DE&I MAGAZINE BY HRAI

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

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 organizations. 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

C O N T E N T S

VOICE

CONCEPTUALIZED BY: THEME PARTNER:

NINA NAIR, SENIOR VICE PRESIDENT AND HRD HEAD, INDIA & AMERICAS, [24]7.AI

AMIT DAS, DIRECTOR HR & CHRO, (TIMES OF INDIA GROUP)

PUSHKAR KUMAR, CHRO, CAIRN OIL & GAS

MUKTA ARORA, MANAGING DIRECTOR, ELANCO INNOVATION AND ALLIANCE CENTRE, INDIA (IAC)

HINDUSTAN UNILEVER

NEHA DIXIT, VICE PRESIDENTHUMAN RESOURCES, SIMPL

VENKAT SWAROOP, ASSOCIATE DIRECTOR, TEKWISSEN SONIA ALMEIDA SOARES, DIRECTOR

DEEPALI BHARDWAJ, REGIONAL HUMAN RESOURCES DIRECTOR SOUTH WEST ASIA, IHG HOTELS & RESORTS

MEENAKSHI DAGAR, CFO- INDIA, LENOVO & BHAVYA MISRA, DIRECTOR & HEAD- HR, INDIA, LENOVO

DNYAN SHAH, SVP & GLOBAL HEAD –BPS, EMPLOYEE EXPERIENCE AND ENGAGEMENT, DEI, MPHASIS

HAPPY READING!

e 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 cultureand 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 cultureand compliance, fostering a positiveand 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 offersasuite of e-modules and workshops designed to sensitize employees, train managersand establish effective Internal Committees (ICs) to address sexual harassment issues They guide organizations through the process of setting up, and maintaining asafeand 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)

Rainmaker provides in-depth e-modules 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

CODE OF CONDUCT (COC)

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

PREVENTION OF INSIDER TRADING (PIT)

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

LEADERSHIP DEVELOPMENT

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

Many organizations today express their commitment to building diverse, equitable and inclusive workplaces However, despite their best intent, most struggle to translate this into meaningful impact

Even in workplaces that prioritize inclusion, Prevention of Sexual Harassment (PoSH) is most often considered just another compliance requirement Truly inclusive organizations, however, recognize the power of implementing the purpose and process of the PoSH Law to ensure that their workplaces are on the right path towards what truly matters creating safe, progressive and inclusive cultures

To that end, Rainmaker has launched its events vertical, Rainmaker AllInclusive, to help organizations transform the way they perceive PoSH and its role in fostering diverse, equitable and inclusive workplaces In April 2023, we hosted our first-ever Rainmaker All-Inclusive Symposium, which met with a resounding success Participants from different companies joined us with the aim to make their organizations safe and inclusive We also witnessed individuals attending, who aspired to become Rainmakercertified PoSH & Inclusion Practitioners, and solidify their commitment to promoting DEI (Diversity, Equity & Inclusion) and PoSH at the workplace

And now, in September 2023, we are back with the second edition of the much-requested symposium, this time in the capital city of Delhi Join us to learn from experts in DEI and PoSH on how you can make a tangible difference to your work environment, and transform your intent of creating a safe and inclusive workplace through visible impact Participants will learn how to create a culture of respect and inclusion, implement best people practices, conduct workshops on preventing sexual harassment from an inclusion perspective, and collaborate with senior leadership on crafting an action plan for the prevention of sexual harassment at the workplace We are also, once again, offering participants the opportunity to become Rainmaker-certified Inclusion & PoSH practitioners.

WHAT’S IN FOR YOU?

FOR INDIVIDUALS

An exclusive chance to become a Rainmaker-certified trainer, enabling you to earn a supplementary income while making a real impact

FOR CORPORATIONS

The opportunity to sponsor your employees' participation, fostering internal trainers, and ultimately reducing training expenses.

Insights from industry pioneers, unveiling best practices for nurturing an inclusive environment that champions DEI and PoSH

Interactive sessions, offering practical tools to cultivate a workplace that prioritizes respect and inclusivity

Engaging conversations and thought-provoking discussions that spark innovation in the realms of DEI and PoSH

The chance to become a Rainmaker-certified Inclusion and PoSH practitioner, equipping you to drive transformational change

SO REGISTER AT THE EARLIEST TO LEARN, SHARE AND GET INSPIRED!

WARDS2023A

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 the winning organizations 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.

THE JURY

The HR Association of India extends its heartfelt thanks to the esteemed Jury for their invaluable contributions during the Evaluation Process of the DE&I Awards 2023. Your dedication and expertise have played a pivotal role in ensuring fairness and excellence in our assessments and we deeply appreciate your support. Thank you for your continued partnership.

SENIOR VICE PRESIDENT AND HRD HEAD, INDIA & AMERICAS

NINA NAIR [24]7.AI

Nina Nair is Senior Vice President and Head of Human Resources Development (India & Americas) at [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

WE STRONGLY BELIEVE THAT A COLLABORATION OF UNIQUE INDIVIDUALS CREATES INVENTIVE SOLUTIONS

How do you ensure that DE&I efforts are not just box-ticking exercises but genuinely create a more inclusive and equitable workplace?

We at [24]7.ai firmly stand for every

individual's right to their identity and acknowledge the significance of diversity and inclusion. Our goal is to create a workplace where employees from diverse backgrounds are not only valued but also empowered

As we embrace progress and strive to create an inclusive world, we have implemented forward-thinking policies and fostered an inclusive culture within our organization. Our commitment towards this includes launching customized and innovative initiatives like

Shakti, an initiative to enhance the recruitment, development, and retention of our diverse workforce 737 women employees have undergone development programs in the last 12 months under this initiative.

[24]7 ai has a strong focus on retention initiatives in the organisation to help employees cope better with demands at the personal and professional levels These include:

A gender-neutral Parental leave and Adoption support policy

Gift of Time - An initiative at [24]7 ai where employees can ‘gift’ their leaves to colleagues in their time of need

Diversity Committee: has been constituted to work towards a strong diversity agenda through the year to ensure an equitable experience.

Policies to support new mothers

MaMate: a buddy programme for new mothers on maternity leave Baby Showers and Baby allowances Special cabs are provided for expecting moms throughout their term of pregnancy for a comfortable and safe commute Moms-to-be badges to ensure special care is given to the expectant mom during her course of pregnancy in the organization

These initiatives have helped us add 3200 to the workforce last year and take our gender diversity percentage to over 34%.

Men’s Mental Health Sessions: that help break stereotypes and encourage men to be open with their feelings and emotions

Targeted efforts towards LGBTQIA+ Inclusion, right from hiring, sensitization, development

Creating opportunities for PwDs (persons with disabilities)

Encouraging intergenerational diversity, diverse perspectives- thoughts, beliefs, interests etc have been our focus areas in our DEI charter

Could you share insights into your organization's current position and progress regarding the DE&I initiative?

We are constantly evolving in the DEI space in our organization and over the last few years we have seen a significant positive shift towards acceptance, awareness, learning and opportunities

OUR DIVERSITY EFFORTS AND STRATEGIC PLANS HAVE FETCHED US ACCOLADES IN THE INDUSTRY FROM PRESTIGIOUS BODIES LIKE UN WOMEN, GREAT PLACE TO WORK (TOP 50 & TOP 100 FOR 5 YEARS IN A ROW), HERKEY, HRAI ETC.

Some key initiatives that have helped us increase the number of women in our workforce to over a third include:

Women-focused hiring drives: we have partnered with several channel partners such as Aspire For Her, women NGOs, women-only colleges, to extend outreach to women candidates in tier 2&3 cities and offer them jobs

Building a leadership pipeline of women leaders with our award winning development program -Womenable

Aspire: A programme with flexi modules on demand like overcoming self-limiting beliefs and enhances holistic development for women

Infact, we pride ourselves in the fact that we have received validation from our employees regarding many of our initiatives through a survey conducted recently

Annual DEI Survey in May 2023 showed remarkable results though employee voice;

95% of our employees felt we are a diverse and an inclusive workplace

89% of our employees felt a sense of belonging at [24]7 ai

78% of our employees wanted to be Diversity champions for their respective programs across sites

Industry partnerships and media engagements to inspire action internally and externally

Breaking stereotypes and unconscious bias through regular interventions, certification programs and a Strong Code of Conduct framework

Learning programs for awareness and sensitization of LGBTQIA+ inclusion

A strong Execution and Governance Framework along with setting up a dedicated DEI owner and team within the HR function: G L I M P S E S

85% of our employees said they were aware of our DEI App that consistently posts newsletter, communique, events and awareness mailers

Our clear focus in the past years has been to make our organisation gender diverse and inclusive We strongly believe that a collaboration of unique individuals creates inventive solutions

This is why we at [24]7 ai aim to create an Equitable workplace that is flexible, supportive and rewarding so that our employees are happy at work. Our focus on gender diversity has helped us ensure that over a third of our workforce is women and even our senior leadership team comprises women who hold key positions across varied teams

Where do you envision taking the organization in terms of fostering a more inclusive and diverse workplace in the coming years?

