DIVERSITY

A Publication on
DIVERSITY and
Inclusion Practices
at WORKPLACE
2022
August 2022 | 1
THE ASSOCIATED CHAMBERS OF COMMERCE AND INDUSTRY OF INDIA
Foreward
Diversity and Inclusion (D&I) in the workplace
encompass many positive aspects of life. It is
all about acknowledging the diverse skills and
perspectives people may bring to the workplace
because of their different backgrounds. It also
involves recognizing the value of individual
differences and embracing them to create a
successful workplace. Inclusion is a ‘win-win’
situation for all - Government, employers, and
employees.
The D&I philosophy is based on inclusive talent

culture with respect for all, gender balance
advancement, LGBT inclusion, and disability
Mr. Deepak Sood support, which enables and empowers every
Secretary General, ASSOCHAM employee to thrive in the workplace.
Ample studies establish a positive correlation between D&I practises and healthy work culture,
increased competitiveness, innovations, and improved human development indicators.
Hon’ble Prime Minister Shri Narendra Modi is focusing on flexible workplaces, working from
home and flexible work hours as the future needs that can help increase women’s labour force
participation in the country.
As a responsible business entity, ASSOCHAM and its members continuously promote workplace
diversity. We have been facilitating interventions to encourage gender equality and stand in
solidarity with the PwDs, LGBTQ+ and other vulnerable communities for their rights and to
celebrate and shine together on their professional growth journey.
I am pleased to extend my heartiest congratulations and best wishes to all the partners,
participating organizations, broader fraternity and key for their highly commendable
contributions to diversity and inclusion.
This publication, ‘Diversity and Inclusion Practices at Workplace’, is a collection of work

that provides an insightful and comprehensive understanding of the inherent benefits and
transforms the challenges into opportunities by adopting D&I practices in the workplace.
I hope that ASSOCHAM’s 3rd Diversity & Inclusion Excellence Awards & Conclave 2022 will
motivate many organizations to adopt best practices and new workplace initiatives.
August 2022 | 3
4 | A Publication on: Diversity and Inclusion Practices at Workplace 2022
A Publication on: Diversity
and Inclusion Practices at
Workplace 2022
Diversity & Inclusion:
Random Thoughts
Ms. Preeti Sudan
Former Union Health & Family Welfare Secretary, GoI
Nature is the best example of diversity

& inclusion: A symbol of balance and
sustainability. If we want balance and
We all implicitly
sustainability in work-places then diversity understand that
and inclusion is the key. diversity enriches us,
In the context of our country, we are defined it defines us, gives us
by diversity in topography, culture and our unique identity,
customs, traditions, language, facial features,
costumes, cuisine, festivals et al. Yet there our expanded sense
is underlying value system of Indianess that of belonging makes us
binds us. The foundation of this value system
is inclusion. We all implicitly understand that
tolerant and capable
diversity enriches us, it defines us, gives us of appreciating
our unique identity, our expanded sense of
belonging makes us tolerant and capable of
and embracing the
appreciating and embracing the differences. differences.
It is therefore imperative that to make a work force will definitely enrich
business entity successful, acceptable and decision making.
relevant pan India, diversity and inclusion is
at its core. And this makes “business sense” • A business entity with diversity and
too, for the following reasons: inclusion at its core will find it easier to
expand client base not only pan India
• Ensuring diversity in recruitment at all but also abroad.
levels, especially in leadership roles will
help shape policies and implementation • Trouble shooting for a diverse and
strategies that are relevant and inclusive workforce is easier for the
adaptable to the whole country. The sheer reason that understanding of
understanding and wisdom of a diverse issues will be more comprehensive.

For diversity to enrich the organization, it is top leadership with workforce inspires
important to institutionalize inclusion. Some confidence, sense of belonging and
ways that this can be done are the following: fosters inclusion.
• Induction training should have a module • Grievance redressal mechanism for

on diversity & inclusion. workforce should be in place…this
could be both confidential drop box
• Regular (could be weekly/fortnightly or arrangement or defined feedback
even monthly) dialogue of middle level/ mechanism.
August 2022 | 7
Diversity and inclusion
can be achieved through
gender transformative
approaches!
Dr. Ravi K Verma
Regional Director, (Asia) International Centre for
Research on Women (ICRW)
Diversity and inclusion are not ‘yet another’

bunch of words or ideas. They reflect how we
as part of an organized social system think, Besides ensuring
value and relate to one another. There is an
increasing body of evidence to suggest that at
human rights they
the root of the sustainable development goals also make tremendous
lie diversity and inclusion. Besides ensuring business sense.
human rights they also make tremendous
business sense. Diversified and inclusive Diversified and
work force brings together multiple skill-sets, inclusive work force
ideas and perspectives and enriches the
culture of cross-learning and growth. brings together
multiple skill-sets,
These terms are however distinct and must
be recognized so if we have to address
ideas and perspectives
them meaningfully. For example, one who and enriches the
recognizes diversity may not necessarily be
inclusive or promote equity. Most would agree
culture of cross-
that while diversity is often easy to accept learning and growth.
and adapt, inclusion is difficult. ‘Inclusion’
is determined by complex sets of attitudes,
believes and norms entrenched into the
institutional practices which invariably
sustain hierarchies and unequal social order.
Therefore diversity and inclusion policies and
practices must be supported institutionally
and must be planned, implemented and
monitored carefully.

ICRW’s commitment to diversity, equity and • Assess, recognize, and address
inclusion (DEI) has been a longstanding one. intersectionality of marginalization and
Engaging deeply on issues of gender diversity exclusion.
with individuals, communities, institutions and
corporates and companies through advisory • Create policies and programs for the
services, we have learnt that ‘diversity and affirmative actions in recruitments,
inclusion’ is an on-going journey and that an talent pool creation, promotions and in
explicit commitment towards sustainable the governance structures.
diversity and inclusion requires research, • Conduct regular training and
preparedness and close monitoring within a orientations on D & I that go beyond
larger gender transformative framework. being politically correct. One must
recognize that having policy is just not
Why gender is a fulcrum of diversity and enough.
inclusion? We believe that gender intersects
with many other axes of identity- caste/ • Carry out affirmative actions carefully
class/religion etc and amplifies inequalities so that the individuals are not
and exclusion in most visible and ironically stigmatized.
‘normalized’ manner. There is plenty of
• Encourage critical thinking and
evidence and data to suggest this. Consistently
reflections in safe spaces on every-day
declining female labour force participation
behaviors
despite rise in education or justification of
domestic violence even among those with • Create evidence and generate learning
education or lack of women in leadership on an on-going basis to inform
positions are only few of these examples. programs; and
Power and patriarchy lie at the root of gender
inequality and defeat the objectives of • Reinforce the principles of human rights
achieving diversity and inclusion at every level
from the individual to family to the institutions. One must recognize that ensuring gender
diversity and inclusion is a long-drawn
Our experience with gender transformative commitment and that there is no short-cut
research and programs suggest that one must to the equity. A transformative journey must
try and achieve diversity and inclusive goals begin now!
proactively. A transformative approach must
August 2022 | 9
Enabling Diversity &
Inclusion
Mr. Anil Rajput
Chairperson, ASSOCHAM CSR Council &
Sr. VP, Corporate Affairs, ITC
A diverse and inclusive workplace which

recognizes each individuals’ strengths
and potential is an important asset to any Our hon’ble Prime
organisation. Diversity describes a wide
variety of differences that may exist amongst
Minster Shri Narendra
people in any setting, including race, Modi while addressing
ethnicity, nationality, gender, sexual identity, the nation on
disability and others. Inclusion on the other
hand is to ensure that those who fall under Independence Day
the title of ‘diverse’ genuinely feel safe, this year hailed ‘Nari
welcome, and included.
Shakti and said that
Multiple studies have found that diversity women will play a
and inclusion (D&I) at workplace has strong
interlinkages with an organization’s business
critical role in India’s
performance. Openness to diversity widens growth in the coming
access to the best talent while inclusion
engages talent effectively. Together, this
years.
results in heightened innovation, creativity
and output.
Global institutions are taking steps to

integrate D&I in their standard practices. constitute 26% of India Inc. workforce across
The trend is now making its place in India as sectors. These factors add a completely
well. India stands as one of the most diverse new dimension to the concept by posing a
countries in the world. It is home to many different set of challenges.
different groups of people who share their
own distinct characteristics. Moreover, the While we may have made some strides in
percentage of the female population in India building a diverse and inclusive workplace,
is about 48% while women employees only we are sure that sustained efforts would

result in building a more inclusive society higher or have independent Incomes through
sooner than later. As per the National multi-stakeholder partnerships, on the
Statistics Office report on disability released other hand, the organisation has developed
in 2019, about 2.2% of India’s population schemes to support its workers to fulfil
lives with some kind of physical or mental their family and professional obligations.
disability. According to a report by market Flexible work entitlements such as extended
intelligence firm, Unearthinsight, India has maternity/paternity support, work from
almost 3 crore people with disability of home options, extended child care leave &
which around 1.3 crore is employable but support along with wellness programmes
only 34 lakh of them have been employed and facilitating capacity and leadership
across the organised sector, unorganised development opportunities are to name a
sector, government-led schemes or are self- few.
employed.
ITC has been encouraging participation
Therefore, it is critical that right policies of women in manufacturing sector. ITC’s
are made that can enhance employment Pudukkottai (Trichy) unit in Tamil Nadu is
opportunities for people with disabilities who the largest women-run FMCG Factory with
have the potential to be employed. a daily workforce of 1400+ women. As a
policy, ITC encourages greater participation
ITC is always been at the forefront of creating of women in all its business verticals, be it
an inclusive workplace. A non-discrimination Hotels, Agriculture, Foods, Personal Care or
policy & practice is embedded across the Paperboards.
company as it engages with persons with
disabilities in its diverse operations spread India is currently at a stage of a demographic
across data entry, engineering to customer transition with a substantial percentage
support. Celebrating the unique aptitudes of youth population. Moreover, it is adding
and talents of differently abled members, approximately 12 million people to the
ITC’s Agarbatti business (Mangaldeep) working population each year. This large
recently introduced the ‘Sixth Sense adult cohort prioritises issues on diversity
Panel’ panel having 60 Visually Challenged and inclusion and have strong preferences
Fragrance Testers. for a workplace where everyone feels valued,
engaged and motivated to work and perform.
Our hon’ble Prime Minster Shri Narendra
Modi while addressing the nation on Going forward, stronger commitments and
Independence Day this year hailed ‘Nari continued focus towards creating a superior
Shakti and said that women will play a environment, one that builds a society on the
critical role in India’s growth in the coming foundation of equality without any bias and is
years. While on one hand, ITC’s Women inclusive will be the most effective tool in the
Empowerment Programme is enabling hands of organizations.
economically disadvantaged women to earn
August 2022 | 11
Diversity & Inclusion
Should not be Limited
to Gender Diversity or
Diversity Hiring
Mr. Vishal Kedia
Founder and Director, Complykaro Services
Private Limited
It is undeniable that discrimination continues

to exist in corporates, although constitutional
provisions and a number of other laws
In India, we must
explicitly prohibit such actions. Several acknowledge that
factors such as gender, physical and mental
abilities, sexual orientation and identity, age,
considerable strides
medical condition etc., are used to make have been done by
distinctions between people that lead to corporates with respect
various hiring decisions.
India too has in the recent years enacted
to gender diversity
several progressive legislations namely the & inclusion. But we
Prevention of Sexual Harassment of Women are still considerably
at Workplace (Prevention, Prohibition &
Redressal) Act, 2013 (“POSH”), The Rights of lagging behind with
Persons with Disabilities Act, 2016 (“RPWD”), respect to other
The Human Immunodeficiency Virus and
Acquired Immune Deficiency Syndrome
constituents of
(Prevention and Control) Act, 2017 (“HIV”), workplace diversity and
The Transgender Persons (Protection of
Rights) Act, 2019 (“Transgender”) amongst
have merely taken baby
others steps, if at all.
The Government has in fact going beyond the
traditional D&I portfolio and is emphasising
corporates with respect to gender diversity
that Inclusiveness is also about being open
& inclusion. But we are still considerably
and inclusive for people in specific situations
lagging behind with respect to other
i.e. people having HIV/AIDS.
constituents of workplace diversity and have
In India, we must acknowledge that merely taken baby steps, if at all.
considerable strides have been done by
As per National Statistics Office report for

