Tata Steel’s Journey of Leading the Cause of LGBT+ Inclusion

Tata Steel is an equal opportunity employer where diversity & inclusion (D&I) is not a choice but a way of life. Our vision is to make Tata Steel a world class equal opportunity employer where everyone is respected, every voice is heard. We are proud to feature amongst the IWEI 2020 Top Employers for LGBTQ+ inclusion. This recognition reaffirms our commitment to foster a culture of allyship to actively promote LGBTQ+ empowerment and build a benchmark workplace. We have been working relentlessly towards curating a workplace where people can bring their authentic selves to work through structured interventions around LGBTQ+ representation, policies and infrastructure, proactive allyship and community engagement.

Anytime distribution – a case of gender differential in sales performance

Learning outcomes To understand how the external culture of an organization affects the internal decisions; to explore how employment stereotypes are used in recruitment; to grasp the general understanding of how line managers give more value to the bottom line than “non-discrimination statement”; to understand the challenges while managing a diverse workforce; and to critically analyze hiring decision and recommend practical solution. Case overview/synopsis Asma Malik was hired as a management trainee around five years ago. After successful completion of her one year as a management trainee, she was placed in the finance department. She outperformed all of her targets and received multiple rewards of a star performer. However, Malik was passionate and eager to work in the field and to work with the sales team. It was her dream to be an outstanding salesgirl. Based on the company’s policy of equal opportunity employer, she quickly got herself promoted to the position of wholesale manager and she was the first one to be provided such a challenging position. However, the market dynamics and market acceptability in a country like Pakistan were quite thought-provoking for a girl to be a wholesale manager. And it was observed that sales were constantly declining, as she had assigned this role. Now Country Manager (CM) had to make a decision, whether to transfer her to any other position or to retain her in the same position. Complexity academic level Bachelor of Business Administration and MBA. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes. Subject code CSS 1: Accounting and Finance.

Middle East Studies Association ANTI-SEXUAL HARASSMENT COMMITTEE August 2019

MESA's Board of Directors established the MESA Anti-Sexual Harassment Committee (hereafter ASH) to help create a safe environment at the MESA annual meeting and in the wider Middle East studies community. Its goal is to strengthen the MESA community by building mutual trust and by providing resources to sexual harassment survivors. MESA is an equal opportunity employer and is committed to complying with all federal, state, and local EEO laws during the annual meeting and thereafter.

The New Frontier

Does the burgeoning Indian Information Technology (IT) sector represent a deviation from the historical arc of caste inequality or has it become yet another site of discrimination? Those who claim that the sector is caste-free believe that IT is an equal opportunity employer, and that the small Dalit footprint is due to the want of merit. But they fail to consider how caste inequality sneaks in by being layered on socially constructed ‘pure merit’, which favours upper castes and other privileged segments, but handicaps Dalits and other disadvantaged groups. In this book, Fernandez describes how the practice of pure and holistic merit are deeply embedded in the social, cultural, and economic privileges of the dominant castes and classes, and how caste filtering has led to the reproduction of caste hierarchies and consequently the small Dalit footprint in Indian IT.