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Even as we bring more women into work, true workplace inclusion has to consider more parameters than gender alone. Read our latest whitepaper to know more.
As woman in the workforce, we often hear conversations around Diversity and Inclusion which involve work being done and work being planned to make workplaces more inclusive for this gender.
However, the narrative changes when we talk to policy makers and D&I leaders. At Women’s Web, we spoke with five D&I leaders to understand the current state of D&I at their respective workplaces, the need to look beyond women representation at work, and how true inclusion in the Indian context would look like.
Through a D&I roundtable discussion, we discussed these aspects of inclusion and created a report that will challenge your existing ideas. Here is what these leaders are set out to challenge:
Inclusion is not just an initiative that needs to be executed by the HR or D&I teams in an organisation. It is more internal. It means creating spaces for all employees to address their own unconscious biases, tackling undesirable behaviour and therefore, enabling inclusivity in all forms of behaviour and action. It is only then that the workplace culture is really transformed.
In the Indian context, the concept of inclusion is beyond women, persons with disabilities and LGBTQ+ groups. It is also around religion, region and caste-based in Indian workplaces. How then as a manager can you recognise these differences with an equitable approach and become inclusive in your thoughts and action?
Download the report and learn as Rohit Vishal Gupta, a senior HR leader explains this aspect in detail.
It is not always true that women feel intimidated and ignored in male-dominated functions or industries. Some women actually look at this as an opportunity to charter their success story in the organisation. They do not feel that their gender is restrictive in any way, and rather become role models for many more women who would follow their path.
Aruna Newton, a D&I expert and panelist at our roundtable shares her personal experience to drive home this point.
Apart from the above points, this discussion shared how the seeds of inclusion lie deep (even if dormant) and how all of us can be change makers who influence policies as well as practices at our respective workplaces and beyond.
You can access this whitepaper here:
Ruchi Verma Rajan is a woman on a mission of self-discovery. An avid reader since childhood, she grew up in the idyllic world of Enid Blyton and went on to devour the age old read more...
Women's Web is an open platform that publishes a diversity of views, indivisual posts do not necessarily represent the platofrom's views and opinions at all times.
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Devi has started feeling like a mother to her husband, who was always,... immature, or as Indians put it, “boyish”, and is only getting younger post his half-century.
Devi has started feeling like a mother to her husband, who was always,… immature, or as Indians put it, “boyish”, and is only getting younger post his half-century.
Yes, Devi is very angry today.
Devi tested COVID positive early this week, and she sincerely wishes that her husband Bechara and not she were sick.
But what if you could highlight the pleasure of eating a mango? Mango-eating has always been the stuff slurpy, sloppy moments are made of.
Someone once said, ‘A little coitus never hoitus.’ Or, as a passage from an ancient Indian text says, ‘The horse and mare, the bull and deer, form the high union, while the horse and deer form the highest union. On the female side, the elephant and bull, the mare and hare, form low unions, while…’
Apparently, the animals represent people who are trying to have a union, that is, sex. This passage shows how the ancient Indians knew a thing or two about the birds and the bees and the hares and the mares. We had passion or kaam. And we had the Kama Sutra.
Diversity and Inclusion are becoming buzzwords in industry circles. Here we unpack what needs to be done in practice.
Diversity and Inclusion (D & I) are symbiotic terms that can mean a lot of things to different people. The scope may not necessarily be confined to the commonplace understanding in terms of gender specific D & I but can also refer to other parameters including language, color, race and geographical origin.
However, without being awed by its inherent subjectivity and overarching reach, let us understand D & I as a progressive concept that envisages a larger role for women in workplaces.
While the last decade saw a rise in employers working to hire and retain more women at work, we need 2020-2029 to actually show us the results.
A 2017 report released by the World Bank revealed that only 27% of Indian women undertake paid work of any sort. Now while this data is almost a decade old (it referred to the years between 2004 and 2012), and I hope the data for the 8 years since then will leave us with some grounds for optimism – there is no denying that the number is extremely concerning.
Paid work, and the financial independence it can offer, is an essential component of full autonomy for the women of this country; yes, I have heard umpteen times and understand the ‘choice’ argument that says let women choose to be homemakers if they want to, but this argument fails to take into account an important factor.