Global Best Practices in Workplace Inclusion for Transgender Employees: Lessons for Indian Corporate Governance

The contemporary jurisprudence and scenario of the corporate governance in India as well as globally has gone through a drastic systematic change which has not only shaped the corporate structure concerning board of directors, shareholders, subscribers, members but has also altered the concerns revolving around the inclusion of the vulnerable communities in the decision making procedure of the corporate governance. The situation of moving toward a comprehensive stakeholder-centric approach and away from the conventional theory of shareholder primacy is another significant change brought to corporate governance. Diversity, Equity, and Inclusion (DEI) are now seen as crucial markers of organizational resilience, human capital efficiency, and Environmental, societal, and Governance (ESG) performance rather than just optional societal obligations in this developed paradigm. “The broader umbrella of Diversity and inclusivity has been a strong witness of the establishment of the level playing field where people from every community can strive towards excellence without having to face the obstruction of discrimination and hostility meted out by the society. For India, a nation currently navigating a transition from historical marginalization to legal recognition of transgender identities, these global lessons provide a vital roadmap. The integration of the transgender community into the formal economy is not just a moral imperative but a strategic necessity, particularly as regulatory bodies like the Securities and Exchange Board of India (SEBI) mandate increasingly granular reporting on social inclusion.”