At [24]7 ai, we believe that creating a safe and inclusive workspace that promotes fun, excellence, and learning is the bedrock of a happy organisation

By prioritising employee engagement and community integration in our offices, we create an environment where our employees feel valued, supported, and inspired to achieve greatness together We firmly believe that a highly engaged workforce contributes to increased success and productivity. We will remain committed to engaging and recognizing employees through events and celebrations year long, to ensure our employees are motivated, driven and able to grow with us

[24]7 ai strongly supports community building Our initiatives, whether on educating children, empowering women, skilling youth or rehabilitating the elderly, have been addressing issues and challenges that we as a society face today. Through our initiatives, we would like to not only make an impact at the grassroot levels but also inculcate in our teams a sense of purpose towards a larger cause that helps in building a more inclusive and equitable society

In addition to this, [24]7 ai implements various LGBTQIA+ initiatives to cultivate a work environment that welcomes, values, I respects, and listens to all employees thereby creating a gender neutral culture. These initiatives prioritise maintaining employee dignity, confidentiality, independence, integration, and equal opportunities The company also ensures necessary accommodations are provided for individuals with special needs including those with disabilities

Overall, we aim to create a culture where every employee feels safe, valued, included and can voice views with the courage of conviction

Susmita Malik, VP HR, India helped to design and launch SHAKTI , the gender diversity program at [24]7.ai denoting divine feminine energy. The Shakti program rests on 3 critical pillars - Hiring, Development and Retention of women.

She also initiated the launch of the Global LGBTQIA+ and Allies Network that brings in our colleagues from the community and their allies and supporters from across the world to discuss issues, actions and best practices

With over 3 decades of experience in HR, DEI and CSR she was instrumental in setting up the DEI department that is responsible for driving a powerful execution charter for this program for the organization

Harini Krisshnan, took over as the DEI and Industry partnerships leader and in a short span of time was able to scale the DEI charter and goals to the next level of success.

The gender diversity ratio in the organization has seen a steady and consistent increase. So has the engagement and participation in the Global LGBTQIA+ and Allies Network Her commitment and passion have created a cascading effect in creating awareness and normalization of our DEI efforts

Our Organizational Development team, HR Business partners and the DEI Committee have been true champions of diversity in driving the agenda for us at [24].ai.

AWARDS2023

How do you ensure that DE&I efforts are not just box-ticking exercises but genuinely create a more inclusive and equitable workplace?

At BCCL (Times of India Group)

Group), we strongly believe in a diverse and inclusive work culture This belief came from the fact that both our Consumers (Readers) and our Customers (Advertisers) are diverse and they seek the diverse. To better understand our customers, we need a workforce that’s as diverse as they are Under the ‘BCCL (Times of India Group) D&I Framework’ we are focused on building a Culture of Inclusion that encourages:

Appreciating “Differences of Opinion”, truly valuing and exploring what makes them different

“Empowering employees” by respecting them and providing for a safe, positive, and nurturing environment

Promoting Gender diversity that will enable us to stay relevant and successful Our objective is to promote the ‘Power of Women’ by bringing more meaning in her

personal and professional life, while adding significant value to the organisation

In our endeavour to enhance and build the gender diversity, in the last few years, we at BCCL (Times of India Group) have focused on – Build, Inspire, Engage and Applaud:

·Build – Building Awareness around D&I at the workplace

·Inspire – Creating opportunities for Women colleagues to network and learn from one another Engage – Encourage participation in our women centric clubs and through D&I Women Ambassadors Applaud – Platforms for recognition and celebration for colleagues going the extra mile.

Could you share insights into your organization's current position and progress regarding the DE&I initiative?

At BCCL (Times of India Group), our DE&I initiative has made significant strides, impacting our Workforce, Organization Culture, & society at large Key insights of our progress include:

1.Growing Diversity: Our commitment to promoting gender diversity has resulted in a more balanced workforce We are proud to report an increase in the Diversity Ratio across all levels within the organization

2.Empowered Women: The "Club of XtraOrdinary Women", which is a community created by & for our women colleagues, has become a vibrant community of over 700 women colleagues from diverse locations and functions, fostering a culture of empowerment, collaboration, and continuous learning

3 Inclusive Policies: Our womenfriendly workplace policies, such as the Employee Bonding Policy, Redressal of Sexual Harassment, and Maternity & Adoption Leave Benefits along with Creche facilities, have significantly

OUR PROGRESS PROVES THAT DE&I IS A LIVED REALITY AT BCCL (TIMES OF INDIA GROUP), FOSTERING AN INCLUSIVE WORKPLACE, EMPOWERING WOMEN, AND STRENGTHENING OUR SENSE OF COMMUNITY.

A seasoned HR professional, Amit Das, has over 34 years of experience of working in Senior Leadership roles at various professionally managed, large MNCs & reputed Indian organizations His experience spans across diverse business sectors with organisations like Tata Motors,CESC Ltd, Britannia Industries Ltd, Taj Group of Hotels, Vodafone, RPG Group and Reliance Group

An alumnus of the Kellogg’s School of Management, Amit currently holds the position of Director-HR & CHRO, BCCL (The Times of India Group), which is one of India’s most diversified &profitable media conglomerate

Amit is a prominent & respected Global HR leader, who has been constantly recognized and rewarded for his professional contributions by several Organisations and Management Associations across the globe He is a part of many Advisory Boards & Governing CouncilMember in severalreputed Corporates & Educational Institutions across the world

Amit has also been a key member of the Empowered Expert Committee (EEC) under Ministry of Social Justice & Empowerment, wherein he was nominated by the Govt of India to create & manage an Electronic Employment Exchange platform for senior citizens named SACRED (Senior Able Citizens Re-employment in Dignity)

Amit has also been nominated by the Govt of India tobe part of the CII B20 Taskforce in India’s Presidency for G20 on Future of Work Skilling & Mobility for mapping & aligning Future Jobs, Technology & Employability, Skilling, Re-skilling & Upskilling, and International Mobilityof Skilled workforce

A regular speaker at reputed HR Forums, Colleges and Management Institutes across the globe, Amit is a fitness enthusiast, avid reader, and a continuous learner in today's integrated, multi-cultural & diverse ecosystem

AMIT DAS

DIRECTOR HR & CHRO,

BCCL (TIMES OF INDIA GROUP)

impacted in creating a women-friendly workplace This has motivated our women colleagues to look forward to return to the workplace post their maternity period.

4.Impactful CSR Initiatives: Our commitment to ‘Empowering women’ extends beyond our workplace We have been able to engage over 200 employees across genders to volunteer for initiatives under our ‘Bennett Touch’ CSR umbrella, to uplift women in society & contribute towards a positive change

Our progress proves that DE&I is a lived reality at BCCL (Times of India Group), fostering an inclusive workplace, empowering women, and strengthening our sense of community We will continue with our endeavour for a more inclusive and equitable workplace

Where do you envision taking the organization in terms of fostering a more inclusive and diverse workplace in the coming years?

In the coming years, our vision for a more inclusive and diverse workplace at BCCL (Times of India Group) is built on three pillars:

Sustained Focus: DE&I initiatives will remain integral to our organization's DNA, reflected in actions and policies

Scalability and Reach: Expanding the "Club of XtraOrdinary Women" and "ELEVATE" (diversity hire Job postings) program while engaging diverse talent across locations and functions

Intersectionality: Adopting an inclusive approach, recognizing diversity beyond gender, catering to unique needs and experiences

We aim to foster leadership and allyship, encouraging active support for DE&I and promoting collaboration We will also leverage technology enablers to create platforms for more participation from our employees, take data driven decisions & track success of our efforts around DEI.

Our Vision is to continue our leadership & set new benchmarks around DEI, not only for the media industry, but for the entire business community.

We at Bennett Coleman & Co. Ltd. are truly delighted to be recognized with DE&I Award. This recognition underscores our unwavering commitment to fostering a workplace that embraces and celebrates diversity in all its forms

This award is a testament to the dedicated efforts of our teams, who have tirelessly worked towards creating an environment where every voice is heard, and every individual is valued for their contributions.

