Cultivating Empathy at workplace

HRAI H R

A S S O C I A T I O N

O F

Magazine

I N D I A

C U L T I V A T I N G

EMPATHY A T

W O R K P L A C E

DEEPESH BAXI

GAGAN ARORA

HARJEET KHANDUJA

ABHAY MAHESHWARI

DR. SAGARIKA DEVBURMAN

DR. PRADYUMNA PANDEY

MARIA P WALLES

IRANI SRIVASTAVA ROY

SAKSHEE SUD

SARABJEET SACHAR

SONIA A SOARES

SURESH PUGALENTHI

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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.

In an era of fast-paced deliverables and evolving expectations, one quality remains timeless—empathy. It’s the invisible thread that weaves trust, strengthens teams, and fosters belonging. While skills and strategy fuel performance, it is empathy that humanizes it.

Cultivating empathy isn’t just about listening better or being kind—it’s about genuinely striving to understand perspectives different from our own. When leaders and colleagues approach interactions with compassion and curiosity, workplaces transform into ecosystems where people feel seen, heard, and valued.

This edition is a gentle nudge and a powerful reminder: in every meeting, every decision, and every email—empathy matters. Let’s lead not just with our minds, but also with our hearts.

Happy reading!

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CONTENTS:

ARTICLES 08

Empathy at Work: The Bridge Between Success and Humanity- By Deepesh Baxi

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Empathetic Communication: A Game Changer for Workplace Relationships- By Gagan Arora

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Cultivating Workplace Empathy: The Cornerstone of Inclusive Workplaces- By Harjeet Khanduja

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Empathy: The Undisputed Engine of the FutureReady Organization- By Irani Srivastava Roy

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Bridging the Empathy Deficit at workplaceBy Maria P Valles

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When Empathy Meets Ambition: The Quiet Courage of a Corporate WomanBy Dr. Sagarika Devburman

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Cultivating Workplace Empathy: A Leadership Imperative for the Modern OrganizationBY Dr. Pradyumna Pandey

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It’s Cool to Be Kind: How Empathy Transforms Workplace Culture- By Sakshee Sud

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Cultivating Workplace Empathy: The Leadership Imperative- By Sarabjeet Sachar

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From Transactions to Connections: The Power of Empathy at Work- By Sonia A Soares

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Leading with Heart: Cultivating Workplace Empathy- BY Suresh Pugalenthi

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Where Empathy Meets Economics By CA Abhay Maheshwari

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In a corporate ecosystem as diverse and dynamic as India’s, cultivating workplace empathy isn’t just a nice-to-have—it’s imperative.

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Empathy at Work: The Bridge Between Success and Humanity

BY DEEPESH BAXI In a fast-paced corporate environment in Bengaluru, Priya, an employee known for her stellar performance, began to struggle with meeting deadlines. Her manager, Rahul, noticed her declining productivity but failed to see the stress she was enduring. Only when Priya opened up about her father’s terminal illness did Rahul realize the need to offer support beyond professional boundaries. This marked a turning point—not just for Priya’s career but for Rahul as an empathetic leader. His understanding transformed the workplace atmosphere, proving how empathy builds resilient and motivated teams.

This story is emblematic of a deeper need across Indian corporates: cultivating empathy as a cornerstone of workplace culture.

The True Essence of Empathy Empathy is the ability to deeply understand and share the feelings of another person. It’s about walking in someone else’s shoes, not just observing their challenges from afar.

This is what sets empathy apart from

sympathy, which often feels like an external gesture of pity.

In workplaces, empathy means recognizing employees as human beings first—individuals with unique struggles, ambitions, and emotions. It’s about creating connections that go beyond transactions and performance metrics.

Misconceptions Empathy

and

Fear

Around

Empathy in leadership is often misunderstood as a sign of weakness or favoritism. Many leaders fear that being empathetic might hinder accountability or lead to emotional decision-making.

However, empathy doesn’t mean letting go of professional boundaries—it’s about harmonizing compassion with clear expectations. As Ratan Tata rightly said, “If you want to walk far, walk together.”

Empathy fosters collaboration and trust, enabling teams to achieve goals together 9 more effectively.

In reality, empathetic leaders inspire stronger commitment and better performance, proving that care and accountability can coexist seamlessly.

The Role of Empathetic Leaders Empathetic leaders set the tone for their workplace. Here’s how they create impactful change: Building a Culture of Trust: By genuinely understanding employees’ concerns, leaders inspire loyalty and openness.

Reducing Stress and Burnout: Leaders who recognize signs of exhaustion and offer support can prevent long-term damage to employee well-being.

Encouraging Innovation: An empathetic environment makes employees feel safe enough to share bold ideas.

Take two contrasting scenarios: Positive Example: A manager notices a team member struggling, offers assistance, and adjusts workloads to maintain both morale and productivity.

Negative Example: A manager dismisses concerns with “Leave your problems at home,” creating a culture of distrust and disengagement.

Clearly, empathy isn’t just the right thing to do—it’s also the smart thing to do.

How Organizations Can Foster Workplace Empathy Educate Leaders: Provide training on emotional intelligence and active listening.

Create Open Spaces: Encourage employees to voice their struggles without fear of judgment.

Prioritize Well-Being: Design policies

that support mental health, such as flexible hours or counseling programs.

Act on Feedback: Show employees that their voices matter by implementing meaningful changes based on their input.

Empathy isn’t just about reacting to challenges; it’s about proactively designing an environment where humanity thrives.

Conclusion: A Call to Action In a corporate ecosystem as diverse and dynamic as India’s, cultivating workplace empathy isn’t just a nice-to-have—it’s imperative. As Priya’s story shows, empathy can transform workplaces into thriving hubs of innovation and collaboration. It’s the glue that binds strategy with humanity, performance with purpose.

By embedding empathy into the organizational fabric, Indian corporates can unlock not just better performance but also more profound human connections. After all, a workplace that values emotions is one that inspires devotion.

So, let’s challenge the old norms and nurture workplaces where humanity takes center stage. Because at the end of the day, as Maya Angelou put it, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.

ABOUT THE AUTHOR Deepesh Baxi is a seasoned Finance and Strategy leader with 20+ years of experience across the UK and Asia in industries like Oil & Energy, FMCG, Infrastructure, and Biotechnology. With a strong foundation in Big 4 and global corporates, he has led strategic planning, performance management, risk, governance, and largescale transformations. Known for influencing executive decisions at Board and HQ levels, Deepesh excels in leading diverse teams and driving change across global markets.

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Empathetic Communication: A Game Changer for Workplace Relationships

BY GAGAN ARORA Workplace in India is undergoing significant transformation in today's fastpaced and competitive environment aligning with Industry 4.0 and the government's vision to position India as a global leader. However, this shift has led to various changes and challenges for the upcoming workforce due to a lack of necessary skills, training and effective leadership. Various reports have brought to light a concerning statistic: nearly one in four employees in India struggles to share their feelings or talk about stress, burnout, anxiety, or depression. Most of them remain silent due to the fear of being judged by colleagues or their leaders. This reluctance highlights a critical gap within organizations despite implementing mental health resources. This is because there is negligence towards the importance of cultivating workplace empathy, which is evident from the rising cases of poor worklife balance and mental health issues.

Organizations must navigate the complexities of life in metros by fostering a culture where employees feel understood and valued.

Cultivating empathy in the workplace isn’t just about providing them with leaves or special services; it’s also about dismantling the stigma surrounding mental health discussions. Organizations should establish a structured framework that encourages open dialogue, allowing employees to express their struggles freely. With this, organizations can transform the workplace into a haven for a more engaged and productive workforce. Renowned author and storyteller, Brené Brown shared his thoughts on empathy by stating, "Empathy is simply listening, holding space, withholding judgment, emotionally connecting, and communicating that incredibly healing message of 'You're not alone.” This quote highlights that leadership extends beyond mere management or direction; it involves supporting the workforce to thrive and boost their morale.

Why Cultivating Empathy is Crucial?

Builds Trust and Loyalty: Fostering employee engagement and loyalty is essential in today's workplace as it deepens the 12 connection to their work resulting in a

stronger commitment and loyalty to the organization. This dynamic step nurtures a robust relationship between staff and leadership, enhancing overall dedication.

Leaders who practice empathy enhance team collaboration and communication. By creating an environment where employees feel at ease voicing their opinions and concerns, these leaders pave the way for new ideas, transformations and innovations in the workforce. Employees feel valued where their perspective is honoured, contributing to a more cohesive and productive team environment.

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Improves Mental Well-being: As mentioned earlier, in an era marked by increasing mental health challenges, empathetic leadership and communication play a key role in supporting employee’s mental health.

By fostering a culture of understanding, leaders can provide a safe space for employees to seek assistance and achieve a healthy work-life balance. Empathetic leaders are often able to recognize early indicators of stress and burnout, allowing them to intervene and provide support before these issues escalate. Mental wellbeing and empathy are the drivers of the best workplace.

Well, these are just a few points that are being highlighted, however, communicating with empathy cultivates a workplace culture that embraces diverse viewpoints. Leaders who are attentive to the multifaceted needs and challenges of a varied workforce— especially in teams that are multicultural and multi-generational—create an inclusive environment. By welcoming the unique backgrounds and experiences of every employee, they help establish a culture where diversity is celebrated and every individual feels appreciated, regardless of their origins.

