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Bangladesh Law, justice, and parliamentary affairs minister for gender-responsive, non-discriminatory labour law


Karma Global Possesses a Panel of International Experts Be It (1) Strategy Consultant (2) Management Consultant (3) Operations Consultant (4) Financial Advisory Consultant and (5) Human Resource Consultant!

Karma Management has now become Karma Global which was incorporated in the year 2004, having now completed almost 19 years of its existence.

As late as April 2021, Karma Global took a very bold step of venturing into foreign shores in terms of shoving up its business prospects in countries like US, UK, UAE, Canada, South East and South East Asia.

It has already made its mark in terms of providing excellent services in the areas of payroll, outsourcing, recruitment and talent acquisition, facility management services and regulatory compliances including immigration, negotiations and employment contracts in these foreign countries as well. 

The major services provided by Karma Global include Regulatory Audit, Management Consulting, Strategy Consulting, Financial & Tech Advisory, Risk Advisory, and Legal.

Towards the end of April and the first fortnight of May 2023, Pratik Vaidya, MD & CVO of Karma Global was in the U.S. and Canada attending the Select USA Investment Summit 2023 which came to a close, marking the largest Investment Summit in Select USA history, with 4,900 attendees spanning 83 international markets that was well represented.

There was lot of interactive session at Bay Area Houston where the delegates were briefed about business divisions in Franchise, Business Brokerage, Consulting, Education, Technology and Business Immigration and assistance was also offered to the delegates in buying or selling businesses with more than 400 franchise opportunities.

This delegation in association with the Consulate General of India, US Commercial Service of Dallas, IACC of Greater Houston, the Greater Houston Partnership and Economic Development Offices is another step in IACC’s development of relations with the United States of America.


ILO’s voice on Equality and discrimination

Hundreds of millions of people suffer from discrimination in the world of work. This not only violates a most basic human right, but has wider social and economic consequences. Discrimination stifles opportunities, wasting the human talent needed for economic progress, and accentuates social tensions and inequalities. Combating discrimination is an essential part of promoting decent work, and success on this front is felt well beyond the workplace.


OHCHR Analytical study on gender-responsive climate action

Human Rights Council resolution 38/4 (A/HRC/RES/38/4) requested OHCHR “to conduct, from within existing resources, an analytical study on the integration of a gender-responsive approach into climate action at the local, national, regional and international levels for the full and effective enjoyment of the rights of women…”


Human Rights Council Panel Discussion on women’s rights and climate change:

Human Rights Council resolution 38/4 (A/HRC/RES/38/4) also requested OHCHR to prepare a panel discussion on the theme “Women’s rights and climate change: climate action, best practices and lessons learned”, focusing on best practices and lessons learned in the promotion and protection of the rights of women and girls in the context of the adverse impacts of climate change at the 41st session of the Human Rights Council.


Report of the Office of the United Nations High Commissioner for Human Rights

  • During the discussion, speakers made a number of recommendations.
  • Generally, they called for a gender-responsive, rights-based approach to climate action and emphasized the need to recognize the role of women as agents of change.
  • They recommended that the full, equal and meaningful participation of all women in decision-making on climate change be made a priority.
  • They recognized that women’s environmental knowledge and skills were crucial to successful climate action and should inform and guide climate change mitigation and adaptation efforts.
  • Efforts should be made to implement fully the commitments of States to rights based, gender-responsive climate action, including in existing international conventions, frameworks and agendas.
  • Speakers recommended focusing on synergies between these instruments, in order to facilitate the elaboration of tools, including plans of action, for the implementation of gender-responsive, rights-based climate action at the national level, ultimately leading to more effective climate action that benefited both people and the planet.
  • Since small island States were particularly vulnerable to the effects of climate change, a gender-responsive approach should be applied in the design, implementation, monitoring and evaluation of national environmental policies to address the negative effects of climate change, both within those countries and elsewhere. Collection of disaggregated data and gender-based assessments of climate projects and programmes was recommended to inform and guide climate policymaking.
  • Speakers called for increased international cooperation and assistance in order to build the resilience and adaptive capacities of women and girls, including through strengthened cooperation on gender mainstreaming in disaster management plans and policies. International climate financing mechanisms were encouraged to prioritize funding climate change projects that were gender-responsive and would empower women.
  • Women’s access to modern technology should be enhanced as part of the efforts to increase their empowerment. Speakers called for the integration of gender perspectives in climate-smart agriculture initiatives, climate-smart urban development and disaster preparedness. In the ILO Centenary Declaration for the Future of Work, the International Labour Conference had called for a transformative agenda for gender equality, providing a basis for ensuring respect for women’s rights as part of a just transition.
  • Practical steps to promote the full participation of women and girls in public life and decision-making in the context of climate change should include taking measures to provide awareness-raising and capacity-building training opportunities and courses. Illustrative practices included the course offered by the University of the West Indies and the efforts undertaken by Australia to train women negotiators in the Pacific; such initiatives should be multiplied.