We extend our heartfelt gratitude to our leaders who have actively engaged with clubs, sharing their experiences and insights, and fostering a culture of mentorship and growth.

From the launch of initiatives like the "Club of XtraOrdinary Women" and the "ELEVATE" program to the implementation of inclusive policies, we have embarked on a journey that goes beyond rhetoric – a journey that embodies our core values.

Our commitment to Diversity, Equity, and Inclusion goes beyond the workplace It is a commitment to fostering positive change in our society, reflected in initiatives like the "SHE unLTD. Awards" and impactful CSR endeavours. We firmly believe that a more inclusive world begins within our own organization and ripples outward.

This award is a reflection of the passion, dedication, and collaborative spirit that define us As we receive this recognition, we reiterate our pledge to continue pushing boundaries, learning, growing, and evolving Our journey towards a more inclusive future is a journey we take together – as a united team dedicated to making a meaningful difference.

We extend our heartfelt gratitude to all who have contributed to this achievement, and we look forward to a future where diversity is celebrated, equality is embraced, and inclusion is a way of life.

CAIRN 'S COMMITMENT TO DE&I ISN'T JUST A POLICY; IT 'S A CORE VALUE.

PUSHKAR KUMAR

CHIEF HUMAN RESOURCES OFFICER (CHRO), CAIRN OIL & GAS

Pushkar Kumar serves as the esteemed Chief Human Resources Officer (CHRO) at Cairn, where he orchestrates a transformative human capital strategy With a career spanning over two decades, Pushkar's expertise lies in crafting peoplecentric approaches that align with business growth His visionary leadership has propelled Cairn's commitment to gender diversity, advocating for equitable representation at all organizational levels

Pushkar's strategic prowess is evident in his innovative talent development initiatives, designed to empower employees and shape a culture of continuous learning His passion for creating an inclusive workplace amplifies the importance of diversity, making him a driving force behind Cairn's journey towards a more equitable future

How do you ensure that DE&I efforts are not just box-ticking exercises but genuinely create a more inclusive and equitable workplace?

Pushkar Kumar, CHRO of

Cairn Oil & Gas, emphasizes that diversity, equity, and inclusion (DE&I) efforts transcend checkboxes, underlining a commitment to celebrating each individual's uniqueness Guided by key principles:

a Leadership Buy-In: Senior leaders' active involvement, integration of diversity goals into KPIs, and regular communication underscore DE&I's strategic importance

b. Data-Driven Approach: Workforce assessments, pay equity audits, and retention analysis enable tailored interventions to address disparities effectively.

c. Inclusive Policies: Designed collaboratively, policies supporting new and expecting mothers and flexible work arrangements prioritize employees' diverse needs

d Training and Awareness: Regular workshops combat biases and stereotypes, fostering empathy and inclusivity

Could you share insights into your organization's current position and progress regarding the DE&I initiative?

Progress-wise, Cairn consistently increases women's representation across roles, exceeding 30% female campus hires for five years. Advancements in leadership roles align with their 40% women in leadership target by 2030 Their policies supporting working mothers enhance retention and demonstrate a commitment to work-life balance and gender equality

Where do you envision taking the organization in terms of fostering a more inclusive and diverse workplace in the coming years?

In the future, Cairn envisions continued efforts towards fostering a truly inclusive and diverse workplace:

a. Leadership Representation: Aiming for 40% women in leadership by 2030, they focus on identifying, grooming, and supporting talented women.

b. Inclusive Culture: Integrating DE&I principles into daily operations, communication, and decision-making for a more inclusive environment

c Collaboration: Partnering with external entities to advance gender equality beyond organizational boundaries

d. Transparency: Regularly sharing progress, challenges, and plans maintains a high level of accountability

Cairn's commitment to DE&I isn't just a policy; it's a core value Their journey signifies that true inclusivity transcends numbers, creating an environment where every individual can thrive The organization's proud progress underscores their excitement for the future a more inclusive and diverse workplace

Empowering Gender Equality in the Oil & Gas Sector: Recognizing the importance of diversity and inclusion, Cairn Oil & Gas is committed to promoting gender equality and empowering women, contributing to national progress and fostering opportunities for all

Diverse Recruitment and Equal Opportunities:

Aiming to ensure gender balance, we implement gender-neutral job advertisements and diverse recruitment panels, undergo bias-awareness training for fair assessment, and partner with Avatar and other agencies for hiring

Targeted Outreach and Lateral Hiring:

Our outreach efforts encompass partnerships with educational institutions, participation in women-focused career fairs, and targeted programs to bring diverse leaders on board, enhancing gender representation across technical, operations, and enabling functions

Leadership Placement and Campus Hiring: We embed gender diversity targets within KPIs, ensuring 10% Management in Place for women candidates With a consistent focus on campus hiring, we have exceeded our goal, achieving 34% women hires in 2022.

Retention with Comprehensive Policies: Cairn is dedicated to retaining women talent through policies catering to maternity support, flexi work, sabbaticals, cab facilities, and crèche reimbursement, fostering an inclusive environment

Advancement with Clear Career Pathways: We facilitate women's career progression through mentoring, coaching, talent identification, and succession planning processes, ensuring equal opportunities and leadership roles

Inclusive Workshops and Leadership Programs: Cairn's Gender Intelligence and Leadership Program (GIL) focuses on diversity acceptance and management, while Leadership Initiative for Excellence (LIFE) nurtures women leaders through workshops, e-learning, and mentoring

Fostering a Gender-Inclusive Culture: We conduct regular workshops to address unconscious biases and discriminatory behaviors, while our senior leaders champion gender diversity initiatives, demonstrating inclusive behaviors and embedding diversity considerations in decisionmaking

Open Dialogue and Work-Life Balance:

Encouraging open dialogue, we offer flexible work arrangements, parental leave policies, and support programs that cater to diverse needs, promoting work-life balance

Community Engagement: Nandghar Initiative: We extend gender advancement initiatives to communities through Nandghar, a network of modern crèches partnering with the Ministry of Women and Child Development, promoting education, healthcare, and skill development for women

Cairn Oil & Gas remains steadfast in its commitment to gender equality, inclusion, and diversity, both within the organization and beyond.

Bhawna Choudhary has been an instrumental force in spearheading gender diversity initiatives at Cairn Oil & Gas. With her visionary leadership and unwavering dedication, she has catalysed significant progress in fostering an inclusive work environment Bhawna's strategic guidance has led to the implementation of pioneering policies, targeted outreach programs, and leadership development initiatives that have resulted in a substantial increase in women's representation across the organization Bhawna is seamlessly assisted by her colleague, Shreya, whose collaborative spirit amplifies their joint efforts in driving gender diversity initiatives at Cairn Oil & Gas.

Bhawna Choudhary is a seasoned professional and an influential figure as the Head of Talent Management at Cairn With over two decades of experience, she has honed a remarkable ability to identify, nurture, and empower talent across diverse domains Bhawna is renowned for her strategic acumen in aligning human capital initiatives with organizational goals Her commitment to gender diversity is evident through innovative programs she spearheads, aiming to create an inclusive work environment Bhawna's leadership has fostered a culture where individuals are empowered to contribute optimally, regardless of gender, making her an inspiring advocate for equality

Shreya Aggarwal, as the Manager of Talent Management at Cairn, embodies a dynamic blend of innovation and empathy With a passion for nurturing potential, she curates learning experiences that bridge skills gaps and fuel professional growth Shreya's commitment to gender diversity is palpable through her role as a mentor for aspiring women leaders within the organization Her initiatives encourage dialogue around gender equality and provide avenues for skill-building Shreya's leadership echoes Cairn's commitment to fostering a balanced and diverse workforce, showcasing her dedication to creating opportunities that transcend gender boundaries

BHAWNA CHOUDHARY, HEAD, TALENT MANAGEMENT CAIRN OIL & GAS

SHREYA AGGARWAL, MANAGER , TALENT MANAGEMENT CAIRN OIL & GAS

AWARDS2023

IN FOSTERING A WORKPLACE CULTURE, IT'S PARAMOUNT THAT EVERY EMPLOYEE FEELS SAFE AND EMPOWERED. THIS EMPOWERMENT NOT ONLY BRINGS OWNERSHIP OF OUTCOMES AT THE GRASSROOT LEVEL, BUT ALSO ENABLES EMPLOYEES TO BECOME THE BEST VERSIONS OF THEMSELVES, AS THEY SPREAD

How do you ensure that DE&I efforts are not just box-ticking exercises but genuinely create a more inclusive and equitable workplace?

