settings. Johnson & Johnson’s Our Race to Health Equity (ORTHE) Initiative has funded more than $1 million in scholarships to BIPOC (Black, Indigenous, and people of colour) nursing students through the Foundation of the National Student Nurses Association. ORTHE is investing in two pilot programs that encourage and mentor nursing students of colour.

The first programme developed by the National League for Nursing is designed to help students of colour with a smooth transition from their last year of school to their first clinical job. The second initiative is led by the American Association of Colleges of Nursing, which has developed a detailed online survey for student nurses to measure their sense of belonging in classrooms. The goal is to use the survey results to foster a more inclusive and encouraging culture on campuses.

The Johnson & Johnson Re-Ignite program is for experienced professionals ready to return to work after a career break of two years or longer. Guided by mentors and feedback from those who have successfully completed the program, Re-Ignite is for people rejoining the workforce after Military service, starting or raising a family, caring for a family member, teaching, community service, political office, entrepreneurial ventures, volunteer work, continuing education etc.

Since its launch, Johnson & Johnson has been reaching out to women across India who are currently on career breaks on account of getting married or having children or pursuing academic programmes. With the intent to bridge this gap, Johnson & Johnson launched the Re-Ignite programme in India in July 2020.

Mastercard

Mastercard prioritises Diversity and Inclusion in its business strategy to make sure all employees feel accommodated and to ensure better decision-making and problem-solving. At Mastercard, the Board and its committees oversee other human capital management matters on a regular basis, such as ensuring processes are in place for maintaining an ethical corporate culture, overseeing key diversity, equity and inclusion (DEI) initiatives, policies and practices, and monitoring governance trends in areas such as human rights. The purpose is to attract, develop and retain top talent and at the same time build a healthy workplace culture.

Mastercard has developed regional and functional action plans to identify priorities and actions that will enable them to make more progress for DEI, including appropriate balance and inclusion in gender and racial representation. The company is committed to its “In Solidarity” initiative to address local needs and opportunities, for example through the introduction of new training programs such as our neurodiversity hiring initiative and new partnerships with historically Black colleges and universities in the U.S.

Mastercard also ensures there is equal pay for equal work. There is a framework for examining pay practices annually, supported by third-party analysis and benchmarked to the external market.
Talking about Workforce Demographics, 39% of the company’s global workforce are women, 44% of its U.S. workforce are people of color, female employees earned $1.00 for every $1.00 men earned during 2023, in the U.S., employees of color earned $1.00 for every $1.00 white employees earned during 2023, the median pay for female employees was 96.4% compared to male employees during 2023, Mastercard revealed in its Annual Report for FY 2023.

Accenture

Accenture is globally reputed for respecting Diversity and Inclusion which boosts Employee retention, performance and creativity. The company hires people with different backgrounds, different perspectives, and different lived experiences.
Accenture featured on the Bloomberg Gender-Equality Index for the second year in a row, and also earned the #1 position on the Refinitiv Global Diversity & Inclusion Index for the fourth time in six years. This index ranks over 15,000 organizations globally and identifies the top 100 publicly traded companies with the most diverse and inclusive workplaces.

As of 31st August 31, 2023 Accenture has approximately 733,000 people with the majority of its people being in India, Philippines and the U.S. Accenture mentions in its annual report that the company has 48% women, and, currently 29% women managing directors, as compared to its goal of 30% by 2025. The company is also working toward its total workforce 2025 race and ethnicity goals in the U.S., the U.K., and South Africa, which it announced in 2020.

Accenture is committed to pay equity to ensure that employees receive pay that is fair and consistent when considering similarity of work, location and tenure at career level. An annual pay equity review is conducted. As of the review which reflected annual pay changes effective December 1, 2022, the company claims it has 100% pay equity for women compared to men in every country where it operates. By race and ethnicity, there is a 100% pay equity in the U.S., the U.K. and South Africa. Along with accolades from other countries across the world, Accenture features on Business Today’s Best Companies to Work For in India.

