BUILDING an Inclusive Workplace: Celebrating Pride Month Together

HRAIMagazine

PROUD AND LOUD: AMPLIFYING LGBTQIA VOICES

DURING PRIDE

MONTH

Ft. ANKITA MEHRA

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.

We welcome you to this special edition of our magazine, where we shine a spotlight on the importance of building inclusive workplaces In an era marked by diversity, equality, and social progress, it has become increasingly clear that fostering inclusive environments is not just a moral imperative but also a strategic advantage for organizations worldwide

In today's world, diversity extends far beyond the realms of gender, race, and ethnicity It encompasses a wide spectrum of identities, experiences, perspectives, and abilities Building inclusive workplaces means recognizing and valuing these differences, and actively creating spaces where everyone feels welcomed, respected, and empowered to contribute their unique talents

We hope this edition serves as a catalyst for conversations, introspection, and action It is our firm belief that inclusive workplaces not only attract and retain diverse talent but also unleash the full potential of individuals and foster innovation, creativity, and collaboration

As we continue on this journey towards building inclusive workplaces, let us embrace the power of diversity and work together to create a future where everyone feels valued, heard, and empowered to thrive

Thank you for joining us on this important endeavor

ARTICLES: "BUILDING AN INCLUSIVE WORKPLACE:

PRIDE MONTH TOGETHER"

ABOUT HRAI

The HR Association of India (HRAI), founded in 2020 is an esteemed non-profit organization that has been playing a pivotal role in shaping the HR landscape in India. Their primary focus is on exploring, discussing, and promoting the latest business scenarios, market trends, change management, and leadership in the HR industry. HRAI is dedicated to creating a community of professionals, learners, and mentors who share their insights and learn from each other to elevate the standard of HR practices in the country

HRAI's success is attributed to its commitment to excellence and tireless efforts in facilitating interactions between HR professionals and subject matter experts. Through its initiatives such as panel discussions, masterclasses, one-on-one talk shows,

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

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

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

ABOUT HRAI

HIGHLIGHTS:

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

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

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

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

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

POINT OF VIEW

1. HOW DO YOU THINK SOCIETY HAS PROGRESSED IN TERMS OF LGBTQIA+ RIGHTS, AND WHAT AREAS DO YOU FEEL STILL NEED IMPROVEMENT?

ANKITA: Social media and international support for LGBTQ rights have contributed to the evolution of society's perception of queer people. Improved visibility and connections through social media have fostered inclusivity and led to positive changes such as the recognition of trans rights and the decriminalization of Section 377 in India However, schools and colleges still need to prioritize LGBTQ inclusion and support, as bullying and lack of awareness persist, negatively impacting the mental health of queer individuals

I have personally witnessed this change and observed that people are now more willing to listen Previously, there was a lot of hate, but now I see how Bollywood has become more sensitive to such movies and there is better representation, not only for the LGBT community but also for people with disabilities

This improved representation is due to people having more access to stories and education compared to before because before, the only sources of education were books and the education system. And yes, that is where I want to address the second part of your question: Do I think that many things need improvement? Yes, because I believe that in schools and colleges, we still do not focus enough on LGBTQ inclusion or support LGBTQ groups or students. Schools can be traumatic places.

I have personally experienced that trauma, and it is not pleasant. I have faced hatred, especially from teachers who were homophobic or who disliked me for being different or expressing my gender identity. Our main lacking area is the lack of awareness in colleges and schools This is a crucial period when our brains are developing, and we are most vulnerable and sensitive. We are still trying to understand ourselves, and being a teenager is a tough age to navigate There are intense emotions and a fear of missing out, all while discovering one ' s queer identity.

OUR MAIN LACKING AREA IS THE LACK OF AWARENESS IN COLLEGES AND SCHOOLS.

COVER STORY

ANKITA MEHRA (SHE/HER)

Diversity and inclusion professional at Xperi, linkedin top voice with 65,000+ allies, 2 times tedx speaker, India’s top 20 diversity leader, Hr 40 under 40, Featured in a tv show MTV roadies, Young Achiever by Rotaract.

