Whether it's their cutting-edge 'Meet Your Digital Self' project fresh out of the lab, which illuminates the transformative role of advanced AI and technology in addressing the global youth mental health crisis, or their initiative empowering high school students to lead in 'Girls Belong in Tech', Mrinalini Nayak articulates with sparkling alacrity about Lenovo's expansive array of progressive initiatives in harnessing talent. As the Global Employer Brand Manager, she unsheaths powerful words about the company's culture, values, diversity objectives, and more, illustrating how Lenovo occupies a pivotal nexus of innovation and development.
Tell us about your initiative Girls Belong in Tech. How does it differ from any other Women in STEM initiative?
Girls Belong in Tech was designed four years ago by a high school intern working at Lenovo. The program has grown annually garnering positive feedback from students and teachers.
Lenovo is staunchly committed to advancing gender equality across all fronts—in the workplace, marketplace and community. Recognising our pivotal role in promoting women in STEM, Lenovo stands at the forefront of initiatives aimed at empowering women in technology.
The roots of gender bias in STEM are deeply entrenched, often taking root in early education. According to UNICEF’s report on Mapping Gender Equality in STEM from School to Work, evidence of gender bias in STEM emerges as early as primary school. While a girl’s proficiency in STEM can initially be influenced by factors such as her place of birth and family’s socioeconomic status, prevalent barriers and biases persist even in the most developed countries, affecting girls from higher socioeconomic backgrounds.
At our Morrisville, North Carolina (NC) headquarters, the ‘Girls Belong in Tech’ initiative takes on even greater significance, in partnership with education nonprofit NAF, exemplifying our collective commitment to nurturing the next generation of female tech leaders, equipping them with the skills, confidence and opportunities to thrive in the tech industry. Over 250 students from across NC participated in the half-day event.
The event showcased an array of activities designed to inspire, educate and motivate young women in tech. From dynamic networking sessions to immersive coding workshops and insightful panel discussions, every aspect of the event was meticulously crafted to break down barriers and foster a culture of inclusivity and empowerment.
Lenovo's motto is 'We are Lenovo'. How is it absorbed in the company's culture, values and practices here in India?
We Are Lenovo
“We do what we say,
We own what we do,
We wow our customers.”
This succinctly captures the essence of our culture and our pledge as employees and as a company.
Lenovo's culture is distinguished by its unwavering commitment to diversity, innovation, customer satisfaction, teamwork, adaptability, excellence, social responsibility and the seamless integration of global and local business practices. This unique blend helps Lenovo maintain its position as a leading global technology company. At Lenovo, we champion cross-cultural collaboration and understanding, recognising the value of diverse cultural perspectives in driving innovation and growth.
With D&I being a cornerstone of our teamwork, alongside integrity and trust as fundamental cultural values, we embrace the power of global inclusivity and respect for all individuals and viewpoints.
At the same time, Lenovo is committed to sustainable practices and mitigating its environmental impact through various initiatives and policies while, actively engaging with communities through philanthropy and volunteerism, aiming to make a positive social impact.
Lenovo places a high emphasis on innovation, continuously investing in research and development to stay ahead in the technology sector. The entrepreneurship spirit is enriched through various programs and opportunities for employees to contribute new ideas.
The spirit of collaboration and teamwork are fundamental to Lenovo’s operations where all employees are encouraged to synergise across functions and geographies to achieve common goals while being agile and adaptable to changes.
Could you highlight a project or initiative at Lenovo that you find particularly noteworthy and are proud of?
Lenovo recently released the newest iteration of its Work For Humankind project, titled ‘Meet Your Digital Self’. The project highlights the role that smarter technology and AI can play in helping to advance change and support mental health professionals in addressing the global youth mental health crisis. This work aims to address the challenges young people face when living different lives in the real world versus online, as two-thirds (67%) of Gen Z feel a disconnect between their online and offline selves, fueling feelings of loneliness and anxiety. While almost half (49%) of Gen Zs say it’s easier to express themselves online than offline, 60% wish they could have difficult conversations with family and loved ones in real life.
In this first-of-its-kind social experiment, Lenovo pioneered the use of AI made possible by its broad portfolio of technology, from mobile phones and PCs to infrastructure, software, services, solutions, and cloud. The combined technology brought to life the entire online personas of two Gen Z project participants as lifelike avatars capable of having unscripted, natural conversations.
The experiment facilitated impactful, heartfelt conversations between the participants, their family members, and the avatars–conversations that might not have happened otherwise, in real life. The family members either didn’t know about their Gen Z participant’s online world or didn’t understand and accept it: be it their career choices or gender identity. By asking the digital avatars questions and having real-time conversations, each family member gained invaluable insights into their Gen Z loved one’s true self as expressed in the online world and was able to better understand and reconnect in real life. The project is a pioneering proof of concept demonstrating the positive impact technology can have in advancing positive change in the youth mental health epidemic, which has been worsened by their struggle to balance two distinct online and offline identities.
How does Lenovo India prioritise work-life balance for its employees and ensure their sustained commitment to their roles?
Lenovo is dedicated to cultivating a work environment that supports work-life balance through flexible policies, comprehensive benefits, and uplifting corporate ethos. Employee feedback is predominantly positive, although akin to any large organisation, there are areas for improvement we actively seek to address.
There are flexible work arrangements, including remote work options, flexible hours, and compressed work weeks. This adaptability allows employees to harmonise their personal and professional lives.
In terms of employee benefits, there is a spectrum of support employees are entitled to vis-à-vis their well-being, such as:
- Comprehensive health insurance
- Wellness programs
- Paid time off and holidays
- Parental leaves
Lenovo encourages a positive work culture that emphasises teamwork, innovation and inclusivity. Our global presence encourages cultural diversity and cross-cultural collaboration, which enriches the work environment.