Ernst & Young

At Ernst & Young (EY), full and effective participation of women and equal opportunities for leadership at all levels of decision-making is encouraged. The multinational professional services company works to ensure gender equality at all levels and especially focuses on greater gender balance at leadership level. Several activities including global and local mentoring programs, unconscious bias training, and strengthened efforts around parental leave, are being implemented.

By 2030, the company aims to empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status. EY works to ensure diversity, equity and inclusiveness for its people. It strives to offer all employees equal opportunities in recruitment and selection, development and promotion. The goal is for all employees to feel appreciated, respected and fairly treated with appropriate compensation and good benefits. At EY, the responsibility to respect human rights extends beyond its direct operations to its supply chains as well.

A diverse workforce equips the organisation to utilize the power of different opinions, perspectives, knowledge, abilities, and cultural references to set the best teams and help our clients in the best way possible. To demonstrate its commitment to DEI, the EY Global Executive, the highest leadership body of EY, has signed the EY Global Executive Diversity, Equity and Inclusiveness Statement. This is supported by the company’s global inclusion and non-discrimination global policy, which describes its commitment to offer all employees equal opportunities in recruitment and selection, training, development, and promotion. In line with the Universal Declaration of Human Rights, these opportunities should not be affected by gender, race, age, ethnicity, disability, and sexual orientation.

EY Denmark was among the first to sign the Diversitetspagten (Diversity Pact) issued by the Danish Chamber of Commerce. EY Denmark is also a signature to the Diversitetsløfte (Diversity Promise) by the Confederation of Danish Industry to create more gender balance in the business community. These initiatives aim to create more fairness and equality in workplaces by promoting gender diversity across sectors and companies in Denmark.

During FY 23, EY has brought to life several DE&I initiatives. The company has a review committee that monitors fair promotions and has established guidelines for how its recruitment should take place. Its guidelines state how vacancies should be advertised, how the ads should be designed and how interviews should be conducted to attract as much diversity as possible. To promote gender balance in recruitment, EY also applies positive action to the extent possible, and in its promotion work, the company works on the principle of “fair representation” to ensure that there is an even distribution of promotions given the population at the given rank.

The post Top companies known for their Diversity and Inclusion practices appeared first on The CSR Journal.

However, the picture is still scary with one person dying from AIDS every minute. Sharing this information on Twitter, UN Secretary-General António Guterres wrote, “The world has promised to end AIDS by 2030 – but we are off track. 1.5 million people acquired HIV last year. This #WorldAIDSDay & beyond, let’s unite to end the inequalities that are blocking progress.”

On World AIDS Day, Dr Dipalok Bandyopadhyay, a Psychologist based in Bardhaman, West Bengal opens up to The CSR Journal talking about how HIV impacts the mental health of a person, the stigma attached to HIV and AIDS and how is the picture gradually changing with increased awareness. He also busts myths associated with HIV and AIDS.

Impact on mental health

“Just like a cancer patient, when a person learns that he/she has been detected with HIV, their entire world crumbles. They start thinking everything is finished and now I’m going to die. They tend to cut off from friends and family, distance themselves from neighbours and go into a social isolation. Anxiety and depression are the most common problems with HIV patients, which if not cured, even lead to suicide. That’s a major reason why counseling is extremely important for an HIV positive person and sometimes, if required, even medication is given to help the person heal. Even though the necessity of medication depends from person to person, but counseling is a must for them,” Dr Bandyopadhyay told The CSR Journal.

“Associations working for HIV positive people do a good job in a way that they connect HIV positive people, who boost each other mentally,” he added.

How HIV is transmitted

“HIV spreads mostly through sexual transmission or injection needles. But, detection does not happen very quickly especially in the early stage. However, there are certain things you can be alert about. For example, a feeling of fatigues, weakness, sudden weight loss, and deterioration of overall health, fever refusing to subside or a wound is not easily healing,” the doctor informed.

Why early detection doesn’t happen

“Every person whose fever is not subsiding or wound is not healing; we cannot suspect them to be HIV positive. The chances are higher for sex workers and homosexual people. The major problem, especially in our country, is the stigma attached to HIV and AIDS, as a result of which, patients refuse to divulge their history. This problem is much higher in our country as compared to western countries. People also refuse to get a test done for detection when we ask them to. While late detection makes the treatment difficult, modern medicine has advanced to a level with which the virus can be kept under control,” he expressed.

