Hi,
I think that by having policies dealing with homosexuality, it is a kind of discrimination in itself. As long as an employee is performing and adhering to the standing orders, no one should be bothered about the sexual orientation of a colleague. Most of the time, gossiping is the issue one has to deal with, but this happens when any employee starts behaving in an improper manner, e.g., office romances, extramarital affairs, etc. There is no need to single out gays.
Regards
From India, Visakhapatnam
Acknowledge(0)
Amend(0)
5I think that by having policies dealing with homosexuality, it is a kind of discrimination in itself. As long as an employee is performing and adhering to the standing orders, no one should be bothered about the sexual orientation of a colleague. Most of the time, gossiping is the issue one has to deal with, but this happens when any employee starts behaving in an improper manner, e.g., office romances, extramarital affairs, etc. There is no need to single out gays.
Regards
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Dear Mr. Ashish,
At the time of recruitment, we mainly go through ASK (Attitude, Skills, Knowledge), and that's what we are more interested in. After all, our objective is to achieve the organization's goals and to grow along with the organization. How much does it actually matter if a person is straight, lesbian, or gay? For instance, if a straight person is less qualified or capable than a gay or lesbian individual, will the company discriminate against them or give more preference to straights? What if a gay or lesbian employee feels uncomfortable due to discrimination and experiences a decrease in job satisfaction? This could result in the loss of a valuable asset for the company. Would the company be willing to bear such a loss?
The only concern regarding an employee should be their capabilities or talent for their work, not their sexual orientation.
Regards,
discusshr
From India
Acknowledge(0)Amend(0)
At the time of recruitment, we mainly go through ASK (Attitude, Skills, Knowledge), and that's what we are more interested in. After all, our objective is to achieve the organization's goals and to grow along with the organization. How much does it actually matter if a person is straight, lesbian, or gay? For instance, if a straight person is less qualified or capable than a gay or lesbian individual, will the company discriminate against them or give more preference to straights? What if a gay or lesbian employee feels uncomfortable due to discrimination and experiences a decrease in job satisfaction? This could result in the loss of a valuable asset for the company. Would the company be willing to bear such a loss?
The only concern regarding an employee should be their capabilities or talent for their work, not their sexual orientation.
Regards,
discusshr
From India
Acknowledge(0)Amend(0)
Greetings,
I affirm the need for framing a Diversity Policy as suggested by Archna and implementing measures as suggested by Archna, Octavious, Abhirutu, Construction, and Boss.
Drawing parallels, you don't wait for a disaster to happen in order to manage them. You put your Disaster Recovery and Business Continuity in place irrespective of the threats. Shouting 'Run' when the roof is going to fall is not the best strategy.
Generally, a well-framed policy includes all these measures. Implementing them in their absence is quintessential. Tomorrow, if there are any such reporting in your company, you don't want to start brainstorming on that.
I request the legal experts in this community to enlighten us on what we have not covered so far.
In Administrative terms, I remember, we had to include a partner's name as the first contact and beneficiary for an expat. It was dealing with Citibank, so we didn't have to explain much about it. Though, I still doubt whether an LIC or GIC would allow a partner as a beneficiary. What about Mediclaim, PF, and Gratuity? Would they be able to nominate their partners? Please comment on this if anyone has managed it.
Regards, (Cite Contribution)
From India, Mumbai
Acknowledge(0)Amend(0)
I affirm the need for framing a Diversity Policy as suggested by Archna and implementing measures as suggested by Archna, Octavious, Abhirutu, Construction, and Boss.
Drawing parallels, you don't wait for a disaster to happen in order to manage them. You put your Disaster Recovery and Business Continuity in place irrespective of the threats. Shouting 'Run' when the roof is going to fall is not the best strategy.
Generally, a well-framed policy includes all these measures. Implementing them in their absence is quintessential. Tomorrow, if there are any such reporting in your company, you don't want to start brainstorming on that.
I request the legal experts in this community to enlighten us on what we have not covered so far.
In Administrative terms, I remember, we had to include a partner's name as the first contact and beneficiary for an expat. It was dealing with Citibank, so we didn't have to explain much about it. Though, I still doubt whether an LIC or GIC would allow a partner as a beneficiary. What about Mediclaim, PF, and Gratuity? Would they be able to nominate their partners? Please comment on this if anyone has managed it.
Regards, (Cite Contribution)
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
MY 1ST & FOREMOST QUESTION TO THE QUESTION PUTTER: Do you have any rules or regulations for STRAIGHT cases?
If your answer is no, then just don't make any rules for other cases too. You have no right to make any of your personal dislikes or hatred into rules and regulations for others in the organization. Keep life simple, don't complicate it more than God does for you.
Thanks & Regards,
Rajiv Mitra
From India, New Delhi
Acknowledge(0)Amend(0)
MY 1ST & FOREMOST QUESTION TO THE QUESTION PUTTER: Do you have any rules or regulations for STRAIGHT cases?
If your answer is no, then just don't make any rules for other cases too. You have no right to make any of your personal dislikes or hatred into rules and regulations for others in the organization. Keep life simple, don't complicate it more than God does for you.
Thanks & Regards,
Rajiv Mitra
From India, New Delhi
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.