The company invests in employee development through various training programs, mentorship opportunities and career advancement initiatives. The emphasis on personal growth helps employees achieve a fulfilling career without compromising their personal lives.
Employee testimonials and feedback underscore Lenovo’s commitment to its workforce, highlighting efforts to establish a balanced work environment. We regularly seek input through surveys and town hall gatherings to address concerns and refine workplace policies.
Leveraging its technological prowess, Lenovo ensures that employees have access to state-of-the-art tools and resources that boost productivity and facilitate a flexible work approach, be it office or at home.
Furthermore, we encourage employees to engage in community service and social responsibility projects. Lenovo supports volunteer efforts and provides opportunities for employees to participate in philanthropic pursuits, promoting a sense of purpose and balance.
In terms of career development opportunities, how does Lenovo empower its employees to grow and advance within the organisation? Can you share insights into training programs, mentorship initiatives or career pathing opportunities available to employees?
At Lenovo, we have a focused learning program for women:
The Women’s Leadership Development Program (WLDP) is a 10-month course that prepares (our) high-potential women for senior leadership roles within the company. The program aims to accelerate the development of Lenovo’s women leaders, prepare women to assume significant leadership roles and provide participants with an extended leadership experience to accelerate individual, team and business outcomes.
EDGE (Educate/Grow/Develop/Excel) for individual contributors and early managers. In 2021, an analysis of our DEI progress data revealed an immense turnover rate of women employees with around 5-8 years of experience due to numerous personal and professional reasons. The program was designed to accelerate the career growth of Hi-Po Women at individual contributors and manager levels, enabling them to demonstrate readiness for broader managerial/leadership roles. The six-month-long learning journey includes workshops, simulations and action learning projects along with networking opportunities across teams to forge effective alliances. All workshops/sessions are aligned with Lenovo’s strategic direction and cultural values.
The Catalyst Mentoring Program is a key initiative at Lenovo that aims to support the development and growth of female employees. The program pairs mentees with experienced mentors who can provide guidance, support and advice on career development. The program is designed to provide structured support and mentorship to help mentees achieve their career goals.
We also celebrate special initiatives like a recent one we did for International Women’s Day. In this unique capability-building initiative women employees/spouses were asked to share their learning goals. We selected 5 women on their learning journeys, funding their learning interests. This applied to vocational and professional courses/certifications and was limited to a set funding cap per person.
Feedback mechanisms are essential for strengthening open communication and continuous improvement. How does Lenovo solicit feedback from employees, and how is this feedback utilised to enhance the employee experience? Are there formal channels for feedback collection and action planning?
Lenovo's commitment to listening to its employees and fostering a supportive work environment is evident in several key initiatives and practices:
Continuous improvement of the employee experience through feedback. We highly value what our employees share as it helps us to build on our strengths and take proactive measures against areas that need attention, thereby ensuring we evolve as an organisation.
Through our Annual survey called ‘Lenovo Listens’ we regularly conduct employee surveys to gather feedback on various aspects of the workplace, including job satisfaction, work-life balance, and overall company culture. These insights help us identify areas for improvement. Along with that, regular town hall meetings allow employees to voice their concerns and ask questions directly to senior leadership, promoting transparency and open communication.
Apart from this, Lenovo supports various Employee Resource Groups (ERGs), which provide a platform for employees to share their experiences, advocate for their needs, and contribute to a more inclusive workplace. Feedback gathered from these groups informs the development and implementation of action plans to address identified issues effectively.
Lenovo’s structured approach to feedback collection and action planning corroborates that employee voices are heard and valued. This ongoing process ensures that the company adapts to evolving employee needs and market conditions.
How does Lenovo strategically align its EVP with current employee expectations and emerging market trends to ensure it remains compelling and competitive in attracting and retaining top talent?
As a part of driving Lenovo’s EVP strategy, our mission lies in utilising and engaging multiple digital platforms and forms of media, internally and externally to engage internal employees and potential candidates, provide the right content to convert the interest into applications with a result of having the top talent emotionally engaged, ready to innovative and inspired to create.
The war for talent has opened a new digital battlefront. Lenovo sees this as a great opportunity to leverage our brand across the digital landscape.
The Lenovo Employer Brand Team is dedicated to promoting and enhancing the reputation of Lenovo as an employer of choice. We strive to embody Lenovo's EVP pillars of global/local, respect/trust, growth and transformation, and rewarding experiences in all of our initiatives.
Our mission is to attract and retain top talent by creating and executing innovative employer branding strategies that showcase Lenovo's unique culture, values and opportunities. We are committed to building strong partnerships with our internal stakeholders and collaborating with external partners to amplify Lenovo's brand globally. Together, we aim to create an inspiring and engaging candidate experience inspiring more people to join us as we create smarter technology for all.
Employee Value Proposition (EVP) and Employer Branding (EB) are to the human resources department what marketing is to the organisation. Through our EB efforts, we position ourselves against our competitors in the marketplace by communicating the salient features of our EVP offering to prospective candidates. Our goal is to streamline our talent acquisition process, ameliorate the quality of hires, reduce costs by finding candidates directly (and vice versa), communicate our culture, values and EVP and offer a compelling reason for top talent to choose us as their employer of choice.
Mrinalini Nayak is the Global Employer Brand Manager at Lenovo, bringing over 17 years of expertise in recruitment marketing and digital media. She is known for launching, growing, and shaping talent trends while driving profitable market leadership through innovative initiatives. Mrinalini integrates Lenovo’s EVP and cultural values into business objectives, focusing on operational efficiency and championing diversity, equity, and inclusion. Her passion lies in attracting top talent to build high-performing teams that achieve exceptional results, guided by a belief that a strong, inclusive culture is fundamental to business success.