For us at Elanco IAC, diversity is a given

What we focus on is creating an equitable and Inclusive workplace culture that becomes the foundation for any program to succeed. The programs are the pillars built on this solid foundation to create the outcomes we desire

We are all committed to creating a Speak up culture in the organisation, so that employees feel safe and secure to speak up about the roblems or exclusions that they are facing nd what support they need to integrate well n the organisation. From the orientation of ew employees to

MUKTA ARORA

MANAGING

DIRECTOR, ELANCO INNOVATION AND ALLIANCE CENTRE, INDIA

(IAC)

the hypercare 30-day, 60ay, and 90-day connects, to the quarterly onnects from then on, the focus remains n encouraging employees to speak up about the changes we need to bring to the company This sets the foundation for a culture of continuous improvement and an expectation that the leadership is keen to hear ideas for improvement. We also conduct psychological safety sessions regularly to educate employees and leaders on the need to speak up, listen, and act

From various engagement opportunities to robust feedback mechanisms, we empower employees to own the culture

Mukta Arora, Managing Director, Elanco Innovation and Alliance Centre, India,

has a keen interest in the pharmaceutical sector With two decades of rich experience, she commands a diverse array of expertise spanning Strategy, HR, Learning and Development, Sales, Marketing, Operations, and Business Development From crafting Eli Lilly's successful Capability Centre to replicating triumph at Elanco's Innovation and Alliance Centre, Mukta stands as an inspiration to many Certified in Insights, Situational Leadership, and Mind Mapping, Mukta's leadership philosophy mirrors the wisdom of Stephen Covey

Mukta, esteemed in the industry, actively lends her contributions to OPPI, CII, and NASSCOM Serving as a leader within the Elanco Women's Network and the Elanco India Network, she fervently advocates for diversity, equity, and inclusion (DE&I) within the organisation

Under Mukta's leadership, the Elanco Innovation and Alliance Centre has grown exponentially with over 41% gender diversity; garnered several internal and external awards for its DE&I foundation and inclusive culture. She strongly believes in engaging hearts and minds to achieve business excellence As a leader, she strives to create a safe, equitable, and engaging culture that empowers talent to solve challenging problems and leave an indelible impact

Beyond work, she finds solace in family, gardening, golf, and travel.

Our Talent acquisition, talent development, and succession management Policies are based on the right principles of equity and inclusion

Our annual DE&I program is built upon a strong culture of acceptance, speaking up, and continuous improvement The month-long IDEATHON that we host to encourage employees to submit all pain points and new ideas for improvement and reward the top 20 ideas is another yearly boost to the foundation that we set Our DE&I pillars, which focus on specific subgroups of employees with special needs like PRIDE, YIPPEE (Young Parents Program for Elanco Employees)

EWN (Elanco Women Network), EYP (Elanco Young Professionals), and many more, help us create a supportive network within Elanco We have made special provision for all women with children who are less than a year old to work from home to balance the child's needs with their professional needs.

Additionally, we are actively creating awareness on allyship, which is a crucial step towards establishing sustainable DE&I practices

Could you share insights into your organization's current position and progress regarding the DE&I initiative?

We monitor ourselves on several parameters: the Voice of Employees, Voice of Customers, and Gender parity in our workforce, both in the employee group and the leadership We have created new standards here, and our organisation just won the Global DE&I award in Elanco

In addition, we also received external recognition through some industry awards. We feel we have made great progress and are on the right path

At IAC, women make up 45% of our leadership, and our gender diversity

stands at 41% We maintain an active Pride Employee Resource Group (ERG) and cultivate a culture that fosters safety and security for all genders Our initiatives include global Women Leadership Programs along with local Leadership Development Programs tailored for women

Furthermore, we have numerous mentoring and allyship initiatives that run throughout the year

Where do you envision taking the organization in terms of fostering a more inclusive and diverse workplace in the coming years?

Our Goal would be to make Elanco IAC a place where we don’t have to speak about diversity anymore It should become part of the fabric and an integral part of all decision making In fostering a workplace culture, it's paramount that every employee feels safe and empowered This empowerment not only brings ownership of outcomes at the grassroot level, but also enables employees to become the best versions of themselves, as they spread their wings to achieve the outcomes Once we create a more equitable place for all women, and other marginalised groups, we will set the ball rolling for a future to be built on these principles

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.

How do you ensure that DE&I efforts are not just box-ticking exercises but genuinely create a more inclusive and equitable workplace?

Recently our senior leaders immersed

themselves in an engaging experience as they had lunch at our Kidderpore factory with employees who represent a diverse workforce – members of the transgender community or persons with disabilities Amidst the whirring machinery and bustling activities, this lunch was interwoven with poignant life stories This interaction with employees who shared their journey of the last six months of being a part of our workforce encapsulates the very essence of our organizational ethos In their words, what they experienced was no less than a mosaic of stories coming together to create a meal that was unparalleled Their experience speaks volumes about our commitment to fostering a culture of acceptance and shared understanding

As India’s largest FMCG company, we believe it is our responsibility to champion inclusion, both within the organization and in society at large

We believe in taking an ecosystem approach and aim for our policies to change the lives of people We understand that our consumer base is incredibly diverse, comprising individuals from various backgrounds, cultures, and perspectives By embracing diversity within our workforce, we ensure that our teams reflect the rich tapestry of our consumers, enabling us to understand their unique needs and strengthen our ability to connect and build lasting relationships with them.

At Unilever, we are working towards creating an environment where everyone feels valued, respected, and empowered to bring their authentic selves to work Our approach is built on fostering a culture of deliberate inclusion and continuous improvement Here's how we ensure our DE&I efforts are meaningful and sustainable:

Brilliant Basics: We prioritize meaningful representation at all levels and areas of the organization, not just numbers Without compromising on meritocracy, we continue to measure success through representation amongst our new hires, internal promotions, pay

equity, and potential leadership successors In this journey, we have consistently listened to the valuable voices of our employees, making essential accommodations and changes in our processes and policies, as part of an ongoing journey This ensures that our progress is transparent and accountable

· Inclusive Policies & Practices: The fundamental and crucial initial action is to gain a deep understanding of individual dissimilarities. Our 23 equitable policies provide a foundation for a diverse workforce to thrive They create an enabling environment that respects individual needs and differences

· Leader-led, HR Facilitated: Our Leadership involvement is not just symbolic; it's substantive. Our ED&I agenda is led by the Management Committees and line leaders, and facilitated by HR, and not the other way round. Our leadership commitment is demonstrated through actions such as participation in leadership training and sensitization workshops, and continuous engagement with the ED&I council.

· Beyond Gender: We are committed to celebrating the distinctive contributions of all individuals, regardless of factors such as their background, disability, sexual orientation, or any other characteristic that sets them apart Employee-led forums like ProUd network, Womankind, etc. ensure that diverse groups actively contribute and have a voice in decision-making processes With an aim to be genderbalanced and have at least 5% representation of persons with disabilities, we are leaving no stone unturned

·Build Advocacy in the Nation: DE&I is not an isolated initiative; it's embedded in our business strategies All Unilever brands have embodied our vision to create an equitable future and actively communicate it through their actions We have had Clinic Plus raise its voice against domestic violence through its #MeriBetiStrong advertisements, Red Label’s Swad Apnepan Ka ad to promote a message of allyship for transgender persons, Kwality Wall’s project to enable employment for persons

with disabilities, and Dove’s ‘Stop the beauty test’ campaign challenged society’s beauty norms.

Could you share insights into your organization's current position and progress regarding the DE&I initiative?

HUL has made significant strides in its DE&I journey, reflecting our commitment to creating an inclusive and equitable workplace:

·Focus on Women: We have made strides in having meaningful representation of women from the boardroom to the shopfloor Over the past 10 years, we've increased the representation of women in managerial roles from 19% to 46% We’ve surpassed industry averages with 36% women in leadership roles Through initiatives like 'Project Ahilya', we've empowered over 1,000 Ahilyas (Female Sales Representatives) and

through ‘Project Shakti’, we’ve enrolled more than 1 9 lakh women microentrepreneurs

·PwD Inclusion: We've successfully integrated over 140 Persons with Disabilities (PwDs) into our workforce and have a successfully running ‘SAKSHAM’ internship program for PwDs.

·Industry Recognition: Our commitment to DE&I has been recognized through awards such as the PeopleFirst HR Excellence Awards for "Leading Practices" and being named an "Employer of Choice" by various surveys and organizations.

