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The notion of sexual health has become a buzzword across various spheres, including the scientific, political, and social arenas. In a similar manner, discussions about the subject of disability and sexuality are commonly articulated through the lens of sexual health and “healthy sexualities.” Greater focus has been placed on issues of protection, abuse, sexually transmitted diseases, and unplanned pregnancy. Opportunities to talk about sex, desire, and pleasure is missing in this discourse. Drawing on my experience conducting studies about disability and sexuality, I interrogate the (over)reliance and unproblematized use in terms of the language of sexual health and healthy sexuality when it comes to people labeled/with intellectual disabilities.

New trends in global trade including rise in services, global value chains, and the digital economy are opening up important economic opportunities for women. Trade has the potential to expand women's role in the economy, decrease inequality, and expand women's access to skills and education. Trade can dramatically improve women's lives, creating new jobs, enhancing consumer choice, and increasing women's bargaining power in society. In Bangladesh economy, the women led micro, small, and medium enterprises (MSMEs) play a noteworthy role by providing services and goods, creating employment generation particularly for women (UN Women, 2020). According to an ILO report, the majority of female-owned SMEs in Bangladesh are involved in the trading sector, followed by the manufacturing and service sectors (Fatima, 2023). This chapter is based on the case studies on 50 women entrepreneurs in various levels in Bangladesh and 10 key informant interviews of government officials, business associations, academics, researcher, microcredit organizations. This is encouraging that due to government's women friendly policies and organizational supports along with better networking through social media in Bangladesh, more and more women of various backgrounds in Bangladesh are coming to business though still concentrated on few traditional areas but they are making space for themselves and creating employment for poorest segment of women and educated young women.

The transgender or Hijra community as they are called in India is one of the most marginalised communities within the country. The caste system which forms the fabric of an Indian mind set divides people into social hierarchies and a child born to a particular caste assumes this as their identity. This social stratification leads to exploitation of lower castes by those belonging to higher castes. The prejudices of various kinds that continue to exist make the life of the underprivileged and the marginalised extremely difficult. Disha, the focus of this chapter, represents one such community which has faced tremendous discrimination and has been denied basic fundamental rights of education and empowerment. Breaking the heterosexual patriarchy was not easy for her, yet she conquered her own demons and societal pressures and is today comfortable in her own sexual identity and is a spokesperson for fellow members of the transgender community. Through her story, this chapter elucidates an understanding of the challenges faced by transgender people in India. A semi-structured interview with Disha was conducted after taking her consent. She felt this would help sensitise the society and also inspire other transgender persons to discuss their experiences. The data collected from the interview enabled the author to identify the themes around which a discourse on this marginalised community could be encouraged. In conclusion, the author suggests a way forward to achieve protection and rehabilitation of transgender community.

Little research is devoted to how salary allocation processes interfere with gender inequality in talent development in universities. Administrative data from a university indicated a substantial salary gap between men and women academics, which partially could be explained by the unequal distribution of men and women in the academic job levels after acquiring a PhD, from lecturer to full professor, with men being overrepresented in the higher job levels, as well as in the more senior positions within each job level. We demonstrated how a lack of transparency, consistency and accountability can disqualify apparent fair, merit-based salary decisions and result in biased gender differences in job and salary levels. This chapter reflects on how salary decisions matter for the recognition of talent and should be an integral part of talent management.