2018, about 2.2% of India’s population the grant of a reasonable accommodation.
lives with some kind of physical or mental By definition, reasonable accommodation
disability; though I believe the actual number demands departure from the status quo
is much higher. Last year, in one of the and hence ‘avoidable complications’ are
landmark judgments by the Supreme Court inevitable. The relevant question is whether
of India with respect to RPWD, Justice Dr. D. such accommodations would give rise to a
Y. Chandrachud had aptly articulated that in disproportionate or undue burden on the
order to enable persons with disabilities to company.
lead a life of equal dignity and worth, it is not I believe that the aforesaid principle would
enough to mandate that discrimination against equally apply to other types of diversity.
them is impermissible. That is necessary, In fact, people sometimes use the terms
but not sufficient. Corporates must equally diversity & inclusion interchangeably, but
ensure, as a society, that they provide them they are quite distinct. More often, corporates
the additional support and facilities that are focus on increasing diversity without focusing
necessary for them to offset the impact of their on the necessary foundation that enables
disability. The cornerstone of this reasonable diversity. You can certainly hire in diversity —
accommodation principle is making whether it’s more women or LGBTQ+, more
adjustments that enable a disabled person people with disability but if your work culture
to effectively counter the barriers posed by does not embrace different perspectives and
their disability. In fact, a failure to provide not provide a support framework, you will not
reasonable accommodation itself constitutes be able to retain diversity.
discrimination. We as society need to shift
from a “charity-based” to a “rights-based” In this direction, importance of diversity
perspective. training program and redressal mechanism
cannot be overstated. In fact, all Indian
Most of the corporates are not aware that legislation mandatorily provide for it. When
all our physical and virtual infrastructure too employees become aware of concepts like
need to be mandatorily disabled friendly. In unconscious bias in the workplace, they can
fact, recently Court of Chief Commissioner for realize how these concepts show up in real-
Persons with Disabilities, New Delhi directed world situations. Raising awareness about
a well-known technology platform to comply diversity and inclusion is important to create
with the Guidelines for Indian Government a happy and positive work environment.
Websites (“GIGW’) and notification issued Diversity training helps employees to
by Bureau of Indian Standards, which has understand different perspectives of
notified IS17801 Parts I and 2 in relation to their colleagues and encourage them
Accessibility of Information & Communication to think about how their actions could
Technology Products and Services within 6 unintentionally offend someone. Increased
months as mandated by RPWD. workplace sensitivity is a strong step against
Reasonable accommodation determinations discrimination and harassment. Diversity
must be made on a case-by-case basis, training further allows employees to think
in consultation with the disabled person about inclusion and how they can make
concerned. Instead of making assumptions conscious efforts to make everyone feel
about how the relevant barriers can be tackled, comfortable and valued.
the principle of reasonable accommodation Vishal Kedia is Founder of Complykaro and
requires dialogue with the individual specialise in D&I training and compliances.
concerned to determine how to tackle the You can reach him on 98200 99696 or
barrier. The relevant question, under the vishal@complykaro.com
reasonable accommodation analysis, is not
whether complications will be caused by
August 2022 | 13
Promoting diversity and
inclusion is the right and
smart thing
Ms. Suhela Khan
Country Programme Manager, Women’s
Economic Empowerment, UN Women
The business case for gender equality,

diversity, and inclusion is strong and growing
stronger. Evidence states that diversity and Diversity in the
inclusion drives innovation as well as financial
performance. When companies commit
workplace means
themselves to diverse leadership, they are having a workforce
successful. More diverse companies are inclusive of different
better able to win top talent and improve their
customer orientation, employee satisfaction, backgrounds and
and decision making, contributing towards national origins.
increasing returns. Diversity makes business
sense because it opens up access to new It means gender,
talent pools. socioeconomic, and
Diversity and inclusion have taken on greater cultural diversity — and
prominence for companies in India in recent beyond.
years, with more and more of them striving
for creating equal workplace.
In my last three years of work with

corporates, through EU funded
WeEmpowerAsia programme that deploys piecemeal. Many companies are initiating
Women’s Empowerment Principles (WEPs) and sustaining progressive interventions
framework, the number of CEOs signing to promote diversity, equity, and inclusion;
WEPs have increased sixfold. Currently at more coordinated efforts are required at the
326 companies in India and over 6000 in industry /sector level to challenge and change
the world, CEOs are increasingly committing the status quo.
to promote gender equality, diversity and As per National CSR portal, USD 43 million
inclusion. This is of course a positive and approx. were spent on Gender Equality,
encouraging trend, however, the efforts are

which is only 1.6% of cumulative CSR Spend not just men but also women at the top who
in FY 2021 indicative of the need to step are inhibiting the re-entry of women into the
up investments towards promoting gender workplace and their movement to senior
diversity. roles and positions.
The conversation on diversity and inclusion To understand stereotyping, it is necessary

needs more focus on people who are to pay attention to its triangular nature. A
differently abled and represent diverse stereotype is closely related to prejudice,
religions, ethnicity, and sexual orientation. which is closely related to discrimination,
There is a need to take concrete steps to reinforcing a stereotype. The problem with
enable their equal access to opportunities an educated mind is that it traverses this
including addressing conscious and triangle with misappropriated confidence.
unconscious bias. Therefore, unless we consciously look at
our long learned stereotypes as individuals,
Recognition through awards like this, provide the companies will continue to discriminate
an impetus to the companies to perform better consciously or subconsciously. Companies
and is one of the excellent ways to share good must develop an appetitive to recognize
practices. these stereotypes, accept them and work
When we aim for gender diversity, then we together to change them.
would end up ticking a few check boxes, but we Diversity & Inclusion beyond
would not achieve the fundamental objective Gender:
of creating real diversity of thought. However,
companies in India are still falling short on the Essentially, diversity and inclusion is a
most common diversity metric: gender. conversation about rewriting implicit bias
— rooting it out wherever it exists and
It’s also not enough that companies hire challenging the idea that different means
employees from diverse backgrounds; these inferior. Diversity in the workplace means
workers must also feel welcome and included. having a workforce inclusive of different
To be more inclusive, organizations need to backgrounds and national origins. It means
listen to their employees more and build a gender, socioeconomic, and cultural
culture in which each employee has a voice. diversity — and beyond. It also means that
They must be invited to decision-making the organization fosters a sense of belonging
processes and involved in multiple projects, that makes everyone feel like they are part
in multiple initiatives. To drive this agenda, of the team.
organizations have started appointing a chief
diversity and inclusion officer. For companies presently facing a talent
crunch, there is an urgent need to focus on
Overcoming Stereotyping and including the disabled into the mainstream.
Biases: Key to Diversity & Inclusion To make these possible, companies must
There’s also a need to educate employees encourage the use of technology to provide
across all levels, addressing any biases they solutions for enabling the disabled who
may have toward others who are not like them. may not otherwise fit into traditional jobs.
Companies should get the perspectives of It is essential to create an environment
their employees to understand what biases that will allow traditional organizations to
they typically face in order to address them. include a diverse workforce – those who are
Women, who make it to the top, also have diverse in terms of gender, ability and sexual
these biases and operate with the same inclination
principles and mind-set. The fact is that it’s
August 2022 | 15
Acuver’s Commitment to
Diversity and Inclusion
Mr. Sunny Nandwani
Founder & Managing Director,
Acuver Consulting Pvt. Ltd.
Employment policies that seek to encourage

diversity and inclusion should take into
account the vast array of one-of-a-kind A company needs
talents and interests that prettier employees to be willing
carry with them. It is of the utmost
importance to recognise and value the to accept this
wide range of important life experiences, necessary, positive
perspectives and skills that employees bring
to the table on an individual basis, as well as
and constructive
to make good use of them. A company needs disruption in order
to be willing to accept this necessary, positive to grow healthily.
and constructive disruption in order to grow
healthily. A welcoming environment at work, A welcoming
where different people with their different environment at work,
points of view are valued, is beneficial to
everyone. Employees and employer alike. where different people
Simply recognising that one of the most with their different
admirable features of human beings is
their diversity, and acknowledging that our
points of view are
employees are not an exception to this rule, is valued, is beneficial to
one of the important things that can help us everyone.
go with the flow and reap the benefits to the
best extent possible.
Since we are convinced that diversity and to providing assistance to each individual
inclusion are two of the most effective member of our team by motivating them
ways to help employees achieve their full to perform to the best they are capable
potential in the modern workplace, we at of. We emphasise that we appreciate the
Acuver always value and encourage this fact that what each of them brings to the
kind of heterogeneity, and are committed table is as valuable as a jigsaw puzzle piece

in the overall picture of the company’s and sharing their ideas. Organisational
success. When people are kept interested growth can only be sustained through the
and motivated, and their thoughts, ideas, unrestricted inclusion of new processes. Any
suggestions and skills are absorbed and human being is capable of coming up with
tested, the workplace becomes a highly fertile new and better ways to approach things in
ground for constant innovation. This healthy life. All that is required is room for them to
work environment inspires our employees to grow. It is all about constantly absorbing new
never put a brake on thinking of new ways to thoughts, debating them with others through
improve upon established procedures, which brainstorming sessions, doing experiments,
ultimately benefits the company as a whole. learning from setbacks, and making more
It is essential for employees to experience effective judgments at each stage. Finding
a level of comfort that allows them to freely new ways to improve processes on a regular
and easily share their opinions in order for basis is a tried-and-tested way to grow in the
the inclusion of their diversity to bear fruit. market in a sustainable way.
This is a critical component of a thriving
workplace culture. In order to put our money Has our diversion and inclusion approach
where our mouth is, we make it a priority to been successful? As evidenced by the graph
make the organisation a friendly place where of our company’s performance, it has.
people feel comfortable communicating
August 2022 | 17
DE&I is beyond Women’s
Participation
Ms. Shobha Swarup
Executive Director HR
Diversey | Emerging Markets & India, South Asia
As a casteless organisation, Diversey nurtures

a humane culture - keeping our people’s
stance and needs as our utmost priority.
Our overall Impact
The values that individuals carry blends into
the working culture of organisations and are
reflected through
often their strengths, rather than limitations. a movement in
And as a close-knit organisation, Diversey our overall Gender
India makes every effort to harness an
individuals’ strengths and capabilities. Diversity from 7% to
In our efforts to create an environment 14% from 2021 to 2022
that attracts and grows diversity, we are June YTD. Our overall
constantly developing initiatives that
promote employee representation and Leadership Diversity
development. We launched a recruitment has moved from 11%
program with the sole purpose to attract
diversity in our workforce. Reboot - Career
2021 to 21% 2022 YTD.
Return Program was a good example that
focused on attracting women coming back
from sabbaticals. Beginning a campaign like
such, at the very least, dissolves the taboo
associated with career breaks. We have
At a Leadership level, it is well embedded
cohort based learning and sharing programs
in our goal to keep our focus on talent
facilitated through an external host who
succession plans. We have curated a
focuses on shaping perspective, inspiring
Women in Leadership Acceleration program
and coaching employees at Diversey. This
to enable a stronger succession. When it
has proven great at nudging empathy based
comes to nurturing talent, we are agnostic
mental shifts within the organisation.
to an individual’s industry experience
or background. It works in our favour as

