Sunanda Rao

Zomato Spices Up Hiring with a Bold Chief of Staff Opportunity Zomato , known for its disruptive approach, is turned heads with its unconventional Chief of Staff position. This isn't your typical corporate role; it's a high-growth, high-impact opportunity designed to attract those with fire in their belly and a hunger to learn. Having worked on CXO, expert and specialist hirings, it definitely caught my attention. Almost 18000 applications in 24hours! The unconventional JD reflects the culture and beliefs of the organisation in every single word penned down by Deepinder Goyal 1.Bold and Unconventional:Zomato is looking for someone with a "learning mindset" willing to invest ₹20 lakhs in their development, donated to Feeding India also ensuring that their skin is in the game. While he clarified in his recent post on the True intent. 2. Fast-Paced Learning and Accelerated Growth: The emphasis on intense learning and development aligns with their culture of continuous improvement and pushing boundaries.This reflects Zomato's value of meritocracy and rapid development. 3. Meritocratic and Performance-Driven: The posting explicitly seeks candidates with specific traits like hunger, common sense, and a learning mindset, indicating a focus on individual merit and potential over traditional qualifications. 4. Social Impact and Responsibility: Zomato's commitment to social impact is evident through initiatives like Feeding India. Integrating a philanthropic aspect into the hiring process further reinforces this value. 5. Transparency and Directness: The job posting is remarkably transparent, outlining both the challenges and potential rewards without sugarcoating the demanding nature of the role. This innovative job posting not only redefines recruitment but also prioritizes personal development over conventional perks. When @Shagun suri from the People Team said 'What I love about Zomato is- ‘The People’- full of energy, positivity, ambitions and smiles, and ‘The Culture’- where there is freedom to create a way of working' This is what she meant... 🤔 Zomato's way of finding the one with True Hunger! Video - Glimpse of Zomato Career Page... Every word reflected in the job description #Zomato #InnovativeHiring #FeedingIndia #CareerGrowth #TrueHunger #Learningorganisation Zomato India Blinkit Hyperpure by Zomato Zomato's Hyperpure Zomato Care Feeding India LinkedIn News India

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🌟 Insightful Conversations on HR: Driving Growth, Innovation, and Culture 🌟 Recently, I had the privilege of sitting down with Subhobroto Sarkar, Manager HR (Corporate) at Emami Frankross Limited, for an engaging discussion on the evolving landscape of HR. Here are some thought-provoking insights we explored: 💡 Q1: The Most Significant Transformation in HR Subhobroto shared transformative changes, from embracing digital tools to fostering an innovation-driven culture. Key takeaways included adapting to tech advancements and prioritizing employee experience. 🔑 Q2: Strategies for Fostering Positive Workplace Culture 1️⃣ Promote open communication across levels. 2️⃣ Encourage recognition and rewards to boost morale. 3️⃣ Balance work-life dynamics with flexible policies. 4️⃣ Provide growth avenues and ensure leadership leads by example. 🚀 Q3: HR’s Role in Driving Innovation and Growth We discussed how HR can break silos, facilitate continuous learning, and align innovation with business goals. Subhobroto emphasized building platforms for idea generation and creating psychological safety for employees to thrive. 🌐 Q4: Technology’s Impact on HR From AI-driven recruitment to immersive VR training, technology is reshaping how HR professionals work. Subhobroto highlighted how tools like BambooHR, Visier, and Lattice are enhancing employee engagement, analytics, and operational efficiency. ✨ Q5: Advice for Aspiring HR Leaders Embrace continuous learning. Build strategic partnerships. Prioritize DEI (Diversity, Equity, and Inclusion). Lead with empathy and foster innovation. 🌟 Q6: Words to Live By "Empower people, drive growth, foster innovation." This conversation was a treasure trove of actionable strategies and heartfelt wisdom for HR professionals navigating today’s dynamic environment. 🔗 What are your thoughts on these insights? Which strategies resonate with you the most? Share your views in the comments below! #HRInsights #Innovation #Leadership #WorkplaceCulture #TechnologyInHR #GrowthMindset #LinkedInHRTalkShow

