Diversity, Equity & Inclusion Awards 2024

HRAI

Magazine

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HONORING EXCEPTIONAL ORGANIZATIONS THAT ARE FOSTERING DE&I WITHIN THEIR WORKPLACE.

WELCOME TO THE 15TH EDITION OF

HRAIMagazine DIVERSITY, EQUITY & INCLUSION AWARDS 2024 PREVIOUS EDITIONS:

EDITOR'S HRAI TEAM'S NOTE HRAI firmly believes in the power of teamwork and the value it brings. When diverse talents and perspectives come together, something extraordinary happens.

The collective synergy we create goes beyond what any individual can achieve alone and together we see the potential to make a lasting impact on the world.

Welcome to this special edition of our Diversity, Equity, and Inclusion (DE&I) Magazine, dedicated to showcasing the remarkable achievements and inspiring initiatives of this year's winning organization. As we delve into the pages of this magazine, we invite you to join us in celebrating a journey that embodies the very essence of diversity, equity, and inclusion.

In a world that thrives on the vibrant tapestry of human experiences, this organization has emerged as a shining beacon of progress, setting an example for others to follow. Through a tireless commitment to fostering a culture of respect, understanding, and equal opportunity, they have not only transformed their workplace but have also ignited a broader conversation about the transformative power of DE&I. We extend our deepest appreciation to the winning organization for allowing us to capture their remarkable DE&I journey. Here's to a future where every voice is heard, every perspective is valued, and every person is empowered to reach their full potential.

Thank you for joining us on this exciting journey.

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CHELLA PANDIAN PITCHAI

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KAMINI SHAH

Global Head of DEI, Culture, Values & Belongingness, Leadership Development & Sustainability, Biocon Biologics

CFO and a Member of the Executive Board, Birlasoft

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Chief People Officer, SG Analytics

CHRO, Global BPO Business, [24]7.ai

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DR. KIRAN BALA

JYOTHSNA AVALA

HUMAN RESOURCES MANAGER, TEKWISSEN

NINA NAIR

PRIYA TIKARE

Director and Head-HR, Lenovo India

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SATISH RAJARATHNAM People & Culture, IT, and Administration Function RCG Global Services

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MEENAKSHI DAGAR, CFO, LENEVO INDIA

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RADHIKA NAIR

HEAD- PEOPLE & CULTURE, VOLVO INDIA

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SANTOSH RAI

Head- HR, L&T's Precision Engineering and Systems ARUN T. RAMCHANDANI, EVP & Head, Precision Engineering and Systems (PES) IC, Larsen & Toubro Limited

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Hindustan Unilever Limited

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ABOUT DEI PARTNER: RAINMAKER

he HR Association of India (HRAI), founded in 2020 is an esteemed non-profit organization that has been playing a pivotal role in shaping the HR landscape in India.

Their primary focus is on exploring, discussing, and promoting the latest business scenarios, market trends, change management, and leadership in the HR industry.

HRAI is dedicated to creating a community of professionals, learners, and mentors who share their insights and learn from each other to elevate the standard of HR practices in the country.

HRAI's success is attributed to its commitment to excellence and tireless efforts

in

facilitating

interactions

between HR professionals and subject matter experts. Through its initiatives such as panel discussions, masterclasses, one-on-one talk shows, and Q&A sessions with

thought leaders, HRAI provides a platform for professionals to gain in-depth knowledge and practical solutions that can be applied in real-time.

In addition to their educational initiatives, HRAI also recognizes organizations' best practices and individual contributions through awards and conferences. These events celebrate the achievements of exceptional professionals and organizations that have made significant contributions to the HR industry in India. Over the years, HRAI has featured more than 1,000 experts and leading minds in the fields of HR, IT, Marketing, Finance, and more, making it a hub for learning and networking.

For HR professionals in India, HRAI offers unparalleled opportunities to connect with like-minded peers, learn from experts, and gain recognition for their hard work and achievements. By joining HRAI, HR professionals can stay updated on the latest trends, best practices, and strategies that can help them take their careers to the next level.

HIGHLIGHTS:

HRAI, founded by Dr. Ankita Singh, drives industry initiatives and organizes prestigious awards for organizations, emerging leaders, and trailblazing women leaders. Notable participants include Blue Star Limited, Reliance Retail, Landmark Group, Oracle, Birlasoft, Vedanta and more.

Our commitment to excellence is reinforced through partnerships with the Great Managers Institute and top 100 great managers, who have taken masterclasses and featured in Forbes Magazine.

Elite leaders like Dr. TV Rao, Harjeet Khanduja, and Prasenjit Bhattacharya have graced our one-on-one talk shows, enhancing our members' knowledge base.

Our article initiative showcases thought-provoking articles by eminent leaders from organizations like BCCL, Bajaj Energy, TimesPro, Jio, Welspun Group, Great place to work and Accolite Digital.

The 23 Of 2023 Initiative recognizes exceptional leaders and entrepreneurs based on a predetermined theme. Featured leaders include those from Adani, Reliance, IBM, Infosys, KPMG, as well as notable celebrities.

POINT

OF VIEW

Founded in 2016, Rainmaker's mission is to revolutionize organizational learning through engaging and impactful short films based on real-life scenarios. Their expertise in culture and compliance enables organizations to excel in ethics, inclusivity and adherence to regulations. By committing to highquality learning solutions, Rainmaker empowers teams to choose excellence in culture and compliance, fostering a positive and compliant work environment. Rainmaker provides a comprehensive suite of services to organizations, spanning a wide spectrum of critical areas.

PREVENTION OF SEXUAL HARASSMENT (POSH) Rainmaker offers a suite of e-modules and workshops designed to sensitize employees, train managers and establish effective Internal Committees (ICs) to address sexual harassment issues. They guide organizations through the process of setting up, and maintaining a safe and respectful workplace environment.

DIVERSITY, EQUITY & INCLUSION With a focus on cultural transformation, Rainmaker's DEI solutions encompass employee sensitization, management training, addressing unconscious biases, and offering guidelines for inclusive hiring and leadership practices.

ANTI-BRIBERY & ANTI-CORRUPTION (ABAC)

PREVENTION OF INSIDER TRADING (PIT)

Rainmaker provides in-depth emodules and workshops focused on Anti-Bribery and Anti-Corruption regulations. Their subject-matter experts offer insights into important legislations such as the Prevention of Corruption Act, Foreign Corrupt Practices Act and the United Kingdom Bribery Act.

Rainmaker's PIT solutions cater to listed organizations, providing comprehensive training on insider trading regulations.

Their programs cover legal aspects, dos and don'ts, and the creation of insider trading policies.

CODE OF CONDUCT (COC)

Rainmaker recognizes the pivotal role of leadership in shaping organizational culture. Their workshops and tailored solutions equip leaders with the skills to lead ethically and promote a compliant and inclusive workplace.

Rainmaker assists organizations in understanding the significance of a robust Code of Conduct and helps develop effective CoC strategies aligned with company values. Their programs emphasize compliance with laws, communication and enforcement of ethical standards.

DATA PROTECTION AND PRIVACY (DPP) Rainmaker's DPP workshops educate businesses on data protection laws and cyber security measures. They offer practical guidance for compliance with data privacy regulations and strengthening organizational cybersecurity.

LEADERSHIP DEVELOPMENT

Empower Your Organization with Rainmaker’s Leadership Development Programs At Rainmaker, we believe in the transformative power of effective leadership.

Our Premium Leadership Development Programs are designed to cater to organizations at various stages of growth, providing tailored leadership journeys that drive organizational success. Our programs are objective-driven and phased, ensuring leaders at all levels — beginner, mid, and senior — are equipped with the skills and knowledge they need to excel.

Our offerings include comprehensive training in foundational leadership, strategic leadership, and leading for impact. We emphasize creating empowered leaders who can drive transformative change within their organizations. These programs are crafted to enhance leadership capabilities across different levels, fostering a culture of inclusivity, empathy, and strategic thinking.

One of the core components of our Leadership Development offerings is the focus on Inclusive and Empathetic Leadership. We help organizations build a workplace culture that values diversity, equity, inclusion and belonging (DEIB). Our workshops are designed to address nonconscious biases, promote inclusive communication, and empower leaders to create supportive and empathetic environments. This approach not only enhances team dynamics, but also contributes to a more innovative and productive workplace.