Diversey is a brand that serves customers We are periodically reshaping our Parenting,
from every industry. Wellness, POSH and Safety Benefits to
We are committed to Engage and Connect suit the evolving generation of workforce.
- creating a sense of community for To generate diversity in thoughts, sits at
sharing, allyship and support at Diversey. the heart of our DEI committee. And our
We are employing innovative methods of growth reflects in the people survey that we
listening other than town halls, we have engage in twice, annually. Our overall Impact
proactive skip-level coffee sessions that reflected through a movement in our overall
keeps the leadership aligned with ground Gender Diversity from 7% to 14% from 2021
reality and the voice of the millenials. We to 2022 June YTD. Our overall Leadership
also have automated virtually chatbots Diversity has moved from 11% 2021 to 21%
to gather anonymous feedback. These 2022 YTD.
various mediums suit different personality
types when it comes to how an individual
expresses.
August 2022 | 19
Unleashing the
Power of the Diverse
Workforce
Ms. Harita Gupta
SVP, Head APAC & Global Head,
Enterprise Services, Sutherland
When we started our adventure in the area of

PWD and LGBTQ+ Inclusion, Sutherland was
a prime example of the adage that it takes
a village to raise a kid. For our employees
For our employees
who have disabilities, we formally launched who are members
PwD Champions in August 2021. For our of the LGBTQ+
employees who are members of the LGBTQ+
Community, we formally launched Friends of Community, we
Pride. To our surprise, only 3–4 people joined, formally launched
leaving us unsure of how to move this along.
How can we help? How can we add value?
Friends of Pride. To
our surprise, only 3–4
Despite numerous discussions, we lacked
confidence in any initiatives that would offer
people joined, leaving
value. At that point, we depended heavily on us unsure of how to
the power of our own workforce. We made move this along.
the decision to get in touch with all of our
openly out LGBTQ+ employees as well as
those with disabilities. We asked if they would
be interested in joining an employee resource communications accessible to screen reading
group and introduced the concept. It was a software. Not just did they highlight the
ground-breaking idea, and about 20 people challenges, they also educated us on the
joined us. The group was asked what they solution of using alt text feature and making
would like the organisation to do for them. screen reader friendly mailers. Break through
Where do they require our assistance? And a ideas like enabling Webex assistant closed
lot of input was provided by our employees! captioning and using the live subtitles feature
in Microsoft PowerPoint were discussed.
Our Visually impaired employees enlightened Our team also highlighted about the career
us on the importance of making our internal progression need of the group.

While we thought it was a perception that of this mentoring program. Regular pulse
the employees were not seeing any career check connects were done with the
progression, we were alarmed by the data Mentees, Mentors and Managers to identify
regarding their last promotion date. The what’s going well and what needs to be
data did reflect a dose of unconscious bias addressed. The leaders were super thrilled
amongst the managers while promoting and excited as it was the first of its kind
the employees with disabilities. This reverse mentoring opportunity for them. The
discussion gave us wings to launch our Business HRs also added their bit by holding
inhouse mentoring program, Project PAL regular 1:1 sessions with their employees.
(PersonsWithDisabilities Acceleration with Mid feedback survey was launched to see
Leaders). A similar program was launched for the progress of the mentoring program.
our employees from the LGBTQ+ Community The Mid survey feedback score was 4.9/5.
as Project LEAD (LGBTQ Enablement And There were few challenges with respect to
Development) As part of these projects, we change of managers, uneven shift timings of
mapped our high performing employees with Mentor and Mentees, Mentees not turning
disabilities with senior leaders. The program up and so on and so forth. For each of these
was designed to have 8 mentoring sessions issues Team DEI pitched in, had 1:1 connect
of 60 minutes each. The 60 minutes was with the Mentors and Mentees and offered
further spilt into 50mins mentoring by the solutions. This ensured the smooth flow of
leader and 10 minutes reverse mentoring the program.
by the employee educating the leaders
about the day-to-day challenges of these The batch recently celebrated their
diverse cohorts and how leaders can apply graduation ceremony, and it was a moment
an inclusion lens when making people or of achievement and self-fulfillment for our
process decisions. participants as well as the leaders. 3 of
our employees got promoted and many
The batch began in Jan 2022 with an got opportunities to take on additional
orientation session for the Mentors, Mentees roles and responsibilities. This project is a
and Managers, briefing each of them about testimony of how Inclusion plays a vital role
their roles and responsibilities. Team DEI in leveraging the potential of our diverse
oversaw the complete project management workforce.
August 2022 | 21
Neurodiversity
at Thomson
Reuters
Ms. Neha Sathish
Lead, CSR & D&I - India, Thomson Reuters
At Thomson Reuters, we celebrate all facets

of diversity and are committed to creating an
inclusive workplace in which everyone can In India many young
thrive. In the workplace, programs promoting
neurodiversity can often be overlooked people on the autism
due to the perception that additional effort spectrum drop
is required to build and sustain these
initiatives. Additionally, in India many young
out of mainstream
people on the autism spectrum drop out school around the
of mainstream school around the age of
twelve as the educational system is unable
age of twelve as the
to provide tailored support and development educational system
for neurodiverse children. As a result, this is unable to provide
can lead to limitations in future career and
employment opportunities. tailored support and
development for
It is widely recognized that neurodiverse
individuals often have exceptional abilities
neurodiverse children.
and viewpoints that can positively impact
businesses and teams. In November
2020, a pilot internship for individuals on batches of interns and a third batch all set to
the autism spectrum was introduced in begin.
Thomson Reuters India. The goal of this
new Autism Spectrum Internship Program Our experience with working with
was to give neurodiverse individuals neurodivergent talent has certainly been eye
hands-on work experience and provide opening and although it may seem like a tall
them with the technical and interpersonal goal in the beginning, once you dive in, it isn’t
skills, mentorship, and experiences to set that challenging. As part of the program, we
themselves up for future success. The also wanted to empower people managers
success of the pilot led to two successful to learn more about neurodiversity and the

different skills and abilities that individuals • Making a difference to the
on the autism spectrum can bring to the communities we serve aligning to
workplace. In India, Thomson Reuters is one Thomson Reuters vision of serving
company - within a small group of pioneers - customers
to introduce an Autism Spectrum Internship • Helping our people managers
Program to their business. understand the virtue of diversity and
inclusion and help see the business
Sharing some stats from the impact study value and the impact they create in an
completed with hiring managers – 75% employee’s life.
felt that they have become more aware of
various communication needs of individuals. • Enabling people management skills of
65% became more learner centric in their all project stakeholders
approach. 80% leaders felt that work ethics • Increased engagement within the
of interns has had a positive impact on their team and helping employees think
team. Value derived by interns through innovatively, to challenge and to
the process – 99% felt that they have embody TR vision of D&I
learned to apply employability skills – time
management, meeting targets etc. 80% felt Celebrating diversity and embracing
that they have been able to build social skills. inclusion cannot just be part of the vision
for an organization but must translate into
Some of the other impact included, the action and reflect in the day to day
• Branding TR India as an equal work.
opportunity employer
August 2022 | 23
Don’t be on the sidelines-
Fast Track Your Way to Diverse &
Inclusive Development
Mr. Farhat Ali Khan
Managing Partner, Century Maxim International
Introduction
Diversity and Inclusion (D&I) are two sides The objective is to

of the same coin. Creating a diverse and
inclusive environment at the workplace
champion a culture
requires an integrated approach, from that drives thought
defining the tone at the top to developing
strategies, allocating resources for training,
leadership, celebrates
and awareness to fostering a sense of differences and
belonging. D&I is no magic solution, but a encourages an
continuous journey that requires a collective
commitment. To put it in a simple manner, environment free from
diversity is being invited to a party, while any form of bias and/
inclusion is being asked to dance! The
objective is to champion a culture that drives
or discrimination.
thought leadership, celebrates differences
and encourages an environment free from
• Increase in the representation of
any form of bias and/ or discrimination.
women in senior roles - Gender is one
of the key aspects of D&I under which
Reasons Why Adopting D&I is a
bringing women to the forefront in
Global Best Practice
senior roles is now a priority agenda in
Usually captured under the ‘S’ component of many industrialized companies. On the
ESG (Environmental, Social & Governance), regulatory front, the Board of Securities
implementing a strong D&I framework for the & Commodities Authority (SCA)
company can help support equal opportunity amended Clause (3) of Article (9) of
and create a safe, supportive, and respectful the Joint Stock Companies Governance
environment. The following illustrates Manual, mandating listed companies to
an organizational approach that may be comply with the percentage of women’s
considered part of a company’s D&I strategy representation on their Boards.
framework -
• Adopt a zero-tolerance approach • Alignment with Sustainable
to harassment & discrimination Development Goals (SDGs) - While
– Companies can demonstrate a SDGs are not mandatory in most national
proactive approach by adopting and/ or reporting, it certainly is a global best
committing to zero-tolerance against practice to highlight how the company
harassment and discrimination at the is striving to achieve sustainability. It
workplace. In India, the POSH Act enables the company to align its efforts
(Protection of women from Sexual against SDG 5 – Gender Equality and
Harassment Act, 2013) is in force to SDG 10 – Reduced Inequalities.
ensure safe workplaces.
Conclusion
• Developing & implementing robust
policies – It is encouraged to Diversity and Inclusion are a priority
have formal documentation of the agenda for businesses and a focal Board
company’s thought leadership on D&I. topic demonstrating the tone at the top.
Under Chapter 18 of the UK Equality The objective is to effectively address the
Act 2010, the Statutory Code of disproportionate underrepresentation of
Practice Employment, companies are individuals, regardless of ethnicity, race, or
recommended to adopt a systematic gender. To be global leaders, companies
framework by way of an equality are encouraged to ensure that, all people
policy. Although it is not a statutory associated with the company in one way or
requirement, companies are encouraged the other, feel safe, included, and celebrated
to implement the practice as an industry for who they are.
benchmark approach.
August 2022 | 25
Our Model of Work from
Home as Independent
Consultants-Empowering
Women
Dr. Shikha Nehru Sharma
Founder- Nutriwel Health (India) Pvt. Ltd.
Security, safety and certainty were once the

main criteria for choosing a career. But, with
time, professionals feel the pressing need to Dr. Shikha’s ONE
do more than one job and follow their passion HEALTH has come
and hence the gig economy emerged. “Gig
economy” is a labour market characterized up with a unique and
by the prevalence of short-term contracts innovative model to
or freelance work as opposed to permanent
jobs. With flexible hours and the opportunity create a network of
to work on one’s own terms, freelancing has healthcare coaches
gained tremendous popularity in recent years.
trained and deployed
This profession is gaining significant on the ONE HEALTH
popularity amongst women on account of PLATFORM using Vedic
the work-life balance it offers. In today’s
business world, leaders know the importance Nutrition as a core
of empowering women at work. “Empowering philosophy.
women at the workplace” means that women
can have more control over their lives, have
freedom to make their own programs, gain
new skills and autonomy. Companies are have lost jobs during the first wave of the
studying and revising their policies regarding pandemic. During the period, the number
women empowerment to strengthen female of male workers reduced from 21.7 million
leadership. to 20.1 million while the female workers
dropped from 9 million to 8.3 million.
Job losses during & after COVID-19 (Source:- Economic Times Data).
DATA
During and after covid there have been a
Around 2.3 million workers across nine phenomenal degree of job losses leading
sectors and 66 other establishments to shrinkage of economy and many families

