Engaging with other under-represented segment is important to showcase cultural inclusiveness of the organisation

There a need for specific policies or incentives that will encourage companies to hire, retain, and promote women into leadership and decision-making roles, ultimately leading to better financial outcomes

For organisations, priority is growth, everything else, comes secondary. DEI will be a sidebar unless champions help fulfil the organizaiton’s growth mission

Third would be to engage with every employee individually and in small groups with a focus on the under represented segments to understand and explain their challenges to the leaders with possible solutions

Second step would be to help leaders fulfil their goals faster and better by infusing cultural nuances in terms of staffing and customer engagement.

Some of the ways to integrate our efforts is to keep a close eye on the business objectives. How does the company operate, what they value and what are their top goals. DEI champions must understand auage. nd speak the business language

I believe world consists of unique lives. So differences will exist. We have got it all wrong. its not so much about women or men, its sheer under representation of some segments.
Organizations have to change their game in 2024 if not already started, they are very late.

Successful organizations are taking a more holistic approach that’s designed to encourage a DEI-oriented mindset among employees at all levels of the organization and infuse DEI thinking into the business’s goals, teams, and programs.

I have shared steps to follow in case some of you are keen and charged with the responsibility to manifest equity within your organization. Simple steps to follow but do it by DESIGN and not accidentally.

By making DEI core to the business, organizations are better equipped to engage with today’s workforce realities, including the advanced connectivity, technology and collaboration tools that resulted from the COVID pandemic. With these new capabilities, companies now have access to a multicultural, multigenerational, global talent cloud.…[Read more]

Manifesting equity within organizations involves a deliberate and comprehensive approach to creating a workplace where all individuals, regardless of their background, have equal opportunities and are treated fairly.
There’s no question that making an organization more diverse, equitable and inclusive (DEI) pays off. Many studies, from McKinsey t…[Read more]

– Talent definition is different for different organisations
– lot of focus on knowledge and skills but not on Attitude. Needs to be corrected
– there is a generational context
– talent approach is changing

Who is a leader? One who knows their team, team aspirations, and cares deeply in team development. Results will come automatically.

Customised solutions and employment practices for all is future of work. Laws are slow to change but organisations need to be ahead of the technology and culture change