Rainmaker’s programs also cover essential areas such as strategic orientation, change management, and effective communication. By developing strategic leadership skills, leaders learn to align long-term goals with actionable plans, ensuring sustained organizational growth. Our emphasis on change management prepares leaders to navigate and embrace organizational changes effectively, fostering resilience and adaptability.

In addition to strategic and inclusive leadership, our programs also focus on maximizing individual and team potential. Leaders are trained to create motivational environments, support team development, and lead by example. This holistic approach ensures that leaders are not only capable of driving business success but also of nurturing a positive and collaborative workplace culture.

By participating in Rainmaker’s Leadership Development Programs, organizations can expect to see enhanced leadership capabilities, improved team dynamics, and a stronger alignment with organizational goals. Our programs are designed to empower leaders to make a lasting impact, driving both personal and professional growth within the organization. Join us in shaping the leaders of tomorrow and fostering a culture of excellence and inclusivity.

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CONCEPTUALIZED BY:

THEME PARTNER:

The Diversity, Equity & Inclusion Awards by the HR Association of India celebrate

companies that have showcased extraordinary dedication and accomplishments in nurturing diversity, equity, and inclusion in their workplaces.

These awards applaud organizations that have successfully adopted inclusive policies, practices, and initiatives, fostering a supportive and fair environment for their entire workforce.

We hope you'll be inspired by the innovative strategies, heartfelt anecdotes, and tangible results that have been achieved. The journey of this winning organization reminds us all that the pursuit of diversity, equity, and inclusion is not just a destination but an ongoing process- one that requires dedication, resilience, and a shared commitment to change.

INTERVIEW

Q: What are your organizations top 3 DE&I Initiatives?

At Biocon Biologics, we're passionate about our DE&I efforts. One of our flagship initiatives is our Inclusive Leadership Development Program. It's designed not just to develop future leaders but to ensure they come from diverse backgrounds. We even have a special track, the Women's Leadership Development Program, to nurture our future female leaders. This program covers everything from fostering innovative thinking to promoting ethical practices and global mindsets, all crucial for effective leadership today.

Another major focus for us is Inclusive Hiring Practices and Unconscious Bias Training. We've rolled out comprehensive training for all our hiring managers and new employees. It's about making sure biases don't inadvertently influence our hiring decisions and that everyone gets a fair shot. This training is actually part of our new employee orientation, and right from day one, our newly joined employees understand our commitment to diversity and Inclusion.

Employee Resource Groups (ERGs) for diverse communities are incredible groups. They provide spaces for employees to connect, share their experiences, and support each other. Whether it's improving work conditions, enhancing our physical work environment with gender-neutral facilities, or tackling company-wide challenges, ERGs play a pivotal role. They're not just support networks; they're hubs for identifying emerging talent and addressing issues that might not otherwise come to light.

Q: Could you share some of the challenges you've encountered while implementing DEI initiatives, and how you've overcome them?

Absolutely, implementing DE&I initiatives isn't without its challenges, but overcoming them has been incredibly rewarding. One big hurdle was resistance to

Biocon Biologics Ltd.

Chella Pandian Pitchai, Global Head of DEI, Culture, Values & Belongingness, Leadership Development & Sustainability at Biocon Biologics, is a pioneering HR leader and certified coach with over 25 years of experience. He excels in architecting inclusive cultures, driving talent development, fostering innovation, and championing sustainability.

Recognized with awards such as HR Leader of the Year in Malaysia (2017-2019) and among the 501 Most Influential HR Professionals worldwide, Chella is pursuing a Doctor of Business degree in Digital Transformation in HR and is dedicated to women's empowerment and social impact through his global leadership and community initiatives.

change. Some employees were understandably hesitant about embracing new ideas and perspectives. To tackle this, we focused on clear communication and providing additional support.

We held workshops, town halls, and one-on-one sessions to explain the importance of diversity and inclusion, and gradually, we saw mindsets shift.

Another challenge was managing with limited resources. Like many organizations, we had to be strategic about where we allocated our resources to have the maximum impact. Prioritization was key— we identified initiatives that would make the most significant difference and ensured we had the necessary support and funding in place.

Measuring the impact of our initiatives was also critical. It's one thing to launch programs, but knowing whether they're truly making a difference requires robust metrics. We spent time developing effective measurement tools and benchmarks to track our progress. This allowed us to not only demonstrate the value of our efforts but also to continuously improve and refine our approach.

Overall, each challenge has been an opportunity for growth. By listening to our employees, leveraging

DIVERSITY, EQUITY & INCLUSION AWARDS 2024

INTERVIEW our resources wisely, and focusing on measurable outcomes, we've been able to make strides in creating a more inclusive workplace culture.

Q: DEI efforts often involve addressing unconscious biases. How do you promote awareness and combat biases within your organization?

Addressing unconscious biases is crucial to our DEI strategy. One of the primary ways we promote awareness and combat biases is through our Unconscious Bias training. This isn't just a checkbox item; it's integrated into our DNA. When new employees join us, they undergo comprehensive training as part of their orientation which is mandatory . It's designed to raise awareness about biases we all carry—often unintentionally—and gives practical tools to mitigate their impact in our decision-making processes.

But it doesn't stop there. We're committed to continuous learning and growth. That's why we also include Unconscious Bias workshops annually as part of our Biocon Biologics module.

This ensures that everyone—from new hires to seasoned employees—remains engaged and informed about the latest insights and strategies to combat biases effectively.

By making this training a regular part of our organizational culture, we're not just ticking a box. We're fostering a culture of introspection and accountability, where each of us understands the importance of fairness and equity in everything we do. It's about creating an environment where everyone feels valued and where diverse perspectives are truly appreciated.

Q: What brings you the most fulfilment in your role as a Diversity, Equity, and Inclusion leader?

There are several aspects of my role that bring me immense fulfilment.

First and foremost, it's seeing leaders, regardless of gender or background, flourish in their careers. Witnessing diverse talent not just breaking through, but thriving and advancing —it's incredibly rewarding. It reinforces the belief that when we create opportunities for everyone to excel based on merit and potential, the entire organization benefits.

Another deeply fulfilling aspect is creating a genuine sense of belonging for all employees.

Knowing that every individual feels valued, respected, and supported—regardless of their background or identity—fills me with pride. It's about fostering an environment where everyone can bring their whole selves to work, where diverse perspectives are not just

DIVERSITY, EQUITY & INCLUSION AWARDS 2024 accepted but celebrated.

DEI is a journey, not a destination. It requires intention, effort, and commitment. Embrace the journey, learn from failures, and celebrate successes.

And finally, there's the tangible impact on business outcomes. Diversity isn't just a feel-good initiative; it's a catalyst for innovation and growth. Seeing diverse ideas come to life and drive meaningful innovation that impacts our business positively—that's when you see the true power of inclusion. It's not just about checking boxes; it's about harnessing the full potential of our workforce to drive sustainable success.

Ultimately, these aspects combined make my role as a DE&I leader incredibly fulfilling. It's about making a difference every day, both in the lives of individuals and in the broader success of our organization.

Q: Lastly, what is the message that you have for our readers?

DEI is a journey, not a destination. It requires intention, effort, and commitment.

Embrace the journey, learn from failures, and celebrate successes. Together, we can create a more inclusive and equitable workplace for all. Let's strive to build a culture where everyone can thrive and reach their full potential.

INTERVIEW Q: What are your organization's top 3 DE&I Initiatives?

At SG Analytics, we recognize that a diverse and inclusive culture is key to our success. We are committed to creating an environment where every employee feels valued and respected. Our journey started with educating our workforce and fostering a welcoming culture, ensuring our initiatives resonate both within SGA and the broader community.

1. Empowering Women: Our 'NoCeiling' initiative accelerates the growth of our women colleagues through webinars, fireside chats, group coaching, and leadership sessions. Roundtable discussions with senior women leaders from the industry and our clients have opened significant career advancement opportunities for women at SGA. 2. Promoting Inclusivity: We are committed to fostering a welcoming workplace through intentional efforts. We've introduced gender-neutral facilities, ensured diverse representation in leadership roles, and celebrated cultural diversity with various events and activities. Open dialogue and feedback channels ensure all voices are heard and valued, creating an inclusive environment for everyone.

3. Empowering Transgender Individuals through CSR: In partnership with the PeriFerry Foundation, we educate and upskill transgender individuals to enhance their corporate employment opportunities.

