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Ahead of the <keyword id="6360189" type="COMPANY" weightage="20" keywordseo="Union-Budget">Union Budget</keyword> 2016 where Finance Minister <keyword id="42575" type="PERSON" weightage="20" keywordseo="Arun-Jaitley">Arun Jaitley</keyword> is expected to make key announcements under ‘<keyword id="6569577" type="UNKNOWN" weightage="20" keywordseo="Skill-India">Skill India</keyword> initiative’ on account of the problems being faced in the area of job creation in India, an Aspiring Minds-Business Insider joint survey has findings that point out the real issues which companies, particularly the corporate sector in India, faces when they are hiring talent. 
 
The survey has maximum respondent companies complaining about major skill crunch in India. 68 per cent of them agree that the entry level hires/graduates they see are not even job ready. It means there lies a huge gap in what they have studied and what is expected out of them in the industry. Does that mean the curriculum in our educational institutions does not match the industry standards? 56 per cent respondents, in their response to the effective measures to reduce skill gap, said they feel higher education efforts in the country need to focus on training for soft skills, closely followed by a demand to build a relevant course curriculum. Offering internships to give hands-on experience and an effective assessment mechanism are some other solutions they came up with. 
 
 
But it’s not just the white collar sector where skill gap has left companies worried and whining. The survey highlights that 51% have reported a difficulty in finding the right talent for companies not only during white collar job hiring, but also in the blue collar sectors. 
 
For ways to improve efficiency of blue collar job market particularly, 81 per cent HR professionals are of the view that assessments and certifications can add significant value to this lowest end of the job market. In the absence of a structured recruitment mechanism, they feel, skill certification can provide real benchmarks to assess the effectiveness of various parts of the blue collar job market including training, up skilling, recruitment, labor market dynamics and more. 
 
The survey also notes that talent crisis is not particularly a situation that plagues India, but exists worldwide. 61 per cent companies that run businesses in other parts of the world say the problem of finding the right talent for their organisations exists across markets. It’s a challenge employers are facing globally today. 
 
For India particularly, if corrective steps are not taken, 89 per cent companies said the talent crunch or skill gap shall remain and can adversely impact the country’s economic growth. 
 
On asking the respondents whether they feel Skill India is important in the current scenario, 60% HR professionals said they were in favour of it. 
 
This survey is an attempt to highlight the challenges that the corporate sector faces in job creation, it remains to be seen if Arun Jaitley will take these real on-the-ground problems in consideration while he rolls out the benefits under the Skill India initiative in Union Budget 2016 soon. 
 
<a href="http://www.aspiringminds.com/">Aspiring Minds</a> is a global leader in job-skills credentialing and matching. The flagship product <a href="https://www.myamcat.com/">AMCAT</a>, is the world’s most widely-taken employability test helping over two million candidates find the ‘right’ jobs every year. 
 
Aspiring Minds - <a href="http://www.aspiringminds.com/">http://www.aspiringminds.com/</a> 
AMCAT - <a href="https://www.myamcat.com/">https://www.myamcat.com/</a> 
 
(Image credits: Linkedin)

Ahead of Union Budget, a Business Insider-Aspiring Minds Survey finds out the real problems faced by corporates while hiring talent

