If you’ve seen the movie Laapataa Ladies, there’s a pivotal scene where Jaya asks her sister-in-law why she abandoned the painting. The sister-in-law, portrayed by Kanupriya Rishi, shrugs, saying she doesn’t have time for ‘phaltu’ things. It’s then that the protagonist Jaya, played by Pratibha Ranta, explains that painting is a gift from God. How could a talent given by God be considered useless?
There is another scene in the movie involving characters Manju Mai and Phool Kumari, played effortlessly by Chhaya Kadam and Nitanshi Goel, respectively. In this scene, Manju Mai introduces the concept of independence to the meek and innocent Phool, who is physically and metaphorically lost in a world unbeknownst to her.
In Laapataa Ladies, Jaya and Manju Mai embody the essence of diversity through their contrasting yet complementary characters. Jaya, with her bold and outspoken nature, represents vibrant urban youth navigating life’s complexities with modern sensibilities. Together, they showcase a dynamic interplay of perspectives, illustrating how diversity in backgrounds, beliefs, and experiences enriches their journey and shapes their evolving identities.
Diversity brings fresh perspectives and innovative solutions, highlighting its crucial role in any organisation. Increasingly, workplaces embrace diverse workforces and multicultural professionals for their ability to foster the exchange of new ideas, thereby enhancing the overall health of the company.
This report by Manpower Group said that employers in India are more welcoming to diverse hires as compared to other economies of the world. As per this report, 54 percent of employers in India expressed optimism on their company’s Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives being on track to increase female participation at different levels, way above the global average of 46%.
The survey that examined 3,150 Indian employers, noted that internal leadership development programs are most effective to help retain and secure diversified talent. Sector-wise, the Information Technology (IT) sector leads the way in strengthening its diversity ratio, followed closely by healthcare and life sciences sectors.
All Things Talent reached out to some of the leaders to gauge what’s happening in their respective industries and how they look at this uptick in diverse hiring.
For Godrej Capital, their commitment to DEI has helped them recruit top talent leading to an overall workforce diversity of 27% surpassing their industry average of 21%.
Bhavya Misra, CHRO, Godrej Capital shares details of some of the company’s DEI-rich initiatives.
“Godrej Capital has implemented several initiatives to enhance diversity and inclusion. Our Employee Resource Groups (ERGs), ‘SHE Rises’ and ‘ENAble’ celebrates the achievements of our diverse workforce and addresses their unique challenges through mentorship, networking, and professional development. Beyond traditional policies like maternity, paternity, and adoption leaves, we offer comprehensive healthcare policies, like trust-based unlimited sick leaves and primary caregiver leaves.”
“To support working parents, we cover 55% of the cost of our on-site daycare facility and offer flexible work arrangements, late-night transport, and the option for mothers to bring their infants on work trips. Our policies also cover mental health support, childbirth expenses, medical transition coverage, and disability support, ensuring holistic care for our employees. These initiatives create a supportive environment, enabling all employees to thrive both professionally and personally.”
For Sabre, it is inclusive programs like Women In Technology (W!T), Ascenders, Women’s Career Network (WCN) elevating their commitment towards diversity.
Rency Mathew, Global People Leader APAC, Sabre notes,
“Sabre is committed to driving progress by embracing and celebrating our diversity. DEI (Diversity, Equity, and Inclusion) is a fundamental part of Sabre, supporting our team members, business strategy, and the communities where we live and work. We provide our team members with opportunities to build connections through our inclusion groups, such as Women In Technology (W!T), Ascenders, Women’s Career Network (WCN), Pride, and many more. These groups play a crucial role in amplifying our team members’ voices and creating a sense of belonging, while also influencing Sabre’s broader business strategy.”
“We also host various programs and events throughout the year that provide a platform for team members to be heard and celebrate our organization’s diversity. Additionally, our campus hiring program ensures a good mix of women hires, visiting colleges across India to recruit individuals with diverse backgrounds and perspectives. In our recent batch, 51% of hires were women, selected from top colleges nationwide.”
As for Acuity Knowledge Partners, their LGBTQ+ inclusion in policies won them a gold by The India Workplace Equality Index (IWEI).
Avadhesh Dixit, CHRO, Acuity Knowledge Partners shares more details about what’s happening industry-wise.
“In today’s dynamic landscape, prioritizing DEI is crucial for companies to align with evolving societal values. At Acuity, we strongly advocate for DEI across our offices, comprising 36.7% of women indicating a strong balance for diversity. In 2023, The India Workplace Equality Index (IWEI) recognized Acuity as a gold employer. Acuity successfully embedded LGBTQ+ inclusion in policies, hiring practices, and external communication, demonstrating a long-term and in-depth commitment to DEI. To foster an inclusive and diverse workplace, Acuity has implemented targeted recruitment campaigns, policies of inclusivity, and extensive training programs to eliminate unconscious biases.”
Avadhesh also spoke of the success of some of the inclusive projects at Acuity Knowledge Partners.
“We have an LGBTQ+ ally network and have undertaken initiatives, such as Project Gurukul in partnership with the Tweet Foundation to provide career readiness and mentoring to transgender individuals and have made significant progress in making sure their benefits are inclusive. We also have implemented policies on inclusive parental leave, gender affirmation leaves, and thorough anti-harassment protocols.”
Looking to Cultivate a Successful Diverse Workforce? The CHRO Holds the Key
Bhavya Misra, CHRO, Godrej Capital shares critical notes for leaders. She says,
“The most critical step is for the leadership to walk the talk. A leader’s belief in building an inclusive culture and their actions supplementing that belief is important. Then, challenging societal norms and addressing unconscious biases through continuous education and training is essential. This helps create awareness and promote inclusive behaviors across the organization.”
Implementing flexible work arrangements, sabbatical options, and career path changes are key to accommodating the diverse needs of our workforce. Mentorship programs are also vital, providing guidance and support to help employees navigate their career paths effectively.”
Regular feedback sessions and employee surveys are important for assessing the impact of our initiatives and making necessary adjustments. Listening to and acting on feedback, especially from working mothers and minority communities, ensures that our policies remain relevant and effective.
Fostering a culture of empathy, support, and continuous improvement is crucial. By prioritizing the well-being and professional growth of our employees, we create an environment where diversity and inclusion are integral to our organizational DNA. This not only benefits individual employees but also drives overall organizational success and innovation.
While Avadhesh Dixit points out the importance of creating a value system. He writes,
“As the CHRO I take pride that we at Acuity create a culture where every individual feels valued and respected regardless of their sexual identity or orientation. We have representatives at every position who have volunteered to be a part of PRISM to create an ecosystem where an individual can safely navigate through their journey without any roadblocks. The stronger the leadership commitment and allyship, the more collective power we lend.”
