Gender Discrimination at Workplace

Discrimination which means treating group of people or one person less well or less fairly than other people or groups. Article15[1] of the Indian Constitution prohibits discrimination against any citizen on the basis of religion, race, caste, sex or place of birth. Article14 of the Indian Constitution provides equality before the law or equal protection within the territory of India and prohibits the unreasonable discrimination between persons. In this article it is mainly discussed about the gender discrimination in the workplace. Gender discrimination which means the employer will discriminate the employee on the basis of their caste, sex (whether male or female), and religion etc. The employer will discriminate the employee on the basis of their gender, the male will get more remuneration while compared to the female but their work will be the same. The discrimination in workplace also includes transgender discrimination. The transgender is not given proper respect in the society and the educated transgender are not able get proper job because of discrimination. In this article it is briefly discussed about what is discrimination, and the gender discrimination in workplace. How women and transgender are affected due to discrimination. Types of discrimination is also discussed in this article. To address and combat gender discrimination in the workplace, many countries have enacted laws and regulations aimed at promoting gender equality and protecting employee’s rights. Employers are often required to provide training on discrimination and harassment, establish reporting mechanism, and take action against perpetrators. Employees who believe they have experienced gender discrimination can often file complaints with relevant government agencies their employers. In addition to legal remedies, organizations are increasingly recognizing the importance of fostering diverse and inclusive workplaces to prevent and address gender discrimination and promote

people of all genders and is typically directed towards women or those who do not conform to traditional gender roles.Some of the examples of this kind of discrimination are, glass ceiling, gender stereotypes, sexual harassment, maternity discrimination and gender-based violence.The important landmark judgement of Tamil Nadu vs. Suhas Katti -this was the first case related to the conviction under the IT [information technology] Act,2000.Suhas Katti was the accused and he harassed the victim, when she refused to marry him.Defamatory and obscene message were sent by him in yahoo to her, and also, she began to receive phone calls from unknown peoples soliciting sex work.A complaint was filed by the victim on February 2004, and within 7months the accused was convicted.In an age of merciless trolls of online harassment, this judgement acts as a tool that women can use to safeguard their dignity.3. Age discrimination -often referred to as ageism, occurs when individuals are treated unfairly or unequally based on their age.It can affect people of all ages, although it is most commonly associated with older individuals.Some of the examples of age discrimination are, mandatory retirement, limited carrier advancement, digital age discrimination, age -based stereotypes.Union of India vs. Atul Shukla, the Court has observed that "There can be no differential treatment between an employee directly recruited vis-a-vis another who is promoted.Two employees are a part of the same cadre, they cannot be treated differently either for purposes of allowances and pay, including the age of superannuation."There is a social norm to address the needs of all age groups in a society.To create an equitable workplace, acknowledging and addressing the discrimination and creating dialogue around the same are the way forward.8. Weight or body size discrimination -weight or body size discrimination, often referred to as sizeism, is a pervasive and harmful form of prejudice that targets individuals based on their physical appearance, particularly their weight or body size.This form of discrimination manifests in various facts of life, including employment, healthcare, media representation, and social interactions.Weight discrimination has severe consequences for both the physical and mental well -being of those affected.Individuals who experience weight -based discrimination are more likely to suffer from depression, anxiety and low self -esteem.Weight discrimination frequently rears its head in the workplace, where job applicants and employees who are overweight or obese face significant hurdles.Some studies have shown that these individuals are less likely to be hired, promoted, or paid equally compared to their counterparts with lower body weights.9. Political discrimination -is a threat to diversity and inclusion.Political discrimination in the workplace is a complex issue that arises when employees are treated unfairly based on their political beliefs, affiliations or activities.Impact of political discrimination in workplace are, conflict and division -can lead to increased conflicts among employees, particularly when their political beliefs clash.This can hinder collaboration and teamwork, leading to a less productive work environment.Hostile work environment -when employees experience political discrimination, they may feel unwelcome, or targeted in workplace, or uncomfortable.Reduced job satisfaction -employees subjected to political discrimination may experience reduced job satisfaction, affecting their motivation and overall performance.Productivity decline -workplace discrimination based on politics can result in a decline in productivity, as employees may be distracted by political tensions and conflicts rather than focusing on their tasks.Example; at a job, in an interview asking a candidate if they were a member of a political party, and saying the company won't hire anyone who does not share the employer's beliefs.10.Educational discrimination -it is a pervasive issue that occurs when individuals are denied access to quality education or treated unfairly in educational settings based on their race, ethnicity, socioeconomic status, gender, disability, or other personal characteristics.It perpetuates social inequalities, limiting opportunities for those who are already marginalized.Example; a student is disciplined or graded by a teacher differently based on their sex, religion, race, disability or national origin.