<ul><li>Google announced a new Google Pay feature, Jobs, to help users find <keyword id="2093247" type="UNKNOWN" weightage="20" keywordseo="Entry-level-jobs">entry level jobs</keyword> in the country during its annual event, <keyword id="8120597" type="UNKNOWN" weightage="20" keywordseo="google-for-india-2019">Google for India 2019</keyword>. </li><li>The Jobs spot on Google Pay will find job opportunities based on user profiles and also supplement training modules to help prepare for interviews. </li><li>The service will initially roll out in Delhi NCR followed by the rest of the country in the coming months. </li></ul>Google’s annual event, <a href="https://www.businessinsider.in/google-for-india-2019-everything-you-need-to-know/articleshow/71199981.cms">Google for India 2019</a>, had a lot of announcements around Google Pay. Most of them had to do with facilitating online digital payments but one — Jobs. Some of the other highlights were the launch of <a href="https://www.businessinsider.in/how-to-use-google-pay-for-business-and-google-spot/articleshow/71200402.cms">Google Pay for Business</a>, <a href="https://www.businessinsider.in/how-to-use-google-pay-for-business-and-google-spot/articleshow/71200402.cms">Google Spot </a>to help small businesses set up store fronts online, and even the <a href="https://www.businessinsider.in/google-pay-new-tokenisation-feature-explained/articleshow/71203148.cms">tokenisation of transactions</a> to make payments more secure. Jobs will be available as a spot on Google Pay. Google already introduced Job Search as a part of Google Search last year. Job Search collates posting for several partners and thousands of organisations to Google’s API. But, they are largely white collar jobs. "Entry level jobs in industries like retail, hospitality, and on-demand is very different and largely unmet," stated Caesar Sengupta, Google’s General Manager and Vice President of Payments and Next Billion Users during Google for India 2019. Aiming at entry level jobs Unemployment is a persistent problem in India. "Right now, a lot of hiring in these sectors is via offline channels like personal referrals, walk in centers, paper applications and so forth. This makes the process super disorganised," said Sengupta. "Many young seekers are unsure how to enter the workforce — from building a CV to finding an appropriate job and gaining the relevant skills they need," Sengupta added. The Jobs spot will use AI and machine learning (ML) to customise the kind of job options that show up for users, depending on their skill set and requirements. Over time, the results will get even more personalised. It will also supplement job opportunities with training modules that can help users prepare for their interview. Google currently has 25 early partners and will initially launch in Delhi-NCR before expanding to the rest of the country. The company has already been working on skilling India’s workforce. Google Digital Unlocked programme for small business owners has reached out to 400,000 people, according to the company. Google also claims to have invested in training two million developers in the country and sponsored over 100,000 scholarships across multiple technologies like virtual reality and augmented reality. "Skilling is one part of the job solution. Connecting people to job opportunities is another," explained Sengupta. See also: <a href="https://www.businessinsider.in/google-for-india-2019-everything-you-need-to-know/articleshow/71199981.cms">Google is adapting its technology for India and its many languages</a> <a href="https://www.businessinsider.in/how-to-use-google-pay-for-business-and-google-spot/articleshow/71200402.cms">Google Pay for Business and Google Spot launched to digitise small business owners</a> <a href="https://www.businessinsider.in/google-for-india-2019-google-assistant-for-2g-users-and-multiple-indic-languages/articleshow/71200745.cms">Data starved Indians in remote areas can now call the Google Assistant hotline</a>

