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Workplace Diversity And Inclusion In India: A Possible Blueprint

Read – Workplace Diversity And Inclusion In India: A Possible Blueprint 
https://www.mondaq.com/india/employee-rights-labour-relations/1086642/workplace-diversity-and-inclusion-in-india-a-possible-blueprint

Watch – Unconscious Bias @ Work – Diversity & Inclusion Training

Learn – Best Practices from Organizations that are Accredited as Workplaces with Inclusive Practices 
https://www.greatplacetowork.in/diversity-and-inclusion/certified-DEI.php

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. In the first part of our Fundamentals of DEI Series, we asked the question: What are the initial steps organisations take toward a DEI Structure? 

On July 21st, 2022, Great Place to Work Institute® India hosted a webinar on “Fundamentals of DEI- Part 1”, moderated by Sandhya Ramesh (She/ Her), Head, Diversity, Equity & Inclusion, Great Place to Work®️ India & facilitated by Ishah Taimni (She/Her), in conversation with:  

  1. Pankaj Garg, Senior Director, Global Quality and Programs, Aristocrat 
  2. Nidhi Garg, Senior Director, Global IT, Aristocrat 
  3. Shirshendu Pandey (He/Him) – Head of Learning and Organization Development, Aristocrat 

Fundamentals of DEI- Part 1 

Here are some of the key takeaways from the session: 

The Inclusive Practices Framework 
There are 6 elements to transforming DEI Initiatives into Inclusive Workplace Practices 

The Inclusive Practices Framework

Access- Hiring practices as well as Accessible Infrastructure 
Integrate- Organisation creating a better integrated system via sensitisation and communication 
Support- Presence of adequate feedback mechanisms 
Develop- Capability building through Education and Leadership programs 
Enable Success- Create an environment where everyone feels successful, from managers to teams 
Impact- Cumulative Effect on customers and community  

What does diversity and inclusion mean to US? 

An organisation may practice inclusion, but how does one know that the efforts are effective? Is the organisation truly diverse and inclusive? Are efforts reaching all levels of the organisation? Asking these questions forms the basis of a truly inclusive work culture. The answers are unique to each organisation, and can be found by the leadership brainstorming and settling on common goals to achieve. Set intentions, be open to feedback and build a team to anchor these efforts.

What works and What doesn’t 

Inclusive hiring practices such as neutral job descriptions, diverse interview panels, automated psychometric testing to remove biases, and demographic specific hiring drives have worked in the past. The success of such initiatives sets the standard and sets an example for peer organisations to follow. However, success cannot only be measured by what works, but also by learning from what doesn’t work. The biggest issue with inclusive hiring is not sourcing diverse talent to begin with. The resulting pipeline of candidates is not diverse, which ends up neutralizing inclusive hiring mechanisms. Organisations can get their learnings not only from leaders and hiring managers, but also new hires who have been through the process and can give real-time feedback on their experiences. 

Community-specific Integration Programs 

Without interacting with members of Historically Excluded Groups, it has been difficult for people to understand the barriers and issues faced by HEGs. The second angle to integration programs is for members of HEGs themselves, to find solidarity and a sense of community. When managers create a safe space for open communication, people have a way of talking through their learnings and reaching common ground.  

Say it, Mean it, Act on it 

When instituting policies, quality always trumps quantity. It is far more worthwhile to execute a few policies effectively rather than coming up with many policies and not following through on them. Structuring these few policies to be inclusive toward all demographics in the organization widens the scope of application within the workforce. Organisational practices, how employees perceive them and how managers perceive them contribute to fairness and equitability in effect. What helps align these three facets, and helps build trust as well, is open and transparent communication. Employee Impact Groups (EIGs) and townhalls enable this communication style. 

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, Pankaj, Nidhi, and Shirshendu, for their time and for sharing their insights and experiences. 

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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