KOCHI METRO RAIL LIMITED: A TRANSGENDER INCLUSIVE
WORKPLACE CASE STUDY SOLUTION
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SYNOPSIS
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On July 18, 2022, transgender employees of Kochi Metro Rail Limited (KMRL) revealed several sad stories of
discrimination, low salary, and inaccessible toilets in the workplace. KMRL was a publicly owned company that
aimed to be seen as among the most sustainable and connected organizations in the country. The metropolitan
railway’s mission was to connect the southern India city of Kochi through threefold system of rail, road, and water.
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In 2017, the company made a conscious effort to hire transgender candidates into primary positions.
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After hiring 1,000 women and 23 transgender employees as part of its social inclusion initiative, KMRL
earned praise from the public as an inclusive workplace. The Indian Express referred to KMRL as a dream
project of the Government of India, both its social inclusion program and for its high concentration of
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indigenous resources (70 per cent built in India) that promoted the government’s Make in India initiative
The country’s prime minister went as far as to declare KMRL a “futuristic infrastructure.”
So
The Case Solution Starts From page 6
,ASSIGNMENT QUESTIONS
1. Are transgender employees thriving under KMRL work culture or they are struggling?
2. What can KMRL do differently to attract and retain transgender employees? Suggest alternative actions
that the company could take to retain transgender employees.
3. Is KMRL building an inclusive workplace for transgender employees? Why or why not?
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The Case Solution Starts From page 6
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2. What can KMRL do differently to attract and retain transgender employees? Suggest alternative
actions that the company could take to retain transgender employees.
Sa
refer students to the graph in
the case showing the change in the number of transgender employees at KRML from 2016 to 2022 (see
case Exhibit 4). Students should reflect on whether the low number of current transgender employees (only
9) is due to lack of psychological safety in the workplace, and how empathetic communication could help
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KMRL strategically devise a transgender employee retention plan.
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discuss how to retain transgender employees at KMRL
both for the short term and over the longer term. The group discussions can consider innovative employee
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retention plans that specifically address the concerns raised by former transgender employees (see case
Exhibit 2). Students should also consider the timeline of events that led transgender employees to eventually
So
leave the organization
A short-impact impact on the organization may highlight KRML’s positive reputation at a socioeconomic
level, which the company gained by initially empowering the transgender community and adding diversity
in the workplace. A more long-term impact might require KRML to achieve a higher sense of purpose by
leading with creativity and innovation. Student responses should consider the HR planning cycle and
proposed suggestions for action.
The Case Solution Starts From page 6
,EXHIBIT -2: INFLUENCE–IMPACT MODEL FOR A TRANSGENDER INCLUSIVE WORKPLACE
Impact on KMRL
Influencial Factors
Psychological
safety • Enhancing creativity and
• Top management team innovation
Transgender
• Co-workers support inclusive • Promotes open
• Human resources policies communication
management Support for • Support learning and growth
• Supervisor care and gender • Build collaboration
compassion acceptance
• Improved performance
• Customer acceptance
• Safe work enviornment
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The Case Solution Starts From page 6
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EXHIBIT -5: KMRL EMPLOYEE VALUE PROPOSITION FOR TRANSGENDER EMPLOYEES
EVP Component Points of Consideration
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1. Employee benefit and Offset competitive salary structure.
compensation Add incentives and benefits specific to transgenders.
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Focus on medical expenses.
Higher incentive for skilled employees.
2. Career growth and Set a long-term retention plan.
development Build an internal pipeline of essential skills required and train.
Ensure capacity building and mobility of resources as per
requirement.
3.
The Case Solution Starts From page 6
WORKPLACE CASE STUDY SOLUTION
e
pl
SYNOPSIS
m
Sa
On July 18, 2022, transgender employees of Kochi Metro Rail Limited (KMRL) revealed several sad stories of
discrimination, low salary, and inaccessible toilets in the workplace. KMRL was a publicly owned company that
aimed to be seen as among the most sustainable and connected organizations in the country. The metropolitan
railway’s mission was to connect the southern India city of Kochi through threefold system of rail, road, and water.
n
In 2017, the company made a conscious effort to hire transgender candidates into primary positions.
tio
After hiring 1,000 women and 23 transgender employees as part of its social inclusion initiative, KMRL
earned praise from the public as an inclusive workplace. The Indian Express referred to KMRL as a dream
project of the Government of India, both its social inclusion program and for its high concentration of
lu
indigenous resources (70 per cent built in India) that promoted the government’s Make in India initiative
The country’s prime minister went as far as to declare KMRL a “futuristic infrastructure.”
So
The Case Solution Starts From page 6
,ASSIGNMENT QUESTIONS
1. Are transgender employees thriving under KMRL work culture or they are struggling?
2. What can KMRL do differently to attract and retain transgender employees? Suggest alternative actions
that the company could take to retain transgender employees.
3. Is KMRL building an inclusive workplace for transgender employees? Why or why not?
e
pl
m
Sa
n
tio
lu
So
The Case Solution Starts From page 6
, e
pl
m
2. What can KMRL do differently to attract and retain transgender employees? Suggest alternative
actions that the company could take to retain transgender employees.
Sa
refer students to the graph in
the case showing the change in the number of transgender employees at KRML from 2016 to 2022 (see
case Exhibit 4). Students should reflect on whether the low number of current transgender employees (only
9) is due to lack of psychological safety in the workplace, and how empathetic communication could help
n
KMRL strategically devise a transgender employee retention plan.
tio
discuss how to retain transgender employees at KMRL
both for the short term and over the longer term. The group discussions can consider innovative employee
lu
retention plans that specifically address the concerns raised by former transgender employees (see case
Exhibit 2). Students should also consider the timeline of events that led transgender employees to eventually
So
leave the organization
A short-impact impact on the organization may highlight KRML’s positive reputation at a socioeconomic
level, which the company gained by initially empowering the transgender community and adding diversity
in the workplace. A more long-term impact might require KRML to achieve a higher sense of purpose by
leading with creativity and innovation. Student responses should consider the HR planning cycle and
proposed suggestions for action.
The Case Solution Starts From page 6
,EXHIBIT -2: INFLUENCE–IMPACT MODEL FOR A TRANSGENDER INCLUSIVE WORKPLACE
Impact on KMRL
Influencial Factors
Psychological
safety • Enhancing creativity and
• Top management team innovation
Transgender
• Co-workers support inclusive • Promotes open
• Human resources policies communication
management Support for • Support learning and growth
• Supervisor care and gender • Build collaboration
compassion acceptance
• Improved performance
• Customer acceptance
• Safe work enviornment
e
pl
m
Sa
n
tio
lu
So
The Case Solution Starts From page 6
, e
pl
m
Sa
n
tio
EXHIBIT -5: KMRL EMPLOYEE VALUE PROPOSITION FOR TRANSGENDER EMPLOYEES
EVP Component Points of Consideration
lu
1. Employee benefit and Offset competitive salary structure.
compensation Add incentives and benefits specific to transgenders.
So
Focus on medical expenses.
Higher incentive for skilled employees.
2. Career growth and Set a long-term retention plan.
development Build an internal pipeline of essential skills required and train.
Ensure capacity building and mobility of resources as per
requirement.
3.
The Case Solution Starts From page 6
