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Effective People Strategies is key to nurturing an organization’s diverse workforce. India’s leading mid-size workplaces are setting the standard by implementing effective people strategies that cater to their employees’ unique needs. These strategies not only foster inclusivity but also drive employee engagement and organizational success.
Why is there a need to address needs of a diverse workforce?
Fostering an inclusive workplace culture is not just a moral imperative but a strategic necessity. The 2024 report on India’s Great Mid-size Workplaces underscores this reality, revealing subtle yet significant shifts in employee sentiment across various demographic groups.
These trends signal a clear call to action for mid-size organizations. To maintain a competitive edge and foster a truly great workplace, companies must go beyond one-size-fits-all approaches and develop targeted people strategies that address each demographic group’s specific needs and concerns.
Addressing the Needs of Female Employees
The report on India’s Great Mid-size Workplaces 2024 reveals persistent challenges women face in the workplace. Despite progress in gender equality, female employees continue to experience significant gaps in key areas that impact their job satisfaction and career growth.
Specific Pain Points for Female Employees
Fair Pay: The report indicates a 6% gap between women’s and men’s perceptions of fair pay. This discrepancy suggests that women feel undervalued in terms of compensation, which can lead to decreased motivation and engagement.
Recognition: There’s a 5% gap in how women perceive recognition for their work compared to their male counterparts. This lack of acknowledgment can hinder women’s sense of value and contribution to the organization.
Favoritism: The data shows a 5% difference in perceptions of favoritism, with women more likely to feel that certain employees receive preferential treatment. This can create a sense of unfairness and limit perceived opportunities for advancement.
Impact of Addressing These Issues
- When these issues are addressed, women are 3x more likely to experience career growth opportunities.
- The likelihood of women wanting to stay with their organization in the long term becomes 2x
- Women become 2x more likely to say they experience a great workplace.
People practices from the Best Workplaces
Targeted Leadership Development: Companies like Brigade Enterprises Limited have implemented programs such as the “Jombay 1000 Women Leaders Program.” This initiative focuses on developing self-motivated women for leadership roles through a comprehensive 17-week program that includes assessments, masterclasses, mentoring, and networking opportunities.
Recognition and Growth Opportunities: Music Broadcast Limited (Radio City 91.1 FM) exemplifies how recognizing women’s achievements can drive engagement. As one female employee shared, “They encourage and support my professional growth, providing equal opportunities and recognizing my achievements. I’ve received three awards in just over a year, which proves they value good talent.”
Addressing the Needs of Gen Z Employees
According to our research report, this demographic, which makes up 17% of the workforce in the surveyed organizations, shows notably lower perceptions in key areas that drive workplace satisfaction and commitment.
Specific Pain Points for Gen Z Employees
Meaningful Impact: The data reveals a 7% gap in Gen Z’s perception of making a meaningful impact through their work compared to other age groups.
Purposeful Work: There’s a 6% difference in how Gen Z employees view the purposefulness of their work relative to their older colleagues.
Intent to Stay: Most concerningly, there’s an 8% gap in Gen Z’s intent to stay with their current organizations long-term.
Impact of Addressing These Issues
Pride in Organization: Gen Z employees become 2 times more likely to feel a sense of pride in the organization’s accomplishments.
Work Enthusiasm: They are 3 times more likely to look forward to coming to work.
Overall Workplace Experience: Most importantly, Gen Z employees become 3 times more likely to experience their workplace as great overall.
People practices from the Best Workplaces
Purpose-Driven Culture: Companies like Acuiti Labs (India) Private Limited are emphasizing their broader social mission. As one Gen Z employee shared, “Acuiti Labs’ commitment to social responsibility shows our purpose beyond daily operations. This broader mission, combined with a supportive and innovative work environment, makes me proud to contribute to the company’s success.”
Addressing the Needs of Supervisory Employees
Supervisory Employees are individuals who play a crucial role in bridging upper management and frontline workers. They are experiencing notable declines in workplace sentiment across several key areas.
Specific Pain Points for Supervisory Employees
Employee Care: The report indicates a 4% gap in how supervisors perceive the organization’s care for employees compared to other roles.
Favoritism: There’s a 3% difference in supervisors’ perceptions of favoritism within the organization.
Responsibility & Empowerment: Supervisors show a 3% lower perception in areas related to responsibility and empowerment.
Impact of Addressing These Issues
Organizational Pride: Supervisors become 2x more likely to be proud to tell others where they work.
Advocacy: They are 3x more likely to strongly endorse their company to friends and family as a great workplace.
Overall Workplace Experience: Supervisors become 3x more likely to experience their workplace as great overall.
People practices from the Best Workplaces
Leadership Development Programs: Companies like Syngenta Services Private Limited have implemented comprehensive leadership academies offering specialized, self-paced learning journeys focusing on Digital Leadership and Innovation. This comprehensive leadership development initiative fosters skill growth, readiness for broader roles, and improved leadership effectiveness, driving organizational success.
Addressing the Needs of Mid-Tenured Employees (2-5 years)
The report also identifies specific challenges faced by employees who have been with their organizations for 2-5 years, a crucial retention and career development period.
Specific Pain Points for Mid-Tenured Employees
Intent to Stay: There’s a 6% lower perception among mid-tenured employees regarding their intent to stay with the organization long-term.
Fair Profit Sharing: The report shows a 6% gap in how mid-tenured employees view the fairness of profit sharing.
Fair Pay: This group perceives fair pay differently than other tenure groups, by 6%.
Impact of Addressing These Issues
Discretionary Effort: Mid-tenured employees are two times more likely to say they are willing to put in extra effort to get the work done.
Adaptability: They are 2 times more likely to say people adapt quickly for the organization’s success.
Overall Workplace Experience: Mid-tenured employees become 3 times more likely to experience their workplace as great overall.
People practices from the Best Workplaces
Fair and Inclusive Practices: At Version 1 Services Private Limited, fairness and respect are at the core of our culture. As one mid-tenured employee noted, “Version 1’s commitment to recognition based on performance, along with fair profit sharing and pay practices, truly values our contributions. The supportive environment and open communication with management make this a great place to work.”
Addressing the diverse needs of employees through targeted People Strategies is crucial for any organization striving to maintain a competitive edge in today’s workplace. India’s leading mid-size companies are demonstrating that effective People Strategies are not just about implementing policies but about creating an environment where every demographic group feels valued and supported. As the workforce continues to evolve, so must the approach to people strategies—ensuring it remains agile, inclusive, and deeply attuned to every employee’s unique needs.
Get Certified to Showcase Your Commitment
Achieving Great Place To Work® Certification™ is an excellent way to demonstrate your organization’s commitment to the overall wellbeing and experience of employees. This Certification not only enhances your employer branding but also helps attract and retain top talent. It highlights to current and prospective employees that your organization values their health, happiness, and overall wellbeing.
By ensuring to implement a culture of trust, respect, and collaboration, you can create a workplace where employees feel strong, healthy, and connected. Certification also provides a benchmark for continuous improvement, helping you to identify areas where you can further enhance employee wellbeing and overall workplace culture.
