M.A.

HUMAN RESOURCE MANAGEMENT AND LABOUR

RELATIONS
MANAGEMENT OF HUMAN RESOURCES ASSIGNMENT

TOPIC: DIVERSITY, EQUITY & INCLUSION

TEAM MEMBERS:
AANCHAL JAIN - M2022HRM001
DEVASHISH SINGH GARBYAL - M2022HRM017
KALYANI JAGADHANE - M2022HRM027
L. PANIKESWARA REDDY - M2022HRM034
ORGA BRAHMA BASUMATARY - M2022HRM0
VIPUL MALHOTRA - M2022HRM0

Diversity
Within each person is the miracle of a unique consciousness unlike any other in the universe.

This uniqueness forms the basis of Neurodiversity. Neurodiversity refers to the differences in the
way that people think, learn, perceive the world, interact and process information differently. This
includes people with intellectual or mental conditions such as autistic people; people with attention
deficit hyperactivity disorder (ADHD), post-traumatic stress disorder (PTSD), and other mental health
conditions; which creates differences in how people perceive the world.

A study by Deloitte estimates that nearly; 20% of the world is neurodiverse

For a long, Neurodiverse people are subjected to discrimination in the job market and even at their
workplace due to their “abnormalities". The misconception is that neurodiverse people are mentally
disabled but this is wrong. They just think and perceive things differently. They can be very
productive if given an opportunity and an inclusive environment.

Organizations fail to realize that diversity in a workplace helps organizations thrive and a variety of
perspectives, backgrounds, and experiences can improve creativity, innovation, and problem-solving.

These skills and talents may include:

● Innovation and creativity

● Technical, design, and creative strengths
● New ways to solve problems
● High levels of concentration
● Keen accuracy and ability to detect errors
● Strong recall of information and detailed factual knowledge
● Reliability and persistence
● Ability to excel at work that is routine or repetitive in nature

Hiring neurodivergent workers can offer organizations a competitive edge, often bringing
measurable financial and cultural benefits.

More employers now recognize these benefits and have created hiring programs that focus on
recruiting neurodivergent workers. A growing number of prominent companies have reformed their
HR processes in order to access neurodiverse talent; among them are SAP, Hewlett Packard
Enterprise (HPE), Microsoft, Willis Towers Watson, Ford, and EY.

How to integrate neurodiversity into the workforce –

Companies need a different approach to involve neurodiverse people in the workforce. This requires
collective effort in many areas such as hiring, enabling the environment, and introducing more
inclusive human relations (HR) practices.

● Finding Neurodivergent Workers: A variety of organizations, agencies, and programs are

available to help employers source and hire neurodivergent workers.

E.g. SAP has worked with California’s Department of Rehabilitation, Pennsylvania’s Office of
Vocational Rehabilitation, the U.S. and the Arc, and overseas agencies such as EnAble India

● Job Descriptions and Interviewing: Organizations could consider trial work periods, provide
opportunities for applicants to demonstrate skills, and arrange collaborative interviews
along with other steps as an alternative to traditional methods.
● Workspace, Work Schedules, and Other Accommodations: A supportive work environment
can be helpful for all neurodivergent workers. This can be insured through various methods
such as –

o Providing mentors at the workplace,

o respecting and creating awareness among employees,

o Recognising individual differences in work style,

o flexible environment

o Training sessions for managers to better manage employees

In recent times, organizations are recognizing the importance of having a diverse workforce with
unique talents. More research into including the neurodiverse population and more awareness
generation is needed to enable them to utilize their talent and live a life of dignity.

Equity
Gallup defines equity as fair treatment, access and advancement for each person in an organization.
This definition considers the historical and sociopolitical factors that affect opportunities and
experiences so that policies, procedures and systems can help meet people's unique needs without
one person or group having an unfair advantage over another. Following are the methods employed
by organizations to promote equity in their workplace environment, with mentions of relevant
examples at places.

● Equity audit for organization.

It can be hard to see how people move into, through and out of a large organization. Who
gets hired? Who gets promoted? Which teams feel fair? Where is disrespect hurting
productivity and retention? Moreover, doing demographic analysis in an organization is
sensitive and complex. Organizations these days either have advanced analytical tools
themselves or have reputable third parties with scientific expertise conduct an equity audit.

● Understand and promote the importance of equity

Understanding this concept's significance, history, and context is essential to building an
equal workforce. Evidence on the need for equity measures is gathered, and professionals
are consulted. To get support and funding, the management team is made aware of the
significance of this endeavour. Usually then, discussions within the company happen to
provide the groundwork for the upcoming equity plan.