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🌍 Elevating Diversity in POSH ICCs: A Pathway to Genuine DEIB In our journey towards becoming a truly diverse, equitable, inclusive, and belonging (DEIB) promoting company, one crucial aspect often overlooked is the composition of our Internal Complaints Committees (ICCs) under the POSH framework. **But why should we care about the diversity in ICCs?** 🤔 Having a diverse ICC isn't just about meeting compliance requirements—it's about building a team that resonates with our workforce's varied experiences and perspectives. Let’s delve into why diversity in ICCs matters: 1. **Representation Matters**: When employees see themselves reflected in the ICC, they are more likely to feel safe and understood. For instance, having members from LGBTQ+ communities or other underrepresented groups can encourage more people to come forward and report issues without fear of bias or prejudice. 🏳️‍🌈 2. **Broadening Perspectives**: Diverse ICC members bring varied viewpoints, ensuring more balanced and empathetic decision-making. They can relate to different cultural and societal nuances, which is crucial in handling sensitive issues. 🌐 How Can We Integrate Diversity into Our ICCs? 1. **Inclusivity in Selection**: Actively seek to include members from various gender identities, sexual orientations, ethnic backgrounds, and abilities. This not only enriches the committee but also symbolizes our commitment to true inclusion. 2. **Training and Sensitization**: Ensure that all members are trained not only in POSH regulations but also in cultural competence and unconscious bias. This equips them to handle complaints with the sensitivity and fairness they deserve. 3. **Open Channels for Feedback**: Encourage employees to share their thoughts on the ICC’s composition and functioning. This feedback can be invaluable in continuously improving and aligning our committee with our DEIB goals. 4. **Visibility and Transparency**: Regularly communicate the composition and role of the ICC to all employees. Highlight the diversity within the team to reinforce our dedication to inclusive practices. **Join the Conversation!** 💬 What are your thoughts on enhancing diversity within ICCs? How can we ensure that everyone feels represented and safe in our workplace? Share your ideas and experiences below. Let's build a community where every voice is heard and respected. 🌟 --- **#DEIB #DiversityInICCs #POSHCompliance #InclusiveWorkplace**

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Truck Literature 24 The Hindi phrase 'Savdhani Hati Durghatna Ghati' (carelessness leads to accidents) written on trucks emphasizes the importance of being cautious and vigilant, and reinforces responsible driving behavior. Young professionals form their perspectives on organizational life through their early workplace interactions and experiences. Habits and behaviors they develop during this crucial stage lay the foundation for a successful career. Building right work behaviors early on is essential, as these shape not only individual success but also contribute to the overall performance and culture of the organization. Key positive work behaviors include clarity of vision, hard work and focus, work discipline and accountability, proactiveness and commitment, professionalism, and strong work ethic. However young professionals who adopt a more casual or disengaged approach to their work, marked by indiscipline, distraction, and blame-shifting, often derail their career. These negative behaviors, if left unaddressed, not only affect the individual's career but also undermine team dynamics and the overall organizational performance. Individuals should always be alert to actively monitor and cautiously address these negative behaviors through regular feedback, mentoring, coaching and training. The earlier such issues are identified and corrected, the more likely the individuals can reverse these tendencies and get their careers back on track. The ability to adapt, learn from mistakes and cultivate the right behaviour plays a crucial role in long-term career success, isn’t it?

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My thoughts on Union budget 2024-2025, published in Business world : "Allocation of Rs 1.48 lakh crore for education and employment and skill paves the way for optimising the human capital and leveraging demographic dividend. The introduction of wage subsidies for the businesses recruiting employees for the first time is a welcome move that promises to invigorate our employment landscape. Moreover, the provision of education loans with interest subvention schemes stands will build a strong future talent pipeline. Announcement of Rs. 3 trillion for programmes supporting women and girls in terms of setting up working women hostels and crèches is a welcome and timely move to enhance women participation in workforce and economic progress,”.

