The world is constantly reinventing, and the pace of change is often unmatched for many. The past two years have seen major transformations for the entire world. As a result, every sector has had to adapt to an ever-changing environment and the HR teams have been pivotal in making it happen. I believe that in today's world creating an environment that values and embraces diversity is of utmost significance. The importance of D&I has been highlighted by recent world events, which have proved what we have always known: that human experience and connectedness, is more powerful than mere collaboration. Today, as we aspire to build a sustainable future, respecting all people and valuing the differences among all of them while striving to create connected experiences and a connected world, becomes non-negotiable.

Decoding Diversity and Inclusion

In perceiving a collective vision of a typically ‘happy workplace’, one would imagine a place where conversations around mental health are not stigmatised, overall well-being is valued, and diversity of thoughts and differences based on age, ethnicity, race, lifestyle, and social status are appreciated, and where every employee feels valued. Currently, businesses are striving to curate such workplaces for differentiation, growth, and relevance. This can only be successfully achieved if they are intentionally inclusive because by sharing similarities and celebrating differences, we can unlock the potential to create innovative ideas that were previously unimaginable.

As a matter of fact, inclusion in the workplace is one of the most important aspects to the talent retention; when employees don’t feel their ideas, presence or contributions are truly valued or taken seriously by their organization, they will eventually leave. Hence, brands must prioritize curating progressive policies promoting diversity and inclusion while fostering an environment encouraging learning, growth, and innovation.

Actions Reflect Intentions – Being Globally Diverse and Intentionally Inclusive

Maya Angelou once said, "People will forget what you said, people will forget what you did, but people will never forget how you made them feel."

So, it is peremptory to strike a fine balance between employee engagement, empathy, and encouragement and design a modern human capital management system where diversity, inclusivity, and people-centricity are at the core. For this, focusing on the following factors is essential –

Over the years, mega-employers have been focused on promoting diversity, equality, and inclusion to create talent-driven workplaces free of biases based on race, gender, ethnicity, religion, age, or other factors. Now, a new dimension has been added to this strategic approach: 'Belonging.'

Owing to inherent human nature, everyone likes to be a part of something bigger. Today, employees no longer come to the office just for work but are also concerned about the organization's growth, its sustainability, diversity, equity, and inclusivity initiatives, and their contribution towards the same. They want meaningful work and their personal purpose to align with the larger organizational goal. Organizations that help set meaningful targets can engage and retain employees more efficiently. In fact, all DEI efforts in the world will be futile if the people in the room do not feel they belong there. To foster a sense of belonging, it is critical for organizations to build a workplace where every member of the workforce feels secure and empowered. This is more important than other benefits, possibly even a monetary raise.

Again, enhancing the capabilities and leveraging the strengths of women can serve as a strategic differentiator for companies. While working towards cultivating a diverse and inclusive culture, it is essential for organizations to lay their trust in the transformative power of gender parity and demonstrate it through efforts to offer equitable opportunities for career development and up-skilling of women, prioritize their wellness, and support their authenticity all the way.

Another huge step in curating and retaining a diverse talent pool is having focused initiatives for associates. Also, organizations today recognize that while creating an environment that embraces diversity is of utmost significance, positive reinforcement could take them far in retaining this diverse talent. It could encourage ALL associates, irrespective of their gender, race, age, ethnicity or social status, to put in their best and flourish in a purpose-driven and empowering environment.  

In this rapidly evolving technological era, Diversity and Inclusivity (D&I) at the workplace is an instrument for growth. Indeed, technology is an enabler, but moments of truth are still human. Hence, investing in nurturing our human capital by being ‘globally diverse’ and ‘intentionally inclusive’ is a mantra that ALL who aspire to RISE above and beyond should adopt!