Bangladesh Law, justice, and parliamentary affairs minister for gender-responsive, non-discriminatory labour law


Law, justice, and parliamentary affairs minister Anisul Huq on Tuesday said that there was no ambiguity about the intention of the present government to ameliorate labour sector as per the international standard.

‘Amendment of law is a complex process, particularly the labour law, which happens in a tripartite setup and therefore it needs time. We are trying our best… I am aware that the Labour Law Working Group has been working vigorously to ensure that the labour act is amended within the reasonable time,’ he said.

The law minister said these while addressing the inaugural function of ‘Tripartite Discussion on Technical Note and Global Good Practice to Align Bangladesh Labour Laws with Selected International Labour Standards’ at hotel The Westin, an official release said.

Anisul called upon the tripartite labour law working group to be mindful of the law to be gender-responsive and non-discriminatory.

State minister for labour and employment Begum Munnujan Sufian, labour and employment secretary Ehsan-e-Elahi and ILO country director Tuomo Poutiainen addressed the function as special guests.

‘An updated labour law will not only address the comments of the committee of experts as discussed here today, but will address other modern day challenges and possibilities, and make the labour law more robust, fair, inclusive as well as business friendly,’ Anisul Huq further said.

He congratulated the Ministry of Labour and Employment for collaborating with the ILO to organise the tripartite discussion on the technical note and global good practice, adding, ‘It reflects the government’s commitment towards implementing the action points mentioned in the roadmap and national action plan on the labour sector.’

‘I urge the members of the tripartite labour law working group to understand the backdrop of this labour law reform and the necessity to take into account the recommendations of ILO’s committee of experts to make our law more align with international labour standards,’ Anisul added.


CONCLUSION :  Key to the success of promoting equality in the labour market is the active involvement of workers’ organizations, employers’ organizations and other stakeholders.

Millions of women and men around the world are denied access to jobs and training, confined to certain occupations or offered lower pay simply because of their disability, ethnicity, indigenous or tribal status, race, religion, sex, sexual orientation, gender identity, political or other opinion, real or perceived HIV/AIDS-status or other status.

The discrimination that certain groups, such as women, ethnic or racial minorities and migrants, face in the labour market makes them highly vulnerable to exploitation and abuses such as forced labour. Barriers to decent jobs often compel parents belonging to an ethnic minority to resort to the labour of their children to make ends meet.

Though discrimination can have many manifestations, it is often subtle and insidious, undermining peoples’ dignity and their future. Discrimination deprives people of their voice at work and their ability to fully participate. Discrimination stifles opportunities, wasting the human talent needed for economic progress, and accentuates social tensions and inequalities. Discrimination is a basis for social exclusion and poverty.

An important starting point to overcome discrimination is the right to equality of opportunity and treatment in respect of employment and occupation. And the key to the success of promoting equality in the labour market is the active involvement of workers’ organizations, employers’ organizations and other stakeholders.

Freedom from discrimination is a fundamental human right and is essential for workers to choose their employment freely, to develop their potential to the full and to reap economic rewards on the basis of merit. Bringing equality to the workplace has significant economic benefits too. Employers who practice equality have access to a larger and more diverse workforce. Workers who enjoy equality have greater access to training, often receive higher wages, and improve the overall quality of the workforce. The profits of a globalized economy are more fairly distributed in a society with equality, leading to greater social stability and broader public support for further economic development.

ILO’s expertise in the area of gender equality and non-discrimination focuses on issues related to equal opportunities and treatment for all women and men in the world of work, and eliminating discrimination based on gender, race, ethnicity, indigenous identity, disability, sexual orientation and gender identity. The Office provides policy advice, tools, guidance and technical assistance to constituents including with respect to promoting more inclusive workplaces, and ensuring that policies, programmes and institutions are gender-responsive.

Karma Global with Pratik Vaidya as its founder, has entered the global scenario both as a leader and a moderator with a record level participation from 4900 attendees from 83 international markets and 55 States and Territories.

In person Networking and informative programs on key industry topics gave insightful details affecting FDI community and also helped to connect with industry experts and economic development organizations so as to seize every opportunity available for expansion of business and getting to know many global companies with similar interest.

Karma Global took every opportunity to connect with the U.S. Department of Commerce, which promotes and facilitates business investment into the United States by coordinating related federal government agencies to serve as a single point of contact for investors. Select USA assists U.S. economic development organizations to compete globally for investment by providing information, a platform for international marketing, and high-level advocacy. Select USA also helps investors find the information they need to make decisions; connect to the right people at the local level; navigate the federal regulatory system; and find solutions to issues related to the federal government.

Karma Global has its offices in Newark, Delaware, USA and in Canada at Toronto, Ontario where it has been offering business expertise and business drivers with solutions, experience and knowledge.


Proprietary blog of Karma Global Tech Management LLC

This blog has been collated and compiled by the internal staff of Karma Global with the knowledge and expertise that they possess, besides adaptation, illustration, derivation, transformation, collection and auto generation for its monthly newsletter Issue 12 of June 2023 and in case of specific or general information or compliance updates for that matter, kindly reach out to the Marketing Team – /

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