Answer:
The above case highlights the plight of a transgender person in a workplace environment. Even though organisations are ready to welcome transgender people into the workplace, employees are not ready to accept them as just another colleague or employee. In the given case, they have shown unnecessary interest in her personal life. She feels discriminated against and harassed at the workplace.
(a) Ethical issues in the case:

• Gender Bias: Gender equality is one of the major organisational values. But male employees are not adhering to it.
• Lack of empathy: Discussing personal life with a co-worker who is uncomfortable doing so shows the lack of empathy among the colleagues.
• Lack of accountability: Excluding Miss A from meetings without providing a reason demonstrates the decision makers’ lack of accountability to her.
• Diversity without inclusivity: Even though the company is ready to accept the diversity by recruiting transgender people, inclusivity is still missing in terms of making the vulnerable sections work without discrimination.
• Leadership is put to the test: If the Managing Director fails to handle the situation and accepts Miss “A” resignation, it will reflect poorly on the organization’s value of gender diversity and will also erode the company’s image.

(b) Options available to me, as the Managing Director:

• Discussing the issue with the senior male employees and warning them against any potential wrongdoing.
• Accepting the resignation of Miss A.
• Disciplinary action against employees who have allegedly harassed Miss A.

(c) Evaluation of each option and course of action

• Discussion with the senior male employees:
  • Merits:
    • It will help to explain the gender-equal policies of the company and the importance of improving the company’s brand image.
    • Further, the MD should explain the rights of the LGBT community under Indian laws and the associated punishments for violating the same.
    • This will instil confidence in Miss “A” and other employees that the organisation doesn’t tolerate any kind of discriminatory practices.
  • Demerits:
    • Directly confronting the male employees may hurt the ego of senior employees and they might feel offended. It may impact the ongoing projects in the organisation.
• Accepting Miss “A’s” resignation:
  • Merits:
    • It will pacify senior employees and help them focus on work rather than wasting time on these practices.
  • Demerits:
    • It will encourage the practice of gender discrimination which is against the fundamental rights of Miss “A” (Article 15).
    • It shows the MD’s leadership in poor light as he is not courageous enough to confront employees involved in discriminatory practices.
    • If such news becomes public, the company’s image will be tarnished which may affect its business.
• Disciplinary action
  • Merits:
    • It sends the message of zero-tolerance against any sort of gender discrimination within the company.
    • It gives confidence and moral encouragement to the employees, especially transgender and women.
  • Demerits:
  • As senior members may protest your decision, it may affect the timely completion and delivery of those projects.

Course of action: As a managing director, I will forward the complaint to the Internal Complaints Committee and will ask them to conduct a fair investigation of the issue. If found guilty, appropriate disciplinary action will be taken against those found guilty.\
Reasons for the course of action:

• A free and fair investigation will give everyone the chance to present their case. No judgements should be made without listening to all the sides.
• Disciplinary actions will convey the message that everyone in the organisation is equal and there is no room for any kind of discrimination in the organization.
• It also upholds values like compassion, empathy, courage of conviction, leadership and constitutional ethos (Article 15).

To avoid such instances in the future, a long-term course can be charted out like a new Code of Conduct emphasising the importance of gender neutrality, establishing a grievance cell, hiring more transgender people etc. According to a World Bank estimate, the cost of social stigma and exclusion of LGBT people in India is $31 billion. So, it is necessary to break the social stigma in our society. As a Managing Director, adopting the above course of action is a win-win situation for both Miss “A” and the organisation.