We've provided specialized tech training to 10 trans candidates and hired four for client projects. Our employee volunteering efforts have also supported the professional growth of 50 transgender candidates.

Q: Could you share some of the challenges you've encountered while implementing DEI initiatives, and how you've overcome them?

SG ANALYTICS PVT. LTD.

Implementing DE&I initiatives at SG Analytics has certainly come with its challenges, particularly in shifting the mindset of both employees and managers. Here's how we've navigated these hurdles: 1. Changing Mindsets: One of our primary challenges was overcoming resistance to change.

Our senior leadership team has been instrumental in this effort, actively promoting DE&I initiatives, leading by example, and holding everyone accountable for fostering an inclusive environment.

Their visible commitment has been crucial in driving change.

2. Addressing Unconscious Biases: Tackling unconscious biases required comprehensive training and structured processes. We implemented robust education programs and continuous reinforcement to ensure these biases are recognized and mitigated.

3. Measuring Impact: Establishing clear metrics and collecting relevant data to measure the impact of our DE&I initiatives was another challenge. We set transparent, measurable goals and provided regular updates to keep everyone informed about our progress.

4. Sustainable Change: Ensuring sustainable change meant embedding DEI into our culture. We formed DEI committees, maintained an ongoing commitment to these values, and

Open dialogue and feedback channels ensure all voices are heard and valued, creating an inclusive environment for everyone.

DIVERSITY, EQUITY & INCLUSION AWARDS 2024

Dr Kiran Bala is currently the Chief People Officer for SG Analytics and brings over more than 20 years of experience in leading talent, change, culture, learning and leadership development charters across industries and geographies. She has worked with companies like SKF, Persistent Systems, Schaeffler Group, IBM and M&M .Dr. Kiran holds an MBA and a PhD in Emotional Intelligence. She is also a certified EQ Coach, IHHP Canada accredited EQ Trainer and a profiling values certified partner.

INTERVIEW

DIVERSITY, EQUITY & INCLUSION AWARDS 2024 towards a more inclusive workplace.

Driving meaningful change, like increasing diverse representation in leadership and fostering a culture of belonging, brings a deep sense of accomplishment.

Q: DEI efforts often involve addressing unconscious biases. How do you promote awareness and combat biases within your organization?

At SG Analytics, tackling unconscious biases is a priority. Here’s how we do it: 1. Comprehensive Training: We conduct regular training sessions, workshops, and e-learning modules focused on unconscious bias. These programs help employees and managers recognize and address biases, fostering a more inclusive work environment.

2. Inclusive Policies: We implement policies and practices that mitigate biases, ensuring all employees feel valued and have equal growth opportunities.

3. Open Dialogue: We encourage open dialogue through established channels for employees to share experiences and provide input on DE&I efforts. Regular surveys and focus groups help us identify biases and take corrective actions.

4. Leadership Commitment: Our leaders undergo training on unconscious bias and are accountable for promoting diversity and inclusion within their teams.

Their active involvement drives organizational change.

5. Continuous Assessment: We continuously assess our DE&I initiatives, collecting data and feedback

to identify areas for improvement. This ensures our efforts remain relevant and impactful. Through these strategies, SGA is committed to fostering an environment of inclusivity and equity where all employees feel respected, valued, and empowered to succeed.

Q: What brings you the most fulfillment in your role as a Diversity, Equity, and Inclusion leader?

As a DE&I leader at SG Analytics, the most fulfilling part of my role is seeing the real impact of our initiatives on employees' lives. Watching individuals from diverse backgrounds thrive in an inclusive environment and knowing our efforts contribute to their growth is incredibly rewarding. Positive feedback from employees who feel valued and supported reinforces the importance of our work.

Driving meaningful change, like increasing diverse representation in leadership and fostering a culture of belonging, brings a deep sense of accomplishment.

Collaborating with passionate colleagues who share a commitment to equity further fuels my dedication.

Ultimately, knowing we're building an inclusive, diverse, and equitable organization where everyone can succeed is what brings me the greatest fulfillment.

Q: Lastly, what is the message that you have for our readers?

Diversity, equity, and inclusion are fundamental values, not just initiatives. Each of us plays a crucial role in creating an environment where everyone feels valued and respected. Get involved in DE&I efforts, educate yourself, and challenge your biases.

Remember, small actions can lead to significant change. By celebrating diverse voices, we can build stronger, more innovative communities and workplaces. Let’s commit to being allies and advocates for DE&I and make a lasting impact together.

INTERVIEW

Q: What are your organization's top 3 DE&I Initiatives?

At Hindustan Unilever Ltd. (HUL), our commitment to Equity, Diversity & Inclusion (EDI) is demonstrated through a range of strategic initiatives that aim to create a more inclusive and equitable workplace. We believe that ensuring equity, enhancing diversity, and fostering inclusion is crucial for our organization to thrive, and it is reflected in the various projects and efforts that span across different functions. Choosing just three initiatives to highlight is a challenging task, however, if we had to pick it will be the following: Given our significant strides towards achieving gender balance in managerial roles, we introduced Project Samavesh to enhance gender diversity on the shopfloor, an area traditionally dominated by men. A journey that started in 2020 has achieved remarkable growth, specifically our Sumerpur factory witnessed an increase from 0% to 40% within 3 years. Specific interventions undertaken along with government authorities, local communities and technical institutes as well as families of prospective candidates have helped to break down barriers that prevent women from participating fully in the workforce. We are specifically proud of the change that Samavesh has been able to create not just within HUL but at a community and an industry level.

We have pledged to have 5% of our workforce represented by persons with disabilities (PwDs) in our workforce, and Saksham program has been one of our enablers in this journey. An experiential learning program with a path to hiring that facilitates integration of PwDs into our workforce has had over 90% success rate in its first year itself. This initiative started with our IT teams and was adopted across the organization in functions like R&D, HR, Marketing, Finance, and Legal.

HINDUSTAN UNILEVER LTD.

Lastly, our Equitable Policies have formed a solid foundation to promote equal opportunities and empowerment for everyone.

We have a bouquet of over 20 policies that ensure access to the support employees need, regardless of their background or circumstances. These include but are not limited to a comprehensive career break policy, a gender affirmation policy, disability accommodation policy, and a gender-neutral parental policy. We have even pioneered and set industry benchmarks with our policy to support survivors of domestic abuse, foster and kinship caregiver leave and new employment models.

All our initiatives exemplify our unwavering dedication to fostering an inclusive workplace and contributing to a more equitable society. They reflect our belief in the power of diversity, the potential of every individual, and the responsibility we have to drive positive change in the world around us.

We believe that ensuring equity, enhancing diversity, and fostering inclusion is crucial for our organization to thrive, and it is reflected in the various projects and efforts that span across different functions.

DIVERSITY, EQUITY & INCLUSION AWARDS 2024

We’re driven by our purpose: to make sustainable living commonplace. With 90 years of heritage in India, Hindustan Unilever Limited (HUL) is India’s largest fast-moving consumer goods company. On any given day, 9/10 Indian households use one or more of our brands, giving us a unique opportunity to build a brighter future. We are known for our great brands, the positive social impact we create and our belief in doing business the right way. HUL works to create a better future every day and helps people feel good, look good and get more out of life with brands and services that are good for them and good for others. HUL, is one of the world’s leading suppliers of Food, Home Care, Personal Care and Refreshment products with sales in over 190 countries. HUL is India's top ESG-rated FMCG Company, and the number 1 employer of choice across sectors.

INTERVIEW

Q. Could you share some of the challenges you've encountered while implementing DEI initiatives, and how you've overcome them?

ED&I is an ongoing journey marked by constant hurdles and challenges. At HUL, we see these challenges as a learning opportunity leading towards a transformative change. The breadth and depth of our organization pose challenges in terms of driving a cultural change and mindset shift, measuring impact, tracking progress and sustaining the momentum of our initiatives.

With time we realized that achieving true inclusion required a broader perspective, and hence we adopted our BELONG approach. BELONG was crafted to illuminate our path to a truly inclusive workplace with ‘Brilliant Basics’ laying a solid foundation for understanding individual talent and uniqueness, ‘Equitable Policies’ as a guiding light paving the way for equitable opportunities, ‘Leadership’ playing the pivotal role of leading from the front, ‘Other Diverse Groups’ to celebrate the unique contributions of all, ‘Nation’ to amplify our voice across the value chain and extending to the communities we impact, and lastly, ‘Governance’ to ensure that we stay relevant and progressive.