had to pull out their children from school 1. ONE HEALTH Nutrition Software: A
or compromise on many expenditures. SaaS-based nutrition software-included
Most women suffered more due to loss of in the courses where students get to
economic opportunities. Hence, the ideal practice all their learnings via ONE
solution entailed creating job opportunities at HEALTH Platform.
home to engage talented women in the area
of preventive health care. 2. Work From Home consulting
opportunity: The students are
Dr. Shikha’s ONE HEALTH has come up with provided with an opportunity to join
a unique and innovative model to create a ONE HEALTH network of “Independent
network of healthcare coaches trained and Vedique Nutrition Coaches” to spread
deployed on the ONE HEALTH PLATFORM awareness about nutrition worldwide as
using Vedic Nutrition as a core philosophy. “Nutritionists”.
1700 Vedique coaches & 500+ Vedique Case Study 1: Shyamala Bojja from
professionals will be consulting on ONE Hyderabad has chosen to restart her career
HEALTH PLATFORM. at late 50s by gaining education from ONE
360° Solution From Learning To Earning- HEALTH & she’s operating via our nutrition
Building An Ecosystem Of Health software to assign diet plans to her existing
Professionals clients.
At Dr. Shikha’s ONE HEALTH- ACADEMY, we Case Study 2: Namita Bakshi from Mumbai,
also promote the same culture where we a yoga trainer by profession, 45 years old
believe strongly in women empowerment. had enrolled for gaining knowledge regarding
Our ultimate mission is to educate and Vedique Nutrition and she has implemented
transform lives of millions by spreading her gained learnings to all of her clients which
awareness about managing their weight and makes them more aligned towards health-
lifestyle disorders through an amalgamation care.
of modern nutrition and ancient Ayurveda
through live interactive sessions. Hence, ONE HEALTH is focused on building
an ecosystem of trained ethical professionals
Our courses are CPD accredited & HSSC to serve people looking for natural ways to
certified, which helps them to practice not become healthy and in the process empower
only in India and abroad too. Once the course women to establish their identity, even after
is completed under the guidance of experts, huge career breaks by learning and earning
they are provided with two major elements- from home opportunity.
August 2022 | 27
The Birds and The Bees
Talk Programme
Social Return on Investment Study on India’s

First Growing Up Curriculum in North East
India TBBT meaningfully
engages students,
Key Highlights
teachers and most
• For every ₹1 invested into the importantly parents
programme, The Birds And Bees
Talk delivers ₹ 24.40 in social value. – the latter being
The programme’s ratio of 1: 24.40 is the most important
extremely positive against global and
Indian benchmarks.
influencers for their
children.
• The programme has focused on creating
essential dialogue around topics that are
generally considered uncomfortable or
taboo norms and stereotypes among
adolescents as well as adults
• It is investing in the capacity building
of all its stakeholders so that they are Executive Summary
seamlessly able to have conversations
with their peers and community The Birds and The Bees Talk Programme is
members playing an active role in imparting critical
information on growing up life skills among
• It is inculcating adolescents with adolescents in the north eastern region
necessary life skills, values and attitudes of India. The programme is equipping
to become responsible adults, creating adolescents with essential knowledge,
an overall healthy society attitudes and values that will help them
grow into responsible and healthy adults.
• It is challenging and changing gender

performance of the north east states is more
worrying, as contrary to the declining trend
of the rates of new HIV infections (37%) at
the national level since 2010, rates of new
HIV infections have risen in the north east
states of Tripura and Arunachal Pradesh2.
The prevalence of Hepatitis C Virus (HCV) is
also found to be high in some states in north
east India. It has been noted that unsafe
behaviour among Injecting Drug Users (IDUs)
is a driving factor behind the HCV epidemic
TBBT is addressing these concerns by in north eastern India3. The above issues
meaningfully engaging adolescents, along highlight the need to invest in Growing Up as
with their influencing stakeholders, such as a key component of life-skills education for
teachers, parents, and community members. both in school and out-of-school adolescents
It has done so by developing an intensive and youth in the North Eastern region.
curriculum around key principles of inclusion,
awareness, consent, protection and equity. TBBT Programme Evolution
For every ₹1 invested into the programme, Reckitt and Durex have worked together in
it delivers ₹ 24.40 in social value. The geographies across Asia, Africa, Europe and
evaluation has also identified key outcome the Americas on driving behavioural change
indicators that have created the most value for intimate wellness, from partnering with
in the lives of its key stakeholders. Top the (RED) Campaign to fight HIV/AIDS in
performing indicators pertain to gender partnership with The Global Fund to the
norms and stereotypes. Adolescents are Keeping Girls in School programme in
experiencing an increase in their knowledge South Africa. India’s north eastern region
and acceptance towards different gender has several characteristics that make it a
identities and roles and an improving ability unique cultural ecosystem. The region has
to recognise and address stereotypes. a heritage that is rich in art, culture and
Adolescents are also experiencing an music, tribal traditions which have been
improvement in their mental health and now preserved and maintained and a matriarchal
understand the importance of communicating and matrilineal family system followed in its
and expressing their emotions. Teachers certain parts. It is this context that inspired
have experienced an increase in technical Durex’s The Birds and Bees Talk programme.
knowledge in imparting growing up skills to While the need for engaging adolescents
their students. and youth on growing up life skills has been
long recognized, curating a programme that
The North East India Context addresses key pillars of Consent, Protection,
Equity, Awareness and Inclusion through
North east states are some of the worst a unique and engaging format was also
performers in the fight against HIV/AIDS necessary for quality implementation. TBBT
nationally, according to National AIDS Control meaningfully engages students, teachers
Organisation (NACO) reports. The AIDS- and most importantly parents – the latter
related mortality per 1,00,000 population being the most important influencers for their
in India is estimated to be the highest in children. Ensuring that the curriculum has a
Manipur (36.86), followed by Mizoram letter to the parents, and engaging teachers
(28.34), and Nagaland (26.20)1. The as the champions for the programme have
August 2022 | 29
been some of the most important modes initiatives such as the HelloJubi chatbot and
of ensuring that parents are aware of and the curriculum itself.
support their children in participating in the
numerous activities that the programme runs. Scope of the Assessment
The programme has already won various
accolades and recognition. It is the recipient In states of Arunachal Pradesh, Meghalaya,
of the CSR Health Impact Awards 2022 by Manipur, Mizoram, Nagaland and Sikkim
IHW Council and has been recognized as 1422 teachers were a part of the study along
the CSR Project of the Year by Healthwire with 8150 students from Manipur, Nagaland
media, collaborated with partners such as and Sikkim.
Wipro GE HealthCare and has award-winning
Study Finding and Analysis
Recommendations and Conclusion members. Adolescent girls and boys in the

country lack access to information on issues
The Birds and The Bees Talk Programme is an affecting their lives and have limited spaces
innovative and pioneering initiative that has to develop competencies crucial for their
focused on inculcating growing up life skills active participation. TBBT programme is
for adolescents in the north eastern region addressing these challenges by imparting
of India. Through its systematic intervention, critical and age-appropriate information,
the programme is encouraging conversations promoting healthy and safe behaviour and
around sexual and reproductive health among practices, as well as equipping adolescents
adolescents, teachers, and their community with life skills, values and attitudes to

mental health among adolescents. Following
recommendations can be followed to ensure
the sustainability of the program –
• Regular and frequent training and

support sessions in order to increase
teacher capacities and morale
• Educate and promote adolescents to the

TBBT mental health helpline
• Strengthen parent and community

involvement into the programme
• Develop curriculum to include

adolescents with visual impairments or
accessibility challenges
• Ensure completion of additional

activities and exercises before moving
ahead to another topic.
become responsible adults. The programme
has already initiated conversations and • Create discussion spaces to continuously
challenged perceptions regarding gender explore and challenge mindsets and
norms, gender identity, sexual orientation attitudes of stakeholders.
August 2022 | 31
Celebrating Diversity and
Promoting Inclusion
Ms. Dipali Sharma
Director, Organisational Effectiveness
ActionAid Association India
India is recognized for its diversities. Do we

as organisations, as a society or as a nation
celebrate these diversities and leverage The Constitution of
the varied wisdoms that they contain. Do
we always remember that these diversities
India, our laws and
are compounded and confounded with numerous schemes
hierarchies? Economic class, gender, caste
provide a robust legal
and minority religions lay behind these
inequalities, which are perpetuated by and policy framework
discrimination, oppression and violence. The within which we can
question we also need to ask, as individuals
and collectives is whether we do what is celebrate diversity
needed to break these hierarchies and end and promote
the social practices that support them.
inclusion. The need is
The Constitution of India, our laws and to create a change in
numerous schemes provide a robust legal
and policy framework within which we can
social attitudes and
celebrate diversity and promote inclusion. practices
The need is to create a change in social
attitudes and practices. ActionAid Association
seeks all opportunities to engage with
and participate in initiatives to further this and lasting impact on their status and
cause. Over the years the community-based condition.
human rights defenders, community-based
organisations and district-level, state-level As an organisation that seeks to be a valued
and at times national level platforms have partner for all who seek to build a better
been able to create great moments of change world, ActionAid Association also puts itself

under the scanner. We strive to create an backgrounds. This is made possible through
organisational culture that ensures equal specific provisions, including affirmative
opportunity to every person, irrespective action, in organisational policies, strategies,
of caste, class, race, age, gender, sexual norms and guidelines. Women and
orientation, colour, disability, location and candidates from socially diverse backgrounds
religion. Since the early 1990s, ActionAid get a 10% weightage in recruitment.
Association has had a zero tolerance to
instances of sexual harassment. This predates As an organisation that nurtures all
the Supreme Court of India’s Vishakha individuals and promotes a shared value
Guidelines of 1997 and the Protection system ActionAid Association is able to
of Women from Sexual Harassment Act respond to people’s needs in a more effective
promulgated in 2013. Grievance redressal manner. This was most clearly seen in the
mechanisms and anti-sexual harassment humanitarian response to the COVID-19
committees are well established, and pandemic that the organisation rolled in
while confidentiality is ensured, the board, starting in March 2020, which is some ways
the management and wider leadership of is still continuing. Colleagues and associated
the organisation remains updated of all individuals reached out with whatever
proceedings of these bodies. ActionAid means they had on their hands to support
Association had instituted period leave and impacted people and communities. It was
maternity leave for six months. It was only this initial effort that gathered momentum
in 2017 when the Maternity Benefit Act was through further resource generation so that
amended to increase maternity leave from 12 by 31st July, 2020, we were able to provide
to 26 weeks. more than 68,67,218 individuals with much-
needed relief materials.
We have a commitment to create a diverse
organisation the path towards achieving Thus, celebrating diversity and promoting
maximum diversity among our staff is also inclusion is not just the right thing to do, it
regularly monitored and evaluated. Over makes us more effective as collectives, as a
half of the ActionAiders come from diverse society and as a Nation.
August 2022 | 33
Advancement of
Women Best Practices
Mr. Raj Khemani
Head of Global Capability Centres – India & Poland
GlaxoSmithKline Consumer Healthcare Pvt Ltd
(Haleon, India)
At GlaxoSmithKline Consumer Healthcare

