“The only tyrant I accept in this world is the ‘still small voice’ within me. And even though I have to face the prospect of being a minority of one, I humbly believe I have the courage to be in such a hopeless minority.”
― Mahatma Gandhi,
Henria Unique Education Centre ( HUEC ) also working as a minority development organization. At present , issues related to the rights of persons belonging to minorities may be found in nearly every human rights instrument and forum. The United Nations and other intergovernmental organizations recognize that minority rights are essential to protect those who wish to preserve and develop values and practices which they share with other members of their community. They also recognize that members of minorities make significant contributions to the richness and diversity of society, and that States which take appropriate measures to recognize and promote minority rights are more likely to remain tolerant and stable. The present Guide offers information related to norms and mechanisms developed to protect the rights of persons belonging to national, ethnic, religious or linguistic minorities. It includes detailed information about procedures and forums in which minority issues may be raised within the United Nations system and in regional systems. By focusing on the work related to minorities and by also covering selected specialized agencies and regional mechanisms, the present Guide complements information contained in Working with the United Nations Human Rights Programme: A Handbook for Civil Society (OHCHR, 2008), which provides practical guidance on the United Nations human rights mechanisms in general. It is hoped that this Guide will be useful in assisting minority advocates to make full and effective use of existing international mechanisms and, ultimately, to promote and protect the rights guaranteed under international instruments.
In light of recent social events, creating an inclusive workforce is more important than ever. Aside from the blatantly positive optics, countless studies cite many significant benefits of hiring a more diverse workforce: increased creativity and productivity, better employee satisfaction and retention, and improved resilience and profitability, to name a few.
Organizations large and small are beginning to reexamine their hiring practices with this information in mind. While the shift toward inclusivity is certainly commendable, these efforts are wasted if new hires are sabotaged by residual bigotry once they’re through the door. Therefore, a complete corporate cultural overhaul is necessary to make sure everyone has the same opportunities to succeed.
The Indian Constitution is committed both to the idea of equality and to the preservation, protection and assurance of rights of minorities. The Government of India vide Notification dated 23rd October, 1992 notified five religious communities, viz., Muslims, Christians, Sikhs, Buddhists and Zoroastrians (Parsis) as minority communities under Section 2(c) of the National Commission for Minorities Act, 1992. As per 2001 Census returns, the minorities’ population was 201.03 million constituting 18.4 per cent of the total population of the country. A large proportion of the minorities belong to Muslims (13.4%), followed by Christians (2.3%), Sikh (1.9%), Buddhists (0.8%) and Zoroastrians (0.0069%).
India has achieved significant growth and development. It has improved on crucial human development indices such as levels of literacy, education and health. There are indications, however, those not all religious communities and social groups (henceforth socio-religious communities – SRCs) have shared equally the benefits of the growth process. Among these, the Muslims, the largest minority in the country are seriously lagging behind on human development indices.
Persistent socio-economic backwardness among some minority groups resulting from inequality, deprivation, and exclusion. Despite some perceptible improvement in the socio economic status of minorities, much more needs to be done to ensure that they take full advantage of India’s growth story. This needed a three-pronged strategy: (i) social empowerment; (ii) economic empowerment; and (iii) social justice, to ensure removal of disparities and elimination of exploitation.
For educational empowerment of the Minorities, the Ministry of Minority Affairs has been implementing the following six Plan schemes during the 11th Five Year Plan: i. Pre-Matric Scholarship Scheme ii. Post-Matric Scholarship Scheme iii. Merit-cum-means Based Scholarship Scheme iv. Maulana Azad National Fellowship for Minority Students v. Grant-in-aid to Maulana Azad Educational Foundation
Henria Unique Education Centre ( HUEC ) has taken several steps for minority development –
- HUEC arranges free Coaching and Allied Scheme for Candidates Belonging to Minority Communities.
- HUEC has always been responsible for making minorities Education through the social consciousness. That’s why Huec wants to build an independent school for Minority.
- HUEC always trying to create an Employment Bank for Minority communities through the Skill Training. The training cost will sponsor by Central or State Government.
- HUEC Build’s transformative leadership, through training and capacity building schemes, among minority communities on a large scale, especially among minority women and youth, so that they can themselves create accountability at the local level to help the State provide better neighborhoods, jobs, education, health, housing, hygiene, skills and incomes. This cadre of trained and empowered citizens will be in the vanguard of robust monitoring systems.
Above all, HUEC is responsible for the betterment of all minority communities, including Sikhs, Muslims, and Buddhists & Christians.