Noel D'souza’s Post

🌟 Join Us for an Enlightening Discussion on Rewriting the Narrative: Language, Law, and Gender Equality 🌟 In a rapidly evolving world, where words wield enormous power, the intersection of language, law, and gender equality is more crucial than ever. We are privileged to have some incredibly intelligent and influential speakers who will be sharing their insights and expertise and will delve deep into this topic, exploring how language shapes perceptions, policies, and progress in the realm of gender equality. We're bringing together some of the brightest minds to dissect this multifaceted issue and offer fresh perspectives on how we can rewrite the narrative for a more inclusive future. This is a unique opportunity to gain profound knowledge, engage in meaningful discussions, and connect with like-minded individuals who are passionate about driving positive change in our society. I'm thrilled to extend a warm invitation to all of you to join us for an exceptional discussion in our collective journey towards creating a more equitable world. Mark your calendars for September 25th, 2023. Let's come together, learn, and take actionable steps towards a world where everyone has an equal seat at the table. We look forward to your presence and active participation in this enlightening event. Feel free to share this post and invite your colleagues, friends, and network to be a part of this transformative experience. See you there! Mastek Majesco nasscom Indian Institute of Technology, Bombay Indian Institute of Management Ahmedabad Indian Institute of Management Bangalore #LeadershipDeepDives #GenderEquality #LanguageMatters #LawAndEquality #EqualityForAll #DiversityandInclusion #Empowerment #ChangeMakers #EventInvitation

"Why focus on LGBT+ inclusion when we haven't achieved gender equality?" Here are 10 reasons ⬇ [ 1 min read] 1️⃣ Legal Framework: India's legal system increasingly supports LGBT+ rights, with the decriminalization of homosexuality in 2018 marking a significant step forward. 2️⃣ Diverse Talent Pool: Embracing LGBT+ inclusion attracts diverse talent, enhancing creativity, innovation, and problem-solving within organizations. 3️⃣ Market Potential: India's LGBT+ community represents a significant market segment with substantial purchasing power, making inclusion a smart business strategy. 4️⃣ Global Reputation: Companies that champion LGBT+ rights gain positive recognition internationally, enhancing their brand reputation and attracting investors. 5️⃣ Compliance: Companies need to adhere to India's evolving legal landscape, which increasingly emphasizes diversity and inclusion in the workplace. 6️⃣ Employee Well-being: Prioritizing LGBT+ inclusion fosters a supportive work environment, reducing stress and anxiety among employees and boosting overall well-being. 7️⃣ Legal Protection: Inclusive policies protect employees from discrimination and harassment based on sexual orientation and gender identity, promoting a safer workplace. 8️⃣ Talent Retention: Organizations that prioritize LGBT+ inclusion retain top talent, as employees feel valued, respected, and empowered to bring their authentic selves to work. 9️⃣ Innovation and Creativity: Diversity of thought and perspective drives innovation, and LGBT+ inclusion fosters an environment where individuals feel comfortable expressing unique ideas. 🔟 Social Responsibility: By promoting LGBT+ inclusion, companies contribute to societal progress, challenging harmful stereotypes and fostering a more equitable society. My personal opinion? Inclusion means being kind and accepting to everyone. Do we really need reasons for that? What's your reason not to? Repost if you agree 🔄 #DiversityAndInclusion #LGBTQIA #EqualityAtWork #FixTheGlitch

Researchers have discovered a fascinating connection between managers' narcissistic traits and their views on gender roles. A study published in the Journal of Personnel Psychology reveals that narcissistic traits, such as admiration and rivalry, influence managers' support for traditional gender roles differently. Interestingly, the presence of a daughter can alter these associations, making managers with high levels of narcissistic rivalry less likely to hold traditional views. This insight sheds light on how personal attributes can impact leadership dynamics and gender equality in the workplace.