Fitness brand Exos has relied heavily on forming Employee Research Groups (ERGs) that
focus on intersectionalities between diverse groups such as women, people of colour,
LGBTQ+, working parents and caregivers community and soon, people with visible as well as
invisible disabilities will also be introduced. NatWest Group India launched the Well-Connect
programme in 2021 and promoted a twice-a-year practice which holds discussions related to
physical and mental health to understand the gaps in equity implementation practices.

● Evaluation and improving of equity practices

As a group, companies are looking for areas of improvement, and pulling data from data
sources to determine where they stand currently in terms of diversity and development.
Following data collection, they determine starting benchmarks and establish goals that
focus on areas like recruitment, training, promotion, attrition, and engagement and hence,
active efforts are made to achieve the targets.
● Wage equity is a major priority
Addressing salary inequities is a crucial part of creating equity within a company. If workers
are earning vastly different amounts for the same professions, the playing field cannot be
completely levelled for them.

Citi was the first bank to address the gender pay gap within the premises. At the start of
2020, Citi added paid maternity leave of up to 16 weeks for both parents and 4 weeks of
parental leave, irrespective of the gender! They also upgraded their reimbursement policies
for adoption and surrogacy to approximately $30,000. In response to the pandemic, the
company immediately widened its backup childcare program and offered academic
assistance to employees who needed it for their children.

Citi’s ongoing commitment to bridging the racial wealth gap and promoting mobility for
people of color in the U.S. makes them a model for others to follow when it comes to
diversity initiatives. To advance anti-racist practices, the firm unveiled “Action for Racial
Equity”- a far-reaching approach to maximize investment in Black-owned businesses,
provide greater home ownership amongst Black Americans, and expand access to banking in
communities of color.

● Prioritize equitable representation

Any organisation should make ensuring diversity in senior leadership a top goal. Starting
with making sure equity efforts are in place, everyone should have an equal chance to
advance into senior leadership roles, regardless of background.

For instance, Abbott created a new Diversity in Research Medical Advisory Board to lower
access hurdles for underrepresented populations of colour in clinical trials. The board is
made up of independent physicians, trialists, and health advocates.

● Targeted incentive programs

Not every employee will react the same way to a company’s incentives as people have
diverse priorities and are motivated by various rewards. As a result, companies devise
strategies for rewarding each of their employees in a manner that speaks to them on a
 personal level. This could entail providing a greater range of potential incentives or even
allowing workers to select their own award for excellent performance.

Nike intends to achieve 100% pay equity annually, throughout the entire organisation, with
fair and competitive benefits, in order to close the gender pay gap by 2025.

Pfizer, as well, serves as an example for other businesses. They are committed to going
above and beyond to meet the requirements of their coworkers at various stages of
parenthood.

● Resource accessibility
For all employees to be treated equally, resources must be accessible. This entails offering a
mix of materials that are tailored for particular jobs and demographics while also making
sure that all staff members have access to the same learning tools.

Companies are creating procedures and informational hubs that all employees can access
when necessary.

● Conscious mentorship program

Companies are seriously considering mentorship programs at work: they give minority
workers the chance to connect with more experienced leaders who could have a similar
background or experiences. In these situations, the mentee can get knowledge from the
mentor's experiences in a setting that speaks to them.

Second, they give mentees a highly customised learning experience that enables them to
develop in a way that is specifically relevant to their needs and aspirations.

Excerpts from the Experts on Equity at Workplaces:

Judith Williams, Chief Diversity and Inclusion Officer at SAP says-

“You can’t have true inclusion without diversity. If everyone has the same background, expectations,
and experiences, inclusion is effortless. You don’t have to think about what it will take for people
with different backgrounds and experiences to excel.”
When there is equity in a workplace, you achieve a mix of gender, generation, and amalgamation of
cultural background. When you accomplish this, you automatically tend to ask: 'Are we being
equitable?', 'Do we see equal participation and contribution from our employees?'.

Minda Harts, Founder & CEO, The Memo LLC says:

On LinkedIn, Harts shares content on women in the workplace with a focus on how we can advance
women of color across corporate America. She also hosts a weekly live show where she interviews
guests on everything from how white women can be better allies at work to the future of diversity
overall.