Another challenge we encountered was ensuring consistent and genuine engagement across all levels of the organization. With a strong ED&I Council with representation across functions with passionate leaders who champion causes and lead different pillars of our agenda, we have been able to expand our influence within and beyond our workplace.

Additionally, our Employee Resource Groups (ERGs) such as Womankind for Senior Women Leaders, Enable for PwDs and proUd for LGBTQI+ and allies play a crucial role in fostering a sense of community and providing support. In short, by embracing a holistic approach, engaging our partners, leveraging our brand influence,

DIVERSITY, EQUITY & INCLUSION AWARDS 2024

nurturing inclusive leadership, and transforming the role of HR, we have made remarkable strides toward a more inclusive and equitable future.

Q: DEI efforts often involve addressing unconscious biases. How do you promote awareness and combat biases within your organization?

Unconscious biases can subtly influence workplace decisions, behaviours and interactions affecting ED&I efforts. At HUL, we have implemented a multi-faceted approach to promote awareness and combat these biases, ensuring a fair and inclusive environment for all employees. ·Comprehensive Learning & Development: We have developed extensive training programs, workshops, and online resources aimed at increasing awareness about unconscious biases, their implications and how to overcome them.

Through interactive workshops and self-paced learning modules, we empower our teams to make more informed and equitable decisions.

·Leadership Commitment: Leaders play a crucial role in shaping organizational culture, and hence, we have curated leadership development programs that incorporate specific modules on unconscious bias and inclusive leadership. By equipping them with the knowledge and tools to identify and mitigate biases, we ensure that they consciously set an example, embrace diverse perspectives and ensure inclusive practices are embedded at all levels of the organization. ·Employee Resource Groups: Womankind, proUd and enable serve as a platform for diverse talent groups to voice their experiences and perspectives. These networks play a critical role in providing a safe space, raise awareness about biases and advocate for more inclusive practices within the organization. ·Bias interruption strategies: We have integrated bias interruption strategies into our talent processes. For instance, during recruitment and performance

INTERVIEW

evaluations, we use structured interviews, standardized evaluation criteria, and diverse panels to minimize the influence of biases. These measures help ensure that everyone is fairly based on their skills and performance. ·Data-driven insights: We leverage data analytics and review key metrics such as recruitment, retention, promotion, and recognition metrics, to identify and address any disparities that may indicate bias in our processes. This allows us to take targeted actions and continuously improve our ED&I efforts.

By implementing a combination of such measures, we aim to combat unconscious biases, drive meaningful change and promote a more inclusive workplace.

Q: How does HUL find the most fulfillment in its commitment to Diversity, Equity, and Inclusion?

At HUL, every leader wears the hat of an ED&I leader and contributing to the legacy of inclusivity and equity at HUL is profoundly satisfying. The most fulfilling aspect is the opportunity to create lasting, positive change within our organization and the broader community. Witnessing the impact of our initiatives on individual lives, fostering a psychologically safe environment, and driving systemic change inspire us to continue the momentum.

Significant milestones, such as launching industry pioneering policies such as foster/ kinship care or signing the Workplace Pride Declaration of India are not just organizational achievements, they reflect our collective commitment to making meaningful changes and progressing towards a more inclusive future. In addition to knowing that the work we do makes our colleague feel supported in bringing their authentic selves, the fact that the changes we implement today are shaping the future of our organization and the broader community drives us to continue pushing for greater inclusivity.

Q: Lastly, what message does HUL have for our readers?

Equity, diversity, and inclusion are not just organizational initiatives; they are fundamental principles that drive innovation, growth, and societal progress. It is a collective responsibility that requires the dedication and effort of each one of us.

Embark on this journey with an open mind and commit to making tangible changes that promote DE&I in your sphere of influence, wherever you are, be it at work, in your community, or at home.

By embracing inclusion as a core value in everything we do, we can create workplaces and communities where everyone feels valued, respected, and empowered to succeed. We encourage everyone to lead with empathy, challenge their own biases, and support their colleagues in this journey. Together, we can build a workplace where everyone feels valued, respected, and empowered to be their authentic selves.

TEKWISSEN

DIVERSITY, EQUITY & INCLUSION AWARDS 2024

Embrace diversity and inclusion in every aspect of your life. It’s not just about meeting organizational goals but about fostering a society where everyone has equal opportunities to thrive.

Jyothsna is a dedicated leader at Tekwissen, spearheading initiatives to promote diversity, equity and inclusion within the organization. With a passion for fostering inclusive environments, Jyothsna has driven change and ensured every employee feels valued. Her commitment to DE&I is reflected in the positive transformations seen across Tekwissen.

INTERVIEW Q: What are your organization's top 3 DE&I Initiatives?

Q: Could you share some of the challenges you've encountered while implementing DEI initiatives, and how you've overcome them?

At Tekwissen, our top three DE&I initiatives are: 1. Inclusive Hiring Practices: We ensure our recruitment processes are unbiased and inclusive, actively seeking diverse talent to enrich our workforce.

2.Cultural Awareness Training: Regular workshops and training sessions to educate our employees about different cultures, fostering an environment of respect and understanding.

3.Employee Resource Groups (ERGs): We support ERGs that provide a platform for underrepresented groups to share their experiences and advocate for their needs within the organization.

These initiatives reflect our commitment to creating a workplace where everyone feels valued and included.

Implementing DE&I initiatives comes with its challenges, such as resistance to change and unconscious biases. One significant challenge we faced was ensuring all employees understood the importance of these initiatives. To overcome this, we conducted extensive training sessions and open forums for discussion. We also encouraged leadership to lead by example, demonstrating their commitment to DE&I. By fostering open communication and continuous education, we gradually built a more inclusive and understanding workplace.

Q: DEI efforts often involve addressing unconscious biases. How do you promote awareness and combat biases within your organization?

At Tekwissen, we promote awareness of unconscious biases through mandatory training programs that highlight common biases and their impact on workplace dynamics. We also

DIVERSITY, EQUITY & INCLUSION AWARDS 2024 implement bias-checking tools during recruitment and performance reviews to ensure fair evaluations.

Additionally, we encourage open dialogues and provide resources for employees to learn and reflect on their biases. This proactive approach helps us create a more equitable and inclusive environment.

Q: What brings you the most fulfillment in your role as a Diversity, Equity and Inclusion leader?

The most fulfilling aspect of my role as a DE&I leader at Tekwissen is witnessing the positive impact of our initiatives on our employees’ lives. Seeing a more inclusive culture where everyone feels respected and valued brings immense satisfaction. It’s rewarding to know that our efforts are not only enhancing our workplace but also contributing to the broader goal of social equity.

Q. Lastly, what is the message that you have for our readers?

To our readers, I would say: Embrace diversity and inclusion in every aspect of your life. It’s not just about meeting organizational goals but about fostering a society where everyone has equal opportunities to thrive. Remember, small steps can lead to significant changes. Stay committed, stay informed, and be the change you wish to see.

INTERVIEW

BIRLASOFT

Kamini Shah is the Chief Financial Officer and a Member of the Executive Board at Birlasoft.

With over 25 years of experience in Finance, Supply Chain, Commercial, and Business Planning across Fortune 500 companies, she has a proven track record of optimizing financial operations and leading teams across multiple countries and cultures. Kamini excels in financial management, performance management, accounting, and process design, leveraging her chartered accountancy expertise to drive business success. In addition to her CFO responsibilities, Kamini is a key advocate for diversity, equity, and inclusion (DEI) at Birlasoft. As the Executive Sponsor of the DEI Council, she is dedicated to fostering an inclusive workplace environment that provides equal opportunities to a diverse talent pool. Her leadership in DEI initiatives underscores her commitment to advancing these values throughout the organization.

DIVERSITY, EQUITY & INCLUSION AWARDS 2024 Q: What are your organizations top 3 DE&I Initiatives?

At Birlasoft, building a diverse, equitable, and inclusive workplace is a fundamental part of our charter and values. Our DE&I efforts center around creating an environment where each individual feels valued and empowered to contribute their best.

To achieve this, we’ve established a DEI Council that implements policies, procedures, initiatives and Employee Resource Group (ERG) activities to promote an inclusive culture. Our charter focuses on affirmative hiring practices, culture-building sensitization, and development and retention strategies to minimize bias, and advance equality.