P R O U D A N D L O U D : AMPLIFYINGLGBTQIAVOICESDURINGPRIDEMONTH

I have personally experienced that trauma, and it is not pleasant. I have faced hatred, especially from teachers who were homophobic or who disliked me for being different or expressing my gender identity. Our main lacking area is the lack of awareness in colleges and schools This is a crucial period when our brains are developing, and we are most vulnerable and sensitive. We are still trying to understand ourselves, and being a teenager is a tough age to navigate There are intense emotions and a fear of missing out, all while discovering one ' s queer identity.

It can be incredibly damaging for someone from the queer community to face harassment from their peers, which also negatively impacts their mental health

I have personally experienced harassment in school and college, not necessarily of a sexual nature, but mentally harassed. Even though I have achieved significant success in life and proven myself, I still carry the pain from those experiences Despite undergoing therapy, the pain persists because I am still hurt, and I accept that.

2. HOW DO YOU CELEBRATE PRIDE MONTH?

Ankita: I celebrate Pride and I celebrate this each day of my life because I missed out on a lot during my teenage years and the early stages of adulthood. I was focused on figuring out my identity and dealing with hate It took time to convince myself that I deserved to live and that I was worthy I was my own source of motivation back then when I was in the closet. However, there came a journey where all the allies came together and uplifted me.

Now, in how I celebrate Pride month, I primarily focus on creating education during this month I want to emphasize that Pride month is not just limited to that specific period I try my best to educate companies on how they can go beyond Pride month, how they can become true allies to the pride community.

My content related to Pride is not confined to a single month; I share it throughout the year. For those who claim to be allies but only support during Pride month, I strive to encourage them to be allies 24/7, for all 366 days of the year, including leap years That's how I celebrate

AMPLIFYINGLGBTQIAVOICESDURINGPRIDEMONTH

3. WHAT ADVICE DO YOU HAVE FOR SOMEONE WHO IS STRUGGLING WITH THEIR OWN SEXUAL ORIENTATION OR GENDER IDENTITY?

ANKITA: I can't advise you because everyone ' s journey is unique, including mine. However, the most important thing is to have at least a few close people who can be your allies Don't keep everything bottled up inside yourself, as it can do more harm than good. You may start hurting yourself or feel like there's no end to it I used to feel that way until my strongest ally came into my life. Find your greatest ally and ensure that you trust them deeply. It's easy for us to trust others, but be cautious because sometimes those we come out to can also blackmail us. So, be mindful of these factors

There are many quiet support groups on social media, such as lesbian, gay, trans, or bisexual groups There are also numerous pages you can reach out to. Look for NGOs and organizations in your city or state that support LGBTQ+ individuals. With the growing awareness and acceptance of the LGBTQ+ community, many local support networks have emerged If you ' re having trouble finding them, feel free to DM me, and I'll help you find an NGO you can reach out to.

Remember, this journey is yours, and no one should dictate how you navigate it. Coming out is a personal journey, and you are the best person to determine the path based on your struggles and experiences.

4. CAN YOU SHARE A SIGNIFICANT MOMENT OR EVENT IN YOUR JOURNEY OF SELF-DISCOVERY AND ACCEPTANCE?

ANKITA: There are so many, so many experiences, but I would like to mention when I came out to my sister. That moment was a significant turning point in my life. At that time, I didn't even know there was a term like ' queer woman ' or about the LGBTQ+ community. I was unaware due to the lack of education and the educational system I completely hold them responsible for the years of misery I endured I have expressed this viewpoint in various forums.

When I shared my truth with my sister, I considered it as having some kind of illness or problem. Her response and support from day one was incredible I cherish that moment and will continue to cherish it throughout my life.

Remember, this journey is yours, and no one should dictate how you navigate it.

COVER STORY

P R O U D A N D L O U D : AMPLIFYINGLGBTQIAVOICESDURINGPRIDEMONTH

If it weren't for that moment, I wouldn't be where I am today My sister has been a true and supportive ally, not just in terms of my sexuality and acceptance but also in my personal and professional growth. She is the most practical person in my life, and whenever I face difficulties, she is there for me That's why I say I earned my first ally, and it became a turning point in my life. I embrace and will continue to embrace that experience throughout my life.