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Thank you Jombay and the super host Rex Fernandes for having me as a panelist today morning. I had the honor of being alongside Chinmaya Mohanty, Shirin Salis, and Sushil Baveja, where we explored the theme of “Collaborative Mindset in the Context of Synergistic Thinking and Systems Thinking” for young HR professionals. It was an enriching conversation, and I’m thrilled to share some key takeaways that resonated with the audience: 1️⃣ Great Ideas Don’t Have to Be Yours: True collaboration starts with humility—recognizing that the best ideas can (and often do) come from others. 2️⃣ From Concept to Execution: While strategy and planning are crucial, real impact is only achieved through disciplined execution. This cannot be done alone. 3️⃣ Business Acumen is Non-Negotiable: To be an effective HR leader, understanding the business and its financials is essential. This is how HR earns a seat at the table. 4️⃣ Collaboration Can Be Simple: Sometimes, it’s as straightforward as picking up the phone, having an honest conversation, and aligning efforts. The energy, questions, and enthusiasm from the audience were a testament to the importance of cultivating collaboration in the HR profession. Thank you to my co-panelists for sharing such powerful insights and to the organizers for creating a platform for these vital discussions. Let’s continue building bridges and embracing the power of synergy to drive impactful change in our organizations. 💡 What does collaboration mean to you? I’d love to hear your thoughts!  #HRLeadership #CollaborativeMindset #SynergisticThinking #SystemsThinking #ProfessionalGrowth

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#CorporateCommunication in organisations is linear, which drives the decision-making flow as well. In contrast to the linear pattern, #Japan demonstrates a circular flow of communication and #information where any point can become the origin. #Ringi is a Japanese concept of corporate communication and decision-making wherein #consensus is key. Only after deliberate discussions and #unanimous approval are the decisions implemented. The series of informal discussions and deliberations helps gather input and address concerns beforehand. Collective decision-making ensures the participation of employees at all levels, thus fueling overall #engagement on major issues. #Leaders can imbibe a lot from this unique decision-making process employed in #Japanese #management #systems. Although it might be time-consuming sometimes, it will provide a healthy space for debate and dissent, thus promoting #transparency. In the long run, it will prevent #resistance in decision-making by stakeholders and ensure fairness where every employee’s input is valued. #communication #decisions #consensus #engagement #leadership #insights #corporates #startups #startupindia

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Unlock the Potential of #Veterans Veterans are not just exceptional #Leaders—they are #Strategic assets. In fact, 90% of the veterans profiled in the GMP (Defence Officers) FMS Delhi have held #leadership roles in high-pressure, #mission-critical #operations, often managing teams of over 50 personnel. Veterans possess: #Adaptability and #Resilience developed from years in #Military service, where rapid decision-making and leadership were critical Expertise in #Security, #Riskmanagement, and #Logistics, making them ideal for industries like #Aviation, logistics, and #corporate #security Proven operational experience that’s difficult to find in civilian #talent pools, with many veterans possessing advanced certifications and security clearances Statistics to consider: 75% of veterans in the FMS group have specialized in operations and #projectmanagement, with hands-on experience in high-risk, high-reward environments. Over 80% have managed complex logistics, #riskmitigation, and security protocols—skills that are directly transferable to corporate environments. Veterans are often faster to adapt to corporate environments, with 65% being promoted to leadership positions within their first two years in civilian roles. By investing in veteran talent, your organization can not only enhance operational efficiency but also improve risk management and team leadership. Veterans offer an exclusive, highly trained workforce that can significantly boost your company’s #Productivity and security frameworks. It’s time to capitalize on this unique talent pool. Let’s pave the way for veterans to transition smoothly into roles that maximize their potential. #HireVeterans #Leadership #RiskManagement #CorporateSecurity Sheetal Vashist Adani Group Reliance Foundation KPMG India Accenture Amazon Business Tata Group Adani Defence and Aerospace Mahindra Logistics Samir Gupta Lt Col MAYUR AMBASTHA