We have achieved a 26% gender mix through targeted hiring, including partnerships with genderspecific campuses. Additionally, we actively target diverse groups at all hiring levels. At Birlasoft, we prioritize being an equal opportunity employer, emphasizing merit-based employment. Our rigorous human resource processes for promotions, compensation reviews, and performance management ensure equity for all employees. We maintain a strong focus on objectivity, transparency, and fairness throughout these processes.

Our commitment to DE&I is grounded in our core values of coexistence, collaboration, consideration, and care. These initiatives reflect our commitment to an inclusive workplace that values diversity and promotes equity across the organization.

Q: Could you share some of the challenges you've encountered while implementing DEI initiatives, and how you've overcome them?

Implementing DE&I initiatives at Birlasoft has come with its share of challenges. One significant hurdle has been addressing unconscious biases. To tackle

this we’ve conducted comprehensive training for employees and vendors, promoting awareness and nurturing an inclusive environment. This training helps individuals recognize and mitigate biases, contributing to a more inclusive workplace.

Ensuring diverse representation at all levels required targeted efforts in our hiring and promotion practices. We have implemented robust HR processes to ensure equity and transparency, providing fair opportunities for advancement. Rigorous reviews for promotions, compensation, and performance management are designed to be objective and impartial.

Creating a culture where every individual feels valued and supported has also been a priority.

Initiatives like Employee Resource Groups (ERGs) and mentorship programs, such as BEmpowered and Her Voice Unplugged, play a crucial role in providing support networks and development opportunities for underrepresented groups.

By continually measuring and refining our strategies, we’ve successfully promoted a more inclusive and equitable workplace. Our commitment to DE&I is evident in improved employee engagement, diverse leadership, and enhanced innovation—benefiting both the organization and employee satisfaction.

We have implemented robust HR processes to ensure equity and transparency, providing fair opportunities for advancement.

INTERVIEW

DIVERSITY, EQUITY & INCLUSION AWARDS 2024 Q: DEI efforts often involve addressing unconscious biases. How do you promote awareness and combat biases within your organization?

At Birlasoft, we promote awareness and combat unconscious biases through comprehensive training programs for employees and vendor partners to help them recognize and mitigate their biases. This training is complemented by our inclusive HR processes that ensure promotions and compensation reviews are conducted objectively and transparently, promoting fairness and equity.

Additionally, we host sensitization platforms like ‘Rendezvous with Verve’, where senior leaders discuss DE&I issues and collaborate on solutions.

These sessions provide valuable insights and encourage open dialogue about diversity, equity, and inclusion, helping to build a more inclusive culture from the top down.

lives and the organization as a whole brings immense fulfilment. The increased innovation and engagement resulting from a diverse and inclusive workforce are truly rewarding.

Programs like Connect Up, Her Voice Unplugged, and Rendezvous with Verve have cultivated supportive communities where employees feel recognized and heard, significantly enhancing their professional growth and satisfaction. Moreover, the industry recognitions we’ve received validate our efforts and motivate us to continue driving positive change. These accolades not only affirm the effectiveness of our strategies but also inspire us to strive for even greater inclusivity and equity within our organization. The positive transformations we witness daily underscore the importance of our work and its profound impact on our company culture and overall success.

Q: Lastly, what is the message that you have for our readers?

Our Leadership Development Program BEmpowered focuses on preparing women for senior leadership roles. In FY 2023-24, 36 women were enrolled, equipping them with the necessary skills and mentorship to advance their careers.

Promoting a diverse, equitable, and inclusive workplace isn’t just a corporate responsibility; it’s also a catalyst for innovation and success. When organizations prioritize diversity, they reap several benefits:

Our commitment to continuous improvement is evident in our regular assessments and updates to our DE&I strategies, ensuring they remain effective and impactful. This ongoing effort not only enhances employee satisfaction and engagement but also drives innovation and organizational success, demonstrating the tangible benefits of a diverse and inclusive workforce.

Enhanced Employee Engagement: A diverse workforce feels valued and included, leading to higher job satisfaction and commitment.

Creative Problem-Solving: Different perspectives encourage innovative solutions. Diverse teams approach challenges from various angles, sparking creativity.

Positive Business Outcomes: Inclusive environments drive productivity, profitability, and overall organizational success.

Q: What brings you the most fulfilment in your role as a Diversity, Equity, and Inclusion leader?

As a DE&I leader at Birlasoft, witnessing the tangible impact of our initiatives on employees’

Embedding DE&I principles into core values ensures a fair and conducive workplace where everyone thrives. Let’s collectively pave the way toward a more inclusive future.

INTERVIEW

[24]7.AI

Q: What are your top priorities in your DEI charter?

Our top priorities in our DEI charter are: Promoting Various Dimensions of Diversity: We focus on diversity in thought, speech, gender, orientation, age, and more. By embracing these various dimensions, we create a rich and dynamic workforce that brings different perspectives to the table, driving innovation, creativity and better decision-making.

Focus on Inclusion: We have always been focussed on diversity however for us Inclusion is what completes the DEI charter, diversity without inclusion and equity is half baked at best. If every employee feels valued, respected, and heard then the organization will have an enviable environment.

Culture Tenets: Our 8 culture tenets namely Care, Inclusion, Learning, Communication, Fun, Organizational Values, Recognition & Appreciation and Community are carefully curated to achieve the inclusion we seek and towards achieving the goal of creating “Happy Hearts”.

Q: Could you share some of the challenges you've encountered while implementing DEI initiatives, and how you've overcome them?

One of the biggest challenges I would think is handling unconscious biases that people carry. There is a constant need to communicate, have awareness sessions and connects to hear people on their concerns and fears as well.

The second is the integration of DEI into the business ethos as well so that DEI is part of business decisions and just a good to have.

Q: DEI efforts often involve addressing unconscious biases. How do you promote awareness and combat biases within your organization?

Addressing unconscious biases is a critical component

There is a constant need to communicate, have awareness sessions and connects to hear people on their concerns and fears as well. of our DEI strategy. We promote awareness and combat biases through structured programs and targeted training. We have developed learning modules that focus on raising awareness about unconscious biases and helping employees recognize and understand their biases. This is the first step toward mitigating them. We also provide specific training for various roles within the organization.

Our hiring teams undergo unconscious bias training to ensure fair and impartial candidate selection. Hiring managers receive similar training to avoid biased decisions during the selection process, while operations managers are trained to ensure diverse groups of employees, irrespective of age, race, background, gender, or orientation, are treated equitably and given equal opportunities for growth and development.

DIVERSITY, EQUITY & INCLUSION AWARDS 2024

Nina Nair is CHRO, Global BPO Business, [24]7.ai. She anchors the service side of the business: Human Resources (HR) and Learning and Organizational Development (L&OD) in India & Americas. Nina has degrees in Economics and Education. She brings that knowledge of engaging with millennials into the organization. Nina formerly worked as the Chief People Officer at the Indian Institute for Human Settlements, a strong think tank on climate change, public policy, and social environment, before joining [24]7.ai. For her, diversity is not just about gender but about perspectives, space, beliefs, speech and behaviors - walking the talk on true Inclusion.

INTERVIEW

Q: What brings you the most fulfilment in your role as a Diversity, Equity, and Inclusion leader?

As a DEI leader, the most fulfilling aspect of my role is witnessing acceptance and inclusion within our organization. It is incredibly rewarding to see people accept and respect each other without reservation, a testament to the positive impact of our DEI efforts.

Observing the positive shift in workplace culture, where inclusive attitudes and behaviours become the norm, brings immense satisfaction. It is gratifying to see genuine sensitivity and inclusivity reflected in everyday interactions, across levels. Being part of an organization that truly values diversity, equity, and inclusion, and contributing to a workplace where every individual feels valued, supported, and empowered, brings me great joy and purpose.

Encourage and celebrate differences, sameness may be comfortable but it breeds mediocrity.

Q: Lastly, what is the message that you have for our readers?

DEI is not a feel good exercise. It is absolutely an imperative because it brings new ways of thinking, creativity, innovation and the urge for excellence into the work space. Encourage and celebrate differences, sameness may be comfortable but it breeds mediocrity.

Wherever you feel that DEI is compromised, speak up and bring it to the notice of relevant leaders so that they can work on correcting the errors and bringing the goal back on track.

LENOVO INDIA PVT. LTD.