(operating as ‘Haleon’ since July 18, 2022,
an independent company following the Our ambition is to
demerger from GSK), we want to be a place
where all our people feel they truly belong
take meaningful
and can be their authentic selves. Be their action to improve our
best. We do this by developing an inclusive, diversity, equity, and
respective environment - one that celebrates
our unique perspectives, generates inclusion and better
understanding of each other, and promotes enable us to deliver
fair and equitable outcomes for everyone.
Our ambition is to take meaningful action to everyday healthcare
improve our diversity, equity, and inclusion with humanity. In
and better enable us to deliver everyday
healthcare with humanity. In my 7+ years
my 7+ years with
with the company, I have truly felt understood the company, I have
and valued, and this is the environment I truly felt understood
want every employee checking in to.
and valued, and this
Haleon believes that each employee brings is the environment I
something unique to the organization and
when the knowledge, experiences and styles want every employee
are combined, the impact is incredible. We checking in to.
are continuously building further awareness
and interest in addressing gender balance.
As a global organization operating across Resource Groups (ERGs) also play a key
multiple legislative and cultural frameworks role alongside other DEI initiatives. They are
and contexts, our Diversity, Equity & Inclusion voluntary, employee-led groups that help
(DEI) agenda is extremely complex with foster a diverse and inclusive workplace.
many wide-ranging implications. Employee

One such ERG is the Global Gender Council We launched the Mentor Buddy Program to
- Women’s Leadership Initiative (WLI). WLI support women employees at work as part
aspires to achieve and maintain gender of our WLI India chapter. Workshops on
equality at all levels of the organization Allyship were planned based on employee
globally by 2025. The WLI India Chapter’s needs, ascertained via an analysis of the
key purpose is to be the voice of people which employee satisfaction survey conducted
shapes the organizational agenda around internally in the organization. We have
gender balance and creates an equitable first-class digital learning content from the
workplace, that is focused on building world’s best learning providers which can be
advocacy, engaging and developing women at accessed on the go – anytime, anywhere.
every level & creating greater allyship between
men and women. Learning & Development is a Haleon in India has also established
key strategic pillar for this ERG. competitive employment policies, practices
and benefits reflecting its status as a leading
Learning and Development healthcare company and its desire to
attract develop and retain the best people.
Learning is of course a lifelong process. The ability to achieve its full potential
Whatever role you’re in, we encourage depends on the spirit and dedication of
people to set aside regular time to focus on its people. In the coming months, we look
development; every day on the job, through forward to creating a stronger network for
learning programs, following industry trends women employees that supports career
on blogs, newsletters, or social media, and development in technical fields and
talking to our colleagues to learn about a helps them build eminence outside the
new project, there are so many ways to keep organization.
learning and growing.
August 2022 | 35
Community Inclusion
and Need Based Diversity
In Climate Action of IFFDC
Mr. S.P. Singh
Managing Director,
Indian Farm Forestry Development Cooperative Ltd (IFFDC)
Indian Farm Forestry Development

Cooperative Ltd (IFFDC) an initiative of
Indian Farmers Fertiliser Cooperative Limited The developmental
(IFFCO) since its inception has undertaken
eco-restoration and wasteland development
programmers of
through social forestry in the states of Uttar IFFDC has also
Pradesh, Uttarakhand, Madhya Pradesh and been diversified in
Rajasthan.
other states such as
1.0 Need Based Diversity of Himachal Pradesh,
Developmental Programmers of
IFFDC: - Haryana, Punjab,
Chhattisgarh,
As per the time change and needs of the rural
community emerged, IFFDC has diversified
Maharashtra, Odisha,
its portfolio and has broadened its focus Jharkhand, Bihar, West
to include in addition to Farm Forestry,
activities such as Climate Action, Watershed
Bengal, Telangana,
Management, Nutritional and Economic Andhra Pradesh,
Security, Rural Livelihood Development, FPO Karnataka, Tamilnadu,
Promotion and strengthen, CSR initiative,
Women Empowerment, Community Kerala and Assam.
Institutions Development, Skill and Capacity
Building and Seed Production, Agri-Input
Supply, etc. This has been done by adopting The developmental programmers of IFFDC
approaches that are participatory in nature has also been diversified in other states
and designed to cater to the emerging and such as Himachal Pradesh, Haryana,
evolving needs of the community. Punjab, Chhattisgarh, Maharashtra, Odisha,

Jharkhand, Bihar, West Bengal, Telangana, members, 152 Primary Farm Forestry
Andhra Pradesh, Karnataka, Tamilnadu, Kerala Cooperative Societies (PFFCS) with total
and Assam. members 19,331, of which 34% Women
members), 11 Livelihood Collectives with
The Farm Forestry & Climate Action is the total members 6,044(Chairperson of all
flagship programme of IFFDC. The wastelands these Livelihood Collectives are women).
have been developed into forest by planting The 89% of members of the PFFCS are
long gestation plant species. As per the belongs to landless, small & marginal farmers
emerging needs, the plantation on wastelands and about 25 PFFCS are having women
diversified to agricultural land under agro- chairperson. These community institutions
forestry system and agro-horticulture system are proved appropriate examples of inclusive
by planting short gestation commercial value development of the rural community and
trees like Burma Neem (Melia composite), providing back- stopping support to the
Bamboo (Bambusa bambos, Bambusa tulda, development initiatives.
Bambusa Palida) Drumstick (Moringa oleifera),
Carica papaya, Musa acuminate, etc. It also 3.0 Awards and Recognition:
contributed in Govt of India mission “Doubling
Farmers Income”. • The Times of India “Social Impact
Award-2011” under the livelihood
2.0 Inclusion of Disadvantaged category for its remarkable work in
Segment of the Community: - sustainable livelihood enhancement
of poor tribal community. IFFDC also
IFFDC has the approach in its rural selected for The Times of India “Social
development programme which reflects Impact Award 2015 for environment
systemic positive changes in rural areas, conservation category.
which are initiated “from bottom” and
supported “from top”. In this concept of rural • “Indira Priyadarshini Vrikashamitra
development, inclusiveness is inherent. Puruskar 1999” conferred by
the Ministry of Environment and
To create space for women, IFFDC has Forest, Govt. of India for excellence
established and nurturing community owned in afforestation and wasteland
institutions such as 1,896 Self Help Groups development to IFFDC and its promoted
with 19,403 members, of which 94% Women five PFFCS.
August 2022 | 37
Mr. Abhishek Agarwal
President, Judge India & Global Delivery,
The Judge Group
Judge India Solutions Pvt. Ltd.
The fundamental shift in the market, due to

the pandemic, has generated the existing yet
newfound power of the people. The focus is Judge India Solutions
being shifted towards the aspects that matter
the most, the People! And on top of that, The
is a people-powered
Great Resignation has magnified organizational business and for us,
challenges. Yet, in this era of adversity and people come first!
awareness, Judge India Solutions has garnered
65% growth in headcount by nurturing an We all are working
organizational culture of “Diversity, Equity, and collaboratively to
Inclusion (DEI)”.
build our company
Judge India Solutions is a people-powered for the future; a
business and for us, people come first! We
all are working collaboratively to build our
big part of that is
company for the future; a big part of that is our organizational
our organizational culture. We strongly believe culture. We strongly
that our today will set the tone for tomorrow’s
organizational culture and for that, we, the believe that our
people of the company, initiate the change today will set the
NOW!
tone for tomorrow’s
We believe that the change should start with organizational culture
our mindset and approach toward the people.
To accelerate DEI culture, we are constantly on
and for that, we,
our toes to celebrate diversity on any occasion the people of the
we can. We achieve this not only by training company, initiate the
our employees with the tools they need but by
encouraging and supporting them along the change NOW!
way.

to create more employee-inclusive
We have proudly driven DEI culture in our
workplaces and a painting activity that
company by introducing:
helped us find the true essence of
• DEI Wall – A wall dedicated to our inclusivity.
organizational culture to showcase our
• #JudgeLife – An initiative to give the
unwavering commitment to integrating
best of the talent platform to voice their
these values in our day-to-day conduct.
opinions and talk candidly about their
• #PrideInBeingYou – Introducing journey.
Colors of Pride and collaboration in the
So, in addition to giving the people of
workplace during Pride Month.
our company constant reminders of our
• Inclusion Week - A step toward creating organizational culture through various
a nurturing culture at the workplace employee engagement activities, we
with webinars by eminent speakers and focus on creating a collaborative culture
leaders who shared their expertise and where everyone feels equal, included, and
experiences to enlighten us on ways respected.
GENDER
EQUALITY
August 2022 | 39
Realizing the benefits of
D&I: Adding ‘equity’
to the equation
Mr. Paneesh Rao
Advisor, Sustainability at Mindtree
In the past, great pay, association with a

reputed brand and unmatched perks and
benefits, in addition to challenging growth In the new world
opportunities defined an ideal job. In the new
world order, an employer of choice is one that
order, an employer
has a rich work culture and delivers diversity of choice is one
and inclusion in letter and spirit, in addition to that has a rich work
the aforementioned.
culture and delivers
Research clearly shows that diverse and diversity and inclusion
inclusive teams display higher productivity
and better problem-solving abilities, and in letter and spirit,
companies that nurture a conducive D&I in addition to the
culture power innovation, better financial
performance, improved resilience in times
aforementioned.
of crisis, and a more engaged workforce.
Besides, it is only fitting that organizations
mirror the diversity in the societies that they job descriptions are worded, hiring manager
operate in. connects with candidates, and individuals
are assimilated into the organization’s
Here’s how organizations can move the culture must cumulatively aim to deliver an
needle on D&I beyond a business agenda and inclusive experience. Sustaining a culture
normalize it as a way of life. of inclusion also requires organizations to
normalize healthy conversations around
Embed D&I in all aspects of D&I, and organize sensitization workshops
employee experience for greater awareness and education – all
of which help to create a psychological safe
D&I must start from the first touchpoint of space where inclusion translates into respect,
hiring and continue all the way through an belongingness, empowerment and progress
employee’s lifecycle. The manner in which for all.