ORGANISATION THAT PROTECTS AGAINST WORKPLACE DISCRIMINATION IN INDIA 1. National human rights commission -
The NHRC is responsible for promoting and protecting human rights in India, including workplace related rights.It can investigate cases of discrimination and human rights violations in the workplace.It's important document and provide as much evidence as possible when filing a complaint with the NHRC to facilitate their investigation.

Ministry of labour and employment -This ministry is a government department in India responsible
for overseeing and regulating various labour related matters in the country.It plays a crucial role in formulating and implementing labour laws, policies, and programs to protect the rights and interest of workers and employees.When it comes to workplace discrimination in India, this ministry is responsible for enforcing labour laws and regulations that prohibit discrimination in the workplace.

APART FROM ALL OTHERS, WOMEN AND TRANSGENDER FACE A LOT OF DISCRIMINATION AT WORKPLACE; THEY WERE NOT TREATED EQUALLY, DUE TO THIS THERE ARISE A LOT OF PROBLEMS TO THEM AND TO THE SOCIETY: 1. TRANSGENDER DISCRIMINATION;
Transgender discrimination is a deeply ingrained issue in many societies, marked by unfair or prejudicial treatment of individuals whose gender identity differs from their assigned sex at birth.Such discrimination occurs in various aspects of life, including employment, healthcare, housing and social interaction.The relevant litigation uses the term transsexual.Some people decide to live in their opposite gender from their birth gender, this is because and may involve surgical and medical procedure which can take years or months to complete.It is against the law, and may force to follow certain requirements or rules as of former sex.Transgender discrimination in the workplace is a deeply concerning issue that affects many transgender individuals.It involves treating employees or job applicants unfairly based on their gender identity or gender expression, and it can manifest in various ways.There are some common examples of transgender discrimination at workplace, and they are; Hiring discrimination -this type of discrimination can manifest in several ways, hindering transgender individuals from accessing job opportunities and equitable employment.Biased screening discrimination can occur at the initial screening stage, where employers may favour non -transgender.Invasive questions, some employers may ask invasive or irrelevant questions about an applicant's gender identity or transition status during the interview process.Unequal pay -unequal pay for transgender individuals in the workplace is a form of wage discrimination where transgender employees receive less compensation compared to their cisgender counterparts for equal or similar work.Wage gap, transgender individuals often face a wage gap compared to cisgender individuals.Promotion and advancement barriers, they may encounter barriers to career advancement and promotions, affecting their earning potential.Negotiation challenges, they may face challenges during salary negotiations due to concerns about potential bias or discrimination.Intersectionality, transgender individuals who belong to other marginalized groups, such as people of colour or disabled individuals, may face compounded inequalities, resulting in even greater pay disparities.
CASE LAW -S.SWAPNA vs. STATE OF TAMIL NADU -this case talks about the inequality faced by the transgender after getting gender change certificate.In this case the transgender was a man earlier and now have changed to woman.The plaintiff has applied for SSLC and HSC certificate which was denied by the director of the school examination with new name and gender enrolled in it.The further judgement of this case went to the Madras High Court.The court said that the certificate should be provided within four weeks of the judgement.This case show that the transgender can register their identity in various institutions also.
GANGA KUMARI vs. STATE OF RAAJASATHAN -in this case Ganga Kumari was selected for the post of women constable.All the physical, medical and qualification test was given by her whichever is stated for the selection.In the test it was found that she belonged to third gender that is transgender.She was rejected by the elector on the basis of the medical test and can no longer be placed for job.Later she argued in the court that she was rejected on the basis of gender discrimination.And this case violated article 16, 14 and 21 of the Constitution of India.So, the court held thar she cannot be rejected on the recruitment test on the basis of the gender identity and no one is entitled to snatch anyone fundamental rights from them.The court also held that Ganga Kumari has a right to attain self-identity for gender and should be recruited again for job.

