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What employers can do to win over gen Z

Read: What employers can do to win over gen Z
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Watch: Diversity & Inclusion – A priority for Intuit India

Learn: Continuous Feedback – What’s the big deal?
https://www.greatplacetowork.in/blog/continuous-feedback-whats-the-big-deal/

Over the course of our webinars, we took a pulse of our community of viewers and decided that it’s time to go back to the basics. We asked the question: What are the steps organisations take toward a DEI Structure? In response, we came up with a three-part series of conversations with three different organizations outlining the key steps in creating and sustaining inclusive workplaces: 

  1. Fundamentals of DEI Part I: Importance of Inclusive Practices to Drive Workplace Inclusion   
  2. Fundamentals of DEI Part II: Leaders and Managers as Key drivers of Workplace Inclusion 
  3. Fundamentals of DEI Part III: Employees as Allies of Workplace Inclusion 

On August 10th, 2022, Great Place to Work Institute® India hosted a webinar on “Fundamentals of DEI Part II”, moderated by Sandhya Ramesh (She/ Her), Head, Diversity, Equity & Inclusion, Great Place to Work®️ India & facilitated by Ishah Taimni (She/Her), in conversation with: 

Fundamentals of DEI Part 2- Leaders and Managers as Key Drivers of Workplace Inclusion 

One Foot Front of the Other 

In the nascent stages of DEI policy formulation, Soho House realised they needed to start from the basics, and make that launch effective before targeting larger Workplace DEI issues. Thus, they started with the largest Historically Excluded Group (HEG) in their existing team: Women. The first step they took was installing a sanitary pad vending machine, followed by a 2-day no questions asked menstrual leave policy. Moving forward from this launch, however, would have been impossible without support from the leadership. 

The Trickle-Down Effect Starts at the Top 

Giving leaders confidence in the impact of DEI efforts is imperative to ensure a sustainable DEI journey. Encouraging acceptance that diversity already exists among us, making leaders executive sponsors of initiatives and including them in decision making causes a trickledown effect to all levels of the organization.  

Look beyond stereotypes 

Leaders often have pre-existing stereotypes and assumptions. For example, they might assume women cannot perform a role that expects physical exertion or working late hours. If employees are capable and comfortable, such biases can be limiting. The solution? Keeping two-way communication lines open, employing the Employee=Customer principle. 

Best Practices instituted by Soho House

Extended paternal leave, which progressed to gender-neutral parental leave policies, accounting for child rearing in all contexts. 
Inclusion of transgender individuals in medical insurance policies 
Monthly chat show program where employees from different walks of life help colleagues understand their experience, providing a platform for them to learn more on their own 
No door policy: There are no closed-off offices, which facilitates direct communication with leaders 
Members are made equal stakeholders in the Soho House inclusion journey and are involved directly 
Mental health policies were later extended to a focus on Holistic Health

Impact

Existing employees experience an inclusive culture and recommend Soho House personally as an employer of choice 
The ratio of male to female employees has gone from 81:19 to 74:26 in only a couple of years 
“There’s no place like Soho!”: Ex-employees return with warmth and fondness 
Women and transgender individuals are currently in senior leadership roles 
Inclusion surveys like the Great Place Diversity, Equity & Inclusion Survey and in-house Global Employee Impact Survey provide a quantitative measure of success 

We closed out the session with audience questions and a fun, fascinating rapid fire question and answer round. We’re very grateful to our panelists, Kannan and Aakanksha, for their time and for sharing their insights and experiences. 

As a result of such inclusive policies and considerable impact, Soho House is Accredited as an Organisation with Inclusive Practices by Great Place to Work® Institute India. Find out how you can get your organisation Accredited here: https://www.greatplacetowork.in/diversity-and-inclusion/certified-DEI.php 

Reach out to a member of our DEI Team to learn more about the Great Place Diversity, Equity & Inclusion Inclusive Practices Framework and more:  
Email: saagar.shah@greatplacetowork.com 
Number: +91 9769240282 

Links: 
Email- mailto:saagar.shah@greatplacetowork.com 
Phone- tel:919769240282 
Website- https://www.greatplacetowork.in/diversity-and-inclusion/ 
Youtube- https://www.youtube.com/user/GPTWIndia 
LinkedIn- https://www.linkedin.com/showcase/workplace-inclusion-index%E2%84%A2-by-great-place-to-work%C2%AE/ 

Ishah Taimni

Ishah Taimni is our Community Associate. She works with our Diversity, Equity, and Inclusion team. Her passion for Communications and Linguistics is only matched by her love for world history and new cultures.

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