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Rising Together: Diversity, Equity & Inclusion in a Changing World

2020 was the tipping point for the world to redefine what is “normal” and the ripples of this change will continue to be seen and felt decades from now. The COVID-19 pandemic has caused a seismic shift in every aspect of our lives and business and has permanently changed the way and where we work.

As firms gear up for a hybrid model as a long term strategy, WFA (work from anywhere) is having varying degrees of impact on men, women and others employees. It is also opening up various opportunities for employing people from Tier II/III/IV locations, thereby expanding the available talent pool. In such a distributed environment, company policies wrt Prevention of Sexual Harassment (POSH), inclusion, attracting & retaining talent and up-/re-skilling are being recalibrated.

This compendium has the best practices being followed by about 15 companies covering these categories. It has been put together to help you in your journey to build a more diverse & inclusive workplace.

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Key Findings

POSH: Redefining Harassment

  • Zero Tolerance policy. Technology firms are extending POSH policies to cover all employees, irrespective of gender and to cover both the physical and digital workplaces
  • Internal Complaints Committee (ICC) & Leaders being trained in conducting & maintaining confidentiality in virtual investigations
INCLUSION in a Borderless World

  • Zero Tolerance policy. Technology firms are extending POSH policies to cover all employees, irrespective of gender and to cover both the physical and digital workplaces
  • Internal Complaints Committee (ICC) & Leaders being trained in conducting & maintaining confidentiality in virtual investigations
TALENT ACQUISITION

  • COVID-19 impact: Firms ensured all apps, content, training modules, etc. are fully accessibility-compliant
  • Inclusive Language: Make language more inclusive, free from words & phrases that reflect prejudiced or stereotyped views
SKILLING: Building Future Leaders

  • Immersive learning: Leveraging various online platforms incl. Degreed, Coursera, FutureSkillsPrime and more for curated content
  • Women in Leadership: For high potential women employees, enable cross-functional skills to increase women leadership pipeline
RETAINING women workforce

  • Intentional Career Pathing: Aimed at high potential women in mid-career; enable them to build their leadership skills
  • Sensitization: Understanding unconscious bias and moving from unconscious bias to conscious inclusion

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