Building a Socially Responsible Workplace: Key Strategies for Success We all can speculate the reasons why we need empathetic conversations or changes in the organization but how can we create a socially secure workplace? Here are several strategies that can make a significant difference: Establishing Mentorship Programs: In our fast-paced corporate world, it’s essential to

promote ongoing growth for both employees and organizations. One effective method is establishing mentorship programs for the employees, where they can connect with experienced mentors in their fields. This can not only foster individual development but also drive organizational success. When employees receive guidance and support from seasoned professionals, they tend to be more engaged and committed to their roles, leading to improved retention rates.

This can also benefit the organization as they will be creating a team who are fully equipped and skilled as per the industry.

Emphasizing Mindful Leadership and Emotional Intelligence: One of the most important steps of all is equipping leaders with the necessary tools to effectively address their team's emotional and professional needs. Leaders must be empathetic towards their team, ensuring they act wisely and compassionately in their interactions.

BY FOSTERING A CULTURE OF UNDERSTANDING, LEADERS CAN PROVIDE A SAFE SPACE FOR EMPLOYEES TO SEEK ASSISTANCE AND ACHIEVE A HEALTHY WORK-LIFE BALANCE. 14

Offering Mental Health Support Services: While many companies have started adopting this strategy by providing employee assistance programs (EAPs), a lingering stigma surrounds seeking help. Organizations can combat this stigma by making mental health resources more visible and accessible, such as on-site counselling or designated mental health days to allow employees to recharge or take leaves after hustling days or projects.

Utilizing Third-Party Feedback Mechanisms: To gather genuine employee feedback, consider bringing in external facilitators or consultants, who can share the feedback without any hesitation. Employees are often more comfortable sharing sensitive information with a third party, allowing for anonymous and impartial analysis of their input. Utilizing these feedbacks, companies can improve better!

Conducting Regular Environmental Assessments: Consistent evaluation of the workplace environment is vital to ensure that recommended improvements are effectively implemented. Involving employees in these decision-making processes enhances their sense of ownership and bolsters a unified workplace culture. This presents a crucial opportunity to transform the corporate landscape into one that prioritizes a supportive environment. By fostering a nurturing ecosystem, leaders/organizations can ensure individuals thrive, innovative ideas are encouraged, and the pursuit of profit does not overshadow the fundamental principles of human dignity and well-being.

Some real-world examples of companies that have successfully cultivated empathy within their workplace cultures include Microsoft, Starbucks, Airbnb, Pinterest, and others. The positioning of these companies illustrates that cultivating empathy in the workplace not only benefits employees but also contributes to a more innovative, productive, and engaged workforce.

ABOUT THE AUTHOR

Gagan Arora, the Founder and President of Vertex Group, has created an impressive workplace that is ranked 19th among the 50 Most Innovative Companies across the globe.

With over 21 years of experience, Mr. Arora is known for his innovative vision and leadership.

Vertex Group operates in 7+ countries with a team of 4000+ employees, spanning across 60+ languages and industries. Mr. Arora serves as the Chairman of the Foreign Investors Council and holds the position of Trade Commissioner - India to Nigeria (IATC) and is also a member of the Forbes Technology Council. He is a 7-time winner of the ‘Best CEO’ award, and has also been facilitated with ‘40 under 40’ & ‘Asia’s Youngest Entrepreneur’. In just 7 years, Arora has successfully expanded Vertex Group to 7 countries, establishing himself as a global magnate and tech trailblazer.

His entrepreneurial spirit, dedication, and business acumen shine brightly, making him a pioneering entrepreneur and a true leader in his field.

Cultivating Workplace Empathy: The Cornerstone of Inclusive Workplaces

BY HARJEET KHANDUJA It was a Big meeting. The leadership team was in full attendance. Sales, finance, product, HR everyone was there to pitch a major client strategy.

Meera walked in quietly. She had just been promoted from analyst to associate manager. She was usually behind the scenes. This was her first time in the boardroom. She looked around. Every chair at the table was taken. Without a word, she moved to the back instinctively.

Raj, the business unit head, paused. Looked around. Moved his own chair aside and said, “Meera, come sit here. We need your insights upfront.”

Everyone noticed. Everyone shifted. A new chair was pulled in. And just like that, the room felt different.

That’s empathy.

Workplace empathy is the ability to understand, respect, and respond to the emotions and experiences of others. It

enables teams to collaborate across differences and drives cultures of inclusion and belonging.

Why Empathy Matters?

Take a deep breath and think of your best supervisor.

Now evaluate why your best supervisor was the best. You will realise why empathy matters. Empathy is not just a feel good factor for employees. Empathy has a business advantage. According to a study

by Catalyst, 76% of employees with highly empathetic leaders report being engaged, compared to only 32% with less empathetic leaders. Inclusion doesn’t happen with policies alone. It happens when people feel heard, seen, and supported. And that begins with empathy.

Empathetic leadership creates trust.

Leaders who show care and concern for employee well-being inspire loyalty and psychological safety. Google’s famous Project Aristotle research found that

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THE FUTURE BELONGS TO ORGANIZATIO NS THAT COMBINE THE INTELLIGENCE OF MACHINES WITH THE EMPATHY OF HUMANS.

psychological safety and the freedom to take risks and being vulnerable is the number one factor behind high-performing teams.

Satya Nadella, CEO of Microsoft, transformed the company’s culture by embedding empathy into leadership. He encouraged leaders to shift from “know-italls” to “learn-it-alls.” Microsoft’s market cap grew from $300 billion in 2014 to over $2.5 trillion by 2024.

When leaders lead performance follows.

with

empathy,

The AI effect As AI and automation reshape the workplace, Will empathy become obsolete?

While machines can analyze data, generate reports, and even mimic human conversation, they cannot feel. They cannot build trust. They cannot replace the human need for connection. In this evolving landscape, empathy becomes the essential human differentiator. Actually empathy will take center stage not as a soft skill, but as a strategic advantage.

The future belongs to organizations that combine the intelligence of machines with the empathy of humans. When we let technology handle the logic, and leaders bring the care, we create workplaces that are not only efficient but deeply human. In the age of AI, empathy isn’t becoming obsolete. It’s becoming indispensable.

Now we know that irrespective of technology advancements, workplace empathy will remain relevant. Here comes the real question. How to cultivate workplace empathy?

EMPATHY ISN’T A TRAIT, IT’S A SKILL. THAT MEANS IT CAN BE TAUGHT. How to cultivate Workplace Empathy?

You might be already doing it. However, creating Workplace Empathy is not a one time job. You have to make multiple TRIPS and revisit the fundamentals of your organization and the current practices.

TRIPS framework helps organizations to cultivate empathy culture.

Train on Empathy You must start with training. Empathy isn’t a trait, it’s a skill. That means it can be taught.

Companies like Salesforce and LinkedIn run dedicated training on emotional intelligence, inclusive leadership, and active listening. These sessions help managers understand their biases, listen with intention, and build deeper team connections. A 2023 study by the Center for Creative Leadership found that leaders with high empathy scores outperform others by 40% in managing diverse teams.

Recognize and Reward Empathy We have heard that what gets measured gets done. Organizations that embed empathy into performance metrics and values drive stronger engagement.

Rewarding the empathetic behaviours makes it easy to embed them in culture.

Adobe introduced a “Check-In” feedback model that emphasizes regular, human18

centered conversations instead of annual reviews. Managers are rated not just on results, but on how well they support and grow their teams. This shift has helped reduce attrition and boost employee morale.

Inclusive Policies Empathy cultivation also depends on how you design your systems. Are your policies inclusive? Are your communication styles accessible? Does your work model reflect real people’s lives? Spotify’s “Work from Anywhere” program is a prime example of empathetic policy-making.

It trusts employees to manage their work and wellbeing, regardless of geography. Similarly, Unilever built inclusive practices around parenting, caregiving, and mental health support all grounded in understanding diverse employee realities.

Priming Values and Behaviours You can write a slogan on the wall about Empathy. But that is not enough. You have to weave it into the organization’s values, language, and leadership behaviors.

Companies like Salesforce and LinkedIn have built empathy into their leadership principles, performance systems, and internal communications. At Salesforce, they cultivate “Ohana” culture. Ohana means Family in Hawaiian. Ohana culture emphasizes care, belonging, and stakeholder trust not just as slogans, but as daily practice.

Safe Space Creation The most crucial for cultivating an empathetic workplace is creation of psychologically safe environments. When employees know they can speak up without fear, they’re more likely to collaborate and contribute. Netflix is known for its radical transparency and a culture where

YOU CAN WRITE A SLOGAN ON THE WALL ABOUT EMPATHY. BUT THAT IS NOT ENOUGH. YOU HAVE TO WEAVE IT INTO THE ORGANIZATION’S VALUES, LANGUAGE, AND LEADERSHIP BEHAVIORS. employees are encouraged and even expected to speak their mind. Whether you're a new hire or a senior leader, you’re safe to challenge, question, or give direct feedback, even to the CEO. Bottom Line According to a Businessolver study, 92% of employees say empathy is undervalued in the workplace. Over 80% would stay longer with an empathetic employer. These numbers might give you an impression that empathy is a trend these days.

However, Empathy isn’t a trend. It’s a timeless skill, a strategic asset, and a cultural force. When leaders practice it, teams trust more, perform better, and grow together. That’s not just good leadership.

That’s the future we all deserve.