Weave inclusive practices into Use technology as an enabler
policies and programs and equalizer
This is where the crucial element of equity Unconscious bias remains one of the main
comes into play. Take, for instance, roles impediments to D&I. Making technology
involving night shift. Typically, women and automation pervasive abates this
professionals would shy away from applying instinct and creates a level-playing field
for such roles because of safety concerns. where meritocracy thrives, irrespective of
People-first organizations must allay their ethnicity, gender or disability. AI-based
apprehensions by assuring candidates of HR technologies help organizations
safe and secure facilities and infrastructure. make data-driven decisions, narrowing
Another example is the returnship program traditional prejudices.
for professionals to revive their careers after
a career break on account of various life For organizations and communities to
events. Typically, the program provides an harness value and thrive in a dispersed yet
avenue for women professionals to rejoin the globally connected hybrid environment,
corporate workforce. Extend the eligibility diversity, equity and inclusion will need
to male professionals as well. Take steps to to be inextricably linked. It will require
amend archaic policies and processes, and ongoing efforts with clear metrics and
make it more diversity-friendly and inclusive. must evolve in keeping with market
For instance, ensure that the company’s dynamics, organizational sentiment, and
insurance policy accommodates medical laws of the land. The good news is that
needs of same-sex partners, have parental progressive organizations are well on
benefits applied to same-sex partners their way to making D&I a competitive
planning to adopt children, and deploy differentiator for themselves and their
gender-neutral language. stakeholders.
August 2022 | 41
From Roadblocks to
Roadmaps Championing
Diversity, Equity, and
Inclusion at the new age
workplace
Mr. Samir Modi
Managing Director, Modi Enterprises
Living in an era of an ever-evolving

organizational culture, one needs to dig
deep to gauge the pulse of the new age From an inspiring
employee. Today, the crux of the employee- work culture to a safe
employer relation relies heavily on flexibility,
adaptability, and inclusivity. However, inclusive space that
at the core of all of this is empathy and fosters and nurtures
understanding and employers that are able
to strike the right balance often command an
equal opportunities
edge with employees. and respect for all
Modi Enterprises was established in 1933
is what the new age
with the sole vision of bringing meaningful employee strikes a
change into the lives of everyday Indians. strong chord with.
The new-age stakeholders seek collaboration
and representation in their workplaces, and
they measure their individual growth through that is built on the promise – whatever you
various barometers other than pay package. do, do it with soul, love, and creativity as
From an inspiring work culture to a safe you put something of yourself into what
inclusive space that fosters and nurtures you create. We have crafted our workplace
equal opportunities and respect for all is what policies to ensure that we offer a level
the new age employee strikes a strong chord playing field, which enables and empowers
with. the employees and lets them celebrate their
individual selves.
Taking inspiration from the age-old legacy
of the Modi family, the umbrella companies The idea is to envisage and initiate a chain
under Modi Enterprises have been built on of ideas, whether professional or personal,
the premise of Meraki. A Greek expression that allow people across the nation to let-

go of all limitations. And so, it becomes must be an intrinsic part of the company
paramount to follow a ‘Soch Badlo’ mantra mission and work culture DNA. One should
that creates an ecosystem of receptivity for look at fostering an environment of true
all and one that powers transformation. With freedom to empower women. With 70% of
empathy and purpose, leading from the front, our workforce as women at Modicare along
people-oriented leadership, DEI sensitisation, with most beauty advisors at Colorbar,
and championing the cause of women we have constantly modified our policies
empowerment are no longer theoretical to accommodate our women employees
practices, but they remain well embedded in much better. As an organisation, we have
everything we do. made our hiring processes inclusivity
enablers and empowering. We are a great
Self-sufficiency is always the first step place to work because of these women in
towards empowerment. We need to our companies. And it is no surprise that
be committed towards instilling that Modicare and Colorbar rank among the top
much-needed confidence in the diverse 10 and top 50 respectively in the Great
individualistic capabilities. Small policy Places to Work for Women in 2021.
changes that offer equal opportunities can
go a long way in ensuring equity and bring in An active practice of these policies results
the desired work-life balance across genders, in building empowering work models
and they will also catalyse creating conducive of representation across genders and
growth environments. The change here has identities. An effective organizational
to stem from one’s ‘Soch’ and I say this with culture is the best possible practice to
great pride that Colorbar, 24Seven, Modicare employee retention and leaders need
and the Modicare Foundation are my truest to drive company goals by channelling
examples within the space. employee wellbeing. It is imperative that
we all adopt a mentor culture model as
The cause of women empowerment has neo leaders and navigate an ever-evolving
always been a defining area for me. And it workplace culture.
August 2022 | 43
On our Journey to a
Diverse & Inclusive
Workforce
Mr. Ashish Banga
Vice President, Human Resources, Paytm
Ms. Smita Rajan

Associate Vice President, Internal Communication, Paytm
Paytm believes diversity in the workplace

is essential to create a thriving business.
We are firm believers of the fact that Apart from other
workplace diversity encourages creativity
and innovation because every team member, facilities and benefits,
from leadership to frontline employees and the company provides
mobile workers, brings their own unique
backgrounds, experiences, and perspectives Creche facilities,
to the table. flexible working hours,
Paytm has been setting an example in hiring. hybrid working models
The company’s talent acquisition team plays to approach diversity
a major role here. A big focus is on recruiting
talent not only from the tier 1 cities but at the workplace. This
also from tier 2, 3 cities, bringing people of also gives confidence
diverse backgrounds under one umbrella.
to female employees
To ramp up our agenda of hiring more to stay long and work
women in our workforce, we host internal
campaigns and drives from time to time. hard.
An example of this campaign is when
we drove hard the message of the need
of improvement of our gender ratio by
showcasing team wise gender ratio to the Besides this, we have a tie-up with a women
HODs and gently nudging them to ensure at centric organization which helps us with
a minimum % of women hires in their teams. need based counselling for our women.
This campaign reported an org wide increase Through this organization, we have hired
in women hirings & got adopted as a best several women recruiters in our hiring team,
practice. We also launched several focused most of whom were returning mothers/
drives to hire women in Tech. women resuming careers after a break.

The HR team conducts regular review the stories and tips from other women
meetings with leaders and head of professionals.
departments (HOD), where the current talent
landscape on diversity ratio, succession plan Paytm encourages women in leadership
and future talent needs are evaluated every roles. The company provides equal
month. opportunity to individuals’ talents regardless
of their background, class or any other
We offer crèche services to our employees, limiting factor.
thereby enabling our women employees to
attend work stress-free on that front. As a Apart from other facilities and benefits, the
company we have taken the decision of a company provides Creche facilities, flexible
hybrid work model, in which many women working hours, hybrid working models to
employees are able to balance their home approach diversity at the workplace. This
front needs alongside work easily. We also also gives confidence to female employees
educate our women on health topics through to stay long and work hard.
webinars by our partner hospitals.
Paytm launched campaigns and webinars
Another focussed initiative for our women to promote financial equality and wellness,
employees include “EmpowHer” series respectively. It also started a training
for Women in Tech to drive motivation. programme to help women manage their
This series encourages women by sharing financial health in a more planned way.
August 2022 | 45
Our Journey of
Implementing A DEAI
Focused Culture…So Far
Mr. David Ford
SVP – Global Human Services, Quatrro Business
Support Services
As we are on this journey of creating a culture

of workplace belonging, we have specifically
worked to ensure that we are not just From the first time
checking off a list of To-Do’s needed to be in
compliance with certain laws and regulations,
we started talking
or doing things because everyone else is about implementing
doing it, or because it makes us “look good”. any sort of Diversity,
From the first time we started talking about
implementing any sort of Diversity, Equity, Equity, Accessibility,
Accessibility, and Inclusion (DEAI) initiatives, and Inclusion (DEAI)
we have always sought to be very intentional
in our actions to create a culture of inclusion
initiatives, we have
that lives out our stated company values of always sought to be
“Value and Respect Differences” and “Act
with Transparency and Integrity”. As a global
very intentional in
organization that is a melting pot of race, our actions to create
color, religion, age, natural origin, abilities, a culture of inclusion
sexual orientation and other characteristics
that make each of us unique, we wanted to that lives out our
embrace them in ways that let each person stated company
know they are respected and valued exactly
as they are.
values of “Value and
Respect Differences”
While this is easy to say, it can be so hard to
implement because we have found in the
and “Act with
course of our journey that ‘enough’ really is Transparency and
never enough. It can feel discouraging to look Integrity”.
at a company like Microsoft and see all that
they have done to embrace different facets of
Diversity, Equity, Accessibility and Inclusion in

their organization and realize that for as hard organization, we always communicate about
as we have worked, we are still nowhere near having a “growth mindset” and that can
that benchmark. But then we stop and look mean different things to different companies.
back at all that we have implemented so far For us that means being willing to fail,
and realize that with DEAI there will never be acknowledging and evaluating that failure,
a finish line to reach. Rather, success will be and then adjusting appropriately to continue
gauged by whether we continue our diligence moving forward. Our DEAI journey has, and
to identify where we can do more, or where will continue to, follow that same pattern. We
we can do better, and then taking the steps to know we will make mistakes along the way or
continue moving forward. It’s about building that the steps we take won’t go far enough,
a community and a culture where we show but we continue to believe as long as we keep
up for each other – not because of a program leaning into the work that needs to be done,
or an initiative implemented by the company we know we will build a culture that truly
leadership team, but because we each embraces and leverages our diversity as our
personally know it is the right thing to do to greatest strength to bring about innovations
let others know they matter. As a growing previously only dreamed of.
August 2022 | 47
Refex Believes in
Women Empowerment
Ms. Srividya. N
Vice President, Corporate Communications
Refex Group
At Refex, women constitute 10% of the

workforce. The management is very keen
to build women leadership in Refex. The We have created an
leadership believes in providing ample
professional growth opportunities for women
internal networking
while also supporting them to have a good forum called
work-life balance. We focus on 3 key areas – ‘Vamika’ to provide
Professional, Safety and Security, and Health
& Wellness. career, physical and
mental wellness
We have created an internal networking
forum called ‘Vamika’ to provide career,
support. Women are
physical and mental wellness support. provided exciting
Women are provided exciting opportunities
on their career front. There is ample
opportunities on
opportunity for professional growth through their career front.
several internal platforms made available to
women. On the safety and security aspect, we
conduct Krav Maga, an Israeli self-defence At Refex, the management provides the
workshop for all women to address their utmost care and focuses on both the physical
safety needs. We also ensure that women and mental health of women. We have a
have a safe and secure environment to Wellness Work From Home policy to enable
work in. At Refex there is zero tolerance for women to work from home during their
POSH violations. We provide training for all monthly menstrual cycle. This has been
employees and in fact, is a part of the new well received by our women colleagues.
joiner induction program. Periodically we also We also plan to do gynecological sessions,
do internal campaigns to create and reiterate mental wellness and counseling sessions
awareness of POSH.

by therapists, career mentoring etc. Refex and demographics. It is imperative to cater
believes that empowering women is the need to their needs and ensure they have a fine
of the hour to build a strong nation. We have work-life balance with an outstanding career
women colleagues from different age groups in Refex.
August 2022 | 49
Mr. Gaurav Jain
(Trustee), Roop VK Jain Foundation
“Roop VK Jain Foundation” founded in

the year 2018, is the CSR arm of “Roop
Automotives Limited.” The foundation is Roop VK Jain
registered under Indian Trust Act 1882 Foundation has
& is operational in the districts Nuh,
Gurugram & Manesar of Haryana and also partnered with
district Kancheepuram in Tamil Nadu. As an SRF Foundation to
organization, we are always conscious about
the programs and its im act in the community
implement school
thus our interventions range from providing support program
quality education and infrastructure facility through its workbook &
at govt. schools to ensuring empowerment of
women, health and hygiene and environment teacher training model
sustainability. As we believe in quality over along with physical
quantity, these programs are executed
in partnerships with the Civil Society transformation of
Organizationshaving vast experience in the 2 anganwadi’s and
respective thematic domain.
trainings to the AWWs.
Roop VK Jain Foundation has been
instrumental in solving key issues pertaining Lab with 5KW rooftop solar panel facility.
to the area of operation and ensures that Roop VK Jain Foundation has also partnered
a larger section in the society is benefitted with SRF Foundation to implement school
through the well curated project designs. support program through its workbook &
With the interventions at grassroot level, the teacher training model along with physical
foundation has been able to touch lives of transformation of 2 anganwadi’s and
more than ten thousand people. trainings to the AWWs. The interventions has
impacted more than 1000 students. Roop
At schools’, the foundation has provided infra. VK Jain Foundation recently partnered with
Support through development of Computer Utsav Foundation to support education of