·Advocacy for the Nation & External Collaboration: Our collaborations with external organizations like FICCI and G20 Empower to exchange ideas and practices, contributing to a more inclusive workplace and society In addition to our domestic abuse policy, we have also raised our collective voice through project #Unmute and ClinicPlus advertisements #MeriBetiStrong to end the silence on domestic violence

Where do you envision taking the organization in terms of fostering a more inclusive and diverse workplace in the coming years?

In the coming years, HUL envisions further advancing its efforts to foster a more inclusive and diverse workplace by building upon its existing foundation Our vision for the future is driven by our #BELONG framework, and we are committed to continuously evolving and striving for greater equity through impactful initiatives

• Focus on Frontline: For us, ED&I extends beyond the boardroom all the way to the frontline With an ambitious target to make our Sumerpur factory a gender-balanced factory by 2025, we are steadfast in creating opportunities for women to thrive in traditionally male-dominated domains We shall introduce new initiatives that support diverse talent groups such as women on shopfloor, persons with disabilities and LGBTQ+. Our programs will be aimed to promote workplace accessibility, flexibility, and overall wellbeing

• Shift in Ecosystem: As a leader in the industry, our pursuit of equity does not stop with our workforce, it is aimed to reach our larger network We are committed to widening our reach through our outer core, creating a ripple effect of empowerment and economic growth in rural India With Project Ahilya and Project Shakti as our guiding beacons, we shall continue to open doors for diverse talent to join our ecosystem

• Voice of Advocacy in the Community: We will continue to leverage our influence to drive societal change. Project #Unmute is already gaining momentum targeted to touch at least 400000 lives, as we raise awareness, provide resources, and engage in conversations to support domestic abuse survivors and advocate for change. We stand committed to championing causes, collaborating with industry networks and creating a multiplier effect on inclusion will remain central to our efforts

How do you ensure that DE&I efforts are not just boxticking exercises but genuinely create a more inclusive and equitable workplace?

Acornerstone of our culture is our passion and commitment

to diversity, equity & inclusion (DE&I). It’s not just crucial to who we are, but also to how we work together and grow our business, and to the sense of belonging colleagues feel at IHG and the freedom to be themselves We are a business all about people, and together we create a diverse and inclusive culture that we know is increasingly valued by guests staying in our hotels, owners investing with us, and the talent of today and tomorrow who choose to join our team

Globally, our Journey to Tomorrow responsible business plan includes specific diversity, equity and inclusion targets to drive gender balance and a doubling of under-represented groups across our leadership; cultivate a culture of inclusion for our colleagues, owners and suppliers; support our colleagues in prioritising their own wellbeing and that of others; and drive respect for and advance human rights

To bring our commitment to life, locally, we have implemented initiatives such as launch of inclusion index as part of our employee engagement survey, implantation of our global inclusion and wellbeing week, availability of resources to support colleagues’ physical and mental wellbeing, leadership programmes such as RISE to support our female talent achieve their career ambitions, launch of lean in circles and more

Could you share insights into your organization's current position and progress regarding the DE&I initiative?

We have a comprehensive and sustained approach that ensures Diversity, Equity, and Inclusion (DE&I) is a way of life atIHG, and our leadership demonstrates genuine commitment towards our DE&I goals and initiatives

Amongst various local initiatives, we have flexible work arrangements and family-friendly policies to support worklife balance, so our colleagues are able to perform at their best We have unbiased hiring and promotion processes and have mandatory engaging and interactive trainings on important topics like unconscious bias, cultural competence, etc for all our colleagues We have also created channels for open and honest conversations on the subject, where colleagues are encouraged to share their experiences, concerns, and suggestions Additionally, we have policies to ensure fair pay and fair opportunities for growth for all our colleagues We believe and understand that DE&I is an ongoing journey and through our consistent efforts, we are committed to building a culture which truly represents diversity, equity and inclusion

Where do you envision taking the organization in terms of fostering a more inclusive and diverse workplace in the coming years?

As mentioned above, part of our Journey to Tomorrow global commitments, IHG will continue to drive the changes that champion a diverse culture where everyone can thrive, by:

• Driving gender balance and a doubling of underrepresented groups across our leadership

• Cultivating a culture of inclusion for our colleagues, owners and suppliers

• Supporting our colleagues in prioritizing their own wellbeing and that of others

• Driving respect for and advancing human rights

Through the right mix of policies, commitments and culture, we strive to be an even better organisation. And we will continue to celebrate diversity, learn from experiences and encourage different perspectives that bring the innovation and ideas needed to succeed as a global business and develop IHG and everyone within it

Deepali is a seasoned senior human resource professional, boasting over 20 years of diverse operational and change management expertise in both large organizations and startups Her track record spans industries such as Consumer Durables, Retail, and Not-for-Profit She excels in designing and restructuring, post-merger integration, performance management systems, and driving impactful change initiatives With a unique blend of strategic insight and hands-on execution, Deepali has led exponential revenue growth and positive bottom-line impacts alongside HR roles Her ability to envision, inspire, and build organizations and teams from scratch is noteworthy, while her broad experience allows her to provide comprehensive solutions across industries, geographies, and cultures Outside of work, Deepali is an adventurous, fun-loving individual with interests ranging from travel to art and nature Her personal aspiration is to create an inclusive environment that enables the success of all members of society

DEEPALI BHARDWAJ

REGIONAL HUMAN RESOURCES DIRECTOR SOUTH WEST ASIA

IHG HOTELS & RESORTS

We believe and understand that DE&I is an ongoing journey and through our consistent efforts, we are committed to building a culture which truly represents diversity, equity and inclusion

LENOVO PRIORITIZES EMPLOYEE ENGAGEMENT AND FOSTERS INCLUSION THROUGH OUR ANNUAL ENGAGEMENT SURVEY, LENOVO LISTENS.

MEENAKSHI DAGAR

CFO- INDIA LENOVO

Meenankshi is CFO for Lenovo India and leads the India finance team for Lenovo's International Sales Organisation (ISO). She brings in 19 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

AWARDS2023

How do you ensure that DE&I efforts are not just box-ticking exercises but genuinely create a more inclusive and equitable workplace?

Answered by Meenakshi Dagar:

At Lenovo, our vision, Smarter

Technology 'for All,' serv force behind our culture based and respectful eco firmly believe that true in when every individual's u perspective and experien and valued As a result, d inclusion (D&I) plays a p shaping our organization our employees, and impa communities we serve W strategic approach to cre values and embraces div at a time. By focusing on groups and creating sust we pave the way for a m workplace

All our efforts & practic have a strong Leadership

We have set up a Lenovo representing various dep the company so that we perspectives of our diver employees & communiti strong culture of accoun diversity where different diversity are sponsored b leaders across business groups

The WILL (Women in Lenovo Leadership) committee has representation from L&D, recruitment, business teams, finance and is led by India WILL Leader & HR Director We also commit a fixed % of revenue to support diversity initiatives

There is a structured cadence on WILL initiatives with business /region leaders to help the team reflect, realign, and track progress on programs. This helps enhance effectiveness of the initiative on ground

We take feedback from our employees through our annual engagement survey, Lenovo Listens This survey gathers valuable feedback on our D&I efforts and the results drive action plans and empower teams to address priority areas. This further enhances our commitment to a diverse and inclusive workplace

Could you share insights into your organization's current position and progress regarding the DE&I initiative?

Answered by Bhavya Misra:

We believe in looking at DEI holistically and addressing each aspect of it rather than focussing on only representation I believe this is what has made a difference and created a deeper level of ownership in Lenovo. In 2019, we conducted an exhaustive diversity analysis, delving deep into employee diversity, compensation fairness, benefits, CSR impact, and more The diversity analysis brought gender to the

affirming environment where everyone can thrive Our goal is to foster an atmosphere where all sexual identities are celebrated and embraced

Where do you envision taking the organization in terms of fostering a more inclusive and diverse workplace in the coming years?