ABOUT THE AUTHOR Harjeet Khanduja is an international speaker, author, poet, influencer, inventor and an HR leader. He is also known as RK Laxman of Business. He is currently working as the Senior Vice President HR at Reliance Jio. He has 4 published patents and authored 7 bestseller books. Harjeet has been a LinkedIn Power Profile, TEDx speaker, Guest Faculty at IIM Ahmedabad, Board Member of Federation of World Academics, Global Thought Leader, Global Digital Ambassador. Harjeet features in Top 200 Global Leadership Voices and ET Top 20 HR Influencers.

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The antidote isn't simply more perks or better work-life balance; it's a fundamental shift in how we interact with each other.

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Empathy: The Undisputed Engine of the Future-Ready Organization

BY IRANI SRIVASTAVA ROY The modern workplace is a complex ecosystem. In an era defined by rapid technological advancements, global interconnectedness, and increasingly complex challenges, the traditional command-and-control paradigm is no longer sufficient. Success now hinges on collaboration, innovation, and the ability to navigate nuanced interpersonal dynamics.

This is where empathy becomes not just valuable, but essential.

The modern workplace can sometimes be a breeding ground for disconnection. Burnout, stress, and a pervasive sense of isolation are taking a toll on individuals and organizations alike. The antidote isn't simply more perks or better work-life balance; it's a fundamental shift in how we interact with each other.

Empathy—the ability to see beyond ourselves and truly understand the experiences of others—is the key to building a more human-centric workplace. It's the foundation upon which we can create cultures of trust, belonging, and mutual support, unlocking the full potential of every

individual and driving sustainable success.

Research by Businessolver reveals that 92% of employees believe empathetic employers are important, yet a staggering 96% feel companies need to do more. This empathy deficit represents a significant untapped opportunity for organizations to unlock human potential and drive transformative growth.

Building an Empathetic Ecosystem: A Strategic Imperative Cultivating empathy requires a strategic, multi-pronged approach, woven into the very fabric of the organization; touching every level, from individual interactions to systemic processes. It's not a one-off workshop or a superficial checklist, it's a fundamental shift in mindset and a commitment to creating a culture of understanding.

Leading with Human-Centric Approach Leadership sets the tone. Empathetic

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leaders don't simply manage tasks; they cultivate connections. They actively listen, seeking to understand the perspectives and experiences of their teams.

They demonstrate vulnerability, sharing their own challenges and creating space for others to do the same. This fosters psychological safety, the cornerstone of high-performing teams, as identified by Google's Project Aristotle. When individuals feel safe to express themselves, to take risks, and to challenge the status quo, innovation flourishes.

Empathetic leaders are committed to creating inclusive environments where every individual feels valued, respected, and empowered to contribute their unique talents. They actively seek out diverse perspectives, challenge biases, and advocate for equitable opportunities for all.

They understand that a diverse and inclusive team is not just a matter of social responsibility; it's a strategic advantage that fuels innovation and drives better business outcomes.

Emotional Intelligence: Equipping for the Human Landscape Emotional intelligence is the compass that guides us through the complexities of human interaction. It's the ability to not only recognize and understand our own emotions but also to perceive and respond effectively to the emotions of others. Targeted training programs can equip individuals with the skills to navigate challenging conversations, manage conflict constructively, and build stronger, more resilient relationships. This isn't about suppressing emotions; it's about harnessing their power to drive positive outcomes.

Leaders with high EQ are better equipped

to inspire, motivate, and connect with their teams. They can understand and respond to the emotional needs of their employees, fostering a sense of belonging and shared purpose.

Systemic Integration: Embedding Empathy in Every Process To truly cultivate an empathetic ecosystem, organizations must weave empathy into their very DNA, integrating it into every facet of the organizational structure and operational processes. It can't be a peripheral initiative or a well-meaning poster on the wall; it must be a lived value, reflected in every interaction, every decision, and every system.

This means moving beyond traditional skillsbased assessments and incorporating behavioral interviews, situational questions, and even emotional intelligence assessments into the hiring process. It also means prioritizing diversity and inclusion, recognizing that a diverse workforce brings a wider range of perspectives and experiences, enriching the empathetic capacity of the organization as a whole.

Prioritizing Diversity and Inclusion Diversity and inclusion are not just buzzwords; they are essential components of an empathetic ecosystem. Creating a workplace where individuals from all backgrounds feel valued, respected, and empowered to contribute their unique talents requires ongoing effort and a commitment to dismantling systemic biases.

This includes implementing inclusive leadership training, establishing employee resource groups, and fostering a culture of open dialogue around diversity and inclusion.

This means rethinking hiring practices, 22

prioritizing diversity and inclusion that acknowledge the realities of modern life. It means establishing robust feedback mechanisms that encourage open communication and foster a culture of continuous learning. It means investing in mentorship and coaching programs that empower individuals to connect, share experiences, and support each other's growth.

would stay longer with an organization that empathizes with their needs, indicating a strong correlation between empathy and retention.

Moreover, when employees feel understood, valued, and supported, they are more likely to invest their full potential in their work, driving innovation, improving performance, . and contributing to a positive and thriving organizational culture.

ORGANIZATIONS THAT INVEST IN CULTIVATING EMPATHY WILL NOT ONLY CREATE MORE INCLUSIVE AND FULFILLING WORKPLACES BUT ALSO GAIN A SIGNIFICANT COMPETITIVE ADVANTAGE.

Measuring the Impact: Demonstrating the ROI of Empathy Demonstrating the tangible impact of empathy initiatives requires a shift from anecdotal evidence to a data-driven approach. Moving beyond feel-good narratives, organizations must rigorously measure the return on investment (ROI) of empathy, showcasing its quantifiable impact on key business drivers. This involves tracking key performance indicators (KPIs) that directly correlate with organizational success, providing concrete evidence of empathy's influence and securing buy-in from stakeholders.

In today's fiercely competitive talent market, where skilled employees are highly sought after, this statistic underscores a critical strategic advantage for organizations that prioritize empathy. It reveals that empathy isn't just a "nice-to-have" but a crucial factor in attracting and retaining top talent.

Forbes highlights that 52% of employees

The Future of Work: Empathy as a Differentiator In a world increasingly shaped by automation and artificial intelligence, uniquely human skills like empathy become even more critical. Organizations that invest in cultivating empathy will not only create more inclusive and fulfilling workplaces but also gain a significant competitive advantage. They will attract and retain top talent, foster a culture of innovation, and build stronger relationships with customers and partners. The future of work is human, and empathy is the key to unlocking its full potential.

ABOUT THE AUTHOR Irani Srivastava Roy, Head of Human Resources - Signify, Greater India. An experienced HR professional with 23+ years in leadership, strategy consulting, and business partnering. Specializes in operating models, HR transformation, and M&A restructuring. Worked across global and regional organizations in Banking, Consumer Durables, Telecom, Retail, Defence, and Public Sector. Skilled in setting up HR, defining strategy, managing complex projects, and fostering people-driven cultures. Proficient in working across diverse cultures and managing stakeholders globally.

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Bridging the Empathy Deficit at workplace

BY MARIA P VALLES Workplace empathy is the ability to recognise, understand, and respond thoughtfully to the emotions of colleagues in a professional setting. It is both a head and heart skill that allows us to step into someone’s shoes while staying grounded in our roles. As someone who has spent two decades in human resources, I’ve seen how this seemingly soft skill can drive some of the hardest business outcomes.

Why empathy often gets left behind Despite its importance, empathy often gets sidelined. Time pressures and heavy workloads leave little space for emotional connection. Some leaders still equate empathy with weakness, worrying that it compromises performance. I once saw a senior leader scoff at an empathy initiative, calling it “coddling”—until rising attrition forced a change in mindset.

Bias and blind spots don’t help either. We may struggle to connect with experiences outside our own—especially across lines of race, gender, or ability. Without selfawareness, leaders can easily miss the

moments that call for empathy. And when those at the top don’t model it, it rarely trickles down.

Even the way we work today adds to the challenge. Remote and hybrid setups, while efficient, have stripped much of the nuance from our conversations. Body language is missed, tone is misread, and emotional cues often get lost behind screens. Staying empathetic in a digital world takes intention.

Why do we need empathy at workplace At its core, empathy builds trust. It creates the psychological safety that lets people speak up, share ideas, and surface concerns. I remember visiting a plant struggling with quality issues. A line worker admitted she was hesitant to point out process flaws. A new manager started each morning by asking the team what barriers they were facing—and just like that, the conversation shifted, and so did the results.

Empathetic leadership improves team 24 dynamics, helps resolve conflict, and fosters

AT ITS CORE, EMPATHY BUILDS TRUST. IT CREATES THE PSYCHOLOGICAL SAFETY THAT LETS PEOPLE SPEAK UP, SHARE IDEAS, AND SURFACE CONCERNS.

open communication. According to Harvard Business Publishing, empathy is a “superpower” that enables authentic leadership, deeper trust, and lasting influence.

It also underpins inclusion. When leaders acknowledge lived experiences across identities, they close racial and gender empathy gaps that otherwise erode trust.

I’ve facilitated difficult interdepartmental meetings that began with finger-pointing and ended in collaboration—simply because people felt heard.

Empathy boosts retention too. People stay where they feel seen and supported. I once spoke to a senior engineer who chose to leave for a smaller company with a lower salary. When I asked why, he said, “My new boss remembered my daughter’s name and asked about her recital. No one here has ever asked me anything personal in three years.” That moment said it all.

Beyond morale, empathy drives performance. Teams thrive when emotional safety is part of the culture—they take more creative risks, bounce back from setbacks, and stay engaged. It even helps combat burnout. When managers recognise signs of stress and respond with understanding, they create space for resilience to grow.

