Creating safer and more inclusive workplaces is a continuous journey that requires thoughtful interventions and consistent effort. From open communication to enhancing diversity and inclusion initiatives, organisations can implement numerous strategies to ensure that employees feel valued, secure, and empowered. These principles were echoed by several HR leaders who shared their insights on how they are making a difference through the impactful changes in their organisations. Here’s how they are reshaping workplaces, bit by bit.
Vikas Goel, CHRO, o9 Solutions: Building a Mosaic of Inclusion and Safety
“At o9 Solutions, we understand that real progress comes from consistent, small actions,” shares Vikas Goel.
“We invest in our people and communities worldwide by promoting diversity, inclusion, equity, and employee health and safety. Every initiative, from training programs to community engagements, is a building block towards a workplace where everyone feels valued and respected.”
Creating a truly inclusive and safe workplace is about laying the groundwork with small, thoughtful actions that collectively shape a culture of respect and empowerment. For Vikas, this means recognising that each person’s unique perspective and experience is essential to the company’s overall success.
Shipra Kamra, Head of HR, Responsive: Nurturing Growth While Protecting Core Values
“As an HR leader in a hyper growth SaaS product company, achieving 200% growth while maintaining our core culture has been a significant challenge. I’ve seen how fostering an environment built on trust, integrity, and open communication empowers our employees to be innovative and engaged. In our quest for competitiveness in the industry, we also prioritize our employees’ psychological safety. We have established a space where individuals can voice their opinions without fear of retaliation, which enables them to drive change and promotes a strong feedback culture. For example, we encourage our employees to embrace our value of “See Something, Say Something (S4)” to share their insights, and we’ve also set up anonymous channels for those who may feel uncomfortable speaking directly with leadership. HR ensures that feedback is shared constructively with leaders while safeguarding the anonymity of our employees.”
Maintaining a balance between rapid business growth and safeguarding employee well-being is no small feat. Shipra’s approach of fostering psychological safety through open channels and empathetic leadership ensures that every employee feels empowered to speak up and contribute to the company’s journey without compromising their sense of security.
“In addressing business needs, I consistently tackle problem-solving with empathy enabling the organization to recognize and value the diverse backgrounds, experiences, and perspectives of our employees. This commitment is evident in our diversity metrics, which show 30% people of color and nearly 50% gender diversity across all levels in the U.S., along with higher retention rates among our employees in India. Our leadership team is encouraged to lead with empathy, ensuring that our employees are respected and valued rather than treated as mere resources. These initiatives underscore our dedication to addressing the unique needs of our global workforce, and we aim to leave a lasting mark by fostering an inclusive and equitable workplace for all.”
“As we embark on our journey into AI automation, we remain committed to ensuring that this technology enhances the employee experience while upholding our core values. I am dedicated to fostering a culture of trust, psychological safety, and empathy. By maintaining the human element in our modern HR practices, we plan to create a sustainable future where every employee feels valued and empowered to thrive.”
Veena Joji, CHRO, Apexon: Weaving Diverse Cultures into a Unified Tapestry
“Integrating five distinct companies, each with its own unique culture and strengths, was critical to shaping the identity of Apexon. We knew that to create a unified organization, we had to ensure every employee felt valued and seen. While we established a common structure and universal policies, we also prioritized respecting and adapting to the nuances that made each company successful. By blending these diverse cultural elements, we built a cohesive environment where everyone could thrive.”
Creating a cohesive organisational culture often means embracing diversity rather than seeking uniformity. By valuing each cultural thread, Veena has crafted a workplace where differences are celebrated and every employee feels seen and appreciated.
Veena adds, “Apexon’s commitment to diversity and inclusion is reflected in Apexon Allies, the company’s DEI program. This global initiative has become central to the company’s mission to cultivate a culture of advancing diversity, promoting equality, and nurturing inclusion throughout our organization. Our range of Business Employee Resource Groups such as Women of Apexon, Generational and Cultural Diversity Allies and Apexon Intersection Allies foster a sense of belonging and advocate for groups, causes and communities.”
Veena highlighted some of the gender diversity initiatives at Apexon and how they are helping build a better society. “Our gender diversity initiatives include inclusive hiring programs, management practices that promote inclusion and diverse teams, skilling underserved girl children in STEM subjects, promoting menstrual health in underprivileged communities and other targeted interventions.”
“We ensure that our DEI efforts extend beyond the workplace through our corporate social responsibility efforts to make a tangible impact on communities. From skilling underserved girls in STEM to promoting menstrual health in underprivileged communities, our employees contribute their time and skills to a whole host of programs.”
This attention to detail reflects how small acts of inclusion can lead to profound, company-wide unity.
Srividhya Deshpande, Vice President – Global Talent Management, Egen: Fostering Awareness and Inclusion One Step at a Time
“A study from the Boston Consulting Group (BCG) revealed that companies with more diverse management teams had 19% higher innovation revenue. Diverse teams are more likely to generate new products and solutions, driving competitive advantage.”
“At Egen, where talent meets opportunity, we believe in merit-based entry when onboarding new employees. This means that we prioritise hiring individuals based on their skills, experience, and potential, regardless of their background. Once we’ve assembled a diverse team, our focus shifts to empowering our employees to reach their full potential.”
Srividhya talks in detail about one such initiative—Self Reflection & Self Awareness
“This training program is specifically designed for our female employees. This program aimed to empower them to identify their strengths, navigate challenges, and confidently pursue their career goals. By cultivating a deep sense of self-awareness, these women have become more effective team players and have fostered a collaborative work environment.”
Through targeted programs and training, Srividhya ensures that every employee at Egen has the tools and support to thrive. By addressing issues like unconscious bias and fostering self-awareness, she’s making incremental yet impactful changes that elevate the workplace for all.
“We also conducted training on Unconscious Bias to promote fair decision-making and create a more inclusive workplace. This training empowered our employees to recognise and address their own biases, leading to more equitable opportunities for all.”
Highlighting the commitment to increase female participation, she mentions that currently 20% of their workforce is women and the organisation has plans to increase this number.
“Additionally, at least 5% of our leadership team are women. We believe that diversity and inclusion are essential for driving innovation and creating a thriving workplace.”
“At Egen, we focus on merit-based hiring and ongoing development for our employees. Our Self Reflection & Self Awareness program for female employees is one example of how we’re empowering our team to realise their full potential.”
These efforts show that creating a truly inclusive environment is a continuous journey built on a foundation of intentional, daily actions.
Great workplaces are not built in a day—they are the result of countless, thoughtful efforts made over time. These HR leaders remind us that even small actions, when taken consistently, can lead to significant and lasting change. Through their commitment to safety, inclusion, and employee well-being, they are setting the stage for workplaces where everyone can thrive.