Google will now focus on bringing in entry level job opportunities for India

<ul class="summary-list"><li>The White House chief of staff, <keyword id="796638" type="PERSON" weightage="60" keywordseo="Mark-Meadows">Mark Meadows</keyword>, said on Monday that the White House could support another round of stimulus checks for Americans.</li><li>He also floated other measures President <keyword id="6354484" type="PERSON" weightage="60" keywordseo="Donald-Trump">Donald Trump</keyword> supported, such as a payroll-tax cut.</li><li>Republicans in Congress and the White House are split on whether to back a second round of <keyword id="1894174" type="PERSON" weightage="60" keywordseo="direct-payments">direct payments</keyword>.</li><li>Democrats have said they support sending more $1,200 stimulus checks.</li></ul>Mark Meadows, the White House chief of staff, said on Monday morning that the White House could get on board with another round of direct payments to Americans, given President Donald Trump's support of the measure.In <a href="https://twitter.com/PaulaReidCBS/status/1280120276269875202?s=20">remarks to reporters</a>, Meadows also opened the door for other proposals the president has supported, such as a reduction of payroll taxes, to be included in another <keyword id="8952268" type="UNKNOWN" weightage="60" keywordseo="Economic-Relief">economic relief</keyword> package set to be debated later this month."I think the president's been very clear that he's supportive of another <keyword id="9071533" type="UNKNOWN" weightage="60" keywordseo="stimulus-check">stimulus check</keyword>," Meadows said. "And yet at the same time, we want to make sure that we're addressing things in a real, systemic way, whether that is making sure that the take-home check for every American is greater with a payroll-tax deduction, whether it's making sure that we provide incentives for American manufacturing to be brought back from abroad."The remarks reflected the debate among Republicans and the White House on another round of stimulus checks for Americans. Trump <a href="https://www.businessinsider.com/trump-supports-stimulus-checks-coronavirus-economy-election-direct-payments-relief-2020-6">has reportedly told aides</a> he supports such a plan, but <a href="https://www.businessinsider.com/trump-stimulus-checks-republicans-direct-payments-split-support-senators-gop-2020-6">congressional Republicans are split on it</a>.Read more: <a href="https://www.businessinsider.com/investing-strategy-stock-market-crash-post-coronavirus-asset-allocation-jpmorgan-2020-7" target="_blank" rel="noopener">JPMORGAN: The coronavirus crisis has decimated one of the safest defenses long-term investors have against stock-market crashes. Here are 4 ways to pivot your portfolio now.</a>In <a href="https://www.foxbusiness.com/politics/trump-stimulus-checks-phase-four-package">a Fox Business interview on Wednesday</a>, the president appeared to approve of additional direct payments to Americans."I do. I support it. But it has to be done properly," Trump said when asked about his position. "And I support actually larger numbers than the Democrats. But it's got to be done properly."He then discussed GOP concerns about unemployment benefits disincentivizing work, making it unclear exactly what type of federal aid Trump would support for individuals.Top White House officials have been divided on the measure. Treasury Secretary <keyword id="3357303" type="PERSON" weightage="60" keywordseo="Steven-Mnuchin">Steven Mnuchin</keyword> <a