Everyday I get calls from companies wanting to hire transgender persons for different job positions in their organizations. I am truly happy about them wanting to hire. It is definitely a great decision towards inclusion. However, how ready is your company to hire us? Do you know discrimination in the workplace is a pervasive problem for transgender individuals, with a significant proportion - over 25% - having been terminated from their jobs due to prejudice. Moreover, an overwhelming majority - more than 75% - have faced some form of bias on the job. This can manifest in various ways, including being denied employment opportunities, having their privacy compromised, and even suffering physical and sexual assault. Transgender individuals are disproportionately affected by these injustices. As a result, many are forced to seek new employment to escape discriminatory environments or the threat of bias. As a DEIB expert and a transgender activist who has worked with the trans community for the past 25 years, I offer services to companies for transgender/LGBTQIA+ readiness. My story reels from struggling with my gender identity and succeeding as a proud trans woman who transformed the Indian transgender community's future through legal interventions. Right from auditing your application forms to offering diversity training for your staff for transgender awareness and sensitivity, and reviewing your company policies to explicitly include non discrimination clauses and guiding your recruitment, I can help companies for Trans inclusion at its best. My expertise in DEIB issues is well established and I have been invited to speak at prestigious forums including Harvard, Cornell and Yale Google USA, Facebook and a number of fortune 500 companies. My speaking engagements are known for their transformative, particularly in sensitizing, training, and educating corporate environments on LGBT, transgender, gender diverse inclusion. Ready to bring about social change with impactful workshops and sessions that promote diversity and inclusion? Get in touch with me via email: writetokalki@gmail.com or DM me on LinkedIn messages. #DEIB #DiversityAndInclusion #transgenderhiring #pride #speaker #deibexpert #Inclusion #lgbtqia #dei #inclusion #pridemonthspeaker #motivation #sensitization #ally #session

🌈 June Theme: Redefining Gender Norms – Innovating for Universal Well-being 🌈 Dear Octopi, We are thrilled to announce that the theme for June within The Octopus Movement is focused on understanding and redefining gender norms, with the goal of promoting universal well-being. 🧠 Think Tank Session: At the start of the month, we will host a Think Tank titled "Redefining Gender Norms: Innovating for Universal Well-being." This session will bring together brilliant nonlinear thinkers to brainstorm and develop innovative approaches that highlight the importance of #LGBTQ+ inclusion for the well-being of all humanity. 💬 Dialogue Series: Following the Think Tank, we will facilitate a dialogue to delve deeper into the ideas and solutions generated, fostering open and inclusive conversations. 🎥 Special Interviews and Posts: Throughout June, we will feature special interviews with inspiring individuals and share thought-provoking posts to further explore and celebrate gender diversity and inclusion. Join us as we create a space of understanding, support, and celebration. Together, we can learn, grow, and contribute to the well-being of our global community. Stay tuned for more details! "Non-linear thinking allows us to see beyond traditional gender norms, opening pathways to true universal well-being." With love and curiosity, Dr. Octopus & The Octopus Movement Team

Remember the much-lauded Supreme Court handbook "on Combating Gender Stereotypes"? I wrote for the Deccan Herald last month, pointing out that this handbook merely scratched the surface of gender equality because the Supreme Court missed highlighting a crucial component of gender equality: the problem of heterosexism (Read: https://lnkd.in/dX_CYEBd) The recent Supreme Court verdict on marriage equality underscores this point. Notice how the Court unanimously upheld the rights of transgender persons in heterosexual marriages but refused to extend the same rights to individuals who do not conform to the "heterosexual" norm. On one hand, all five judges declared there is no fundamental right to marry, while on the other hand, they ruled that "heterosexual-like" marriages, even when one party identifies as queer, have that right. If this doesn't resemble mental gymnastics, I don't know what does. For a Court so adept at understanding and highlighting the discrimination faced by the LGBTQ+ community, it's absurd that no declaration, not even one recognizing legally binding non-heterosexual unions or partnerships, was deemed constitutional. I am confident that Supriyo v Union of India (2023) will not stand the test of time and will eventually be overturned- either fully or in part- for its profound failure to grasp the essential connection between the Court's obligation to safeguard the fundamental rights of all individuals by ensuring their right to marry and establish legally recognized unions, regardless of their gender identity and sexual orientation. #SupriyovUnionofIndia #MarriageEquality #FundamentalRights #LGBTQRights #SupremeCourt #GenderStereotypes #GenderEquality #MarriageEquality #Heterosexism #LGBTQRights #LegalDiscrimination #SupriyovUnionofIndia #DeccanHerald #LegalIssues #HumanRights #GenderEqualityIssues #IndianJudiciary #LegalOpinion #LGBTQRightsIndia #SocialJustice #LGBTQCommunity #EqualityMatters