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**Revolutionizing Last Mile Delivery in India: ProRider's Role in Solving Manpower Shortages** In recent years, delivery services have become an integral part of urban life in India, offering convenience and variety at the tap of a smartphone screen. However, the rapid growth of this industry has brought forth challenges, particularly in ensuring an adequate supply of delivery riders to meet escalating demand. This issue has been exacerbated by factors such as fluctuating availability of labor, varying economic conditions, and logistical complexities in densely populated urban centers. ### The Current Challenges Delivery companies in India, like their global counterparts, face persistent challenges related to manpower shortages among delivery riders. These challenges include: 1. **High Turnover Rates:** The transient nature of delivery rider jobs often results in high turnover rates, making it difficult for companies to maintain a stable workforce.   2. **Seasonal Variations:** Demand for delivery services can fluctuate significantly based on factors like festivals, weather conditions, and economic cycles, leading to unpredictable manpower requirements. 3. **Logistical Complexities:** Navigating through congested urban environments and ensuring timely deliveries adds to the operational challenges faced by delivery riders. ### Technological Interventions In response to these challenges, ProRider is engaging in the creation of innovative technology that will emerge as a crucial enabler for resolving manpower shortages and optimizing the efficiency of delivery operations. Here’s how ProRider aims to use technology is reshaping the landscape: 1. **Providing Real Time Hiring AD Support:** Advanced data analytics and machine learning algorithms can predict demand patterns based on historical data, seasonal trends, and external factors. ProRider App will provide AD space for delivery companies to display dynamic Hiring ADs and deploy delivery riders accordingly. 2. **Market Intelligence:** ProRider will be a platform wherein all the logistics companies will get access to information that will help them to design their payout plans more efficiently and attract a larger pool of rider on their platform. This ensures optimal utilization of manpower resources at any given time. 3. **Digital Rural Mobilization:** ProRider will help companies to share their hiring ADs with a huge pool of candidates who are based in Tier 3 & Tier 4 cities, but are looking for gig opportunities in Tier 1 cities. This will help the companies to connect with the right set of candidates and increase the availability of riders. 4. **Automated Task Management:** ProRider app is equipped with task management features to enable companies to streamline their AD workflow, manage multiple ADs efficiently, and communicate with riders seamlessly. This reduces geographical friction and enhances productivity. Visit - http://prorider.in/

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Time to change the narrative!! The collar colour set of terms came to existence somewhere in the early 20th century denoting groups of working individuals based on the work being performed by them. The most prominent ones are the Blue-Collar and the White-Collar employees. We all know what they mean, but isn't it time to shift away from color-coded labels and recognize the invaluable contributions of our skilled tradespeople, technicians, and frontline workers who are the backbone of various industries. Let's replace "Blue-collar" with "Essential Workforce" to better acknowledge the critical role these employees play in keeping our communities and industries functioning smoothly. This update not only promotes recognition and respect but also fosters unity, inclusion, and a modern understanding of diverse professions. By embracing this change in terminology, we can convey the value and importance of these roles while boosting morale and pride among our hardworking team members. Let's champion this shift towards a more inclusive, respectful, and unified workforce. #EssentialWorkforce #Inclusion #Recognition #OrganisationCulture #Team

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Breaking my own rule around political posts, as this one relates to business and strategic interests of India. Rajat Sethi, one of the finest strategic analysts of our times, is decoding the WHY of USA indictment of #Adani group. Quite a piece - full of facts and wholesome. Do listen in at 1.5X speed to save time :)

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Just completed an insightful ICC training session with the Logic Pursuits team. We delved into the critical topic of recommendations and penalties for respondents found guilty in POSH (Prevention of Sexual Harassment) cases. Key takeaway: While upholding a zero-tolerance policy, it's crucial to consider the respondent's professional and personal background when determining appropriate penalties. This nuanced approach ensures: 1. Proportionate consequences 2. Rehabilitation opportunities where appropriate 3. Maintaining the company's reputation as a fair employer Ultimately, our goal is to create a safe, respectful workspace while administering justice thoughtfully. This balance is essential in fostering a culture of trust and accountability. Kudos to Logic Pursuits for facilitating this important discussion. Dheeraj Khandelwal thanks for being so pro-active about empowering your team. #POSH #WorkplaceSafety #HRBestPractices