href="https://www.businessinsider.com/treasury-secretary-steven-mnuchin-opens-door-another-round-stimulus-checks-2020-6">has expressed support</a> for sending a second round of direct payments, while <keyword id="1746382" type="PERSON" weightage="60" keywordseo="Larry-Kudlow">Larry Kudlow</keyword>, the director of the National Economic Council, said stimulus checks <a href="https://www.businessinsider.com/next-wave-stimulus-checks-jobless-americans-kudlow-trump-2020-6">could go to people who've lost their jobs</a>.Read more: <a href="https://www.businessinsider.com/stock-picks-to-buy-big-gains-q2-earnings-season-goldman-2020-7?utm_source=markets&amp;utm_medium=ingestgest" target="_blank" rel="noopener">GOLDMAN SACHS: Buy these 13 stocks that are poised to crush the market within the next 2 weeks as earnings season gets underway</a>The first round of payments under the Cares Act, enacted in March, went to 150 million US households.Meadows said Mnuchin would lead the negotiations on behalf of Republicans, a similar dynamic that led to deals with Democrats on four bipartisan relief bills early in the coronavirus pandemic.The largest of those, the $2 trillion Cares Act, sent $1,200 stimulus checks to many Americans, created a $600 federal supplement to unemployment benefits, and sent emergency funds to healthcare systems and state governments. It also created the Paycheck Protection Program to aid small businesses.Since March, many Republicans have urged a wait-and-see approach before passing another large economic relief bill to pump more cash into the economy. Lawmakers from both parties have authorized over $3 trillion in federal spending so far.Read more: <a href="https://www.businessinsider.com/next-stock-market-crash-technical-analysis-indicators-to-watch-bofa-2020-7" target="_blank" rel="noopener">Bank of America identifies 3 indicators that could make or break the stock market this summer – and warns they're all deteriorating fast</a>Economists have said that the unemployment rate will remain high for many months and that lawmakers shouldn't yank federal aid before the economy is healthier. Democrats have expressed support for sending a second round of stimulus checks and keeping enhanced unemployment aid in place through early next year.The latest jobs report, <a href="https://www.businessinsider.com/june-jobs-report-nonfarm-payrolls-unemployment-rate-us-economy-coronavirus-2020-7">released on Thursday</a>, said that the economy added 4.8 million jobs in June and that the unemployment rate dropped to 11.1% from 13.3%. Permanent job losses climbed by 588,000, however, bringing the total to 2.9 million.The economy has about 15 million fewer jobs than it did in February. Republicans have said they're determining what measures to push for based on the newest data, though it has been mixed."If it turns out the economy is recovering, that's a good thing, and direct stimulus checks may not be necessary," Sen. Bill Cassidy of Louisiana <a href="https://www.wsj.com/articles/jobs-data-coronavirus-cases-cloud-stimulus-plans-for-senate-republicans-11593727437">told The Wall Street Journal</a> last week. "And so I think we're still kind of collating, understanding the data as it comes out."Read more: <a href="https://www.businessinsider.com/real-estate-investing-strategy-creative-funding-approach-josiah-smelser-2020-6" target="_blank" rel="noopener">'I'm buying the property with 100% of other people's money': Here's the creative real-estate investing strategy Josiah Smelser used to complete almost $4 million in deals over the past 12 months</a>