Cultivating workplace empathy Empathy isn’t just a trait—it’s a skill that can be developed. It starts with active listening.

Leaders who set aside devices and give their full attention often find that employees open up in new and meaningful ways.

Empathy should also be woven into performance feedback. When reviews are framed with care and future-focused

support, they feel less like evaluation and more like growth. I’ve seen leaders make powerful shifts simply by starting conversations with, “How are you feeling about this?” instead of diving straight into results.

Simple practices like emotional check-ins go a long way. One team I worked with began every meeting with a quick “how’s everyone doing?” It helped flag stress early and allowed for better support and resource sharing.

Flexibility is another powerful expression of empathy. Recognising that people have different personal needs—and adjusting accordingly—shows that employees are valued beyond their output.

Training plays a key role, too. Empathy should be part of leadership development and DEI programmes, especially when addressing gendered or racialised experiences.

Inclusion starts with awareness and grows through intentional action.

Even technology can help. Ethical use of digital tools to track sentiment can surface trends before they become problems. And within teams, peer empathy is just as vital.

When colleagues support each other, it creates a ripple effect of trust, collaboration, and better outcomes.

RECOGNISING THAT PEOPLE HAVE DIFFERENT PERSONAL NEEDS—AND ADJUSTING ACCORDINGLY— SHOWS THAT EMPLOYEES ARE VALUED BEYOND THEIR OUTPUT. 26

EMPATHY ISN’T ONE-SIZEFITS-ALL. IDENTITY AND BACKGROUND SHAPE HOW PEOPLE EXPERIENCE EMPATHY—AND WHETHER THEY RECEIVE IT AT ALL.

The case for empathy in numbers The impact is measurable. Empathetic leaders are 4.5 times more likely to be rated high performing. Employees with empathetic managers are more than twice as likely to stay. In cultures that prioritise empathy, job satisfaction rises by 22%, and creative ideation by 37%.

Cross-functional collaboration improves by 34%.

On the flip side, low-empathy environments see 2.7 times more conflict and 41% higher burnout rates in high-pressure roles.

A diversity lens on empathy Empathy isn’t one-size-fits-all. Identity and background shape how people experience empathy—and whether they receive it at all.

Women, for example, often face scrutiny for expressing emotion, while neurodivergent individuals may communicate distress in ways that aren’t always recognised.

I recall working with a talented analyst whose manager misread his lack of eye contact as avoidance during tough conversations. In reality, it was just his way of managing stress. With understanding came a much stronger working relationship.

Global teams also benefit from cultural

empathy. What feels honest in one context may come across as harsh in another. I’ve seen cross-border projects struggle until leaders adapted their communication styles to local norms. That’s why empathy training must be baked into DEI efforts—so leaders can better recognise, understand, and respond to the diverse emotional landscapes of their teams.

Looking ahead The future of work demands emotionally intelligent organisations. When we build empathy into the core of our people practices, we create workplaces where trust is strong, ideas are bold, and people feel like they truly belong.

It’s not just the right thing to do—it’s the smart thing to do. Because when people feel seen, businesses thrive.

ABOUT THE AUTHOR Maria joined Castrol in August 2003 and is currently the Vice President-People & Culture.

She has over 28 years of experience in human resource management and leadership, having worked across industries before joining Castrol India Limited.

Over the years in Castrol, Maria’s role has been focused on business partnering with a specialisation in Talent and Learning across levels, geographies, and complex environments.

Currently, she is leading the Castrol India people & culture agenda and works with the leadership team to support the delivery of strategic business plans as well as the modernisation and transformation of the 27 organisation.

When Empathy Meets Ambition: The Quiet Courage of a Corporate Woman

BY Dr. SAGARIKA DEVBURMAN

"The bird wishes to soar, yet the sky binds her wings with chains unseen. The river yearns to flow, yet the rocks whisper: ‘Not too fast, not too far.’"

The ambitious woman in the corporate world is like the poet’s bird—full of song, full of flight, yet restrained by invisible forces. She is celebrated for her work, but only to a point. She is encouraged to grow, but within predefined boundaries. Beyond them, she faces skepticism, resistance, and, at times, silent alienation.

There is a quiet grief in the heart of a woman who strives for excellence—not because she lacks ability, but because the world refuses to make space for her greatness.

The Unseen Struggles of the Corporate Woman A woman in pursuit of excellence must first battle a truth rarely spoken: the road ahead is not even. If a man works late, he is diligent. If a woman does the same, she is

selfish. If a man commands a room, he is a leader. If a woman does the same, she is intimidating.

Consider a high-ranking executive in a multinational corporation. Despite earning her position through tireless work, when a major project arose, her male colleagues hesitated. Instead of focusing on her skills, they questioned whether she could handle the stress and balance it with her "responsibilities" at home. A decision that should have been based on merit was clouded by bias.

Even in personal relationships, ambition is a double-edged sword. A successful woman is admired—but only within limits. A husband may want an independent wife, but not one whose success outshines his. A father may celebrate his daughter's achievements but still expect her to prioritize marriage over career. The unspoken message remains: work hard, but not too hard; succeed, but not too much.

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A Tragic Price for Brilliance Countless women have paid a great personal price for their brilliance. One such woman was a renowned psychologist, a woman whose passion for her work knew no bounds. Her mind illuminated the darkest corners of human understanding. Yet, when she fell gravely ill, her husband, unable to see beyond his own world, abandoned her.

She was admitted to a small clinic with limited resources. A misdiagnosis sealed her fate. She died.

This is not just one woman’s story; it is a tale repeated through history. Women are allowed to work, contribute, and be present —but when they dare to be exceptional, the support they deserve often crumbles.

The Paradox of Workplace Inclusion Organizations celebrate diversity.

Companies launch programs to empower women. Policies promote gender equality.

True inclusion is about allowing them to rise without resistance, lead without constant scrutiny, and be ambitious without judgment.

A McKinsey & Company study revealed that while women hold more entry-level corporate jobs than before, their representation drops sharply at senior levels.

Why? Because beyond a certain point, ambition in a woman is no longer seen as admirable—it is seen as threatening.

When Women Turn Against Women Internalized biases make some women the gatekeepers of outdated norms. Instead of uplifting each other, some women participate in the cycle of suppression.

A young entrepreneur once shared how, in her early career, it was senior female

colleagues—not men—who discouraged her most. “This is how things are,” they told her.

“You cannot change them.”

But change is inevitable.

How Can Women Thrive Despite These Challenges?

1. Redefine Success on Your Own Terms 2. Success is not just about titles—it is about fulfillment, growth, and owning one’s journey.

3. Build a Strong Support System 4. Seek mentors and allies who understand the struggle.

5. Speak Up and Take Space 6. A woman must not shrink herself to fit outdated moulds. She must take space, voice her ideas, and demand recognition—not as a privilege, but as a right.

7. Challenge the Narrative, One Step at a Time 8. Cultural and corporate shifts don’t happen overnight. But every voice raised in defiance adds to the chorus of change.

9. Normalize Women in Leadership- The goal is not to create exceptions but to make female excellence so common that it is no longer a subject of debate.

Leverage the Four Types of Power To thrive in the corporate world, women must strategically harness their power: • Expert Power: Build undeniable credibility through knowledge and results.

• Personal Power: Leverage authenticity and emotional intelligence to create influence and trust. Strong relationships open doors.

• Institutional Power: Navigate corporate structures, policies, and decision-making channels to drive meaningful change.

• Positional Power: Use leadership roles to lift others, creating a culture of inclusion.

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Additionally, women should master power under—a strategic approach of channeling resistance into collaboration. Instead of direct confrontation, match energy with allies and turn challenges into opportunities for collective success.

A Vision for the Future What if ambition and brilliance were not seen through the lens of gender, but through the lens of human potential?

Rabindranath Tagore once wrote: "Where the mind is without fear and the head is held high..."

Let that be the world we strive for—a world where talent is nurtured, where a woman’s drive is not seen as defiance but as the natural expression of her potential. A world where she does not have to shrink herself to be accepted, nor soften her voice to be heard.

A world where a husband takes pride in his wife’s achievements—not as an exception but as an expectation. Where a father raises his daughter to chase dreams, not just stability. Where workplaces recognize that leadership has no gender, and where a woman’s rise does not require silent sacrifices but is met with the same respect and support given to men.

For in the end, the river must flow—not cautiously, not hesitantly, but with the full force of its purpose. And no stone, no barrier, no unspoken rule should ever be enough to hold it back.

Instead, let the world reshape itself around the power of an unstoppable current.

ABOUT THE AUTHOR Dr. Sagarika Devburman—a global expert in Communication Coaching, Women’s Leadership, and Corporate Storytelling. As the founder of Beyond Communication, she helps organizations navigate complex conversations and drive transformation. An ISB alumna with a background in Chemistry, Management, and Psychotherapy, she created the Linguapsychospiritual™ Model of Communication—blending language, psychology, and spirituality. Known for high-stakes conflict resolution, including Naxalite negotiations, she was named “Best in Class Most Influential Business Communication Coach” in 2025—the only woman among five global awardees. A former Education Advisor to the University of London (LSE), Master trainer from Eka Academy Pvt. Ltd, and certified YLP (Youth Leadership Program) facilitator from TISS. She continues to empower professionals worldwide.

Cultivating Workplace Empathy: A Leadership Imperative for the Modern Organization

BY DR. PRADYUMNA PANDEY In the ever-evolving world of work, where digital acceleration, productivity metrics, and operational efficiency often take center stage, one quality continues to define truly successful organizations—empathy. While frequently perceived as a soft or emotional skill, empathy has become a strategic asset.