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Having an individual evaluation in Performance Appraisal will affect the team spirit? My thoughts on it by comparing an IPL Season and a Performance Cycle: A team will have Captain, Vice-Captain, Wicket keeper, bowler, and All-rounder(s). Without teamwork a great sport like cricket cannot be played and often a team cannot win. In IPL they have the below awards -Orange Cap -Purple Cap -Most Valuable Player -Fair Play Award -Man of the Match The above awards were identified based on various individual performance metrics. After one season the same players or few players changed will form a team again to play the next season. If recognizing the individual may cause disruption in Team Spirit, the team's ultimate goal to win the series will not be successful at all. It is important to recognize someone who puts 100% effort* for achieving team's goal and also to mentor and coach someone who was able to put only 70% effort for various reasons. There are two aspects here 1. Celebrating others(Recognizing High Potentials) success is crucial for various reasons: • Sharing others' joy creates a positive atmosphere. • Understanding others' struggles and triumphs. • Builds stronger relationships • Inspires personal growth • Shifts focus from competition to shared success. • Deepens friendships and professional connections. • Creates a supportive network. • Celebrates diversity • Creates a ripple effect of positivity. • Fosters open communication and trust. • Boosts morale. • Encourages innovation • Attracts talent. • Develops empathetic and inspiring leaders. • Breaks social comparison cycle • Celebrates collective achievements. 2. Developing others who cannot perform better due to various reasons will help in: • Increased Productivity: By addressing their limitations and providing support, you can unlock their potential and increase their overall contribution to the team. • Improved Morale: Investing in the development of all team members fosters a positive and inclusive work environment, boosting morale and job satisfaction. • Reduced Turnover: Investing in employee development can increase employee retention and reduce costly turnover. • Social Impact: By helping others reach their full potential, you contribute to a more equitable and just society. • Employee Engagement: When employees feel valued and supported, they are more engaged and motivated. Both to recognize and support requires structured and formal way of analyzing the individual to bring out their best. So, It is important to have Performance Appraisal to evaluate individuals to achieve team/Organizational goals and to have positive work culture. And it is a leader's responsibility for cultivating an open and transparent culture that encourages both constructive feedback, and recognition of high potential. Please share your thoughts in the comments. Thank You.

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🚨 Air Quality Alert for Delhi NCR – November 2024 The air we breathe is a shared responsibility. As of today, the AQI levels in Delhi NCR have reached Hazardous levels, with some areas like Mandir Marg and Punjabi Bagh reporting AQI values exceeding 400. The primary pollutant is PM2.5, which is nearly 49 times the WHO’s recommended limit. What does this mean for us? Health Impact: Increased risks of respiratory and cardiovascular problems, especially for children, the elderly, and those with pre-existing conditions. Daily Life: Outdoor activities should be minimized. Wear N95 masks, use air purifiers, and keep windows closed. What can we do? 1. Immediate Actions: Reduce non-essential travel, carpool, or use public transport to lower emissions. 2. Long-term Solutions: Advocate for stricter pollution control policies, promote green energy, and invest in urban forestry. Let’s collaborate for cleaner skies and a healthier future. The time to act is now! How are you coping with the current air quality? Share your thoughts or tips below. #DelhiAQI #AirQualityCrisis #CleanAirForAll #Sustainability

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Understanding the Internal Complaints Committee (ICC) under the POSH Act: In India, the Prevention of Sexual Harassment (POSH) Act mandates the establishment of an Internal Complaints Committee (ICC) in organizations. Composition of the ICC under section 4: 1. Presiding Officer : a Presiding Officer who shall be a woman employed at a senior level at workplace from amongst the employees: Provided that in case a senior level woman employee is not available, the Presiding Officer shall be nominated from other offices or administrative units of the workplace. Provided further that in case the other offices or administrative units of the workplace do not have a senior level woman employee, the Presiding Officer shall be nominated from any other workplace of the same employer or other department or organisation. 2. Two ICC Members : Not less than two Members from amongst employees preferably committed to the cause of women or who have had experience in social work or have legal knowledge. 3. One member from amongst non-governmental organisations or associations committed to the cause of women or a person familiar with the issues relating to sexual harassment. PROVIDED that at least one-half of the total Members so nominated shall be women. The Presiding Officer and every Member of the Internal Committee shall hold office for such period, not exceeding three years, from the date of their nomination as may be specified by the employer. #HumanResources #HR #Growth #POSH #SexualHarassment #Act #Legal #Compliances Yours in Progress Sheemon Human Resources Consultant