RIGHTS OF TRANSGENDER PERSONS BILL, 2014
On 12-12-14 this bill was introduced by the Rajya Sabha, which is passed on 24 th April, 2015, with the support of cross -party.The MP of Tamil Nadu, TRIUCHI SIVA, introduced this bill and it was a private member bill.24 th April is celebrated as the TRANSGENDER DAY following the passage of the bill.The rights guaranteed under the bill are mostly substantive rights, such as the right to non-discrimination and equality.Education, social security, employment and health are also covered under the bill.The employment chapter, states that there are two separate clauses dealing with formulation of schemes for vocational training and self -employment of transgender persons by the government.This bill also envisages setting up a number of authorities and forums -National and State Commission for Transgender Person.

TRANSGENDER PERSON [PROTECTION OF RIGHTS] ACT, 2019
Under this act a transgender person can be recognised as such and allows to have a self-perceived gender identity.This act also looks into the issuances of certificate of identity and certificate of change in gender.For the certificate of identity, a transgender can make an application to the District Magistrate.Only if the individual undergoes surgery to change their gender either as female or male, then the certificate can be obtained.The central government is directed to provide the following rights to the transgender community, under this act; • Prohibition against discrimination -this act prohibits discrimination against the transgender person, including denial of service or unfair treatment in relation to education, healthcare and employment.• Right to residence -every transgender person can be included in his household and have the right to reside.If the family is not able to care for their transgender person, then that person can be placed in a rehabilitation centre, by following the order of the court.• Employment -private or government entities have no right to discriminate a transgender against their employment matters, including promotion and recruitment.In addition to this act, there was an establishment for the Constitution of a National Council for Transgender Persons.This council having a following task to do; formulation of policies, programs and projects by the central government, solving the grievances of transgender person, evaluating and monitoring the impact of policies and programs.This act also divided certain offences that affect transgender person and penalties are also provided; denial for the use of public places, bonded or forced labour, removing the person from village or home, physical, emotional and sexual abuse.Penalties for these offences vary between 6months and 2years and a fine.NALSA vs. UNION OF INDIA; the judgement of this case directed the central and state government to take various steps for the welfare and protection of transgender community and to treat them as a third gender for safeguarding their rights.

TRANSGENDER PERSONS [PROTECTION OF RIGHTS], RULES, 2020 [ INDIA]
On 25 th September 2020, The Ministry of Social Justice and Empowerment, notified the transgender persons [protection of rights] Rules, 2020.Rules were issued in exercise of its power conferred under section 22 of the Transgender Persons [protection of rights] Act 2019.These rules have addressed the following points; certificate of identity, welfare measures, provisions of non -discrimination, equal opportunity in employment, grievance redressal and national council.

PROCEDURE FOR FILING COMPLAINT AGAINST DISCRIMANTION:
If a person is discriminated in the work place based on any ground, then he/she can file a complaint through State department of labour or the EEOC [equal employment opportunity commission].Procedure 1-collection of information: both the person who are being discriminated against should provide their name, address, along with phone number while filing the complaint and the business in which they have filed a complaint should also be mentioned.It is useful to have some contact information for any unfair treatment.
Procedure 2-documenting the experience: the complaint should contain a brief account of what happened, which includes the names and details such as date, time and location.It will help to structure a pattern of hostility.Procedure 3-submitting the information: it is required to submit all the accounts of the incident to the organization which we chose to file a complaint.
2. WOMEN DISCRIMINATION-discrimination against women in the workplace is a persistent issue that hinders the progress toward gender equality.Despite significant advancements in women's rights, disparities continue to exist, affecting women's opportunities, career advancement, and overall wellbeing.Workplace discrimination against women remains a significant barrier to gender equality and hinders the progress of society as a whole.For addressing this issue requires a concentrated effort from governments, organisation and individuals.Legal protection -existing laws, such as equal pay act and title VII of the civil rights act, provide legal protection against workplace discrimination based on gender.Advocating for stronger enforcement and legal remedies is crucial.Education and awareness -promoting education and awareness about gender discrimination is essential.This includes offering training on recognizing and preventing bias and creating a culture that values diversity and gender equality.Transparency -promoting transparency in pay and hiring practices helps shed light on the pay gap and discrimination.Organisation can take steps to analyse and address disparities in wages and representation.Flexible work policies -implementing flexible work arrangements, family leave policies and supportive initiatives that allows women to balance their personal and professional lives.Support networks -encouraging the establishment of women's support networks and mentorship programs can help omen navigate challenges and advance in their careers.