The White House signals it could get on board with a 2nd round of stimulus checks for Americans

<ul class="summary-list"><li>In her book, "Butts, a Backstory," Heather Radke revealed how women's sizes came to be.</li><li>Measuring squads visited American households and only maintained white women's measurements.</li></ul>A 1930s eugenics experiment is the reason women's clothing sizes are incredibly frustrating, according to author Heather Radke, who wrote a book exploring the feelings women have with one particular body part — their butts. In her book, "Butts, a Backstory," a book about our complicated relationship with our backsides, Radke revealed the history of eugenicists' obsession with "what a good body is" and how their methods influenced women's clothing sizes.Hint: It has to do with racism. During her reporting, Radke stumbled across the reason why clothes don't fit and where ideas about the "normal" American body originated: two statues created in the 1940s by gynecologist Robert Latou Dickinson and artist Abram Belskie — and a government employee's quest to create sizing for women.In an email to Insider, Radke said the discovery about women's clothing sizes was one of the biggest surprises to her when researching "Butts, a Backstory.""I had always felt like there was something wrong with my body because I often couldn't find clothes that fit me well, but when I learned about the history of sizing and the way sizing works today, I realized that clothes actually aren't designed to fit. They can't be," she said. "There are just too many variables in the human body for clothes to fit most people well."<div type="image" title="Heather Radke, the author of &quot;Butts, a Backstory&quot;." height="375" width="500" msid="95872426" hostid="261"></div>The life-sized plaster casts made by Dickinson and Belskie were dubbed Normman and Norma and helped create standardized clothing sizes. According to Radke, their purpose was to depict what a normal American body should look like.Sculpting the perfectly normal man was easy: Men were required to have their measurements taken when they joined the army, therefore tons of data existed from both World War I and II.As per Radke's book, to create Norma, Dickinson and Belskie needed to find more information on how women were shaped. As the workforce expanded and catalog shopping become popular, retailers wanted to capitalize on this new consumerism but there were limitations due to the lack of sizing available for women. In many instances, women were sending items back because they didn't fit. Many American women either made their own clothes or hired others to do so because of the dearth of sizing. Sears may have been the Amazon of its time, but it didn't come with the ease of making returns. In the 1930s, Ruth O'Brien, who worked at the Bureau of Home Economics and was the first head of the <a href="https://www.nal.usda.gov/exhibits/ipd/apronsandkitchens/exhibits/show/the-bureau-of-home-economics/textiles-obrien">Textiles and Clothing Division</a> — a US Department of Agriculture department that studied the best ways to clean, sew, and purchase food and clothing — wanted to tackle this problem facing half of the population.O'Brien worked on the development of standard sizes for commercially-sold clothing and fabric selection for the home sewer. It's not clear whether the government was working with clothing manufacturers but part of O'Brien's job was to negotiate with manufacturers, retailers, and other government agencies. To help her, the <a href="https://www.businessinsider.com/congress-trump-administration-works-projects-administration-hire-artists-pandemic-economy-2020-6">Works Progress Administration</a> — a New Deal agency established during the Great Depression by President Franklin D. Roosevelt — recruited women for "measuring squads" that visited American households and recorded women's measurements.<h2>Non-white women's data erased</h2>In the book, Radke revealed that O'Brien advised the measuring squads to take the measurements of all women, but O'Brien said non-white women would have their data erased. This included Black, Italian, Eastern European, and Jewish women, Radke said, who were not considered white."In the case of Norma, the minds that collated her measurements were enthusiastic eugenicists, motivated by a desire to effectively eradicate insufficiently white, disabled, and queer people," Radke writes in her book: "They were openly attempting to engineer a race of perfectly normal Americans, equating full citizenship with having this decisively average, yet demonstrably unattainable, body. By codifying normal, the Norma boosters were also codifying abnormal, which is always the implicit project of the creation of an ideal."While Radke couldn't confirm O'Brien's reasoning, in a November <a href="https://radiolab.org/episodes/butt-stuff">"Radiolab" interview</a> about her book, she hypothesized that it could be O'Brien believed that by including non-white women's sizes, whatever clothes were then made wouldn't fit white women. O'Brien created 27 sizes from her measurements, a number Radke said was prohibitively expensive. The garment industry, which was rapidly growing at the time, took those sizes and turned them into a version of the sizing we have now. "Although the data [O'Brien] collected was used for women's sizes throughout the 20th century, her story shows us both how difficult it is to create a standard sizing system for women's clothes, and how ingrained racism and eugenics were in American life in the 1930s and '40s," Radke told Insider.<h2>'She's the new Norma'</h2>Dickinson and Belskie discovered O'Brien's data and were able to create Norma and Normman, the statues that were displayed at the American Museum of Natural History in New York in 1943. The <a href="https://www.cabinetmagazine.org/issues/15/cambers.php">statues</a> were carved of white alabaster and based on the measurements of 15,000 men and women between the ages of 21 and 25 taken from the military and the measuring squads. In an <a href="http://www.izharpatkin.com/norman/norman.html">excerpt</a> from Time Magazine in June 1945, Norma was described as showcasing the evolution of the US female figure toward a taller, lustier type of body. During the "Radiolab" interview, Radke said that at the time, ideas about what was "normal" were appealing and people craved a return to that normalcy, which created an emphasis on how bodies should look — especially after the uncertainty during World War II.During the 1950s, standardized clothing sizes were adopted by clothing brands. Over time, these brands began to use fit models to perfect the fit and drape of the garments. One fit model in particular, Radke said, has become the blueprint for sizing."She's the new Norma," Radke said in the interview, referring to a fit model named Natasha Wagner, a white, relatively thin woman, "whose butt is the butt that jeans companies use to make the jeans fit." According to Radke, Wagner's butt measurements are used by about eight clothing companies. "She's the only person they [clothes] fit unless you have her exact body and her exact measurements," Radke said.The takeaway, the author told Insider, is that it's important to realize that, often, clothes aren't meant to fit."It's just too expensive for garment manufacturers to make enough clothing sizes to accommodate the wide variation of human bodies. This can be profound because it can help to feel less like something is wrong with your body when you can't find clothes that fit," she said."It isn't your body that is wrong," she said. "It's the clothes."