Answered by Bhavya Misra:

At Lenovo, we want to create an inclusive workplace that celebrates differences. We envision ourselves to be

As a result of these efforts, we have seen a 2% growth YOY since 2020 in our Gender Representation which was 22.7% last year. We have 35% gender diversity in Leadership roles. We also create an impact in the community with these efforts. 44% unique employees engaged in philanthropic activities supporting diverse communities including women and under-served populations; Lenovo Motorola Skill Academy has trained 1900+ community women.

forefront as a priority area In response, we organized a leadership diversity workshop, where our leaders collaborated to identify avenues for improvement. The result was the establishment of the India Women in Lenovo (WIL) Chapter a platform committed to providing opportunities and support to ensure women thrive and reach their full potential WIL is a very active ERG that works on gender representation and inclusion initiatives

Building upon our success with gender diversity, Lenovo is taking a bold step this year to foster inclusion for all gender identities We are embarking on a new agenda to build allyship for the Pride community We recognize the unique challenges faced by LGBTQ+ individuals and are dedicated to creating an

be an organization that encourages diversity of thought and welcomes employees to bring their full authentic selves to work. While we will continue to work on gender, we will increasingly bring in other aspects of diversity as well We would like to build a balanced organization Lenovo has lways pursued a path of inclusion and we’re on our way to build a culture where our employees feel that they belong. With new research, data, and insights, we will continue to evolve our approach of building inclusive behaviors and fostering diverse and inclusive systems through increased accountability and training

Technology can and should be a positive catalyst for change and evolution Lenovo is channeling this capability to build a smarter future, where everyone thrives, together

OUR GOAL IS TO FOSTER AN ATMOSPHERE WHERE ALL SEXUAL IDENTITIES ARE CELEBRATED AND EMBRACED

BHAVYA MISRA

DIRECTOR & HEAD- HR, INDIA LENOVO

Bhavya is leading Lenovo India’s Human Resources Function She brings in 16+ years of enriching experience She has worked with a wide variety of HR functions like Business Partnering, Organization Design, Talent Acquisition, Manufacturing Plant HR Management, and Diversity and Inclusion She brings in an enriching experience and has worked with the likes of PepsiCo and Bharti Retail/Walmart in the past Bhavya is an MBA from Management Development Institute, Gurgaon, and a Physics graduate from St Stephen’s College, Delhi University

How do you ensure that DE&I efforts are not just box-ticking exercises but genuinely create a more inclusive and equitable workplace?

Acomprehensive and authentic

approach following a few key strategies will ensure that Diversity, Equity, and Inclusion (DE&I) efforts go beyond boxticking exercises and genuinely create a more inclusive and equitable workplace DE&I efforts must always start at the top with a deep commitment from the leadership Executives must communicate their dedication to the cause and consider themselves and others accountable for progress. Our core value is to lead by example and actively participate in DE&I initiatives and the messaging therefore is that of a sincere effort, this in turn resonates Leadership Promise and Accountability.

Communicate openly and transparently about DE&I initiatives, progress, and challenges Regularly share updates with employees and seek their input and feedback Transparency builds trust and engagement

Create channels for employees to provide feedback on DE&I initiatives and their experiences Periodically gather input through surveys, focus groups, and one-onone conversations Listen and Act on Feedback to drive meaningful change

Foster an inclusive culture where all employees feel valued and respected This can only be experienced on the floor between interactions amongst colleagues Encourage open dialogue, celebrate diversity, and address instances of bias or discrimination promptly and effectively

Policies and Practices to be made

Inclusive: Review, Benchmark and update HR policies, procedures, and practices to ensure they promote equity and inclusivity Implement unbiased hiring and promotion processes, offer flexible work arrangements, and address unconscious bias in performance evaluations

Awareness and Training: Should not be limited to an event but should be yearlong Conducting workshops, seminars, and resources that help raise awareness, develop cultural competency, and challenge biases

Leaders to go through a training to become inclusive and champion diversity, equity, and inclusion in their teams.

Inclusive Leadership skills should be a part of leadership development programs Establish and Support Employee Resource Groups (ERGs) that provide a platform for underrepresented groups to connect, share experiences, and contribute to the organization's DE&I efforts ERGs can serve as valuable sources of feedback and ideas and are comforting for the participating population

Partnerships and Community Engagement: Collaborate with external organizations, NGOs, and community groups that focus on diversity and inclusion Engaging with external partners can provide fresh perspectives and insights This also helps us benchmark our initiatives v/s what’s being practiced outside for bringing in improvements in the way that we interact and execute

Integrate DE&I efforts into the Organization's long-term Business Strategy rather than treating them as standalone initiatives Embed DE&I considerations into decision-making and have this reported to the board. What gets measured gets done We regularly collect and analyze data to assess the effectiveness of DE&I efforts. Monitoring metrics related to representation, employee satisfaction, advancement, and pay equity This Data Driven Approach helps to give a clear picture of where improvements are needed and guide decision-making on our march to being a fair and equitable employer

Accountability Metrics and Reporting: Set measurable DE&I goals and regularly report progress to stakeholders, both internally and externally Holding the organization accountable for achieving these goals reinforces the commitment to meaningful change

Creating a genuinely inclusive and equitable workplace requires

DNYAN SHAH

SVP & GLOBAL HEAD – BPS, EMPLOYEE EXPERIENCE AND ENGAGEMENT, DEI

MPHASIS

OUR JOURNEY TOWARDS A MORE INCLUSIVE AND DIVERSE WORKPLACE IS NOT A DESTINATION BUT AN ONGOING QUEST FOR PROGRESS.

Dnyan, a 29 years corporate HR veteran, excels in Operations, Strategizing, HR Business Partnering and Recruitment She's a pioneer in Employee Engagement & Experience, fostering a creative, inclusive culture She champions Inclusion and Diversity, hiring a transwoman in her team and leading by example along with benchmarking Mphasis' policies. During Covid her impactful initiative includes creation of 50+ gender neutral washrooms for employees with different sexual orientations Dnyan's versatile career spans MPHASIS, ZENSAR, MASTECH-UK, and HCC LIMITED, with roles from Sales to HR Consulting She's an Engagement Educator, Mentor, and Speaker, featured in "People Artists " Outside work, she's committed to social causes for education, disabled youth, juvenile reform etc Her accolades include industry recognition and internal awards for leadership

continuous and deliberate persistence, dedication, and willingness to adapt based on feedback and outcomes. It's a constant expedition requiring combined efforts of all employees and leaders

Could you share insights into your organization's current position and progress regarding

the DE&I initiative?

At Mphasis we are focused and very sure that we want to create an environment which is devoid of biases of any nature and that our employees feel most welcome and comfortable to work within a culture which promotes Fairness and Equity

We have laid down a few foundations on this journey and would like to share with you some of the initiatives rolled out in that direction

Knowing that any change in an organization has to be driven top down. We have created a DEI council headed by our Senior Executive leadership This council provides expertise and insights backed by their experiences that are crucial in shaping our policies, initiatives, and programs to create a more inclusive and equitable workplace that benefits everyone

Focus on Gender and People who are Differently Abled

At Mphasis we celebrate the unique and diverse background that everyone brings to the Mphasis family, and we strive to create an inclusive workplace where employees are appreciated for their individuality and therefore comfortable being their authentic self While there are several steps in this journey, we have picked two focus areas - Gender and Disability, around which several strategic initiatives have been designed

Gender Diversity: Equality is one of the most basic human rights. In the current corporate scenario gender diversity and equality has become a critical driver as it ensures a positive impact across the organization in more ways than what was presumed in the past At Mphasis we whole heartedly acknowledge this fact and are committed to nurturing a gender diverse and neutral work environment,

so that we can partner with our employees to bring their best self to work without any prejudice or judgements At Mphasis it’s not the gender but Talent that matters. Male, Female or people with different sexual orientations are welcomed in Mphasis if they have the talent which matches our requirement. For eg to ensure we hire People with different sexual orientation we provisioned for the most basic need of this group which is Gender neutral Washrooms Creating a workplace free of discrimination and promote humanity beyond our employee’s sexual orientation. 52 restrooms across our facilities were converted into gender neutral washrooms not just from a point of view of the LGBTQ+ community

Differently abled: Focused efforts to hire PWD’s has been made in the past 2 years The organization has invested in participating in mass as well as specific drives that cater to PWD hiring Special training program have been designed and executed from a DEI standpoint, such as recruiter sensitization training for hiring of persons with disability which focuses on the finer details that need to be kept in mind while hiring persons with disability

Ensuring inclusion for the PWD does not merely stop at hiring them It also requires considerable efforts to ensure the infrastructure readiness and availability of reasonable accommodations is taken into consideration even before they join in. Mphasis undertakes a complete facility audit of our offices at regular intervals to ensure we can plug the gaps and loopholes to help create a better work environment for our differently abled employees.

Metrics driven: With measurement comes accountability When it comes to data in terms of measuring our inclusion efforts, it is time to think beyond the platitudes of hiring numbers from the minority groups Especially in the digital age where the potential for sourcing a multitude of data is relatively simpler, there are various other metrics that help Mphasis benchmark its DEI efforts Our metrics revolve around Demographics, Generational diversity, Employee Turnover and retention efforts, Pay Parity study done regularly along with regular reporting to the Board and Senior leadership

every quarter on targets and deliverables.

