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]

Hi @ritu,

Apart from organizational initiatives, how have you instilled the thoughts of DEI and its positive impact among those around you informally so that they also become ambassadors of DEI?

Hi @ritu I wanted to ask “How can organizations ensure that equity considerations are integrated into all aspects of talent management, from recruitment to professional development and retention strategies?”

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]

How Merck’s DE&I strategy is helping achieve gender parity

Read more at: https://www.hrkatha.com/features/how-mercks-dei-strategy-is-helping-achieve-gender-parity/

As the person grows in leadership ladder, his vision for ground level becomes blur… Hence, he only promotes people which are in his sight… And favouritism creeps in…

How as an HR Leader, such risk be mitigated?