By Anupama Easwaran
Inclusion is not charity. It is sound economics. Yet in India, transgender persons continue to be excluded from mainstream employment, despite constitutional recognition of their identity and a slowly evolving legal framework. This exclusion comes at a grave cost—not just to the individuals affected, but to the nation as a whole.
A Missing Workforce, a Missed Opportunity
India is home to an estimated 4.8 lakh transgender persons, according to the 2011 Census—a number that is widely believed to be underreported. The National Human Rights Commission suggests that nearly 92% of trans persons in India are denied the right to participate in any economic activity in the formal sector. Most are forced into begging, sex work, or low-paying informal jobs. This is not just a human rights issue; it is an economic loss.
The World Bank has estimated that excluding LGBTQIA+ persons from the labor market and educational opportunities could cost economies up to 1.4% of their GDP. Apply that metric to India—a $3.7 trillion economy—and the figure touches over $50 billion annually. That’s a staggering cost to bear for something that can be reversed with policy, intention, and commitment.
The Productivity Drain
Beyond the GDP metric, there’s a more subtle yet profound drain on national productivity. Studies show that diverse and inclusive workplaces outperform their less inclusive counterparts by up to 35%. When trans persons are allowed to participate fully in workspaces—without stigma or fear—they contribute not just their skill but also bring new perspectives, resilience, and creativity born of adversity. Their forced absence, therefore, is a loss of human capital that cannot be quantified in spreadsheets alone.
Mental Health: A Silent Crisis
The exclusion of trans persons from employment doesn’t just result in economic marginalization—it creates a mental health crisis. With high rates of depression, anxiety, and suicidal ideation (nearly 31% of trans persons in India have attempted suicide at least once), the cost of untreated trauma adds to the burden on public health systems and communities. Employment is not just a source of income—it is also a source of dignity, identity, and belonging. When denied, the ripple effects are long and deep.
The Social Equity Imperative
For a nation that aspires to “Sabka Saath, Sabka Vikas,” leaving out an entire community contradicts the very ideals of development. Social equity must be a cornerstone of our economic agenda. Including transgender persons in the workforce strengthens the social contract, reduces dependency ratios, and enhances democratic participation. True inclusion helps build a stronger, more cohesive society—one where economic growth translates into shared prosperity.
The Global Backslide and Its Reverberations in India
Troublingly, the global discourse on Diversity, Equity, and Inclusion (DEI) is under siege. In the United States, the mandate to roll back on DEI initiatives and the shutting down of USAID, a crucial donor for LGBTQ healthcare interventions, has singled a broader impact on Trans Inclusion globally. Trans health programs, including in India, have faced sudden funding cuts, disrupting critical services. This shift also influences the corporates, who are now reconsidering their DEI language and commitments. The danger is clear: policy changes may be political, but the harm to communities is real and ongoing. As India often looks to Western models for best practices, such moves could embolden domestic resistance to inclusive policy-making, especially for already marginalized groups like trans persons.
We are witnessing not just a budgetary withdrawal, but an ideological one, where the very legitimacy of trans rights is being questioned. This global pushback risks derailing the fragile momentum we’ve built in India. Corporates, policymakers, and civil society must resist this regressive tide and reaffirm their commitment to inclusion—not because the West once championed it, but because India must. In fact, India has historical and mythological references of co-existence of trans people in society. Trans and broader LGBTQIA+ inclusion isn’t a western concept.
What Can Be Done?
- Incentivize Inclusive Hiring: Tax rebates or CSR benefits for companies that meet inclusion benchmarks for transgender hiring can drive change at scale.
- Create Safe Workspaces: Gender-neutral restrooms, anti-discrimination policies, and sensitization workshops must become non-negotiable standards.
- Government Mandates: Much like reservation policies, quotas or affirmative action for transgender persons in government employment can set a precedence for the private sector.
- Support Ecosystem: Skill-building, mentorship, and mental health support tailored to trans persons must be scaled up and institutionalized.
- Corporate Allyship: Inclusion must move from tokenism to transformation. Leadership teams must be held accountable for measurable inclusion outcomes.
Inclusion is Not Optional
Exclusion is expensive. It is inefficient. It is unsustainable. As a nation, we cannot afford to squander the potential of our people—least of all due to ignorance or apathy. Employing trans persons is not about ticking boxes on an ESG scorecard. It is about building an India that is truly inclusive, equitable, and forward-looking.
The cost of exclusion is too high. The time for action is now.
Disclaimer: The views expressed in this article are those of Anupama Easwaran, Founder, InHarmony. They are personal and do not necessarily reflect the views of Outlook News
Last Updated on: Friday, May 16, 2025 2:33 pm by Ankur Srivastava | Published by: Admin on Friday, May 16, 2025 2:33 pm | News Categories: Brand Post, Opinion
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