ORGANISATION FIGHTING FOR WOMEN EMPOWERMENT IN INDIA SEWA
Self-employed women's association, is a trade union made up for poor female workers for their living through self-run small business.It stimulates full employment by giving a number of services including health care, banking through SEWA bank and child care.

SNEHALAYA
It is an NGO founded in 1989 in the city of Ahmedabad.Snehayala translates to 'home of all'.This NGO supports to children, LGBTQ and women.It focuses on these vulnerable members pf society and they have suffered from the disease like HIV, AIDS, poverty, sexual violence and trafficking.

NEN
North East Network -it was established in 1995 and it is a women's rights organization.It focuses on the gender justice.This NEN always fight against the gender-based discrimination for supporting the government policies.

AZAD FOUNDATION
This foundation was founded in the year 2008 and it is professional feminist organisation.It concentrates on the living condition of the women in urban area.This organisation has developed in Delhi, the first ever female bus driver.

MAKAAM
Mahila Kisan Adhikaar Manch -it a forum for female farmers right.In India, 60 -70 percentage of the female work in agricultural land, in that only 12% of the women hold land on their own name.so the government had implemented this scheme to provide awareness and teach the women regarding the assets of their land and their rights.

MAJOR CAUSES FOR DISCRIMINATION
❖ The pay gap: a lingering disparity -one of the most glaring forms of workplace discrimination against women is the gender pay gap.Studies consistently reveal that women earn less than their male counterparts for the same work.This wage disparity extends across industries, professions and educational levels.It reflects a systematic bias that devalues the contribution of women, ultimately affecting their economic independence and financial security.Some of the causes of the gender pay gap are, Occupational segregation -women are often concentrated in lower-paying, female-dominated industries and roles, while men dominate higher-paying, and male dominated fields.This also perpetuates the wage gap.Wage discrimination -contribute to the gender pay gap, both explicit and implicit practice.Economic inequality, retirement insecurity, talent drain and negative psychological effects are some of the consequences of the gender pay gap.❖ Glass ceiling: it is metaphorical term used to describe an invisible, but often unbreakable, barrier that prevents certain individuals or groups, particularly women and minorities form advancing to top leaderships position within organizations.The glass ceiling is not a physical obstacle but rather a societal and organizational construct that hinders the upward mobility of certain individuals.Example; Laura is a highly talented and accomplished professional in a large, well-established tech company.She has an impressive educational background and several years of experience and she proved a successive role as a project manager.Despite her qualification and stellar performance, Laura faces multiple obstacles that symbolize the glass ceiling; lack of representation, stalled career progression, implicit bias, inadequate mentorship and sponsorship, pay disparities.Her experience mirrors the glass ceiling effect, which hinders her career progression and prevents her from reaching the highest levels of leadership within her organization, primarily due to her gender.

LAWS TO PREVENT WOMEN DISCRIMINATION AT WORKPLACE EQUAL REMUNERATION ACT -1976
This act is a primary legislation.The main objective of this act is to ensure equal salaries are paid to both women and men doing the same work.This act prohibits discrimination against women in matters of recruitment, transfer, training and promotions.Later, this act was amended in the year 1978 -amends by expanding certain punishments for guilty parties, and also providing for jurisdictions for a trail offence.

NATIONAL COMMISSION FOR WOMEN ACT 1990 [act of parliament]
Makes a national commission for women to survey existing statutory assurance of women, get occasional reports to the central government on matters identifying with safeguard for women's right at workplace and outside, and make research for identifying the hardship of these rights.

MATERNITY BENEFIT ACT -1961
This act guaranteed women with a 12week employer-sponsored paid maternity benefit.This act amended in 2017, with female employees now can be entitled to 26weeks of paid maternity leave for the first two children.This act prohibits an employer from dismissing female employees during their maternity leave.In the case of MUNICIPAL CORPORATION OF DELHI vs. FEMALE WORKERS [muster roll] -in this it aims to provide all the facilities to a working woman in a dignified manner, so that she may overcome the state of motherhood honourably, and peacefully, undeterred by the fear of being victimised for forced absence during the pre or postnatal period.Some of the main feature of this act, duration of leave -The ILO guideline at the time took this into account, a woman is entitled to 12weeks of maternity under the terms of the act, not more than 6weeks of which may come before the due date.Job protection -it has been ruled unlawful for an employer to fire or let go of a woman at any time during or because of her absence.However, the employer may notify in writing if the dismissal or discharge is the result of serious wrongdoing of an employee.Remuneration during leave -women who meet the requirements for maternity leave outlined in the legislation are entitled to maternity benefit at the rate of the average daily salary for the time they are absent from work for a valid purpose.