It shapes organizational culture, deepens trust, and creates the foundation for meaningful collaboration—especially in manufacturing settings where structure and discipline traditionally take precedence.

My own journey in the manufacturing sector has reinforced this belief time and again. I recall an incident from early in my HR career at a cement plant, where the shop floor dynamics were intense, and efficiency was the buzzword. One day, a machine operator —a quiet but consistent performer— requested a meeting. He wasn’t known to speak much, so his visit alone piqued my interest. What he shared surprised me. “Sir, I’ve completed my diploma in instrumentation through evening classes,” he said, a little nervously. “I want to contribute in a technical support role, if possible.”

It wasn’t just a request for a role change—it was a moment of trust. He had chosen to open up about his aspirations, hoping someone would listen beyond his job description. That day reminded me that every worker—regardless of grade or background—has untapped potential and personal ambitions. As HR professionals, and especially as leaders, we must listen deeply and respond with intent.

Empathy enables leaders to go beyond policy and protocol and truly engage with the human element of the workplace. It helps in capturing not just grievances, but aspirations. When leaders take the time to understand what drives each team member, and then build support structures around their growth—through internal mobility, skill development, or mentoring—they create a workplace where people feel genuinely valued.

But empathy doesn’t mean agreeing with everyone or avoiding tough conversations. It means being fully present—even when faced 32 with discomfort. I still remember a

WHEN PEOPLE FEEL SEEN, HEARD, AND VALUED, JOB SATISFACTION RISES, STRESS DECREASES, AND AUTHENTIC COLLABORATION THRIVES.

production supervisor once challenging a standard practice during a safety committee meeting. It was easy to dismiss his point as resistance. But taking a moment to truly hear him out revealed practical insights we had overlooked. That moment taught me a valuable lesson: empathy isn’t about being agreeable, it’s about being open. And that openness builds trust—the currency every effective leader deals in.

EMPLOYEES WHO FEEL HEARD AND SUPPORTED DON’T NEED TO BE PUSHED—THEY PULL THEMSELVES AND OTHERS TOWARD EXCELLENCE. Empathy must also be backed by a commitment to fairness, transparency, and inclusion. In a manufacturing environment where hierarchy can be sharp and routines rigid, it becomes even more important to create emotional safety. When people trust that they will be treated with respect, that their backgrounds won’t define their future, and that their voice matters regardless of their designation—they reciprocate with commitment, ownership, and performance.

Far from slowing down results, empathy accelerates them. It aligns people with purpose. Employees who feel heard and supported don’t need to be pushed—they pull themselves and others toward excellence. Whether on the factory floor, in the control room, or in the boardroom, empathy fuels a shared sense of pride and belonging.

Importantly, empathy is not a one-time act.

It is reflected in our everyday conduct—in the way we review performance, respond to feedback, manage conflict, and even in how

we greet someone walking in for the first shift. It is a leadership quality that isn’t taught in textbooks but earned through presence, humility, and action. In my years across shop floors and HR offices, one truth has remained constant: people don’t just want better facilities or fancier titles—they want to be understood.

They want leaders who not only notice their work, but also recognize their worth.

And when empathy is practiced with sincerity, it doesn’t just improve retention or engagement—it builds a culture that respects effort, nurtures potential, and celebrates human dignity.

Because in the end, a workplace where empathy thrives is not just efficient—it’s alive.

ABOUT THE AUTHOR Dr. Pradyumna Pandey is a seasoned HR leader with over 30 years of experience across top Indian and global companies like HERO Motocorp, Mother Dairy, ACC, Holcim, and JK Tyre. His expertise lies in strategic HR, OD, industrial relations, and managing diverse workforces.

Recognized as one of ETHRWorld’s 50 Thought Leaders of 2024, he is currently the Chairman of ISAB, Greater Noida, shaping future leaders and strengthening the education ecosystem.

Also a certified Happiness Coach, Dr. Pandey is passionate about well-being and inner transformation — blending boardroom insights with a purposedriven approach to people development.

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“What Am I?” THIS IS YOUR CHANCE TO WIN A GIFT VOUCHER OF INR 5000

THESE AREN’T JUST RIDDLES—THEY’RE REMINDERS OF WHAT TRULY CONNECTS US. READY TO DECODE THE POWER OF EMPATHY AT WORK?

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1️⃣ I care about how you feel, I listen, understand, and help you heal. At work or in life, I build the bond. With kindness and care, I go beyond.

What am I? ➡️ Hint: I’m the heart of human connection — I help people relate to one another.

2️⃣I make people feel heard and seen, Whether you're a boss or on the team.

I guide with heart, not just with rules. And treat others the way I’d want too.

What am I? ➡️ Hint: I’m a leadership style rooted in understanding people, not just performance.

3️⃣ When things go wrong, I help you cope, I don’t judge, I offer hope. I bring people closer every day— By hearing what they truly say.What am I? ➡️ Hint: I’m the skill of managing emotions — both yours and others’.

THE FIRST INDIVIDUAL TO EMAIL US THE RIGHT ANSWERS WILL WIN A VOUCHER AND WILL BE FEATURED IN THE UPCOMING EDITION. EMAIL US AT: TEAM@HRASSOCIATIONOFINDIA.COM 35

Where Empathy Meets Economics

BY CA ABHAY MAHESHWARI Abhay Maheshwari, Founder & CEO of ASM Wealth, is a Chartered Accountant and MBA from Indiana University in the US. He has over a decade of experience in the IT & Financial Services Sector and international experience having worked in the Private Equity space in Singapore. Abhay has been an active investor since his teenage years and already seen 2 full market cycles. Along with his team, he manages over 150 crore in investments across Mutual Funds and Direct Equities. Abhay's goal is to empower people by teaching them about personal finance so that they can choose the right strategies & advisors, while not getting carried away by false promises, narratives and misselling.

Abhay can be reached at 9892696758/9987675877 | Abhay.asmwealth@gmail.com

Cultivating Financial Empathy at Work: Solving the Invisible Stress Behind every smiling ID badge at work, there’s a personal story we don’t always see.

Some are juggling medical bills. Others are worrying about home loans, children’s education, or aging parents. Many carry these silent burdens into meetings, deadlines, and team discussions, without ever speaking a word about them.

If we want to create truly empathetic workplaces, maybe we need to pause and acknowledge this hidden layer of stress.

Financial worries don’t clock out when employees clock in. They travel with them and drain their focus, energy, and creativity.

Charlie Munger often said, “Invert, always invert.” If we want employees to be more engaged, productive, and innovative, perhaps we should first ask: What’s getting in their way today?

More often than we realize, the bottleneck lies in financial anxiety. A mind burdened by money troubles has very little space left for

problem-solving, collaboration, or leadership. It’s not a question of skills or commitment. It's a question of mental bandwidth.

Invert the problem again: If financial worries shrink an employee’s capacity, could financial security expand it?

Professor Alex Edmans’ landmark study on the “100 Best Companies to Work For” found that firms with high employee satisfaction, including strong financial support structures, outperformed the broader market by 2-4% per year over 25 years.

To put it in perspective: if two companies start with ₹100 crore in profits, one growing at 10% annually would reach around ₹1,083 crore in 25 years, while another growing at 13% would reach about ₹2,123 crore - nearly double. That small difference in annual growth doesn’t just add up; it multiplies.

Over time, culture and care become compounding’s greatest allies.

Financial empathy in the workplace starts

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with education, not judgment. Financial literacy workshops should be mainstream, meeting employees at different life stages, whether it’s budgeting help for a fresher, or retirement planning for a mid-career professional. It also means giving people the space to be vulnerable, and normalizing conversations about money without stigma or shame. Imagine a culture where asking for help with managing debt, choosing the right insurance product, or designing an investment strategy is seen as strength, not weakness.

But conversations must be backed by action.

Salary advances, access to trusted financial advisors, and retention during tough times are powerful signals: “We have your back.

We care about your future, not just your quarterly performance.”

During my time working in private equity, we were once considering investing in a company that created productivity tracking software - one installed on all employee laptops in their customers. On paper, it made sense: better monitoring, better outcomes. But the more we discussed it, the clearer it became that it felt coercive - any company using such a software on their employees would become an invigilator, not a partner or supporter. We realized the real problem was deeper than time-tracking or screen time; and this solution was treating only the symptoms rather than the disease.

Productivity isn't unlocked through surveillance. It is unlocked through trust, support, and removing invisible burdens like financial stress.

HR and leadership teams can quietly create a huge impact by being trained to recognize financial red flags such sudden absenteeism, burnout, frequent loan

requests. These can often be signals to offer discreet, respectful support when it’s most needed.

When companies do this, they de-bottleneck the mind-space of their people. Creativity and collaboration flows more freely.

Employees take greater ownership of their roles; not out of obligation, but because they feel seen, heard, and supported.

Over time, organizations that nurture this environment don’t just retain talent. They grow it. They create future leaders from within - people who know the culture and embody the values. They avoid the risk of hiring outsiders, who often struggle to adapt at that stage despite their skills and experience.

Cultivating financial empathy isn’t just about well-being.

It’s about building an organization where resilience, innovation, and leadership rise naturally from within.

Solve the invisible stresses, and you unlock 37 the visible potential!