DIVERSITY, EQUITY & INCLUSION AWARDS 2024

Priya Tikare is the Director and Head of HR at Lenovo India, overseeing HR functions and serving as the Site HR Leader. With over 18 years at Lenovo, she has held various leadership roles, aligning HR strategies with business goals and enhancing employee engagement.

Previously, Priya led HR for Lenovo's global support organization, managing talent across 58 countries. She also headed Talent Acquisition for Asia Pacific, covering India, Central Asia Pacific, Australia, and New Zealand. Her career began at MetLife India, working closely with the Sales Organization. Priya is passionate about building organizations, talent acquisition and development, employee experience, and data analytics. She has played a key role in Lenovo’s mergers and acquisitions and actively promotes diversity and inclusion. Priya holds an MBA from Anna University and a Bachelor's in Computer Science. Based in Bangalore, she lives with her husband and two sons, bringing over 20 years of people management experience to her leadership roles at Lenovo.

INTERVIEW

Q: What are your organization's top 3 DE&I Initiatives?

Our organization’s top three DE&I initiatives are anchored in our inclusion strategy, which is built on three core pillars: Building Awareness, Developing Empathy, and Creating a Holistic Culture of Allyship.

Building Awareness: We conduct sessions on inclusive hiring practices, sensitize managers on building inclusive teams, and address unconscious biases. Additionally, we have created inclusive benefits such as equal insurance for all partners, ensuring that all employees receive equal health benefits. These efforts aim to raise awareness and promote inclusivity within our organization.

Developing Empathy: Through initiatives like Employee Resource Groups (ERGs) for various communities, including gender, race, ethnicity, and disability, we create spaces for employees to share their experiences and support one another. These groups foster a sense of community and help develop empathy among all employees, promoting a deeper understanding of diverse perspectives.

Creating a Holistic Culture of Allyship: Our CARE model training is designed to educate employees on how to be effective allies. This training encompasses communication, advocacy, respect, and empathy, equipping employees with the tools to support and stand up for their colleagues, thus fostering a culture of allyship throughout the organization.

These initiatives collectively work towards creating a more inclusive and supportive environment for all employees, embracing and celebrating diversity in all its forms.

Q: Could you share some of the challenges you've encountered while implementing DEI initiatives, and how you've overcome them?

One significant challenge we've faced is overcoming resistance to change within established organizational cultures. We've tackled this by: Continuous Education: Offering ongoing training and workshops on the importance of DE&I. Leadership Buy-In: Ensuring that our leaders are visibly committed to DE&I initiatives, which helps set a positive tone for the entire organization.

Measurable Goals: Setting clear, measurable DE&I goals and regularly tracking our progress to maintain accountability.

Watching employees thrive in an environment where they feel valued and respected is incredibly rewarding.

DIVERSITY, EQUITY & INCLUSION AWARDS 2024

Q. DEI efforts often involve addressing unconscious biases. How do you promote awareness and combat biases within your organization?

To promote awareness and combat unconscious biases, we: Conduct Bias Training: We provide regular unconscious bias training for all employees, with specialized sessions for hiring managers.

Use Anonymous Recruitment Processes: We implement blind recruitment techniques to minimize bias in our hiring process.

Ensure Diverse Panels: We ensure that our interview panels are diverse, providing balanced perspectives during candidate evaluations.

Feedback Mechanisms: Implementing tools like employee opinion surveys (Lenovo Listens) to gather and act on employee feedback regarding bias and inclusion in the workplace.

Q. What brings you the most fulfillment in your role as a Diversity, Equity, and Inclusion leader?

The most fulfilling part of being a DE&I leader at Lenovo is seeing the real impact of our initiatives. Watching employees thrive in an environment where they feel valued and respected is incredibly rewarding. It’s gratifying to contribute to a culture that celebrates diversity and drives innovation and business success.

Q. Lastly, what is the message that you have for our readers?

At Lenovo, we believe that celebrating differences and similarities is key to our success.

We are dedicated to continually enhancing our workplace policies to foster an inclusive and supportive environment for all employees.

Together, we are shaping a brighter, more inclusive future. Embrace diversity, foster inclusion, and join us on this journey of meaningful change.

INTERVIEW

Meenankshi is CFO for Lenovo India and leads the India finance team for Lenovo’s PC and Smart Devices business. She brings in 15+ years of work experience across multiple domains in Finance function. Prior to Lenovo, she has worked with brands such as Tech Mahindra, and Dell in various finance capacities. She is a Chartered Account by qualification.

DIVERSITY, EQUITY & INCLUSION AWARDS 2024 Q: What are your organization's top 3 DE&I Initiatives?

At Lenovo, our vision, "Smarter Technology for All," drives our culture, fostering a trust-based and respectful ecosystem for everyone. We believe that true innovation thrives when every individual's unique perspective and experience is embraced and valued. Diversity, equity, and inclusion (DE&I) are pivotal in shaping our organization, empowering our employees, and impacting the communities we serve. Our strategic approach focuses on creating a culture that values and embraces diversity, one cohort at a time, leading to a more inclusive workplace . Few of our DEI Initiatives 1. Lenovo DEI Board: We have established a Diversity and Inclusion Board to achieve our inclusion goals. This board, comprising leaders from various departments, plans and executes strategies to build inclusive leadership behaviors, foster diverse and inclusive systems, create accountability, and amplify the voice of Lenovo’s diversity and inclusion community.

2. Lenovo Culture: Our culture of accountability on diversity is championed by executive leaders across business groups. The Women in Lenovo Leadership (WILL) committee, led by the India WILL Leader & HR Director, includes representatives from L&D, recruitment, business teams, and finance. This committee drives initiatives aligned with our diversity goals. We commit a fixed percentage of revenue to support diversity initiatives and maintain a structured cadence on WILL initiatives with business and regional leaders to enhance effectiveness.

3. Engagement Via Feedback - Lenovo Listens: We prioritize employee engagement and foster inclusion through our annual engagement survey, Lenovo Listens. This survey gathers anonymous

and confidential feedback on our diversity and inclusion efforts from employees. The results drive action plans, empowering leaders and teams to address priority areas and enhance our commitment to a diverse and inclusive workplace.

At Lenovo, our leadership's commitment to DE&I initiatives is unwavering. By consistently elevating the discourse on gender diversity and advocating for inclusion, we strive to create a more inclusive workplace and positively impact the industry as a whole.

Q. Could you share some of the challenges you've encountered while implementing DEI initiatives, and how you've overcome them?

Implementing DEI initiatives at Lenovo has presented several challenges, which we have addressed with strategic approaches: 1. Resistance to Change: Overcoming resistance involved comprehensive education and awareness programs to highlight DEI benefits, showcasing how diversity positively impacts innovation and business outcomes.

2. Measuring Impact and Progress: Quantifying DEI impact was difficult. We developed robust metrics and KPIs, utilizing tools like the Lenovo Listens engagement survey to gather data, make data-driven decisions, and adjust programs accordingly.

3. Addressing Unconscious Bias: We implemented mandatory training on recognizing and mitigating unconscious biases and integrated bias checks into recruitment and performance evaluations to ensure fairness.

4.

Sustaining Engagement and Momentum: Maintaining long-term engagement involved regular communication of DEI progress,

INTERVIEW

Advocating for DEI allows me to influence policies and drive meaningful change, both within the organization and in the communities we serve.

standardized interview questions, and blind resume reviews to minimize biases and focus on candidates’ skills and experiences.

3. Leadership Accountability: Our leaders are accountable for promoting an inclusive culture and addressing biases. We provide them with specialized training on inclusive leadership and bias mitigation.

Leaders are also encouraged to model inclusive behaviors and mentor others in the organization.

celebrating milestones, and recognizing diversity champions. Our Employee Resource Groups (ERGs) also play a key role in sustaining enthusiasm and support.

4. Feedback Mechanisms: We use tools like the Lenovo Listens engagement survey to gather anonymous feedback on our DEI efforts, including perceptions of bias. This data helps us identify areas for improvement and develop targeted action plans to address biases.

Through these strategies, we have made significant strides in our DEI journey, remaining committed to creating a more inclusive workplace and continuously evolving our initiatives.

By implementing these strategies, Lenovo fosters an environment where unconscious biases are recognized and actively addressed, ensuring a more inclusive and equitable workplace for all employees

Q: DEI efforts often involve addressing unconscious biases. How do you promote awareness and combat biases within your organization?

Q: What brings you the most fulfillment in your role as a Diversity, Equity, and Inclusion leader?