SEXUAL HARASSMENT -RULES PASSED IN 1977
There are some reviews which demonstrated that between 40-80% of women in India encounter inappropriate behaviour at work, 66% of those cases, the culprit is the women's boss or superior.Sexual harassment can take various forms, including verbal, non-verbal, and physical behaviour.This can include inappropriate comments, advances, jokes, unwelcome touching and displaying explicit materials.Quid pro quo harassment, this occurs when employment decisions such as promotions or job security are made contingent on a person's submission to sexual advances.VISHAKA AND OTHERS vs. STATE OF RAJASTHAN -After several cases of sexual harassment at workplace, Vishaka and others filed a writ petition.With an emphasis on the prevention of sexual harassment, these guidelines are a framework for workplace protocol.The Supreme Court expressed that a working woman's constitutional rights is abused by the act of sexual harassment.Through the Vishaka judgement, progressions of rules were made, including; it is the responsibility of companies to prevent sexual harassment, organisation must initiate disciplinary action against offender and victims must be protected, organisations must create a sexual harassment oversight committee headed by a woman and women workers must be made aware of their rights.
HEALTH AND SAFETY -THE FACTORIES ACT,1948, -this act mandates the employers to take necessary safety and health and welfare measures for women employees.Which include changing room, clean washrooms, and lockers for women employees and a special security protocol to engage female employees during night time hours.For example, the government of Haryana has laid down detailed guidelines for the employment of women in night shifts in certain classes of establishment, including provision of transportation and medical facilities.

MANDATORY BOARD REPRESENTATION-THE COMPANIES ACT, 2013-according to this act
there should be at least one -women director in the board.This is to ensure that, at the highest levels of decision -making in a company woman are also represented.In the recent years one of the most significant developments in this regard is the paid menstrual leave.Companies are also beginning to build policies that recognize the unique needs of their employees, when it comes to issues such as care giving responsibilities, flexible working and fertility treatments.

CONCLUSION
Steps taken by some top most companies in India to encourage women and transgender persons rights at workplace.In 2023, TATA STEEL, has declared that they will recruit more LGBTQ and provide them employment opportunities.LARSEN & TOUBRO, this company recently hired a transgender employee, and this information was given by executive vice president and head of corporate HR, C. Jayakumar.AVTAR & SERAMOUNT, according to a study 40 companies participated in a most inclusive companies index, and 90% of it focused on the LGBTQ community.Two or three companies are taking measures to attract LGBTQ talent.CEAT, a part of RPG group, they also started hiring transgender persons across various roles in manufacturing and HR.And currently 11members are in various roles.52 restrooms have been constructed for the purpose of gender -neutral facilities in the IT services Mphasis.
Employees who believe they are experiencing gender discrimination may have legal recourse depending on the jurisdiction.It is advisable for individual facing such issues to document instances of discrimination and seek guidance from their organization's HR department or legal professionals.Some of the ways to reduce gender bias in the workplace are, to review your anti-discrimination policies, provide leadership training opportunities, create an office space for everyone.In conclusion gender discrimination in the workplace is a persistent challenge that demands urgent attention and concerted efforts from all stakeholders.The multifaceted nature of this issue, ranging from unequal pay and limited opportunity to stereotyping and harassment, underscores the need for comprehensive solutions.Eliminating discrimination against women in the workplace is not only a matter of ethics but also a strategic imperative for fostering a thriving and innovative work environment.To achieve gender equality in workplace the ILO has contributed a lot.International Labour Organization in 1919, has been established and had a significant impact on how labour laws developed throughout the world.Acceptance of the principle that 'labour is not a commodity' and the slogan that 'poverty anywhere is a threat to prosperity everywhere' have influenced the development of labour laws in all countries.The ILO has consistently established the need for improved labour laws through its ongoing investigation of workers' living conditions.It has gone through extensive reviews and deliberations, and adopted conventions and recommendations, by process of labour law.By attempting to establish uniform labour standards insofar as the world's diverse conditions and uneven economic development permit, the ILO has performed a singular service in the field of labour legislation.
As we strive for progress, it is incumbent upon organizations to champion gender equality through policy reform, cultural shifts, and accountability measures.By dismantling the barriers that hinder women's professional success, we pave the way for workplace that harness the full potential of every employee, irrespective of gender.Gender discrimination at workplace can be prohibited only when people feel totally authentic and connected with their organizations, can they achieve their full potential at work.Only by law it is not possible to secure trans -equality, the government should implement policies and work on it to achieve trans -equality.The idea of inferiority in men versus women is stomach -churning.All different types of people age, gender, race etc. can have the same life and career goals.To fix these issues results in two aspects -the first is the process of awareness.Also, there issue of female domesticity, or the idea that the woman is meant for the home, needs to dissipate, but contrary to this statement, more women have a college education today than men.It is amazing that society has progressed this only for the betterment of just one gender, but it should be equal for all.The future for women is looking greater every single day.Civilization is dependent on women as half the society and these impacts households today and future generations for setting the standard for equality.If the change is not implemented sooner, equality will not even a somewhat possibility until 2060.People need to have a better approach when entering new friendship, workplace relationships and the general discernment of equality in everyday life.To create a better future for all, the equality process should speedup.