EVENT CHRONICLES FT. TRANSFORMANCE

EVENTS

A NOTE FROM THE FOUNDER 1

2 At Transformance Forums, we are proud to present the Great Indian Corporate Communication Leaders Summit & Awards 2025, a platform that honors the strategic minds shaping narratives, building trust, and driving reputation in today’s complex communication landscape.

In an era defined by transparency, agility, and authenticity, corporate communication has emerged as a critical pillar of organizational success. This summit celebrates the leaders who are not just managing messages—but shaping meaning and impact.

We thank all participants for contributing to this dialogue and for exemplifying the future of communications leadership.

Warm regards, Abidali Dossa Founder, Transformance Forums

3

ESG Vision & Innovation Summit & Awards 2025

India’s Brightest Corporate Communication Minds Converge

ESG Vision & Innovation Summit & Awards 2025

The 6th Edition ESG Summit, hosted by Transformance Forums on April 10th at Hotel Royal Orchid, Bangalore, brought together the brightest minds in sustainability to shape the future of responsible business and impactful governance.

The 2nd Edition of the Great Indian Corporate Communication Leaders Summit & Awards hosted by Transformance Forums on April 24th, New Delhi, lit up the capital with insightful conversations, powerful networking, and a heartfelt celebration of excellence in corporate communication.

The 7th Edition ESG Summit, hosted by Transformance Forums on April 25th at Holiday Inn, New Delhi, brought together India’s top ESG leaders to spark conversations, showcase innovations, and honour trailblazers in sustainability and governance.

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For inquiries, partnership opportunities, or registration details, please contact: Team Transformance Forums tanvi@transformanceforums.com https://events.transformanceforums.com/3rd/corpcomm/sm/tm/

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1

ESG Vision & Innovation Summit & Awards 2025

TOP HIGHLIGHTS Santhosh Muzumdar, Johnson Controls: ESG leadership from the top Shrinivas Naik, Arvind Ltd: Data & tech for smarter sustainability Sridhar L., Bangalore Int'l Airport: Reports that go beyond compliance Mahesh Nagrajan, L&T Tech Services: CleanTech innovations for growth

PANEL DISCUSSIONS Role of procurement in green transformation Evolving sustainability regulations and supply chain strategies Sector-specific ESG indicators, including insights for the food industry

PARTNERS & JURY Co-Presenting: Benchmark Gensuite Knowledge Partner: Sustainext Platinum: StepChange Associate: Ricago Jury: Manoj Kumar Rustagi, JSW Cement

AWARDS WINNERS ESG Initiative to Improve EHS – Lauritz Knudsen Electrical & Automation ESG Consultancy of the Year – Dr. Kaushik Sridhar, Orka Advisory Plus, titles like Great Indian ESG Icon, CSR Icon, and Green Icon Next up: The Great Indian Recycling Summit & Awards 2025 driving circular economy leadership, recycling innovations, and sustainability in action.

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India’s Brightest Corporate Communication Minds Converge

TOP HIGHLIGHTS Akanksha Jain, Assistant Vice President – PR & Communications, Swiggy Sandeep Kumar, Group Head – Corporate Communications & PR, Epsilon Carbon Divya Puri, Vice President – Corporate Communications, DLF Limited

PANEL DISCUSSIONS The evolving role of corporate communications in a digital-first world Strategic stakeholder engagement Navigating the social media revolution Leveraging AI to amplify communication strategies Sustainability storytelling and responsible branding

SPONSORS Platinum Partner: Sociabble Associate Partner: Concept PR

AWARDS WINNERS Himank Tripathi, Baazi Game Priyan Garg, Cyril Amarchand Mangaldas Policybazaar Insurance Brokers Pvt. Ltd. SMFG India Credit PNB Housing Finance Ltd. Allianz Services Pvt. Ltd. FactSet Systems India Pvt. Ltd. Following its success in Delhi, the next edition of the summit will take place on June 19, 2025, in Mumbai.

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ESG Vision & Innovation Summit & Awards 2025

TOP HIGHLIGHTS Jogendra Singh, Hero Enterprise: Driving ESG from the top Tanu Sood, Mondelez: How tech and data are transforming ESG Keshav Singhal, Noida Intl. Airport: Making ESG reports strategic Vivek Prakash, Jubilant Ingrevia: CleanTech for real-world impact

PANEL DISCUSSIONS ESG leadership and board-level buy-in ESG reports beyond compliance Hands-on sessions on EPR, culture building, and emerging tech

PARTNERS & JURY SAM Corporate | StepChange | Credibl | CRIF Jury: Jogendra Singh, Hero Enterprise

AWARDS WINNERS Vijay Shekhar Sharma (Paytm): ESG Visionary of the Year Vijay Bindlish (Jindal Stainless): Sustainability Leader of the Year KEC International, Ratnamani Metals, Adar Poonawalla Clean City, and more recognized for game-changing ESG practices Up next: The Great Indian Recycling Summit & Awards 2025 – spotlighting circular economy champions, cutting-edge recycling tech, and sustainability in action.

WHAT OUR READERS THINK..

It’s Cool to Be Kind: How Empathy Transforms Workplace Culture

BY SAKSHEE SUD Have you ever noticed how a kind word, a listening ear, or simply acknowledging someone’s feelings can change the tone of an entire day? In today’s fast-paced and increasingly dispersed work environment, workplace empathy is emerging as one of the most essential skills we can nurture.

Barack Obama once famously quipped “Learning to stand in someone else’s shoes to see through their eyes, that’s how peace begins, and it’s up to you to make that happen. Empathy is a quality of character that can change the world.”

have or you just don’t. But the truth is, empathy is a skill that can be honed with practice. Think about it: just like learning to ride a bike or mastering a musical instrument, developing empathy involves understanding, practice, and sometimes even a bit of trial and error. It’s about opening your heart and mind to the experiences and emotions of others and finding common ground.

I’m sure all of us understand the classical textbook definition of stepping into someone’s shoes and understanding things from their perspective but is it something that only a hallowed few can do?

But why practice empathy in the first place?

As the saying goes, “it’s cool to be kind.”

When kindness is part of the everyday conversation, everyone benefits - especially in organizations that thrive on innovation and teamwork. When we commit to this level of engagement, we create a culture where everyone feels seen and valued.

Now let’s move on to another common misconception – Empathy is an HR imperative. Well, absolutely not!

Empathy Is a Skill, Not a Trait Many of us mistakenly believe that empathy is an innate talent - something you either

Beyond HR: Empathy is everyone’s business 44 For a long time, many organizations have

Now let’s understand empathy a little better, shall we?

Just like learning to ride a bike or mastering a musical instrument, developing empathy involves understanding, practice, and sometimes even a bit of trial and error.

viewed empathy as a “soft skill” best left to HR professionals or designated wellness teams. However, over time we have learnt that this isn’t true, empathy is a core responsibility of every individual. Whether you’re on the front lines of customer service, leading a large, dispersed sales team, or managing an entire department, showing genuine empathy fosters stronger connections and more collaborative environments.

Why Empathy Matters More Than Ever?

While geographically dispersed teams have existed for long remote workers have increased significantly given the advent of work from home and other flexi work options. With all these changes emerging in the way we work empathy has taken on an even greater significance.

Without the physical proximity of an office, miscommunications can easily arise, and employees may feel isolated or disconnected. In a dispersed workforce, the human touch that in-person interactions offer must be intentionally recreated.

Imagine trying to collaborate on a project without the small, seemingly insignificant moments of shared laughter or a quick chat by the water cooler. The absence of these daily interactions means that every email, video call, or instant message carries extra weight.

Leaders and team members must then put in extra effort to ensure that every interaction is grounded in empathy. This can be as simple as checking in on how a colleague is really doing or making sure that remote team members have a voice during meetings.

Empathy in a dispersed setting isn’t just

about avoiding misunderstandings—it’s also about building trust. When people feel that their managers and peers genuinely care about their well-being, they’re more likely to feel committed to the team’s overall success.

IN A DISPERSED WORKFORCE, THE HUMAN TOUCH THAT IN-PERSON INTERACTIONS OFFER MUST BE INTENTIONALLY RECREATED.

The Role of People Managers in Cultivating Empathy While empathy is a skill everyone should practice, people managers play a particularly pivotal role in nurturing it within their teams. Managers set the tone for the workplace culture; their approach to empathy can directly influence how comfortable team members feel in sharing their ideas, challenges, and successes.

Here’s how managers can lead the way: Role Modeling Empathy: Managers who demonstrate empathy in their interactions by actively listening, offering support, and showing vulnerability set a powerful example.

When leaders are open about their own

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challenges and emotions, it creates a safe space for others to do the same.

Providing Training: Sometimes, people simply need the right tools to express empathy. Having workshops or training sessions that focus on developing emotional intelligence, active listening, and conflict resolution skills can help.

Creating Open Channels of Communication: Encouraging regular one-on-one check-ins and team meetings where team members can share their feelings and ideas helps create an environment where empathy is practiced daily.

Recognizing Empathy in Action: Celebrating instances where empathy has made a difference, whether it’s a team member going above and beyond to help a colleague or a leader making a tough decision with the team’s wellbeing in mind reinforces the value of empathy.

Now, all this does seem like a daunting task but if you really think about it – its just 4 simple things that we are looking at.

Empathy in Action: 4 A’s of Empathy Awareness: Start by recognizing that every person brings a unique perspective and set of experiences to the table. Awareness is about tuning into these differences and acknowledging the emotions behind every interaction. It’s the first step towards building deeper connections.