At Lenovo, addressing unconscious biases is a critical component of our DEI efforts. Here’s how we promote awareness and combat biases within our organization: 1. Training Programs: We provide unconscious bias training for all employees, which include interactive workshops, e-learning modules, and scenario-based learning to help employees understand how biases can influence their decisions and behaviors.

2. Inclusive Recruitment Practices: We have integrated bias checks into our recruitment processes to ensure fair and equitable hiring. This includes using diverse interview panels,

As a CFO and DEI leader, the most fulfilling aspect of my role is seeing the strategic alignment between our DEI initiatives and our financial goals, leading to tangible positive impacts on our organization.

Empowering diverse talent to reach their full potential drives innovation and creativity, which enhances our financial performance and business success. Building a positive workplace culture where everyone feels valued boosts morale and productivity. Advocating for DEI allows me to influence policies and drive meaningful change, both within the organization and in the communities we serve. Overall, knowing that our efforts foster an inclusive environment and contribute to sustainable growth brings me immense satisfaction.

VOLVO GROUP INDIA

DIVERSITY, EQUITY & INCLUSION AWARDS 2024

Radhika is a seasoned Human Resources professional with over 20 years of experience in People and Culture spanning across R&D, Consulting, Technology, BPO, Telecom, Retail, and Banking industries. With extensive exposure to multi-national businesses, she has adeptly managed stakeholders from Europe, the Americas, the Middle East, and India. As Head of HR, Radhika has led business units and functions, driving high-performance and global People Strategy. She brings specialized expertise in talent management, performance management, and Learning and Development. Passionate about human ingenuity, Radhika is dedicated to fostering growth, innovation and impactful people-focused solutions.

Q: What are your organizations top 3 DE&I Initiatives?

At Volvo Group, DE&I is not just a buzzword – it’s our driving force toward a more equitable and innovative future.

Our top three initiatives are: i.mPowHer is a yearlong experiential leadership program specifically for women, to inspire, enable and accelerate their leadership journey. The program focusses on shift in business, champion, and leadership mindsets using the 70:20:10 methodology, divided into three phases of Explore, Enable and Accelerate. The participants get to visit some external organizations to understand the external business ecosystem, work on real-life cross-functional projects and challenges, build professional networks, receive one-on-one mentoring from experienced leaders, build their

own internal LeanIn network, dialogue sessions with leadership and many more. Human Process Lab is an integral module of the program focusing on a deeper understanding of self-strengths, and derailers and how to leverage them in the most fruitful way. ii.ExcelHer is a unique nine-month long women returnship program, focusing on empowering women in re-launching their professional journey. This program aims to help women on a career break for more than a year and support them with a comprehensive development program, focusing on functional learning as well as soft skill development while working on real time work assignments. They are provided exclusive buddy and mentors to help quick ramp-up and periodic check Ins through surveys. Also, we provide them with a high focused career preparatory assistance, and touchpoints with the leadership team. We have successfully completed four batches so far.

INTERVIEW iii.Women in Manufacturing program breaks stereotypes and bust myths that women cannot take up manufacturing jobs! Here we have challenged the status quo by hiring women who are not formally skilled.We provide them with an exclusive 5 weeks of intensive training to make them competent on the shopfloor and boost their self-confidence. They are trained on a variety of topics ranging from safety, ergonomics, to on-thejob practical exposure to corporate finesse. We also provide 2 weeks additional training for those who need more support. Post this skill building they are put on Quality & Safety critical work intensive stations, and they work in machine-heavy areas. Continuous dialogues with participants are held to hear challenges they deal with, support they require, and the appreciation / improvements in the performance levels.

Q: Could you share some of the challenges you've encountered while implementing DEI initiatives, and how you've overcome them?

As a global commercial vehicle manufacturer, Volvo Group acknowledges the historical gender imbalance in the transport and infrastructure

industry. We look at innovative ways of achieving a healthier gender balance by tapping into diverse sources, including women on career breaks, individuals with varied abilities, or those with diverse educational backgrounds and adjacent domains and support their development.

Many women frequently experience Imposter Syndrome, which can make them hesitant to take on higher level responsibilities. Additionally, the inherent guilt of contributing less to personal duties such as childcare, often leads them to relinquish opportunities for higher-level jobs. We expose women to several role models and mentors to boost their confidence levels.

Previously, there were misconceptions on the shopfloor about whether women could contribute as much as men. However, through numerous engagements with all shopfloor colleagues, including the women themselves, we’ve made significant have moved the needle a lot.

Today, through our initiatives, we have achieved a gender diversity of 29% across Volvo Group in India.

DIVERSITY, EQUITY & INCLUSION AWARDS 2024

Q: DEI efforts often involve addressing unconscious biases. How do you promote awareness and combat biases within your organization?

At Volvo Group, our unwavering commitment to diversity fuels our passion. We recognize that our diverse and inclusive work environment ignites creativity and performance. Here authenticity is celebrated, and employees are encouraged to bring their whole selves to work.

To drive continuous progress in diversity and inclusion, we empower leaders and employees with inclusive skills. Employees coming from diverse backgrounds and companies are exposed to Inclusive practices right from their induction day.

We have “All of Us” inclusive workshops to create a safe space for teams to explore a conversation and identify the strategies and actions to build and contribute to a more inclusive culture. We also have Unconscious Bias workshops for our leaders to get an understanding of bias and help with specific skills and frameworks they could use to help themselves and their teams overcome

unconscious bias. Also, all employees have a session to understand the impact of microaggressions on relationships, engagement, etc., and get tips on how to respond to it and regulate the actions and statements.

We also have several interactive leadership connect sessions with internal and external experts on various diversities be it LGBTQ+, PwD, gender etc.

We also make use of alternate learning mediums like theatre and movies to create awareness Our engagement survey reveals consistent inclusion scores across genders – a testament to our commitment to equality. At Volvo Group, diversity isn’t just a value; it’s our driving force.

Each new hire from a diverse background brings fresh perspectives and enriches our collective creativity.

INTERVIEW Q: What brings you the most fulfillment in your role as a Diversity, Equity, and Inclusion leader?

True fulfillment lies in witnessing the profound impact of inclusive practices on individuals and organizations. It is more than just metrics; it is about creating a space where everyone feels valued and empowered to bring their authentic selves to work.

One of the most rewarding aspects of my role is seeing tangible progress in diversity hiring and equitable opportunities within our teams. Each new hire from a diverse background brings fresh perspectives and enriches our collective creativity. Knowing that I played a part in creating those opportunities is very satisfying.

Beyond numbers, it is about the personal stories—the individuals who have found their voice within the organization. It is about the joy of seeing someone thrive professionally, knowing that our advocacy and the conducive environment at Volvo Group has paved their way.

Collaboration is key. Working together with colleagues across departments to embed DEI principles into our organizational DNA ensures that our efforts are sustainable and impactful. It is

incredibly fulfilling to see our shared vision of inclusivity reflected in our everyday practices and policies. Of course, there are challenges along the way, but each obstacle is an opportunity to learnand grow.

Continuous learning ensures that our strategies remain relevant and effective in an ever-changing world. Ultimately, my role in DEI leadership is deeply personal. It is about making a difference in people’s lives, fostering environments where everyone has a fair chance to succeed, contributing to a more fair and inclusive society. This journey isn't just a job—it is about doing my bit to create a positive change that resonates far beyond the confines of the workplace.

Q: Lastly, what is the message that you have for our readers?

In our shared quest for a better future, let us embrace diversity as our strength, inclusion as our mindset, and equity as our commitment. Together, we can create communities and workplaces where everyone feels valued, respected, and empowered to thrive. Let us champion diversity in all its forms, foster inclusivity through empathy and understanding, and uphold equity by dismantling barriers and promoting fairness.

By working together, we can build a world where every individual has the opportunity to shine brightly.

L&T - PRECISION ENGINEERING & SYSTEMS IC

DIVERSITY, EQUITY & INCLUSION AWARDS 2024

Mr. Rai Heads HR for L&T's Precision Engineering and Systems with over 25 years of experience. He has a Masters in Personnel Management and a Post Graduate Diploma in Labor Laws. Starting at L&T in 1998, he worked in the Cement Division, with later roles at Reliance Infrastructure, Goodyear India, and Samtel Color. He rejoined L&T in 2010 and became Plant Head-HR in Talegaon in 2016. Since April 2024, he has been Head HR for the IC. An active member of several HR Forums, he enjoys penning down Shayaris and poems during his leisure time.