Timely and yearlong awareness sessions: Regular training programs with Webinars and awareness sessions are conducted on various aspects of DEI to increase employee’s awareness of inequalities and bias and influence how they behave towards each other This helps in managers responding faster in a working relation with the DEI team and increases employee’s knowledge and awareness and the different approaches the organisation takes in matters pertaining to DEI

Womentoring Programs: Focus on mentoring and coaching women employees in the organization to take on leadership roles. These innovative development programs offer women with defined career objectives and have a unique opportunity where they are paired with a mentor who has an established career in the participant’s chosen field This helps them reach their individually designed career goals

Policies and procedures supporting causes: To eliminate undesirable behaviour among employees, we have zero tolerance policies such as Whistleblower, POSH and Anti-discrimination policy These policies help in creating safe and happy space for our employees to empower them to speak up and voice their opinions

Accommodation policies: At Mphasis are an essential aspect of creating an inclusive and supportive work environment. These policies are designed to ensure that employees with different needs, including those related to disabilities and sexual orientations, have equal opportunities and access to the workplace. Examples include providing reasonable accommodations to employees with disabilities, adhering to DEI calendar, parental leave, flexible work arrangements, adoption leave, providing options for preferred name and pronoun usage, genderneutral restrooms, providing accessibility aids, adjustable workstations, and flexible work hours for medical appointments We ensure that employees understand the process for requesting accommodation and the commitment to maintaining confidentiality Additionally, we have also been providing training and

education to managers and supervisors on these policies that help them effectively handle accommodation requests and foster an inclusive workplace.

Human rights : We are committed to upholding and promoting human rights in all aspects of our business operations We recognize the importance of respecting human rights and strive to integrate this commitment into every aspect of our operations

We recognize the inherent dignity, equality, and worth of every individual and strive to create a work environment that respects and protects human rights

Could you share insights into your organization's current position and progress regarding the DE&I initiative?

Our Vision for Fostering an Inclusive and Diverse Workplace:

In the years ahead, we envision our organization as a beacon of diversity, equity, and inclusion, setting new standards for fostering a workplace that reflects the richness of the global community we serve Our commitment to inclusivity will not only be a cornerstone of our culture but a driving force behind our innovation and success

4 Diverse Talent Infusion :

We will attract, develop, and retain a diverse range of talent by cultivating an ecosystem that fosters growth and inclusivity Our recruitment efforts will actively seek out individuals from underrepresented groups, ensuring our team is a reflection of the diverse world we live in

5. Continuous Learning and Unlearning:

Learning will be a lifelong journey We will provide ongoing education and development opportunities that challenge biases and broaden perspectives.

Our commitment to learning will extend to unlearning outdated practices that hinder inclusivity

6. Inclusive Business Impact:

Our commitment to diversity and inclusion will extend beyond our internal practices We will create products and services that cater to the needs of diverse communities, making a positive impact on a global scale

7. Partnerships and Advocacy:

We will actively collaborate with external organizations, community groups, and advocacy networks to drive systemic change Our influence will extend beyond our walls as we work collectively to create a more inclusive society

8. Visible Accountability:

We will set clear goals for diversity and inclusion, measuring progress transparently and regularly reporting to our employees and stakeholders. Accountability will be embedded in our strategies, ensuring that our efforts translate into tangible change

9. Empowerment and Amplification:

We will empower our employees to become champions of inclusion within and beyond the workplace Through initiatives like Employee Resource Groups (ERGs), we will amplify underrepresented voices and provide platforms for meaningful dialogue

1. Imbibe a sense of belonging:

Our organization will thrive on a culture where every employee, regardless of their background, feels a true sense of belonging We will celebrate the diverse tapestry of our workforce, creating an environment where individuals are respected, valued, and empowered to bring their authentic selves to work

2 Inclusive Leadership at All Levels:

Inclusive leadership will be the hallmark of our organization. Our leaders will lead by example, championing diversity in thought and action Through ongoing training and mentorship, our leadership team will embody the values of equity and respect, guiding our organization to new heights.

3. Teamwork and Empathy:

We will nurture a collaborative environment where employees come together, leveraging their unique perspectives to drive innovation and creativity Empathy will be at the core of our interactions, fostering a deep understanding of one another and enhancing teamwork

10. Create an effect that Continues: Our journey toward a more inclusive and diverse workplace is not a destination but an ongoing quest for progress By embracing diversity as a strength and equity as a principle, we will leave a lasting impact on our organization, industry, and the broader community.

In this vision, we see our organization as a driving force for change, fostering an environment where diversity and inclusion are not just ideals, but woven into the very fabric of who we are and how we operate.

Together, we will lead the way toward a more equitable and inclusive future.

DIXIT

S impl ness ership mpl tise gy, and key ure in the ke ing d and tices

How do you ensure that DE&I efforts are not just box-ticking exercises but genuinely create a more inclusive and equitable workplace?

At Simpl, our efforts towards being

being an inclusive workplace don’t stop at hiring a diverse set of individuals We focus on diversity, equity, and inclusion throughout the employee lifecycle by ensuring a good experience for all on a day-to-day basis Almost 37% of our employees are women with 32% of our leadership roles (Director and above) being held by women leaders across the teams

Our people policies are completely inclusive with all benefits extending to the members of the LGBTQIA+.

To name a few, we don’t have maternity and paternity leave, instead, we have “parental” leaves Also, under our insurance coverage, employees can add their live-in and same-sex partners as dependants Simpl employees can also add another set of parents as their dependents which helps many employees bring their in-laws under the safety coverage We also extended Miscarriage leaves to fathers, given the emotional toll and support they need to provide to their partner in these difficult times. Our pet care benefits along with family care benefits enable every employee to take care of their loved ones

Our policies are representative of our internal demographics and we keep on evolving as per the unique needs of our employees

Could you share insights into your organization's current position and progress regarding the DE&I initiative?

Our focus on DEI goes beyond the confinements of our office buildings, it’s more of an operating principle for us At Simpl, we strive for diversity, equity, and inclusion across the spectrum of our entire ecosystem. When it comes to doing business responsibly, we actively promote DEI with our merchants & external partners of different scales and sizes.

We have also built a community of over 600 D2C players, out of which approximately 17% are women entrepreneurs or small business owners, from all corners of the country.

We actively engage with them through in-person sessions called D2C Unlocked, learning sessions, etc to enable their e-commerce journeys These initiatives reinforce our commitment to being an inclusive business in a true sense Internally, our team comes from different backgrounds, regions, generations, genders, etc

Through policy infrastructure and continuous sensitization, we have built a workplace where everyone can bring their authentic selves to work Also, our annual engagement calendar has inclusion as one of the four key pillars Therefore, we celebrate DEI as one of the underlying themes in every event that we hold internally This has normalized conversations around inclusion at Simpl and has helped us mature as a sensitive community characterized by allyship and mutual respect for all

Where do you envision taking the organization in terms of fostering a more inclusive and diverse workplace in the coming years?

In the coming few years, our focus will shift towards making DEI a completely employee-driven responsibility at Simpl We are already working towards setting up infrastructure that enables employees to take ownership of DEI at Simpl For instance, this pride month we launched our #ColourfullySimpl campaign that celebrated the freedom of self-expression for every Simpl employee. This proved to be a remarkable starting point in terms of allyship for the members of the LGBTQIA+ community at Simpl

To keep the momentum, in the coming time, our focus will be towards creating employee resource groups that can act as think tanks for various DEI initiatives targeted towards women, members of the LGBTQIA+ community, PWD, etc We will also continue on strengthening our people policy infrastructure by building initiatives for underrepresented groups. Also, we will keep on driving the agenda of DEI through our D2C community and interactions with other players of our extended ecosystem

To keep the momentum, in the coming time, our focus will be towards creating employee resource groups that can act as think tanks for various DEI initiatives.

How do you ensure that DE&I efforts are not just box-ticking exercises but genuinely create a more inclusive and equitable workplace?

We are committed to creating

a diverse, equitable, and inclusive workplace for all of its employees We believe that a diverse workforce is essential to our success as a company, as it allows us to bring different perspectives to the table and create better products and services for our users

We have implemented a number of programs to ensure that our employees are compensated fairly, regardless of their gender, race, or ethnicity

However, we know that there is still more work to be done We are committed to continuing our progress on DE&I and making a more welcoming and inclusive workplace for all. Here are some of the key areas where we are focused on making further progress:

• Recruitment and hiring: We are working to increase the number of women and underrepresented minorities who apply for and are hired into our company We are also working to create a more inclusive hiring process that is free of unconscious bias

• Retention and advancement: We are working to create a more inclusive workplace where all employees feel valued and supported We are also working to ensure that women and underrepresented minorities have the same opportunities for advancement as their male counterparts

• Culture and leadership: We are working to create a more inclusive culture where everyone feels like they belong We are also working to develop more inclusive leaders who are committed to creating a diverse and inclusive workplace

We believe that DE&I is essential to our success as a company. We are committed to continuing our progress and making Tekwissen a more diverse, equitable, and inclusive workplace for all.

