DEIB India Updates - September '25 Edition

Discover key legal insights and societal inclusion steps in DEI India Updates September 2025 Edition.

1. Indian Companies Step Up DEI Investments Amid Global Pullback
   

   As global corporations reduce their footprint in India and scale down diversity programmes, Indian companies are moving in the opposite direction, doubling down on DEI leadership and investments. Firms across sectors are creating new roles such as Chief Diversity Officers, expanding internal inclusion councils, and integrating DEI metrics into business strategy. Industry experts highlight that Indian organisations see DEI as critical for talent retention, brand credibility, and alignment with younger workforce expectations. This trend reflects a shift from DEI as a compliance issue to a long-term strategic priority, with local firms leading on inclusive hiring, pay equity, and accessible workplace design.
   

2. Women Less Than 9% in Karnataka Police: NLSIU Report

   
   

   A study by NLSIU Bengaluru reveals that women constitute less than 9% of the Karnataka State Police, falling well below national and international benchmarks. The report points to systemic barriers in recruitment, workplace culture, and promotion pathways that discourage women from entering or staying in the force. It also notes inadequate facilities, safety concerns, and lack of gender-sensitive policies as obstacles. The findings have intensified calls for targeted reforms, including gender-based recruitment quotas, infrastructure improvements, and mentoring programmes, to achieve meaningful representation of women in law enforcement and improve policing outcomes for communities.

   
   

3. Punjab Allows Women in Night Shifts With Safeguards

   
   

   The Punjab government has notified new rules allowing women to be employed in night shifts, reversing earlier restrictions that limited their opportunities in sectors such as IT, healthcare, and manufacturing. The rules make women’s consent mandatory and require employers to provide safe transport, security, and adequate workplace facilities. This policy change reflects a broader push toward gender equity in labour markets and aims to balance access with safety. Experts note that effective enforcement of safeguards will be crucial to ensuring women’s participation without heightened risk of harassment or exploitation.

   
   

4. Supreme Court: Employers Must Accommodate Employees Who Acquire Disability

   
   

   In Ch. Joseph v. TSRTC, the Supreme Court underscored the duty of employers to provide reasonable accommodation when an employee acquires a disability during service. The Court held that unless no alternative role exists, organisations must redeploy such employees into suitable positions to preserve their dignity and livelihood. Rejecting arguments that re-employment is discretionary, the Court framed it as a constitutional obligation grounded in equality and non-discrimination. The ruling is expected to strengthen workplace inclusion for persons with disabilities and set higher standards of accountability for both public and private sector employers.

   
   

5. NHRC Calls for Strengthening Garima Greh Shelters for Transgender Persons

   
   

   The NHRC has released a report urging significant improvements in Garima Greh shelters established under the SMILE scheme to support transgender persons. The report recommends infrastructure upgrades, professional counselling, healthcare access, vocational training, and stronger oversight mechanisms to ensure that the shelters meet their purpose of providing safe housing and rehabilitation. It emphasises that poorly resourced or mismanaged facilities risk perpetuating marginalisation instead of alleviating it. Strengthening Garima Greh, the Commission stressed, is essential to creating inclusive support systems that enable transgender persons to live with dignity and independence.