100 children who come from marginalized Women empowerment has always been a
community and currently live in the slums center of foundation’s pillars, hence, through
of Gurgaon. These students are studying in like minded CSOs such as ‘CEQUIN’ and ‘Radio
std.1st to 12th. Their curriculum is based on Mewat’, radio programs are broadcasted on
NIOS. domestic violence & narrowcasting of same
is being done in different villages. Different
To ensure health and hygiene, the volunteers discussion forums such as Nari Ki Choupal,
and employees of the foundation worked Mahila Panchayat are organized every year
tirelessly during COVID-19 to distribute where women get opportunities to share their
of PPE Kits to government administration, woes, issues and take mutual decisions for
setup of COVID center in partnership with benefit of the women community. Not only
‘M3M Foundation’ and ‘Sri Vishwakarma this, to build basic skills, functional literacy
Skill University’, awareness and vaccination programs are also organized. Apart from
drives benefitting more than 2000 regular field level interventions, foundation also
community members. Regular health check- organizes employee engagement activities such
ups and mammography camps for women as blood donation camps with ‘Rotary Club
in the villages nearby factory areas are of Gurgaon’ and Clothes donation drive with
organized at different intervals throughout ‘Goonj’ covering more than 800 people.
the year. We also support ‘Rehoboth’ and
‘Little Drops’ NGOs in Chennai to ensure a RVKJF firmly believes that anyone who is
better life for women with mental illness and privileged enough must contribute towards
senior citizens. upliftment of those who don’t have the same.
August 2022 | 51
You don’t lead by lip
service, you lead
by example
Ms. Shweta Mohanty
Vice President, Human Resources
SAP, India
Ace baseball player Jim Leyland’s words hold

true in various aspects, but are particularly
pertinent to a cause that touches every
formal congregation of human beings,
We believe this
regardless of the context they are in. to be one of the
cornerstones of
The truth that each of carries immense
diversity within us, which deserves to be our DNA as an
celebrated, surpasses all else, and forms organization. SAP aims
the core of engaging humans with empathy,
kindness, fairness, and justice.
to be “one of the most
diverse and inclusive
At SAP, we believe this to be one of the
cornerstones of our DNA as an organization.
software companies
SAP aims to be “one of the most diverse and in the world” and
inclusive software companies in the world” our actions speak for
and our actions speak for themselves.
themselves.
Whether it is promoting diversity and
inclusion at a global level, both at the
workplace and in the marketplace and organization, or our focus on accessibility and
industry, or spearheading effective business beyond bias, SAP Labs India proves
campaigns, initiatives, and policies here at to be a consistent thought leader in the arena
SAP Labs India, we take diversity along every of D&I.
step of the way.
And we have much to show for it!
We have incorporated aspects of inclusion
through the employee lifecycle. Be it equal D&I is sponsored by a dedicated Global
opportunity hiring, a diverse learning Diversity and Inclusion Office (GDIO), with
and development ecosystem within the regional sponsors focusing on locational

requirements and initiatives. And along with insurance coverage for same sex partners,
this management focus, employees play reimbursement for gender affirmation
an equal role in driving the cause, through surgery, company sponsored Employee
ERGs such as Business Women’s Network, Assistance Program (Sahyog) for colleagues
Women-in-Tech, Pride@SAP, and Early Talent and their families, and various others.
Ambassadors. Additionally, back in 2013,
SAP started a first of its kind program, called And in addition to policies and processes,
Autism@Work, with an intentional emphasis accessibility in products and on campus is
on hiring people on the autism spectrum, and also a major focus area for us.
it has been a tremendous success story.
Our consistent efforts have been rewarded
Diverse hiring is also a strategic area for through various recognitions, the most recent
us, and we liaison with various agencies being India’s Best Workplaces for Women
and organizations that support PwD, 2022 by ET Edge and Femina and D&I in
neurodivergent, and LGBTQ+ hiring. And India Best Practice Award by Community
talking of suppliers, we perform well in Business, 2021.
partner diversity, involving organizations run
by diverse, minority, and/or marginalized Our work and our position as an industry
groups, ensuring meaningful community thought leader on topics of diversity and
engagement. inclusion makes us proud of the progress
we have made. But we have a long way to go
All these initiatives are further bolstered to make the world a kinder, safer, and fairer
by a wide range of HR policies, ranging for place, and we keep trudging forward with a
maternity and paternity leaves and benefits, passion for embracing differences.
August 2022 | 53
Initiatives
Ms. Sarika Minda
Chairperson, Spark Minda Foundation
Diversity & Inclusion Initiatives Saksham

– the program for the empowerment of
people with disabilities (PwDs) initiated by
Spark Minda Foundation provides a holistic
A major help to
approach to the sustenance of the lives of implement the idea
the PwDs. From the provision of accessible has been the creation
aids to assistance in skilling, from pledging
employment opportunities at the Group or of a deployment
partner companies to assistance for UDID matrix. This matrix
registrations; the organization actively
attempts to cover all necessary aspects.
helps us outline our
The journey of reaching this level has been various job roles
possible through our management which
has been a backbone to us and drives the
and place them
inclusivity agenda at the Group level. They against the different
have constantly made it a point to compare impairments or
with the best practices in the industry.
disabilities, and gauge
A major help to implement the idea has which roles would be
been the creation of a deployment matrix.
This matrix helps us outline our various job
appropriate for which
roles and place them against the different kind of disability.
impairments or disabilities, and gauge which
roles would be appropriate for which kind
of disability. This practice is done at the unit helped us to identify the roles and simply
level, involving participation from the HR, the the placement of PwDs at our factories.
Production unit, the Safety In-charge, and Further to their employment and their work
the CSR Coordinator and is verified by the exposure with the Group, there are several
Operation Head who in most cases is the Unit activities planned and scheduled to ensure
Head for the location. This has immensely

the ease of working for and alongside the and motivated. A lot of our PwD employees
people. A monthly meeting of all the PwDs at participate in the cultural and sports events
the unit is scheduled with the HR head and planned at the units. Inclusion at the Group
their respective supervisors to understand level is evolving and we are getting better
and resolve any concerns or grievances at with each passing day. Our liaisons with the
their end, if any. We understand that we NGOs help us to further strengthen this bond
are learning and there will be gaps in our and assist the PwDs in their development. To
understanding and even capabilities that we further improve the agenda of D&I, we aspire
would like to work upon and bridge. In our to have at least 1500 PwDs working with us
understanding, these interactions actively act in both blue and white-collar jobs by 2025.
as a step in our learning curve. Sensitization With the management driving the agenda,
of employees and the management the implementation at the units is faster and
interacting with the PwDs is also catered more visible. There are challenges, but we
to at the Group level. Acceptance and the strive to arrive at solutions to overcome these
will to mould ourselves for the benefit of hurdles. With the hope to achieve the target
the people working with and around us by leveraging the strengths of our esteemed
play an important role in the growth of an partners like CII-IBDN, ASSOCHAM, Vishwa
organization. Organizing and having all our Yuva Kendra, and SCPwD, to name a few, we
employees participate in the various activities wish to emerge as a better organization and
at inter and intra-plant levels is encouraged drive the agenda for D&I across the industry.
August 2022 | 55
Square Panda India:
Putting Diversity and
Inclusion Front and
Center
Ms. Amitha Rajendran
HR Manager, Square Panda India
In recent years, we have seen leaders and

organisations put increasing emphasis on
fostering greater diversity and inclusion in
the workplace. While many recognise that it
While many recognise
is the right approach to take as a responsible that it is the right
corporate citizen, research backs up the approach to take as a
business case too. It is a strategic imperative
for winning over top talent, or even simply responsible corporate
showcasing your brand to clients and citizen, research
customers. But it is critical that diversity,
equity, and inclusion be embraced holistically,
backs up the business
which is why the conversation must focus on case too. It is a
getting all these organisational pillars right.
strategic imperative
At Square Panda India, we pride ourselves for winning over top
on our approach to building a more inclusive, talent, or even simply
diverse, and welcoming workplace. This was
best embodied at the KelpHR PoSH Awards showcasing your
2021, where we were recognised as one of brand to clients and
the safest places for women to work. Creating
safe, happy, and inclusive workplaces that
customers.
reflect best-in-class HR practices is an
ongoing commitment for all of our teams,
and we do all we can to ensure our teams are
embraced, supported, and enabled to make continue to build a better workplace through
meaningful contributions. thoughtful measures, such as undertaking
gamification based seminars and role-playing
Square Panda India is one of the youngest to educate employees, or on-boarding
companies to receive the award, and will women across India who wanted to return

to the workforce after a career break, and participative and accountable approach to
openly communicating with employees on an tracking progress on the diversity, equity, and
ongoing basis. We are always committed to inclusivity front.
putting women front and center, with 40% of
our workforce comprising women, a number These thoughts are mirrored by Ashish
that grows further still to 60% at the middle Jhalani, MD, Square Panda India, who opines
management level, and an even 50:50 at the that, “Our quest to create a safe, diverse, and
senior management level. As we continue inclusive workplace is never-ending. This is
to nurture diversity and inclusion across the a continuous process to create a progressive
organisational spectrum, our understanding and transformational culture, and we will
of how we can meet the employee needs continue to embrace innovative practices,
of a diverse workforce is growing every day, strategies, and ideas that helps deepen
and thereby help them realise their every diversity and inclusion in the workplace.”
aspiration and full potential.
We envision fostering a diverse and
Beyond the HR group, we seek to involve the inclusive culture as a critical ingredient for
core business leaders and managers in our organisational success, enabling individuals
diversity and inclusion initiatives. This helps to shine and teams to work together
strengthen inclusive leadership capabilities cohesively, for the greater good. Because
across the organisation, and helps drive a people matter.
August 2022 | 57
Women Mentees are not
Damsels in Distress
Ms. Gunjan Khandelwal
Head of Enterprise Modernization, Platform and Cloud
Service Line for Thoughtworks in India
I have been a mentor and mentee at different

phases in my career and have seen how
mentorship benefits the career of ambitious We have been
and motivated women in the workplace.
Women in tech have a big calling ahead of groomed, for
them – to be visible, active and engaging
role models, and mentors for the next
generations, to
generation of women technologists. Here are uniformly excel at
my suggestions on how to provide effective
mentorship for women:
everything. This
thinking extends
Focus on strengths - We have been
groomed, for generations, to uniformly excel itself to how people,
at everything. This thinking extends itself especially women,
to how people, especially women, conduct
themselves at work and home. Mediocrity conduct themselves
in both house and office work is far more
acceptable than excelling in only one area
at work and home.
and leaving the other to be handled by the
project team or the rest of the family.
A mentor should be mindful of this and
Mentors should maneuver a mentee’s career help mentees recognize that such an
in a direction that leverages their interests, acknowledgement is not accepting defeat.
and encourages the latter to continuously Mentors would do well to share their own
improve until the mentee is simply the best at personal experiences of failures, setbacks
doing what she loves. and learnings.
Acknowledge limitations - In my Thoughtworks has a Network of Women

experience, it’s particularly hard for women to (N.O.W) that’s a growing and connected
acknowledge their very human limitations. community of women. The N.O.W forum is

