Most modern workplaces today proudly state their commitment to Diversity, Equity & Inclusion (DEI). Policies are being drafted, pronouns are being respected, and organizations are increasingly recognizing identity as something self-expressed, not assigned.
But what happens when workplace practice and legal frameworks begin to diverge?
The recent developments around the proposed Transgender Persons (Protection of Rights) Amendment Bill, 2026raise exactly this question.
A quick legal context
In the landmark National Legal Services Authority v. Union of India judgment, the Supreme Court affirmed the right to self-identify gender as a fundamental right. This principle influenced the Transgender Persons (Protection of Rights) Act, 2019, which, despite its limitations,moved India toward formal recognition of transgender rights.
The proposed amendment, however, signals a shift. A move away from self-identification toward medical verification and official certification
As workplaces continue to evolve, this moment invites reflection more than immediate answers.
Do you think the proposed amendment will impact how organizations practice DEI in India?
Share your perspective.
~Dr. Medha Shetye
