Indian corporates embraced the concept of diversity, equity, and inclusion (DEI) gradually but amiably as it progressed through the business world. Although the idea of DEI in the west is slightly different from that in India, several organizations relaxed their norms to promote inclusive hiring and culture proactively. Women are now occupying top chairs, and companies are hiring irrespective of an individual’s identity (be it based on caste, disability, or gender).
Not a buzzword or propaganda, diversity, equity, and inclusion has created a stir that is helping Indian organizations enrich their work culture and create inclusivity. Hiring patterns are undergoing modification. HRs and managers are hiring based on one’s merit rather than identity in society. However, introducing diversity, equity, and inclusion in an organization cannot be done through a mere discussion amongst the hiring managers.
The HRs must initiate assessments to learn about the organization’s stance on diversity, equity, and inclusion. This will help them ascertain the way forward and create strategies to promote and instil diversity, equity, and inclusion in the workplace. The concept and values of DEI should also be communicated amongst the organization and included in a company’s external communication to vocalize inclusivity support.
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Fair opportunities should be given to all to promote equality and eliminate biases. Implementing DEI strategy top-down is imperative if the company wants to instil an overall inclusive approach. The board of directors must increase the visibility of DEI on the top chairs for the others to follow suit. Besides, different perspectives are crucial during decision-making, and having individuals from different walks of life as a part of the workplace will bring diverse outlooks to the table. A manager from a minority group may have a deeper understanding of specific topics or team members from an underprivileged community than otherwise. Women too can bring novel or more emotionally-driven outlooks to the table during decision-making.
In India, corporate groups such as ICICI Bank and TATA have set up programs that train their employees and trainees about positive discrimination, soft skills, and more. It’s an effort to bridge the gap between employees from the privileged and minority communities. Infosys, India’s first IT company, took a step further to initiate employment opportunities for disabled employees. On the other hand, Thoughtworks has been proudly organizing workshops, awareness campaigns, and technical training programs for the LGBTQ communities in India.
In 2020, a leading MedTech company, Baxter Healthcare India, was honoured with three prestigious awards at the “Global DEI Summit Awards 2020” for implementing and fostering diversity, equity, and inclusion in its organization. The company was awarded for its effort to think innovatively while promoting and implementing DEI strategies. And also for creating an Authentic Inclusive Workplace successfully.
In a nutshell, the DEI approach while hiring will increase the chances of attracting competitive labour and business in the market. Diversity, equity, and inclusion can help a company perfect its competitiveness, increase productivity, and sustain an amicable work culture, thus shaping a lucrative future for the company in the business world.
References:
- Diversity and Inclusion in Action: An Indian Perspective | In Diverse Company | Jai Thade
- 5 Powerful Ways to Take REAL Action on DEI (Diversity, Equity & Inclusion) | Center For Creative Leadership | July 10, 2021
- Diversity, Equity and Inclusion: Building a Better Business | The One Brief | September 15, 2021
- Baxter Healthcare India Wins at The Global Diversity, Equity and Inclusion (DEI) Summit Awards 2020 | Outlook India | October 17, 2020
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