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.

It’s a tough gig learning the skills to be a great leader. Where do you start? There is so much out there to read, digest and put into practice. All on top of the day job. We can spend so long reading the books and learning the different models and frameworks that the practice of leadership almost gets overlooked. And yet the practice of l…[Read more]

Hi All, also sharing one whitepaper Tata Steel Industrial Consulting published on ” Future Proofing Manufacturing through Digital Transformation” though will be helpful for the audience. Thanks !!