Acknowledgment: Once you’re aware of someone’s emotional state or perspective, the next step is to acknowledge it. This might be as simple as saying, “I understand this must be challenging for you” or “Your feelings are completely valid.”

Action: It means stepping in to offer

support or making changes that address the needs of others. This could range from offering a helping hand on a challenging project to advocating for flexible work arrangements that better accommodate personal circumstances.

Advocacy: Speaking up for colleagues who might be struggling, championing policies that support work-life balance, or mentoring others on the importance of empathetic leadership.

Putting It All Together Cultivating empathy at work is more than just a feel-good initiative, it’s a strategic imperative.

In a world where remote work and digital communications are increasingly common, technology can feel isolating, empathy acts as the glue that holds teams together. It bridges the physical distance between colleagues and turns virtual interactions into genuine human connections.

So, the next time you’re navigating a tough conversation or simply checking in with a coworker, remember that small actions, grounded in genuine care, can work wonders!

ABOUT THE AUTHOR Sakshee Sud, Director and Head of HR at Beiersdorf (home of brands like Nivea, Hansaplast etc) , brings 15 years of diverse HR experience across BFSI, Pharma, IT, Telecom, and FMCG. An NIT Surat engineer and SIBM Pune MBA, she’s known for driving change, leading APAC teams, and building inclusive, high-performing cultures.

Recognized among HR100under40 and Top 24 DEI Leaders, she’s a travel enthusiast, mom, cat lover, and a passionate advocate 47 for stray animals.

Sympathy might offer a cup of tea or say, “At least you still have a job.”

Empathy, on the other hand, listens deeply. It acknowledges the other person’s reality and says, “That sounds difficult. Is there any way I can help?”

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Cultivating Workplace Empathy: The Leadership Imperative

BY SARABJEET SACHAR A few months ago, on a Saturday, I received an urgent request from a coaching client.

Naturally, I reached out to a team member who usually handles such tasks. There was no response. I tried again. Still nothing.

Finally, another colleague stepped in and resolved the issue.

Empathy is often confused with sympathy.

Sympathy might offer a cup of tea or say, “At least you still have a job.” Empathy, on the other hand, listens deeply. It acknowledges the other person’s reality and says, “That sounds difficult. Is there any way I can help?”

On Monday, the original team member called me back, her voice trembling. “I’m so sorry I couldn’t respond… my father was rushed to the ICU.” In that moment, work didn’t matter. I simply said, “It’s perfectly alright. Do you need any kind of help?”

That’s it. No reprimands. No backtracking.

Just presence.

Empathy isn’t about fixing things—it’s about making someone feel heard.

That is empathy. t’s not a grand gesture—it’s a quiet connection. A moment of humanity in a workplace driven by results.

Beyond Sympathy: The Real Role of Empathy

I asked Sunil Seth, Human Resource Director- South Asia, Dentsu International, a respected HR Leader to share according to him one most important thing that fosters empathy in a workplace to which he said – “The one thing which is the most important is EI ( Emotional intelligence).

This competence is so critical right from first time people leader to a seasoned senior leaders for any organisation. Why I say this is EI helps shape the mindsets of peoples.

Mindsets shape behaviour and behaviours cultivates culture of the organisation”.

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Why Empathy Matters—Now More Than Ever In today’s hybrid and virtual workplaces, connection is more fragile than ever. Trust isn’t built during meetings—it’s built in what happens between them. And empathy becomes the glue that holds highperforming teams together.

Empathy at work leads to: Higher retention—people stay where they feel seen.

Stronger performance—people contribute more when they feel safe.

Proactive engagement—leaders can intervene before performance dips or disconnection sets in.

As Simon Sinek aptly says, “Leadership is not about being in charge. It is about taking care of those in your charge.”

That’s the true north of empathetic leadership.

If we can bring that mindset into everyday interactions—even outside the workplace—it becomes easier to extend it to our teams.

WHEN WE STOP VIEWING SUCCESS AS A ZERO-SUM GAME, WE’RE MORE WILLING TO SUPPORT, NURTURE, AND DEVELOP THOSE AROUND US. Empathy and the CANI Mindset One major reason leaders struggle with empathy is because of a competitive, scarcity-driven mindset. We’re often taught to “beat the competition” or “be number one.”

Everyday Empathy: The Lift Moment Empathy doesn’t only belong in performance reviews or team check-ins. It’s in everyday moments.

Take this example: you’re waiting for a lift.

The doors open, and someone rushes in, pushing their child ahead and stepping in before anyone else can move. You have a choice—get irritated and mutter under your breath, or pause and think: Maybe they’ve had a rough morning. Maybe they’re running late for a critical meeting. Or maybe, that’s just who they are.

Empathy is choosing to understand over choosing to react.

But what if we shifted the lens?

What if, instead of competing with others, we focused on Constant And Never-ending Improvement (CANI)—our own growth, our own progress?

This shift fosters empathy. Because when we stop viewing success as a zero-sum game, we’re more willing to support, nurture, and develop those around us. We’re not threatened by others’ struggles or triumphs— we’re inspired to help.

How to Build Empathy in the Workplace The good news is that empathy is not a personality trait—it’s a skill. It can be practiced and developed, just like strategy or communication.

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1. Listen Deeply and Without Interruption When a team member shares something personal or professional, hold space. Ask, “What’s been weighing on you lately?” and then truly listen. Don’t jump in to solve.

2. Acknowledge the Whole Person Your team isn’t made up of just coders, analysts, or marketers—they’re also parents, siblings, caregivers, and community members. Recognize their full identity, not just their job title.

3. Use Empathetic Language Rather than, “Your performance is slipping,” try, “You’ve always contributed meaningfully, but I’ve noticed you’ve been quiet lately. Is everything okay?”

4. Create Safe Spaces Psychological safety is foundational. People should feel they can raise a concern or admit a mistake without fear. When leaders invite openness, teams become more resilient and innovative.

5. Stay Connected Across Channels In hybrid teams, informal chats disappear.

Use multiple touchpoints—1:1s, informal check-ins, team Slack channels—to remain accessible and engaged.

Final Thoughts for HR and Business Leaders If we want to build organizations that are not just high-performing but truly futureready, empathy must move from being a buzzword to a behaviour.

And that starts at the top.

In my four decades of leadership experience, I’ve seen that empathetic leaders are remembered—not for their KPIs,

but for their kindness. They create teams that feel safe, empowered, and inspired.

Let’s remember: empathy isn’t weakness—it’s wisdom.

It’s not about stepping back from performance—it’s about lifting people so they can perform at their best.

Lead with heart. Compete only with who you were yesterday.

And build teams that don't just deliver results—but also build each other up.

ABOUT THE AUTHOR Sarabjeet Sachar, Founder & CEO of Aspiration, is a seasoned Career Coach with nearly 40 years of diverse experience. He has led the company's evolution into a unique agency serving employers through talent recruitment and mid to senior professionals with career development coaching.

With a background in recruitment, sales, and coaching, Sarabjeet spent 17 years in top management roles with renowned organizations like Times of India, Zee TV, and more. He's conducted 10,000+ interviews, served 500+ clients including Pidilite and Mahindra & Mahindra, and coached countless professionals.

Sarabjeet is a respected TEDx ( Editor’s Pick) speaker, panelist, and writer, with a passion for quality and innovation in career development. His career tips have helped thousands and enjoys a close to 4 lac following across social media, LinkedIn ( 54,000), Facebook (2,10,000), Instagram (87,000) and YouTube (12,000) www.sarabjeetsachar.com 51

Empathetic leadership is becoming the norm, and for good reasons.

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From Transactions to Connections: The Power of Empathy at Work

BY SONIA A SOARES Samantha joined a bustling marketing agency, realizing her dream. She was eager to impress her boss Mary by making a mark on a high-stakes project. However, shortly after starting, she received devastating news: a close relative had been diagnosed with a terminal illness. This left her feeling dejected and stressed, significantly affecting her focus and performance at work. Despite noticing her visible distress, Mary continued to push her for improved results, applying pressure to meet tight deadlines while remaining unaware of the personal turmoil Samantha was facing. Even when a team member confided in Mary about Samantha's situation, she dismissed it, preoccupied with her own stress over the impending deadline. During a project meeting, Mary criticized Samantha for her perceived lack of effort, calling her "lackadaisical." This left Samantha feeling humiliated and demoralized, and the situation persisted. Eventually, Samantha decided to take a couple of days off to regain her footing. Upon her return, Mary was even more furious about her absence during such a critical time. However, a peer of Mary, who had been observing the

situation from a distance, took her aside for a coffee and provided some much-needed coaching on her blind spots and provided her with few of his personal tips on managing such situation with empathy.

Realizing the impact of her actions, Mary decided to reach out to Samantha for a one-on-one conversation to better understand her circumstances. Samantha was pleasantly taken aback by Mary's unexpected understanding and support.

They engaged in an open dialogue about how to navigate the professional challenges at work while also discussing ways to support Samantha during this difficult personal time. This conversation marked a turning point for both, fostering a more compassionate and understanding workplace environment.

This story reminds us of the basic skill of empathy at the workplace which is even more crucial in today's era. Research by McKinsey emphasizes that empathetic leadership correlates with enhanced productivity, a stronger workplace culture, and improved organizational health.

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So, if it is so obvious of the criticality of empathy at the workplace, why would say managers shy away from exhibiting that skill.

There could be myriad reasons for the same.

