The Equilibrio Gazette
A brief bulletin for building safe workspaces!
This weekly newsletter is your gateway to staying current on relevant
laws (like POSH, POCSO, Transgender Persons Act, etc.) and the
psychosocial intersections that impact the workplace.
12th July 2024 / Issue No. 38
Upcoming Events
Mark your calendars! In this section, we highlight an upcoming event you won't want to miss.
By popular demand, we are taking
our “Introduction to DEIB concepts” 2
hour virtual workshop again this
month!
Through this workshop we will
support participants to build a lens to
understand DEIB basics. This is a
foundational workshop that will act
as a primer for participants to delve
deeper into our upcoming
certification course for DEIB
practitioners! Mark your calendars
and
make sure you don’t miss out!
An employee with a disability is hired by your organization. There is a possibility that unintentional exclusion might occur – from the perspective of team dynamics and structural support. How do we support this person, and enable
them to thrive at work?
As decision makers and people manager at work, there always is a need to know how to best support employees who may be part of a protected group at work – whether their challenges are visible or invisible.
With the help of our DEIB Certification Course, “In This Together,” your team will be able to establish an inclusive workplace by gaining useful information and skills to identify protected groups at work, understand their lived realities and challenges at work, and develop strategies to ensure that all DEIB goals are met. Participants will get an understanding on how to establish a culture of support at work, apply reasonable accommodations, and address concerns
from legal and compliance perspectives as well.
By giving yourself and your team, you can make sure that every employee feels
appreciated and part of the team. To avail of early bird discounts,
In the Spotlight!
Explore ways to build your knowledge and capacity with our team of in-house experts!
India Men’s Deaf Team won the
Bilateral T20 International Deaf
Series against England, claiming 5
out of 7 matches. Despite this
historic triumph, their victory
received little media coverage.
Disability Pride Month urges us to
challenge ableist biases and
celebrate disabled athletes’
achievements.
The Marriage Equality Case is being
reviewed at the Supreme Court of
India. After the judgment last year
critics pushed for a review of the
case. Inclusion at Work brings you a
detailed timeline of the legalities
involved.
We are celebrating Non-Binary
Awareness Week from 8th to 14th of
July. Inclusion at Work brings you a
detailed exploration of the nuances
within the label, Non-Binary. We
also highlight the systemic
challenges faced by the community
and what allyship can look like in the
workplace.
Stay Current!
~ Spotlighting Landmark Judgments since passing of the Law!
I - LEGAL UPDATES
The CJI noted that a menstrual leave
policy might create employment
difficulties for women. The Supreme
Court asked the government to
consult stakeholders on this issue,
balancing support for women in the
workforce with potential hiring biases
against them.
The Kerala HC affirmed LGBT+
individuals’ right to autonomy over
intimate decisions, including partner
choice. It ordered Ms. X’s release
from family coercion, recognizing her
right to self-identify her gender,
referencing previous Supreme Court
judgments protecting these rights.
The Kerala HC ruled that mere
involvement in a POCSO offense is
insufficient for abetment charges;
intention must be demonstrated. The
court upheld the trial court’s decision,
emphasizing that the petitioner’s
actions must show intentional aid in
committing the crime, inferred from
the circumstances. The petition was
dismissed.
The Delhi HC ruled against victim
and family shaming to ensure real
victims report crimes. It upheld the
conviction of an appellant who
committed voyeurism and sexual
harassment against a child,
emphasizing strict punishment to
deter such offenses and support
victim justice
II - Exploring Intersections
Psychological safety at work ensures
a team environment where
individuals can speak up without fear
of retribution. This involves feeling
valued, being heard, and engaging in
open dialogue. It comprises four
stages: inclusion, learner,
contributor, and challenger safety.
Fostering such a culture enhances
engagement, decision-making, and
continuous learning. Organizations
can build this through training,
embracing vulnerability, respectful
norms, and supporting leadership
development. This leads to higher
retention, innovation, and
productivity, emphasizing the
importance of intentional and mindful
leadership.
Engage with us!
Here's your weekly food for thought through a Fun Fact or Quiz.
The new law, BNS, has introduced a significant provision: Section 69: Sexual
Intercourse by Employing Deceitful Means. This includes “deceitful means”
such as inducement, false promises of employment, promotion, or marriage,
and even marrying by suppressing one’s identity. Notably, the promise of
employment is now explicitly included in the law. The provision aims to address
and penalize instances where sexual intercourse occurs based on false
promises or inducement. Penalties for offenders include imprisonment for up to
ten years, with fines potentially imposed as an additional punitive measure.
Have a burning question about POSH? Maybe Mental Health at Work, Child safety or DEI&B strategies? Drop us an email with your query and we would love to answer it, in all seriousness.
Curious Cat: Is spreading sexual rumors in the workplace a form of sexual
harassment?
Answer: Yes, spreading sexual rumors in the workplace is a form of sexual
harassment. It involves disseminating false information or intimate details about
a colleague’s sexual behavior or preferences, which can damage their
reputation, create a hostile work environment, and negatively impact their
emotional well-being.
Here’s all the tools you need to build safe and equitable workspaces!
Drop us a Hey, to get started!
