For governments and organizations to stay competitive and relevant in the present marketplace, it is important to change to global attitude. There have been various conversations, considerations and discussions that outlines the significance of making a more multi-cultural, diverse and inclusive work force. A large portion of these conversations have prompted the conclusion that diversity and inclusion at workplace receive great rewards including better market position, increased consumer satisfaction, an improved capacity to reach at strategic objectives and a stronger bottom line.
India being a nation of numerous languages, dialects, castes and ethnicities makes for a complex yet an extremely convincing scene for understanding the job of diversity and inclusion.
Over the most recent couple of years, there has been a conscious effort from the Indian companies as well as Government to encourage diversity at workplace. There have been some wonderful developments, for example, India’s market regulator ordering listed companies to have at any rate one woman director on their boards, government stretching out the maternity leave to six months, entry of the Rights of Persons with Disabilities Bill and leading companies promoting LGBT rights at workplace. Although, we still have a long way to go.
As a flourishing economy with the world’s second largest population and a rising worldwide leader, India must embrace the benefits of diversity and inclusion at workplace to understand its full potential.
What can companies do
While the government and the regulators do their bit, the duty of driving diversity and inclusion on the ground to a great extent lies with the companies. Companies should proactively have round tables and internal events to talk about different issues and eliminate unconscious bias. Conducting customized workshop/training to sensitize managers and recruiters towards individuals with disability and LGBT can go long way in guaranteeing that such individuals are flawlessly incorporated in our work life.
It should also be vital for all workplaces to be 100% disability friendly. In addition to these, offering adaptable working hours for new mothers and directing recruitment drives with a special focus on selecting women can enormously contribute towards encouraging gender diversity in the workplace.
Numerous times, we also generally use diversity and inclusion as interchangeable terms. There is however as obvious distinction between the two. As popular diversity advocate Vern Myers defines it, “Diversity is being welcome to the party. Inclusion is being approached to dance.” Therefore, while companies must be proactive in making a culture which is helpful for a gender diverse and multi-cultural work force, they should also ensure that these individuals are hired as well as counted and recognized for their endeavors in developing the organization
The best leaders show compassion for their employees and for their clients. They listen and hear what individuals have to say and work with their teams to develop them and build up the kinds of hard and soft skills important to develop. In any case, these leaders identify the value of a diverse workforce and try to assemble and develop those sorts of teams. To build effective organizations, we should let diversity and inclusion develop from a significant discussion, to a lifestyle and business in India.