designed for curious women from all walks Evolve a risk appetite - Constructive
of life who come together to learn from each mentoring encourages women out of their
other and be inspired. comfort zone to achieve the phenomenal.
It’s from experience that I say - career
Multitask in bouts - I’d advise mentors to progression benefits from reasonable risks
not congratulate women on their multitasking over conventional and incremental small
abilities. Multitasking will need to occur from steps.
time to time but indefinite multitasking is not
sustainable and is unhealthy. Mentors should give their mentees space
and encourage a pace that they are
There is perpetual stress that a multitasker comfortable with. A conversation where
is under. The guilt of not doing everything the mentor listens more and speaks less is
perfectly affects many career women and a important in meaningful mentorships.
mentor must be sensitive when discussing
this theme. A word of caution for mentors who are not
women but are actively mentoring women
The pressure of being a multitasking career at the workplace - cultivate a trust-based
woman and new wife or new mother is often relationship but don’t try to ‘rescue the
the reason for women to take a career break. damsel in distress.’ Enter the relationship
Thoughtworks runs programs like Vapasi with humility and try to shun hierarchy
that’s designed to help experienced women when mentoring.
technologists, currently on a career break,
resume their tech journeys with the help of
short term technical bootcamps.
August 2022 | 59
United Way: Creating more
equitable Organizations and
Communities in India
Advancing Diversity and
Inclusion at United Ways and
beyond
Ms. Jayanti Shukla
CEO, United Way India
United Way and its seven local chapters Our Model of Diversity, Equity and
in India have intentionally focused inward Inclusion:
as well as outward in the diversity and
inclusion journey in order to make impact We focus on “getting our own house in
equitable. By adopting Gender, Equity, order”—building our understanding of the
Diversity, and Inclusion, as the national core issues; building our organizational
agenda for change, all chapters have a capacity to focus on equity and inclusion; and
dual focus on operationalizing DI and
equity internally and in our community
work.
By adopting Gender,
United Ways in India strive to be a model Equity, Diversity,
of diversity and inclusion, with the Board
of Trustees, staff and volunteers reflecting
and Inclusion, as the
the many faces, cultures and walks of life national agenda for
that make up the communities we serve. change, all chapters
Bringing diverse individuals together
allows us to collectively and more have a dual focus on
effectively address the issues that face our operationalizing DI and
communities. Therefore, our strategies, equity internally and in
employees, support partners, on ground
implementation partners and our work in our community work.
our communities reflect these core values.

creating supportive and thriving workplaces within the organisation and execution in
for our staff so that we can mirror an inclusive the communities we serve. DI is the core
culture as we go out into the community. criteria in making community investments
and incorporating DI in social development
Creating Equitable United Way projects has been our priority for outreach
Organizations within our communities. We support
inclusive access to services and support
We strive for outcomes that reflect a more partners who serve diverse population
inclusive global society, we: Include and groups. Under DI, our network impact
prioritize voices of those most affected, beneficiaries from 2019-2022 stood at
ensure that decision making is transparent 808,440+.
and involves staff who are most affected, be
informed by history and data, are creative About United Way India
and non-linear, provide continuous training
to refine knowledge, skills, acknowledge that India’s leading philanthropy network
successful outcomes manifests in different driving social change by mobilizing
forms, include better internal policies, communities and helping individuals
and involve our entire staff, CEOs, board achieve their human potential through
leadership. Our internal policies and practices education, income stability and healthy
promote and support diverse individuals, lives. United Way India is affiliated to the
views, cultures, and practices. global United Way Worldwide network —
the world’s largest privately funded, non-
Creating More Equitable profit organization, and a 135-year-old
Communities volunteer led global movement of 1200+
community chapters across 40+ countries,
Under all our thematic areas of work, we engaging over 1.5 million volunteers.
build core values of DI, including operations
MODEL DIVERSITY, EQUITY AND INCLUSION
Creating Equitable UW Organizations Creating More Equitable Communities

Goal: Help United Ways become more diverse, Goal: Leverage expertise within and outside United Way
inclusive, and equitable organizations so that to provide the strategies, best practice examples, and
they are more credible addressing these same success measures to help United Ways create more
issues in the community. equitable communities and close disparities wherever
they exist.
Strengthening the Capacity of Local Leaders

Goal: Deepen Board member understanding of
community issues and data. Increase leadership
capacity to advance equitable community
change.
Diversity, Equity and Inclusion Team Talent & Development Impact Team
August 2022 | 61
Ms. Nitika Nayyar Tayal
DGM/HR, Delhi Metro Rail Corporation
DMRC is an equal opportunity employer

with a deeper purpose to create an
organisation where everyone has equal rights, DMRC organises
equitable pay, equal access to learning and a lot of inter/intra
development and equal opportunities to
succeed. This value embedded in the culture department activities
of DMRC, has enhanced the brand image of involving cooperation
the company and has attracted talent across
the country. DMRC’s code of Ethics and
and multifarious
value clearly communicate that DMRC shall interactions, on
not discriminate on the basis of race, caste,
regular intervals for its
religion, colour, ancestry, marital status,
gender, sexual orientation, age, nationality or employees from diverse
disability. background to enhance
DMRC has taken numerous steps to make the feeling of inclusion
it an inclusive space and cultivate equality for everybody.
for all at work place. DMRC organises a lot
of inter/intra department activities involving
cooperation and multifarious interactions,
on regular intervals for its employees from Disability) and Ex Servicemen to create a
diverse background to enhance the feeling deeper sense of inclusivity and maintain
of inclusion for everybody. Apart from the diversity at workplace.
mandatory compliances towards reservation
for backward communities like SC/ST/OBC, DMRC is appreciative of its women workforce
DMRC has taken a lot of steps to bring women and recognises their contribution towards
workforce on board. DMRC has conducted the organization. Every year, International
recruitment for identified posts with PwBD Women’s Day is celebrated to honour the
(People with Benchmark achievements of its female employees.

On the same day, Managing Director, DMRC All PwBD employees are entitled for four
announces the Metro Woman of the Year days special casual leave, apart from casual
Award, which is the highest award for leave. An additional 10 days special casual
honouring any female employee in DMRC. leave can be granted to all Persons with
Apart from the mandatory Maternity leaves to disabilities who are employees of DMRC in
female employees, many additional benefits a calendar year for the purpose of attending
are extended to its female employees, a Two seminars, conferences and workshops,
(02) - years paid Child Care Leave (CCL) is for which prior sanction shall be required.
being provided to all the female employees DMRC also has a policy on compassionate
of DMRC till their children attain an age of appointment wherein any member of the
18 years (CCL is not a compulsory leave in family of deceased employee is provided
Govt/PSU sector, however, DMRC’s is duly with an employment opportunity after the
sensitized to the need of a mother, accordingly, death of employee.
the provision of such leave in DMRC was
incorporated). DMRC has also fifteen (15) DMRC’s efforts towards diversity and
days of Paternity leave which is provided to all inclusion, which is observed in letter as well
male employees, for upto two children. There as spirit, has helped DMRC to attain happier
is a crèche facility for the working mothers of employees and innovative workplace
DMRC in almost all residential complexes of environment. This diversity has assisted
DMRC. For single working woman of DMRC, in recruitment from a more qualified
working women hostel is also provided by the workforce, selected through competitive
organisation. A Ladies Rest Room to assist the market and fosters a sense of employee
needs of the women workforce in office is also engagement. The inclusivity has also helped
provided wherein they can relax comfortably. inculcating the value of respect, wherein
Numerous special leaves for Miscarriage, the culture of DMRC has strengthened it
Tubectomy, Sterilization etc. are also provided. by encouragement and embracing every
Gender Sensitization Training is a compulsory employee’s unique contribution.
training in Induction process in DMRC.
August 2022 | 63
Encouraging Diversity,
Equity and Inclusion
Mrs. Suman Minda
Chairperson
Suman Nirmal Minda Foundation
We at Uno Minda Group believe in supporting

people and promoting inclusion across our
to make the world a better place for all. We’re We believe that the
committed to creating a diverse and inclusive company attributes
culture that helps employees know they are
valued, respected & empowered to bring their its success only by
best ideas forward. We celebrate diversity promoting inclusive
because we believe that the rich, varied
perspectives generate the best ideas, which
behaviour, inculcating a
in turn brings positive impact in communities “speak up” culture and
& workplaces.
encouraging employees
Our organization believes in gender diversity to “lead from where
and equal opportunity to its employees
without any gender discrimination. We
they stand,” thereby
endeavour to provide a safe, positive, secure, giving everyone a
happy, and healthy work environment in
which both the employer as well as its
voice and a platform to
employees can realize their maximum endorse change.
potential and enhance their growth. We
celebrate differences and ensure that
people can succeed regardless of their
personal identity. Our organization is an
Equal Employment Opportunity Company status, gender, sexual orientation, age,
(EEOC) and is committed to creating a healthy nationality, ethnic origin or disability. As an
working environment that enables employees organization, we have a target to achieve a
to work without fear or prejudice, gender 70% female workforce at Shop Floor. We
bias, and a harassment-free workplace conduct a gender diversity workshop every
to all employees without regard to race, year to create awareness among employees
caste, religion, colour, ancestry, marital covering the various topics like importance

of Gender Diversity; How it will be benefited to Mensuration Hygiene management, Gender
organization Challenges and solutions, etc. Biasness, self-awareness, and many more
to empower our rural community adolescent
Going beyond our business and workplace, girls and women.
we also create an impact in the community
through our corporate social responsibility We believe that the company attributes
initiatives. We operate through Samarth - Jyoti its success only by promoting inclusive
project across various locations in India to behaviour, inculcating a “speak up” culture
encourage women force to help them to live and encouraging employees to “lead
life with dignity and happiness. We provide from where they stand,” thereby giving
skills-based training to equip them with everyone a voice and a platform to endorse
required skill sets to perform their job in more change. Diverse and inclusive environment
efficient manner. We facilitate with Self Help establishes a sense of belonging among
Group (SHGs) formation and its functioning for people and make them feel more connected
women by creating livelihood opportunities. at work which results in huge gains in the
We conduct multiple programs like Women’s form of business, innovation, and decision-
day celebrations, POSH awareness, making.
August 2022 | 65
Diversity and Inclusion
at Varuna Group
Mr. Bhuwan Talreja
AGM - Talent Management Consultant
Varuna Integrated Logistics Pvt. Ltd.
At Varuna Group, we firmly believe that

our employees are our greatest asset. We
understand that true diversity and inclusion We firmly believe
lead to an increased quality of our general & experienced that
work environment, individual work-life
experience, and relevant customer solutions. differently-abled
Promoting diversity and inclusion across all
people can add a lot of
company activities is an important aspect value to the business
of Varuna’s strategic plan. We believe that and make a positive
diversity, equity, and inclusion are achieved
by ensuring that our policies, procedures, contribution wherever
programs, and initiatives are inclusive and led they are placed in
by diverse leadership.
appropriate jobs in the
We foster a culture that promotes and
organization.
celebrates a diverse, inclusive, and
multicultural workforce.
From the lowest rung to our Board of

Directors, we have maintained diversity in • Equal representation of women in
Varuna. Following the measures, we take: business operations and management
roles
• Equal pay for work of equal value
• Investment in a future of work that
• Prevention and elimination of violence works for women
and harassment
Beyond the above-stated measures, our HR
• Creating a harmonious work-life balance policies include other special arrangements
for both women and men and benefits for women to work comfortably

and confidently with us. Following are some • PoSH Sensitization training sessions for
examples: all employees
• Maternity leave • PoSH Internal Committee
• Counseling sessions on parenting matters We firmly believe & experienced that

differently-abled people can add a lot of
• Mental wellness programs value to the business and make a positive
contribution wherever they are placed in
• No-cost point pick-up and drop facility appropriate jobs in the organization.
August 2022 | 67
NOTES

NOTES
August 2022 | 69
NOTES
4th Floor YMCA Cultural Centre and Library Building
01, Jai Singh Road, New Delhi-110001
www.assocham.org

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