Could you share insights into your organization's current position and progress regarding the DE&I initiative?

My organization is committed to creating a diverse, equitable, and inclusive workplace for all employees. We believe that diversity of thought and perspective is essential for innovation and creativity, and we are committed to creating an environment where everyone feels welcome, respected, and valued

Venkat J Swaroop, an accomplished Talent Acquisition Pro with a decade's experience, leads global teams at Tekwissen Group. Prioritizing trust, growth, and collaboration, he excels in rapid engineering and knowledge-sharing With strengths in strategy, communication, and key accounts, he's managed diverse Staff Augmentation projects and 300+ member teams. Renowned for crosscultural recruitment, he evolves HR expertise, garnering honors like "Top 100 Influential Leaders 2023," "40 Under 40" by HRAI, Glaze Iconic Awards 2023, and "World's Best Recruiters" 2021 - RChilli Venkat fosters mindful, growthoriented environments valuing people Connect for collaboration

In recent years, we have made significant progress in our DE&I efforts We have increased the diversity of our workforce, and we have implemented a number of initiatives to create a more equitable and inclusive workplace

Here are some of the specific things we have done to advance our DE&I efforts:

WE BELIEVE THAT INCLUSIVE LEADERSHIP IS ESSENTIAL TO CREATING A MORE INCLUSIVE WORKPLACE.

VENKAT SWAROOP

TEKWISSEN ASSOCIATE DIRECTOR

• We have created a diversity and inclusion council that is made up of employees from all levels of the organization. This council is responsible for developing and implementing our DE&I initiatives

• We have conducted a diversity and inclusion audit to assess our current position and identify areas where we can make improvements

• We have implemented unconscious bias training for all employees This training helps employees to understand their own biases and how they can impact their interactions with others

We have developed a set of metrics that we use to track our progress, and we regularly review these metrics to make sure that we are on track.

We know that there is still more work to be done, but we are proud of the progress we have made in recent years We are committed to continuing our efforts to create a diverse, equitable, and inclusive workplace for all employees

Where do you envision taking the organization in terms of fostering a more inclusive and diverse workplace in the coming years?

Ienvision Tekwissen taking the following steps to foster a more inclusive and diverse workplace in the coming years:

• Continue to increase the representation of women and underrepresented minorities in our workforce We have made significant progress in recent years, but there is

still more work to be done We will continue to focus on recruiting and hiring more women and underrepresented minorities

• Address unconscious bias in our hiring and promotion practices. We know that unconscious bias can play a role in who we hire and promote, and we are committed to addressing this issue We will continue to develop and implement training programs that help our employees to become more aware of their own biases and to make more equitable decisions

• Create a more inclusive culture where everyone feels like they belong We want Tekwissen to be a place where everyone feels like they can be themselves and reach their full potential

• Develop more inclusive leaders We believe that inclusive leadership is essential to creating a more inclusive workplace We will continue to develop and train our leaders on how to create a more inclusive environment and to support the success of all employees

We believe that these steps will help us to create a more inclusive and diverse workplace where everyone can thrive We are committed to this work, and we believe that it is essential to our success as a company

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SONIA

ALMEIDA SOARES

DIRECTOR INCLUSION & DIVERSITY & EMPLOYER

BRANDING

VOLVO GROUP INDIA

Sonia Almeida Soares is Director of Inclusion & Diversity (I&D), Employer Branding and HR Communications at Volvo Group in India

With over 17 years of rich and extensive experience and having worked across various HR roles and verticals and on global projects in a diverse set of esteemed MNCs such as Honeywell Technology Solutions, Praxair Inc (Linde Group) and now with Volvo Group

She is a strategic, innovative and action-oriented leader with demonstrated accomplishments and is instrumental in leading pioneering initiatives that resulted in an inclusive and diverse culture Her areas of specialties include Inclusion & Diversity, Leadership Development, Culture Transformation, Change Management, Employee Engagement, Talent Management, Employer Branding and HR Innovations thereby successfully improving performances in all the organizations that she has been associated with

Each day, Volvo Group strives to move the needle towards increased equity and equality because it is 'fair' and 'the right thing to do'

How do you ensure that DE&I efforts are not just box-ticking exercises but genuinely create a more inclusive and equitable workplace?

We are passionate about diversity!

Seriously, when we speak about Passion as a core value, we talk about how Volvo's diverse and inclusive work environment ignites our passion We are passionate about sharing ideas, discovering diverse perspectives and new cultures, developing beyond our limited view of the world or of our own abilities We create equitable leadership development opportunities and strive for 35-50% of each gender in all our teams. We have a global Diversity and Inclusion Head at the Global level, reporting into CHRO and we have DEI specialists and DEI networks across the organization

Our Global CEO also participates in DEI event like the Pride Parade, which sends across a strong message We have a constant endeavor to have broad based leadership team, globally and at countrylevel, consisting of different genders, nationalities, age, regions of India besides other diversities We have high commitment and focus from the Country Management Team on the Inclusion and Diversity agenda for the company and is reflected in their actions and words They

walk-the-talk Their commitment is also evident with their presence in all DEI related initiatives and programs and ensuring that all our people & culture practices – such as recruitment, reward, recognition, learning and growth - reflect our ambitions and support our commitment

Could you share insights into your organization's current position and progress regarding the DE&I initiative?

Each day, Volvo Group strives to move the needle towards increased equity and equality because it is 'fair' and 'the right thing to do' and essential for our business performance. We value and encourage different perspectives and strive for an inclusive and sustainable future for people, society, our customers, and our business Our organizational policies have made us an aspirational, safe, inclusive and engaging workplace for all diversities We recognize that any underlying systemic hurdles to creating a DEI culture need to be handled, our weaknesses to be identified and worked upon and our strengths to be sustained Employee engagement is prioritized to ensure everyone feels valued, respected, and included Our Inclusion and Diversity Council consisting of passionate and committed individuals from People and Culture and Business

play a pivotal role in bringing the company’s DEI vision to reality. We have progressed in our journey of inclusion of LGBTQ+, PwD, generational and regional diversities through various interventions be it sensitization and awareness programs, storytelling, and reinforcing of gender-neutral roles though inclusive policies like the gender-neutral parenting policies. Also,

to overcome the challenge of the gender diversity in commercial automotive sector, we looked at alternate talent pools through hiring of women who are on a break and having a 9-month program to build on their competence and bring them up to speed.

In the manufacturing area we hired women who are closest match and developed their skills in-house We have several Leadership programs like a year-long women leadership program working on shift in business,

champion and leadership mindsets, and host of other inclusion interventions to bring about an inclusive ecosystem

Where do you envision taking the organization in terms of fostering a more inclusive and diverse workplace in the coming years

We would want DEI to be more engrained in each and every colleague and be an integral part of everything that we do We believe that Inclusion & diversity boosts our performance Consciously or unconsciously, gender defines how we see ourselves and each other We want a gender-balanced culture, where grace and strength live side by side We want a mix of women and men and nonbinary people working together at all levels of the company Would love to have every team be gender balanced,

Special Mention:

with good mix of regional & cognitive diversities from various generations, irrespective of sexual orientation and gender identities and of course diverse abilities as well All kinds of diversities need to thrive together Policies and practices are continuously reviewed with time to make it inclusive and relevant to address changing needs of diverse employees. We would want our colleagues to reflect the same values of inclusion in the society as well and we encourage the same with progressive policies and practices For example, our Gender-neutral parenting policies enable them to practice equal parenting at home as well setting a good example for the future generations Embracing use of data and technological advancements, inclusive leadership walking the talk, leadership sponsorship, new ways of working are some of the ways to be even more inclusive and diverse

Amit Sharma, Deepak Gursahani, Dharmendra Pandey, Jane Rego, Jeeth Mithun

Serrao, Mehjabeen Parveez, Sowmya Rao, Sonia Almeida Soares, Seeja Sreedharan & Thushara Zacharias are a part of the Inclusion Diversity Council which is a cornerstone of the Inclusion and Diversity journey at Volvo Group India.

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