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#TalentMapping #HRStrategy #OrganizationalSuccess #LyfLeap Arjun Vaidya Ruchir Kohli Pratik Thakkar Salil Dalal Tapo Kar Tarun Chugh Tapan Singhel Gopal Jain Unlocking Growth Potential: The Importance of Talent Mapping In today's competitive landscape, talent mapping is more than just a strategic tool—it's a catalyst for organizational success. Here's why talent mapping is crucial: 1 Strategic Alignment: Talent mapping aligns your #workforce with your business objectives. By identifying key skills and competencies needed for future growth, you can ensure your #talentpool is equipped to drive your organization forward. 2 Identifying Skill Gaps: By #mapping current talent against future needs, you can pinpoint skill gaps within your organization. This #insight enables targeted training and development initiatives to bridge those gaps and foster a more capable workforce. 3 Succession Planning: Talent mapping helps identify potential successors for key roles within the organization. By nurturing and developing high-potential employees, you mitigate the risk of #leadership vacuums and ensure business continuity. 4 Retention and Engagement: Understanding the career aspirations and growth trajectories of your employees is essential for fostering #retention and #engagement. Talent mapping facilitates meaningful conversations about career progression, helping to retain top talent and boost morale. 5 Strategic Recruitment: With talent mapping, you can proactively identify talent pools to tap into when #recruiting for #criticalroles. This proactive approach reduces time-to-hire and ensures you attract candidates with the right skills and #culturalfit. 6 Adaptability and Agility: In a rapidly evolving business landscape, talent mapping enables organizations to anticipate future talent needs and adapt their strategies accordingly. This agility is crucial for staying ahead of the curve and seizing emerging #opportunities. 7 Data-Driven Decision Making: Talent mapping is grounded in data and analytics, providing actionable insights for informed decision-making. By leveraging #data on skills, performance, and potential, organizations can make strategic talent decisions with confidence. Investing in talent mapping isn't just about addressing current needs—it's about future-proofing your organization for sustained growth and success. By strategically managing your talent pipeline, you can ensure you have the #rightpeople in the #rightroles to drive innovation, agility, and competitive advantage.

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'Change Your Thinking to Change Your Life'. Here's a cent on what differentiates Ordinary from the XtraOrdinary - It's what you set Your Attention to (Focal is Causal) Ordinary folks discuss/talk about other Folks Good Folks discuss/talk about Events & Happenings XtraOrdinary folks discuss/talk about Ideas, Growth, Execution & how we can make wherever we are better than before. #thinking #growthmindset #mentorship #coaching

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Good initiative...

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"Happy Independence Day, India! Where the mind is without fear... unless you're a woman working night shifts, apparently. At the stroke of the midnight hour, when the world sleeps, India will awake to life and freedom... but heaven forbid a woman reclaims her space in Kolkata at that hour. How long are we going to tell women what to do and where to go? When will we have gender-neutral sessions on mutual respect? Or are we too busy celebrating our 'freedom' to assault women in any place? Will this incident again make women choose careers and say yes to certain things and no to others? Will various management teams again come back with questions and directions to their HR, stating 'please write only male candidates are wanted for this role'? We'll have recruiters judging women, claiming they 'throw tantrums' when it comes to night duties, late hours and travel. Parents will tell their daughters not to go for this profession instead go for that. But heaven forbid we teach our authorities to say, 'We will strive to make spaces safe for you. We shall double up our efforts to ensure harassment-free society and spaces.' No, we'd rather put limitations on women's movement instead of teaching respect and empowering our justice systems to stand up strong. So what are we celebrating this Independence Day? The freedom to perpetuate gender inequality? The liberty to victim-blame? The right to make half our population feel unsafe? It's high time we ask ourselves: Is this the India we dreamed of? Is this what we call freedom? #JusticeForDrMoumitaDebnath #GenderEquality #WomenSafety #AllEyesOnKolkata #IndependenceDay2024"

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