January 01, 2026

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THE TRUTH ABOUT WORK PLACE 'FAMILIES'

DURING THE FIRST week of work at my first job, I went to my boss with a concern about a colleague with whom I had had an uncomfortable interaction. Earlier that week, she had given me a warm welcome and assured me that I could always go to her about anything because we were like `family'. But, when I approached her with my problem with the co-worker, she reminded me of the importance of being a `team player' and warned me that complaining could ruin my careerOver time I learnt that my experience was not uncommon. I had taken my manager at face value, but the welcoming overtone was ambiguous by design. Organizations that adopt familial language are everywhere in the corporate world. Yet they are also notorious for adopting many of the same structures as dysfunctional families that seek to protect the sanctity of the collective over safety of the individualWhen my boss claimed that complaining about a team member would alienate me, I should have known it was the same as a grandmother urging me to protect the reputation of the family by brushing an uncle's inappropriate behaviour under the carpet. The result is a combination of blurred boundaries, emotional manipulation and burnout. So if you do find yourself in such an environment, how do you navigate it? USE THE RIGHT CHANNELS-- WITHOUT FEAR "The job of a manager is to get the most work out of you," says Amit Vasishta, an industry veteran and HR consultant for Cepheid. "When you complain about someone in the organization to a reporting head, it presents them with a conflict. Instead, approach HR, because they are aware of boundary issues and have systems to deal with them." Many employees may be covertly discouraged from doing so through subtle hints about developing a bad reputation or losing interpersonal goodwill, even a chance at promotions. "The discouragement from a manager is like a mum hiding your misdeeds from your father," says Vasishta, adding, "It is presented as being done to protect you, but in the longrun, it only prevents us from holding real culprits accountable and making the workplace safer for everyone." He also advises documenting interactions: follow up conversations with emails so that acknowledgements can serve as records if needed. Fortunately, there is an encouraging trend: many corporations are now seriously examining the issue of punitive retaliation on employees in a bid to curb itBUILD A LIFE OUTSIDE THE OFFICE Every successful team needs to operate as a unified, collaborative group, which can only be built on a foundation of

AWORLD of GOOD

A Win for Wild Oceans For decades, the high seas--waters beyond any one country's control-- were the ocean's lawless frontier. That changed last year, when the Global Ocean Treaty crossed the ratification finish line. With around 70 countries on board, well above the required 60, the agreement is now set to become international law in 2026. The treaty gives governments the legal tools to protect marine life in international waters, where only about one per cent is currently safeguarded. Environmental groups say this could unlock the largest network of ocean sanctuaries the world has ever seen. Heavyweights like Iceland, Brazil and Japan signed on, while others are still catching up. Conservationists have called it a oncein-a-generation breakthrough--proof that global cooperation is still possible when the stakes are high and the planet is watchingSikkim's Green Revolution High in the Himalayas, the tiny state of Sikkim decided to do something bold. Instead of chasing quick harvests with chemical fertilizers, it chose a slower path: going 100 per cent organic. The journey began in 2003, with training, model villages and support for farmer groups to get certified together. For many, the shift hasn't been perfect-- young people still drift from farming, food still comes in from outside--but the land is breathing easier. Bees are returning, mountain soil is richer and local vegetables are once again a matter of pride at the dinner tableCoal Company Heeds Rural Women on Air Pollution In a rare alignment between corporate action and community voices, a participatory study led by grassroots women identified 26 air pollution hotspots in Jharkhand's coal-rich Bokaro and Dhanbad districts-- prompting Central Coalfields Limited (CCL) to take corrective steps. Published in the Canadian Journal of Action Research in March 2025, the study was conducted by Neha Saigal and Saumya Shrivastava of Asar Social Impact Advisors, alongside 10 paryavaran sakhis (women environmental stewards), with participation from 200 community members. Conducted in three phases, the research first monitored air quality at 69 rural sites using portable AQI monitors, narrowing these down to 26 hotspots. Over 80 per cent of participants reported ailments linked to poor air quality. Following publication and discussions with coal unions, including CCL, visible changes followed. Coal is now covered with tarpaulin during transport, water sprinklers have been installed on truck routes, AQI monitors placed at key locations, and roads are swept regularly--small steps, perhaps, but meaningful ones.