HIV+ people are also at risk of

People having HIV infection are also at risk of getting Hepatitis B, Hypertension and type 2 Diabetes. With HIV weakening a person’s immunity system, it makes them susceptible to Tuberculosis, informed the doctor.

Social stigma

“At least till 30-40 years ago, we have seen how HIV positive people were treated as untouchables by their friends, classmates or colleagues,” recalled the doctor. However, the picture is changing, even though gradually, and awareness is increasing, he feels.

“For example, sex workers have started using protection because they are being made aware about the risks of unprotected intercourse. Awareness is also increasing among youngsters, especially in urban areas. However, the picture is slightly different in the rural areas. Youngsters who go to other states of India or even outside the country as migrant workers, often come back with HIV, which mostly gets transmitted to their wives. A pregnant woman’s health largely impacts her baby in the womb, putting the child at a risk of getting HIV. But this is not always the case. An HIV positive mother can also give birth to an HIV negative baby,” Dr Bandyopadhyay said.

Myths about HIV and AIDS

Dr Bandyopadhyay also busts certain myths associated with HIV and AIDS.

“It is believed that sharing a razor with an HIV positive person can lead to transmission. The reality is that the virus doesn’t live for long once it’s outside the human body. Still it is advisable to properly sterilize the razor after every use. Kissing doesn’t cause transmission. HIV is neither transmitted via handshake nor via hugging. HIV is also not transmitted via mosquito bite,” he signed off.

The post World AIDS Day: Impact of HIV and AIDS on mental health appeared first on The CSR Journal.

Why LGBT-friendly policies are important

The Business Impact of LGBT-Supportive Workplace Policies report by the Williams Institute found that LGBT employees who make an effort to hide their identity in the workplace experience higher levels of stress and anxiety, which can lead to health problems and work-related complaints. By introducing LGBT-friendly policies and ensuring that they are implemented, businesses can reduce the impact on individuals’ wellbeing.
Although tech and media companies in India are becoming more LGBT-friendly, male-dominated sectors like agrochemicals, pharma and mining are far behind. Ahmedabad-based GSP Crop Science Pvt Ltd. is trying to change that. This agrochemicals firm manufactures a wide range of “technical” and “formulations” of insecticides, fungicides, herbicides (crop protection solutions) and plant regulators for Indian agriculture and farming community.

Taking the lead

The company has big plans for the LGBT community, a first in the Indian agrochemicals sector. It is committed to create a queer-friendly workspace, and is formulating policies that don’t discriminate against anyone based on their background or preferences.

Tirth Shah – Executive Director and International Business Director, GSP Crop Science told The CSR Journal, “We are launching a company-wide ‘Grow Beyond’ initiative that includes an Inclusive Policy to break the stigma you see in Indian culture. They have an Unbiased Hiring Process for anyone (believing in talent) who wants to apply for employment. It would have an additional budget included in recruiting LGBT community employees as well as creating policies that recognizes the needs of the employees.

Shah spent eight years studying and working in the US where he observed how important it is for businesses to be inclusive. On his return to India to run the family business, he decided to bring more changes in the way things worked. “My family has always been open-minded; we never discriminate on basis of gender or sexual orientation. Diversity has always been an important concept at our company. Our corporate offices have 35% women in the workforce. We have always hired people on a merit basis. Now we are working on an LGBT friendly policy, from hiring to retention to keeping people from the LGBT community happy and feeling safe,” he says.

As well as the benefits for LGBT individuals, there’s also a financial argument for businesses being LGBT-supportive. Inclusive policies help to avoid the negative image that comes with LGBT discrimination, which in turn can help to attract customers who are specifically looking for socially responsible businesses to receive their custom. This is particularly true of millennials and Gen Zers who tend to place higher importance on social responsibility than their older counterparts.

The post This agrochemicals company is a first in going LGBT-friendly appeared first on The CSR Journal.

The post In conversation with LGBTQIA+ activist and entertainer Rani Ko-He-Nur aka Sushant Divgikar appeared first on The CSR Journal.