Satya Nadella. CEO, Microsoft says:

In an TV interview, Satya Nadella talks about the GENDER PARITY PAY & also implicitly said that
Microsoft is in plans to launch a plan which would try to minimize/eliminate the gender based pay.
He voices his opinion that wages must be based on skills and not on gender, which is a biological
construct. He also represents the mammoth statistical data on how Microsoft is actually making a
progress in this regard & says Microsoft would inspire many other organisations in many industries
to opt for Equity at workplaces.
 Inclusion
Inclusion is regarded as a fundamental human right. The goal of inclusion is to embrace all people,
regardless of race, gender, disability, medical condition, or other need. It is about providing equal
access and opportunities, as well as eliminating discrimination and intolerance (removal of barriers).
It has an impact on all aspects of public life.

Creating an inclusive workplace involves treating everyone with respect and providing equal
opportunities, regardless of their gender, race, sexual orientation, religion, nationality or country of
origin, disability, age, or socioeconomic background.

“Inclusion is the intentional existence of space for those who are unlike you, with the awareness that
the differences are beneficial to the experience.”

Inclusion and diversity in the workplace are often seen as one universal issue by business managers
and owners. In actuality, however, they are two different ideas that your company must deal with if
it wants to be successful.

Workplace inclusion refers to a company's policies and behaviors that guarantee all team members:

● have the same resources and opportunities available to them

● are given fair and respectful treatment
● can (and wants to) fully contribute to the success of the team and the business.

Trends and practices being followed to promote inclusion at the workplace:

Including more people in the meetings: A great way to be more inclusive at work is to consciously
invite, include, and encourage people who are less vocal to contribute to meetings and gatherings by
giving them a voice. By incorporating inclusion practices, you are creating an inclusive workplace.
Additionally, if you have junior staff members who don't typically "get a seat at the table," start
inviting them to meetings so they feel more included and have the opportunity to learn.

Interacting with people outside the department: To be more inclusive at work is to make an effort
to interact with people who work in different company departments or in different project
disciplines. Through their connections with your team, you can meet a lot of new coworkers and
learn about their perspectives. Additionally, it might result in a better workplace overall.

Coaching Programs to build Inclusion habits: Everyone is aware that developing habits takes time.
Persistence and daily action are required. Coaching enables your staff to:

● Obtain fresh viewpoints

● Learn at a more in-depth or focused level.
● Work toward a shared objective
● Develop greater self-awareness
● Enhance their abilities

Training Leaders: Training the leaders in your company is one of the first steps in fostering
workplace inclusion. Discuss strategies (possibly from this list) that your company, your managers,
and your teams can use to integrate inclusion into every aspect of your workforce after defining it
and outlining why it's crucial.

Workplace Inclusion Council: A workplace inclusion council is made up of eight or more upper-level
leaders who are prepared to put in the work and make time to talk about your company's inclusion
initiatives.

Celebrating Team Members’ Differences: Celebrate the differences that make your team unique as
a simple way to encourage inclusion at work. Encourage everyone to talk about their upbringing,
cultural practices, and life experiences with the group.

Listening to Employees: This activity shows your employees that you value and respect them as
unique individuals, whether you choose to do it in a group setting or one-on-one.

Workforce Policies: Reviewing and reexamining the rules that apply to all of your company's
employees with an eye toward inclusion. Are some of those laws biased against a particular group?
Could the policy be revised to address the underlying principle and be more inclusive? Do you have
any ideas for new regulations now that inclusion is a top priority? Your company's approach to
holidays is just one illustration of this. Make sure you allow employees to take time off (without
being penalized) for holidays that aren't listed on the company's official calendar.
Discussing Language: What makes inclusion work is greatly influenced by language. Set up a meeting
to discuss how your team can use language to portray a more welcoming environment. Can your
team, for instance, refer to a mix of men and women as "people" rather than "guys"? If your team
needs to avoid certain terms, establish a language jar to encourage this behavior (or can or bowl or
some other container). Anyone who uses a taboo word or words must put 1 rupee into the jar.
When the language improves, use the funds you've gathered to buy lunch for your team.

An inclusive leadership program that works: The core of our inclusive leadership program is
assisting leaders in comprehending inclusion and how it manifests itself in the workplace. It explains
inclusion's "how to" in explicit detail.

The Inclusion Habits for Leaders Program will assist you or your leaders in developing knowledgeable
diversity and inclusion advocates. It will teach you how to create a more diverse and inclusive
workplace. It aims to assist you in generating macro effects for your D&I strategy through small
actions.