Arun Ramchandani joined L&T as a Graduate Engineer in 1984 after earning his B.Tech in Mechanical Engineering from IIT Delhi. Over four decades, he has significantly contributed to L&T’s R&D, particularly in Technology and Product Development. He has received management training from ASCI, Manchester Business School, IIM Ahmedabad, and INSEAD, France. He started his career in R&D at L&T and went on to head the R&D for L&T PES IC, then led the Land Platforms & Systems BU before taking over on his current assignment as Head of L&T PES IC. He Heads the IC – Precision Engineering & Systems . He is fellow of the INAE , has received Several honors and holds key positions in industry committees and advisory groups.

INTERVIEW

Q: What are your organization's top 3 DE&I Initiatives?

-Sensitization sessions for the Senior Leadership team -Target to Enhance %age of Women -Hiring talent across geographies -Implementation of benefits for the Women employees

Q: DEI efforts often involve addressing unconscious biases. How do you promote awareness and combat biases within your organization?

We are aware that Biases can’t be removed completely but the degree or %age of Bias can certainly be reduced.

We have conducted sensitization session for the Senior Management: Inclusion begins with “I” from external an DEI expert.

Q. Could you share some of the challenges you've encountered while implementing DEI initiatives, and how you've overcome them?

Now, this initiative has Started percolating downwards. DEI Council has been formulated.

Promotion and propagation of ideas is also done through DEI council.

We are largely manufacturing driven org. and there are state and Central laws / statues which restrict us to shift from stereotype of workforce modelling to diverse workforce model.

Incl ion begin i h !I"

Breaking the biases

DIVERSITY, EQUITY & INCLUSION AWARDS 2024 Q: What brings you the most fulfilment in your role as a Diversity, Equity, and Inclusion leader?

Organization is progressing towards DEI index.

Also, it if fulfilling to see employee participation in Council, Taskforces in this journey of Change and progress.

The Organization with support from its team members is geared up to bring change and improvement towards DEI hence, formation of DEI Council which will further add value and flavour to this crucial initiative.

Q: Lastly, what is the message that you have for our readers?

L&T always believes in sustainability of entire ecosystem. DEI is one of the aspect which drives the sustainability agenda and therefore L&T and our IC are committed to promote DEI across organization.

We also encourage our partners and associates to promote DEI in their day to day practice. Whether you're a leader, a team member, or an ally, your actions matter in creating positive change.

In the New world order which is witnessing fast paced growth, it is paramount that every section of society participates in the journey of growth and Development.

L&T has always put the “Nation First” Principle and therefore, towards Nations growth DEI is going to play a pivotal role.

We are committed to continue the journey of DEI at L&T. We are sure to reap its benefits in the long run.

INTERVIEW

RCG GLOBAL SERVICES

Satish Rajarathnam is an experienced HR executive who heads the People & Culture, IT, and Administration functions at RCG Global Services.

With over 26 years of progressive experience in HR leadership across industries, he specializes in talent transformation, strategic resourcing, organizational change management, HR business consulting, agile consulting, and digital transformation. Satish has held pivotal roles at leading firms including Mphasis, Cognizant, HCL Technologies, and Siemens, earning recognition from SHRM and Agile Leadership with multiple certifications. He is acknowledged as a top talent leader, featured in Forbes' Top 30 Talent Leaders of 2023 and Asia’s 100 HR Power Leaders.

In addition to his corporate achievements, Satish is a TEDx speaker, a mentalist with over 1400 performances, a published author, and holds 8 patents. He is also a research scholar from the Swiss School of Management, Geneva.

DIVERSITY, EQUITY & INCLUSION AWARDS 2024 Q: What are your organization's top 3 DE&I Initiatives?

Inclusive Hiring Practices At RCG, we prioritize inclusive hiring practices to ensure equal opportunities and create a diverse workforce. Our approach includes implementing recruitment processes to eliminate biases, diverse interview panels, and partnering with organizations that focus on underrepresented talent pools. We leverage advanced technology and AI tools to attract a wide range of candidates, ensuring a fair and unbiased selection process. Our commitment to inclusive hiring not only promotes a balanced and equitable work environment but also enhances our overall organizational performance and innovation.

Employee Resource Groups (ERGs): We have established several Employee Resource Groups (ERGs) to support diverse employee communities, including women and LGBTQIA+ individuals. These groups offer a platform for networking, professional development, and voicing concerns, all of which contribute to fostering an inclusive workplace culture. Our goal is to encourage every individual to bring their authentic selves to work.

DE&I Training Programs: We offer comprehensive DE&I training programs and panel discussions that focus on unconscious bias, cultural competence, and inclusive leadership.

These initiatives help employees understand the importance of diversity and inclusion while providing them with the tools to foster a more inclusive environment. Through these trainings, we aim to cultivate a workplace where every individual feels valued and respected.

Q. Could you share some of the challenges you've encountered while implementing DEI initiatives, and how you've overcome them?

Implementing DEI initiatives at RCG has come with its fair share of challenges. One of the primary obstacles was the natural resistance to change that people often exhibit. To address this, we focused on continuous education and communication, helping employees understand the importance of DE&I in their daily work lives and highlighting the benefits of a diverse and inclusive workplace.

Another significant challenge was measuring the impact of our DE&I initiatives. To overcome this, we established clear metrics and implemented regular reporting to track our progress and make data-driven adjustments as needed. This approach ensured that we could assess the effectiveness of our efforts and continuously improve our strategies.

Ensuring diverse representation in leadership roles also presented a challenge. To tackle this, we introduced mentorship and sponsorship programs designed to support the career growth of underrepresented employees. These programs have been instrumental in providing the guidance and opportunities necessary for diverse talent to advance into leadership positions. Through these efforts, we've made significant strides in creating a more inclusive and equitable workplace.

Our commitment to inclusive hiring not only promotes a balanced and equitable work environment but also enhances our overall organizational performance and innovation.

INTERVIEW

Witnessing individuals from diverse backgrounds thrive and make significant contributions is immensely rewarding.

Q: DEI efforts often involve addressing unconscious biases. How do you promote awareness and combat biases within your organization?

and objective decision-making. These tools help us identify and mitigate biases, promoting a more equitable environment.

To address unconscious biases within our organization, we prioritize education and proactive measures. Our Employee Resource Groups (ERGs) play a crucial role in this effort by organizing interactive workshops and webinars led by industry leaders. These sessions include real-life scenarios and experience-sharing, making the engagement more impactful and relatable for our employees.

By fostering a culture of awareness and providing practical tools to recognize and combat biases, we strive to create a more inclusive and fair workplace at RCG.

Additionally, we have integrated bias checkers into our hiring and promotion processes to ensure fair

Q: What brings you the most fulfilment in your role as a Diversity, Equity, and Inclusion leader?

The most fulfilling aspect of my role as a Diversity, Equity, and Inclusion leader is witnessing the positive impact our DE&I initiatives have on

DIVERSITY, EQUITY & INCLUSION AWARDS 2024 employees' lives and careers. It is immensely rewarding to see individuals from diverse backgrounds thrive, feel valued, and make significant contributions to the organization. I take great pride in fostering an inclusive culture where everyone feels a sense of belonging and can reach their full potential.

Additionally, knowing that our efforts advance equity and inclusion both within and outside the workplace provides a deep sense of fulfilment and purpose to my work.

Q: Lastly, what is the message that you have for our readers?

Diversity, Equity, and Inclusion are fundamental values that drive organizational success and innovation. At RCG, our DE&I initiatives are deeply rooted in education, awareness, and proactive measures to combat unconscious biases. Through interactive workshops, webinars, and integrated bias checkers in our hiring and promotion processes, we strive to create a fair and inclusive workplace.

The most gratifying part of my role as a DE&I leader is seeing the positive impact of these initiatives on employees' lives and careers. Witnessing individuals from diverse backgrounds thrive and make significant contributions is immensely rewarding. It brings a deep sense of fulfilment knowing our efforts advance equity and inclusion both within and outside the workplace.

I encourage everyone to champion DE&I values in their personal and professional lives. Embracing these principles creates a more vibrant, creative, and resilient workforce. Small actions can lead to significant change, and together, we can build a world where everyone feels valued, respected, and empowered to achieve their fullest potential.

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