A 1930s eugenics experiment is the reason women's clothing sizes are so damn frustrating

<ul><li>With Father’s Day around the corner, we decided to look at how the <keyword id="9427183" type="UNKNOWN" weightage="20" keywordseo="indian-agency-network">Indian agency network</keyword> is slowly moving towards building an equal space for both men and women at work by offering <keyword id="1759407" type="PERSON" weightage="20" keywordseo="paternity-leaves">paternity leaves</keyword>. </li><li>We observe when these policies were added into their system to understand how long it took them to realise that new fathers also deserve paid leaves to be able to share the load equally at home. </li><li>The agencies we reached out offer paternity leave for 1-2 weeks. </li></ul>For the longest time, paternity leave wasn’t a concept in India. It was mothers who took care of the household chores and new-born kid(s). Fathers, on the other hand, either did not have an option to take leaves or they did not feel comfortable availing paternity leave in the fear of losing their job role to someone else in that short period of time. In India, paternity leaves are usually offered for one or two weeks, as opposed to 26 weeks or 182 days for new mothers. This wide gap, according to <a href="https://feminisminindia.com/2020/01/23/paternity-leaves-sexist-gap-parental-policies/">Feminism in India</a>, exists because new mothers need more time to physically heal and secondly, because of the bias that fathers do not need to stay home as much as mothers since they take on the child-rearing responsibilities for a longer time. India is still 90 out of the 187 countries in the world with no national policies to ensure that fathers get enough paid time off with their infants and wives, when they need them the most. Zomato and Novartis are the only two companies in our country that offer a 26-week-long paternity leave. With Father’s Day around the corner, we decided to collate a list of <keyword id="2398193" type="PERSON" weightage="20" keywordseo="Indian-agencies">Indian agencies</keyword> who do offer paternity leave, for how long and look back at the year they added it to reflect on India’s progress in shaping gender equality. The Glitch <div type="image" title="Glitch logo 4_3" msid="76459389" hostid="261"></div> Highest amongst all, The Glitch offers a paternal leave upto 15 days which can be extended to 30 days/one month if requested by the employee. <keyword id="6368370" type="COMPANY" weightage="20" keywordseo="dentsu-aegis-network">Dentsu Aegis Network</keyword>: <div type="image" title="DAN logo" msid="76459373" hostid="261"></div> The paternity leave offered at DAN is of 15 days, which a father can avail within the first three months of the newborn. According to Sunil Seth, Head HR Business Partner- South Asia, Dentsu Aegis Network, the paternal care policy was added since the network’s inception. FCB India: <div type="image" title="fcb logo 4_3" msid="76459400" hostid="261"></div> Added on April 01, 2017, FCB India offers its new fathers a two-week leave. A male employee who legally adopts a child below the age of three months is also entitled to paternity leave of two weeks. MullenLowe Lintas: <div type="image" title="Mullen logo 4_3" msid="76460676" hostid="261"></div> This agency grants 15 working days as paternity leave, within the first three months after the delivery of the child. Tonic Worldwide: <div type="image" title="Tonic logo 4_3" msid="76459440" hostid="261"></div> 15 days of leave, offered since 2017 for both biological and adoptee parents. Expectant parents have no cap on work-from-home. They can operate from home for as many days as they want. Schbang <div type="image" title="Schbang logo 4_3 (1)" msid="76467531" hostid="261"></div> Placed since its inception, Schbang offers a paternity leave for 15 days along with flexible working hours and work from home options that are made available to the new parent. Kinnect <div type="image" title="Kinnect logo 4_3" msid="76459475" hostid="261"></div> Offers a paternity leave of 15 days and is happy to accommodate requests for extended leaves. White Rivers Media: <div type="image" title="White Rivers Media 4_3" msid="76509971" hostid="261"></div> Biological/Adoptee Fathers are given 15 days of paid leave and upto 3 additional weeks of optional work from home. The above leaves can be availed within the first 6 months of the birth of the baby. The Womb: <div type="image" title="The Womb logo 4_3" msid="76459502" hostid="261"></div> Time-off as per what employees need. Usually offers two weeks. VMLY&amp;R India: <div type="image" title="vmlyr logo 4_3" msid="76459510" hostid="261"></div> All male full-time employees are entitled to 10 days of Paternity leave, which can be combined with planned or sick leave. DDB Mudra: <div type="image" title="ddb logo 4_3" msid="76459542" hostid="261"></div> DDB Mudra Group has had a paternity leave policy in place since 2011 and offers a upto 5 days of paid Paternity Leave immediately post the birth of the child and another 5 days within 6 months of the birth of the child. The 120 Media Collective: <div type="image" title="120MC logo" msid="76509890" hostid="261"></div> The 120 Media Collective has had paternity leave policy in place since 2012. It offers the new parent (biological/adoptive) a paid leave of 10 working days which can be extended and combined with regular leaves. It also has flexible working hours and a work from home option to help the new parent ease themselves into their new way of life. Wunderman Thompson <div type="image" title="Wunderman logo 4_3" msid="76460264" hostid="261"></div> Its Paternity Leave Policy offers 5 working days off immediately after the birth of the baby, which is applicable in the case of adoption as well as surrogacy. This policy has been around for around 5 years at Wunderman Thompson. It has also launched a group initiative called 'Safe Room' where working fathers will be given space to candidly share and discuss the unique challenges that come with being a working dad. Gozoop: <div type="image" title="Gozoop logo 4_3" msid="76459558" hostid="261"></div> Any employee who is entitled to paternity benefits gets 5 days of leave before or after the child is born. Employee also gets the option of dividing his working hours by spending four hours at the office and the rest at home for the duration of 15 days. Here is hoping that more companies and agencies join the list and adopt the 26-week paid leave policy for new fathers. Disclaimer: We reached out to as many Indian agencies as we could. If we missed adding your agency here, email us the details at <a href="mailto:karuna@timesbridge.com">karuna@timesbridge.com</a>

A look at Indian agencies and their paternity leave policies

How a midsize construction firm used political influence, litigation, and media stunts — and secured $2 billion in Trump border-wall contracts