4 .
Religious discrimination -it occurs when individuals or groups are treated unfairly or unequally based on their religious beliefs or practices.It involves prejudicial actions or bias against people because of their religion, or the absence of religion, and can manifest in various aspects of life, including the workplace.Some of the examples are, religious bullying in education, religious -based immigration discrimination, denial of religious accommodations, religious segregation.5. Disability discrimination -unfair treatment of employees with physical or mental disabilities, often involving inadequate accommodations or exclusion from certain job opportunities.Disability discrimination can take various forms including, failure to provide reasonable accommodations, hiring bias, harassment, physical inaccessibility, medication or treatment discrimination, assumption of incompetence and disability -based bullying.6. Gender identity discrimination -treating employees differently because they do not conform to traditional gender norms, affecting transgender and non -binary individuals.Misgendering -refusing to use an individual's preferred pronouns or name, which can be disrespectful and invalidating of their gender identity.Transphobic violence and hate crimes -physical, emotional or verbal violence directed at individuals because of their gender identity often motivated by prejudice or hatred.7. National origin discrimination -national origin discrimination occurs when individuals are treated unfairly or unequally based on their country of origin, nationality, ethnicity or place of birth.It not only violates the rights of individuals but also undermines socials cohesion and diversity.Some of the examples are, ethnic slurs -the use of derogatory language to be little or insult individuals from a particular national or ethnic group.National origin -based immigration discriminationdiscriminating against immigrants or refugees based on their national origin, ethnicity, or nationality.National origin discrimination not only violates the rights of individuals but also undermines social cohesion and diversity.
compliance with labour laws, occupational safety and health regulations and the prevention of workplace discrimination.4.Equal opportunity cell in educational institutions -Many educational institutions in India haveequal opportunity cells [ECOs] to address discrimination on campus and promote inclusive and diverse learning environments.These cells are typically found in universities, colleges, and other educational institutions and are dedicated to ensuring that all students, regardless of their background, have an equal chance to excel in their academic pursuits.5.Non-governmental organisations -Numerous NGOs in India work to promote human rights and equality in the workplace.They often provide support, advocacy and resources for individuals facing discrimination.This organisation work on various aspects of discrimination including, racial discrimination, gender-based discrimination, discrimination against individuals with disabilities, and more.Human rights watch [HRW] is a global organisation dedicated to protecting human rights and combating discrimination worldwide.
Some of the important provisions in Constitution of India protects the transgender person and they are, right to equality [ article -14] states, equality before law and equal protection of law.Transgender also have the right to equal health services, and the right to use public property.Transgender persons cannot be subjected to unfair treatment in educational institutions or at the of employment.Prohibition of discrimination on various grounds, including gender [ article 15] -this article prohibits any kind of discrimination on the basis of race, caste, religion or sex.This implies that discrimination of any transgender person infringes their basic fundamental rights.[article -19] freedom of speech and expression -this includes the freedom to express your gender identity publicly.[article -21] right to life and personal liberty.No person shall be deprived of his personal liberty and life.This article also states that every person including transgender.Nangai vs. Superintendent of police, the Madras High Court held that compelling a person to undergo a medical examination of gender, violates article -21.It upheld a person having their own right to self -identify their own gender.

3. State labour department -State
labour department in India are government agencies that oversee labour related matters at the state level.They conduct regular inspections of workplace to ensure