https://lnkd.in/geyPbKg6 Gender Equality across the gender Spectrum;  Call for Streams Stream Title:  Engaging in Dialogue using Critical Racial Incidents as a Tool to Transformational Change. Stream Organizers: Dr Victoria Showunmi,  University College London  Institute of Education 20 Bedford Way  London  WC1H 0AL Tel: +44(0) 0207 911 5443 Email: v.showunmi@ioe.ac.uk Professor Richard Greggory Johnson III Professor of Public Administration & Policy University of San Francisco  San Francisco, California, USA 415/755-7187 (Mobile) Email: rgjohnsoniii@usfca.edu Professor Mark Anthony Gooden Christian Johnson Endeavor Professor of Education Leadership Teachers College, Columbia University 525 W. 120th Street New York, NY 10027  Tel: +1513-460-5234 Email: gooden@tc.columbia.edu  Stream outline: Leadership is one of the most debated aspects of business and contemporary organisations. Much has been said on corporate leaders and what defines them as ‘successful’ or ‘effective’. However, these definitions hardly include or represent people of marginalized gender identities. Current leadership models are usually devised within a homogeneous, westernized, white male-oriented paradigm (Lumby, 2007), that marginalizes non-western contexts (Lumby and Moorosi, 2022). Theorists have noted the inadequacy of many leadership perspectives, urging a move from ‘colonial’ models of managing ‘otherness’, to incorporate minority ethnic voices (Gilborn, 2004; Lopez, 2003; Osler, 2008) as well as voices of minority gender identities or sexual minorities. 

"Mooch Nhi To Kuch Nhi" (You are nothing without your moustache)!! 🥸 This classic Indian phrase symbolises the importance of moustaches in traditional Indian culture, often associated with masculinity and pride. At TARA, we've embraced this concept in a unique way. Inspired by our founder's vision, our male employees have formed "The Moustache Club," where they regularly gather to discuss their experiences in an organization committed to gender equality. These sessions explore important topics such as masculinity 👨🏾🦱, stereotypes 🏷, sexism 🚫, and male privilege 👨🏿⚖. We're actively working to deconstruct our preconceptions and examine gender issues from a male perspective. This process helps us question longstanding assumptions and reconsider what we may have previously viewed as "natural" or "obvious." By engaging in these discussions, we're not only broadening our understanding but also creating a more inclusive environment for all employees. These efforts ultimately benefit everyone at TARA, fostering a culture of mutual respect and understanding. This also allows us to practice among adults what we teach to our children 🧒🏿. Our goal is to cultivate a workplace where everyone, regardless of gender, can thrive and contribute their best. We believe that by addressing these issues openly and honestly, we can ensure the positive changes. We're committed to continuous learning and improvement in our journey towards true gender equality at TARA. #GenderEquality #InclusiveWorkplace #Masculinity #BreakingStereotypes #WorkplaceCulture #TARA #ContinuousLearning #TheMoustacheClub

🌈 Some actionable advice from Angus in light of #TDOV2024:

This is a topic often not talked about, but extremely pertinent to the DEI agenda of an organisation. I highly recommend reading the article below to gain a better understanding of the transition journey for Transgender individuals and how corporations can support it. It was eye opening for me! #dei #diversity #inclusion #equity #CapcoDEI #BYAW #transgenderday #visibility