Sometimes it could be because of the biggest myth that being empathetic may signal that they are soft managers and could be taken for granted. Or perhaps some managers have low emotional intelligence or biases. Or even because managers think that we need to keep our personal aspect outside the office door, and it should not affect the work at all.

Empathetic leadership is becoming the norm, and for good reasons. But it is important to understand that empathy goes beyond simply feeling what someone else is feeling, which is called emotional empathy.

While that can help build connection, it can also leave us feeling drained if we take on others’ emotions without boundaries. A more balanced and helpful approach is empathic concern—the ability to recognize what someone is going through, genuinely care about their wellbeing, and feel motivated to help. Compassion takes this one step further by turning that concern into action—doing something to support the person and improve their situation. Empathy doesn’t mean crying along with someone who is upset; it’s about being present, understanding their emotions, and showing that you care in a meaningful and thoughtful way. If we only absorb others' feelings without acting, we risk a burnout and we might not be truly helping them either.

To truly be empathetic, we need to first let go of our assumptions about the situation the other person is in, because those assumptions may not always be accurate.

Empathy starts with genuinely listening, with

an open mind and heart. We might not always be able to emotionally understand the other person’s situation, and that is okay.

What matters more is stepping back, listening actively, and trying to understand their perspective. It is not about taking on all their emotions and feeling overwhelmed, it's about being present, caring, and asking: How can I support this person in a meaningful way?

Empathy doesn’t mean crying along with someone who is upset; it’s about being present, understanding their emotions, and showing that you care in a meaningful and thoughtful way.

Does empathy come everyone? Not always.

naturally

to

So, can empathy be cultivated? Certainly, yes as empathy is a skill!

So how could one practice empathy at work? Simple actions like 'checking in' on team members during the start of the meeting, acknowledging and appreciating individuals for the good work done, recognizing the team dynamics at work and conflict if any, which are natural, actively listening to learn,acknowledging the situation and expressing feelings of care, trying to support, knowing that every person is different and 'a one size fits all' doesn’t work. Not being transactional at work by talking only about deadlines and improvement areas but having a genuine interest in the person's wellbeing too by getting to know the person beyond just work, being an inclusive individual and embracing different perspectives.

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Organizations can help further by providing resources to support leaders and individuals like counselling, employee friendly policies like creche facilities, inclusive parental leaves, to name a few. Coaching and training on empathy can also definitely help.

At the heart of it all, leaders must be especially mindful of the impact of their words. I once heard someone question why women need six months of parental leave, when she had managed fine with just three.

While such remarks may be unintentional and rooted in personal experience, they often reflect a narrow mindset: "If I could do it, so can you." But our realities are shaped by different circumstances, and assuming our path is the only path, it overlooks the diversity of human experience.

That’s exactly where empathy becomes critical - recognizing that different people have different needs, and leading with understanding, openness, and care.

ABOUT THE AUTHOR Sonia Almeida Soares is a dreamer, a mother and currently serves as Director of Inclusion & Diversity and Employer Branding at Volvo Group in India.

With over 18 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, across different industry sectors such as Honeywell Technology Solutions, Praxair Inc (Linde Group) and now with Volvo Group.

Her areas of specialties include Diversity, Equity & Inclusion, Leadership Development, HR Strategy & Execution, Culture Transformation, Talent Management and Employer Branding thereby successfully improving the impact on the business in all the organizations that she has been associated with.

Leading with Heart: Cultivating Workplace Empathy

BY SURESH PUGALENTHI In today’s dynamic business world, where performance metrics and profitability often dominate the conversation, we often overlook a quieter, yet powerful force: empathy. Empathy is about being able to put yourself in the shoes of the people around you and the people you lead. It means attempting to understand and share another’s feelings how another person is feeling — it is not a luxury; it’s a necessity.

A few years ago, during an exit interview, an employee shared, “My manager never really listened. Even when I was overwhelmed, all he saw were deadlines.” He wasn’t leaving for better pay or a promotion. He was leaving because he felt unheard. That moment has stayed with me. It reinforced the idea that people don’t quit jobs — they quit a lack of empathy.

Empathy is about connecting with the human behind the employee ID. It’s about recognizing emotional and mental struggles and responding with understanding. And now more than ever, it’s essential.

Why Does Empathy Matter?

Empathy is often the invisible thread that weaves an organization’s culture together.

Without it, workplace relationships can become transactional, and organizational culture can erode. Far from being a “soft” or optional trait, empathy is a powerful leadership quality—one that helps leaders make better decisions by understanding the emotional landscape of their teams. But before we delve into why empathy is essential in the modern workplace, let’s address a persistent myth: Empathy is often misunderstood as a sign of weakness. In many corporate settings, leaders may hesitate to show empathy for fear it will undermine their authority. In reality, the opposite is true.

Empathy is a strength. It’s a core component of emotional intelligence and a critical skill for effective leadership. Empathetic leaders inspire trust, cultivate loyalty, and create psychologically safe environments where employees can do their best work. They are

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WHEN PEOPLE FEEL SEEN, HEARD, AND VALUED, JOB SATISFACTION RISES, STRESS DECREASES, AND AUTHENTIC COLLABORATION THRIVES.

better at managing teams, fostering collaboration, and navigating conflict.

Consider one of our IT clients during the height of the pandemic. The organization was grappling with declining performance, widespread burnout, and low morale.

Leadership initially assumed that the cause was workload pressure. But after conducting a series of one-on-one empathy sessions, a different story emerged: employees were juggling caregiving responsibilities, dealing with health-related anxiety, and feeling insecure about their jobs.

By simply creating space to listen, acknowledge concerns, and adjust expectations, the leadership made a meaningful impact. People felt seen—and performance improved. In today's fastpaced work environments, empathy isn't just a nice-to-have—it's a leadership imperative.

Empathy: A Powerful Business Tool Empathy is not just a “soft” skill — it’s a strategic advantage. When people feel seen, heard, and valued, job satisfaction rises, stress decreases, and authentic collaboration thrives. Open communication nurtured by empathy unlocks diverse perspectives and fuels innovation.

Organizations that practice empathy are better problem-solvers. By understanding root causes — whether internal or external — they develop thoughtful solutions. This mindset enhances not only internal dynamics but also customer experience. When businesses empathize with customer needs and pain points, they deliver more resonant, satisfying solutions — building loyalty and brand strength.

Empathy also builds a positive, people-first

reputation. In a competitive landscape, emotional intelligence becomes a key differentiator.

So, How Can We Build Empathy at Work?

Empathy is not about being overly emotional — it’s about emotional intelligence. Here are ways to cultivate it:

Lead by Example: Leaders who show vulnerability — acknowledging challenges or mistakes — build trust and authenticity.

Be Fully Present: When someone approaches with a concern, listen without distractions. True empathy begins with presence.

Look Beneath the Surface: If someone is underperforming, ask: is it lack of effort, or is it exhaustion or personal struggles?

Encourage Human Check-ins: At Human First, we start meetings with 60-second check-ins. This simple practice shifts the energy and strengthens team bonds.

Train for Empathy, Not Just Efficiency: Equip leaders with emotional intelligence, coaching, and listening skills — not just tools and KPIs. Practice Active Listening: Truly hearing someone — without interruption or judgment — is a core empathy skill.

Recognize and Appreciate: Feedback 58

and recognition rooted in empathy motivate people and show that their work matters.

Walk in Their Shoes: Spend time understanding your team’s daily tasks and challenges. Empathy grows when we step into others’ worlds.

Challenge Your Biases: Self-awareness is key. Identifying and unlearning unconscious biases enables fairer and more empathetic decisions.

In conclusion, empathy is not just a soft skill —it is a critical element that fuels the success of organizations. It can’t be coded, or outsourced. Leaders who embrace empathy cultivate trust, loyalty, and a sense of belonging, all of which foster an environment where employees can thrive.

As the workplace continues to evolve, those who prioritize human connections will stand out in an increasingly automated world.

Empathy shapes stronger teams, drives innovation, and enhances business outcomes by understanding the needs and emotions of both employees and customers.

By embracing empathy in leadership and organizational culture, we create workplaces that are not only more human but also more successful. As we move forward, let us remember that putting people first is not just good for morale; it’s good for business.

Empathy is not weakness. It is courage, strength, and strategy — all rolled into one.

Let’s remember before people can bring their whole selves to work, they need to feel safe, valued, and understood. Let’s lead with empathy — because business at its core is human.

ABOUT THE AUTHOR Suresh Pugalenthi is the Founder and Managing Director of H-First HR Solution India Private Limited, a company specializing in integrated services across Talent Management, Technology, Training, and Organizational Transformation. He is also the Co-Founder and CEO of Sparsh Technologies Pvt. Ltd. and Fidility Solutions, both of which focus on pioneering innovations in HR Tech, Embedded Systems, and IoT-based solutions. A recognized HR thought leader, Suresh brings over 33 years of diverse, crosssectoral experience spanning Marketing, Refining, and Engineering domains. He previously served as the Head of HR for Wipro Infrastructure Engineering’s India operations and led Organization Development at Hindustan Petroleum Corporation Limited (HPCL).

His visionary work has earned accolades from SHRM, NHRD, and SICCI for driving pioneering HR and Industrial Relations practices. An accomplished writer and speaker, Suresh regularly contributes to leading journals and industry forums, and is a dedicated mentor to emerging leaders and startups. He holds a Master’s degree in Personnel Management & Industrial Relations from the Tata Institute of Social Sciences (TISS), Mumbai, and a degree in Labour Management from the University of Madras. He has also completed executive education at Harvard Business School.

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