<ul><li><keyword id="3658" type="COUNTRY" weightage="20" keywordseo="India">India</keyword>, a country of 29 states, is finally en route to implementing universal patient’s right in the country. </li><li>The <keyword id="6354960" type="ORGANIZATION" weightage="20" keywordseo="national-human-rights-commission">National Human Rights Commission</keyword> (NHRC) publish a draft of the ‘Charter of Patients Rights’, which not only highlight individual entitlements but also responsibilities that go hand-in-hand. </li><li>While some of these rights may seem obvious, historical examples highlight their urgent need.</li></ul>One of the biggest economies in the world is still struggling with the basics of healthcare. India, where the medical tourism sector is rapidly growing, has patients come in from all over the world yet lacks a universal policy on patient’s rights. On Tuesday, the Health Ministry released a draft of the <a href="https://www.mohfw.gov.in/newshighlights/draft-patient-charter-prepared-national-human-rights-commission">‘Charter of Patient Rights’</a> collated by the National Human Rights Commission (NHRC). 
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 Currently, some states adhere to the Clinical Establishments Act 2010 while others have their own unique legislation in place for the regulation of hospitals. The Charter of <keyword id="3014312" type="PERSON" weightage="20" keywordseo="patient-rights">Patient Rights</keyword> not only lists out the rights of every patient but also their responsibilities so that doctors can do their job. 
 
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 In addition to establishing the legislation, the charter also proposes setting up a grievance redressal mechanism where hospitals and doctors can be reported and held accountable should there be any violations. The right to non-discrimination Caste, creed, gender or even medical conditions cannot be the basis for discrimination when patients go looking for treatment. It’s not only the practitioners who have to adhere to this, but the hospital management is also responsible for seeing that these rights are being enforced. Historical <a href="http://ijme.in/articles/reflections-on-discrimination-and-health-in-india/?galley=html">examples</a> of discrimination not only outline cases where medical care has been subpar or refused altogether, but where patients have been taken advantage of in order to have access to basic check-ups. Incidences vary in intensity, temporality and even dimensions. The right to informed consent While this should be a fundamental right, the confusion lies in situations where the patient is unconscious or under heavy medication. Because even with complete patient autonomy in some countries, they are still extremely hesitant to accept the concept of active euthanasia. And, that’s where <a href="http://ijme.in/articles/informed-consent-legal-and-ethical-aspects/?galley=html">‘valid consent’</a> comes in. Most public hospitals in India make patients sign a consent form when they are admitted which basically states that the doctor can perform any treatment that he deems fit. But, the legality there is questionable. Currently, Indian courts follow the concept of ‘true consent’ where the process is biased towards the doctors. In comparison, western courts follow the ‘reasonable patient’ approach. Right to transparency in rates It was only last year in KPMG International’s <a href="https://www.thehindubusinessline.com/economy/india-fares-poorly-on-transparency-finds-kpmg-healthcare-report/article9637907.ece">report</a> that India was second-to-last in terms of transparency in the healthcare system. The issue isn’t just that patients get overcharged for treatments, but at times they don’t even know what they’re paying for. Right to safety and quality care According to a <a href="https://www.healthaffairs.org/doi/full/10.1377/hlthaff.2016.0676">study</a> published in Health Affairs, even globally acclaimed hospitals in India have facilities that extremely low in quality. That being said, it’s not a challenge that’s unique to India. Developing and developed countries alike face quality issues due to geographic variations, medical errors etc. While quality care has normally been linked to infrastructural constraints, recent studies have shown that more than the availability of clinical establishments, the issue lies in the knowledge base of healthcare providers. While they may believe they are providing high-quality services, it’s their lack of capacity or knowledge that renders the sub-par quality of the health system. The Draft of Patient’s Rights aims to address these problems at a fundamental level. The charter comes days ahead of the launch of India’s universal health scheme, Ayushman Bharat. <keyword id="6854027" type="UNKNOWN" weightage="20" keywordseo="universal-patient-rights">Universal patient rights</keyword> in cohesion with, what some call, Modicare are the push that the Indian healthcare sector needs to improve. That being said, as ambitious as these plans are, they will only be successful if implemented with greater clarity.

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