5. IN YOUR OPINION, HOW CAN WE PROMOTE INCLUSIVITY AND ACCEPTANCE OF THE LGBTQIA+ COMMUNITY BEYOND PRIDE MONTH?

ANKITA: Firstly, The focus should be on increasing sensitivity year-round, not just during Pride Month. Sensitivity training, including listening to lived experiences, is essential. Hearing people's stories and recognizing our privileges can be eye-opening. I became a trans ally after getting to know a trans friend and hearing their journey. Organizations should host events to listen to diverse stories, including those from LGBTQ+ professionals and individuals in Tier 2 and Tier 3 cities facing unique challenges Understanding their experiences is crucial for creating inclusivity.

• The second step is promoting gender sensitivity and addressing the distinctions between sex, gender, and sexual orientation. Many people have doubts and questions, so creating an open forum for dialogue and allowing anonymous questions can be beneficial Additionally, organizations should implement inclusive policies that support the LGBTQ+ community, such as providing same-sex partner benefits and covering HIV-related matters HIV is not solely limited to the LGBTQ+ community, but it is important to address it inclusively as this disease has often been ignored for an extended period.

• The third aspect is introducing comprehensive gender affirmation surgeries, ensuring access to endto-end procedures for trans individuals. Active hiring from the Pride community is crucial, but organizations need a realistic understanding of the talent pool Investing in skill development, especially for transgender individuals, is essential. Prioritizing training and development programs is key to creating an inclusive environment

Consistent employer branding throughout the year, not just during Pride Month, is key to establishing an inclusive reputation and attracting individuals from the Pride community.

• Supporting Pride businesses is the fourth element. Organizations can engage with Pride entrepreneurs for various services, such as catering, merchandise, and professional speaking sessions. By providing business opportunities to individuals from the Pride community, companies can contribute to their growth and success.

• The fifth point emphasizes giving back to the community through corporate social responsibility (CSR) activities.

COVER STORY

P R O U D A N D L O U D : AMPLIFYINGLGBTQIAVOICESDURINGPRIDEMONTH

Supporting LGBTQ+ NGOs that are doing commendable work is highly recommended. Some notable organizations include Tweet Foundation, Humsafar Trust, and Solidarity Foundation from Bangalore. By supporting these initiatives, companies can make a positive impact and contribute to the ongoing efforts of these NGOs

In addition, Creating content and raising awareness are vital. Companies must not only implement these initiatives but also effectively communicate them to their audience. Consistent employer branding throughout the year, not just during Pride Month, is key to establishing an inclusive reputation and attracting individuals from the Pride community

Investing in educating HR and talent acquisition leaders is essential Sharing experiences and knowledge can raise awareness and contribute to creating inclusive environments. Extending this knowledge to startups and SMEs ensures broader inclusivity practices.

Additional steps include making technology accessible, implementing gender-neutral forms, having nondiscrimination policies, and promoting diverse procurement practices Hiring individuals from the Pride community at all levels, including leadership positions, is crucial.

Together, these measures foster a more inclusive workplace and demonstrate a company ' s commitment to diversity.

6. ARE THERE ANY LOCAL LGBTQIA+ ORGANIZATIONS OR INITIATIVES THAT YOU WOULD LIKE TO HIGHLIGHT OR PROMOTE?

ANKITA: I'm proud to be part of Xpery, an inclusive organization where I can be myself without judgment With initiatives like our Employee Resource Group and inclusive policies, we ' re committed to supporting the LGBTQ community. We even sponsor LGBTQ events and openly discuss LGBTQ rights. Join us at Expery if you ' re seeking an inclusive workplace where you'll be valued

I'm also inspired by initiatives like the Trans Cafe, owned and run by Zainab Patil, providing employment opportunities for transgender individuals Organizations like Solidarity Foundation and Tweet Foundation are making a difference too. Follow "Yes, We Exist India" on Instagram for insights into the Pride community's reality

Gratitude to all organizations supporting LGBTQ voices Let's take steps together and reach new heights of pride and inclusion in the next five years.

P R O U D A N D L O U D : AMPLIFYINGLGBTQIAVOICESDURINGPRIDEMONTH

7. ANY MESSAGE FOR OUR VIEWERS?

ANKITA: I do want to talk about the privileges that people have and highlight the privileges that we have missed so far. Recently, I have had experiences of exclusion as a customer from several brands. I was searching for properties in Bangalore, and I realized how exclusive these opportunities are

I want to emphasize that even basic things like having a nomination of our partner on official documents or opening a joint account or taking joint loans were not possible for us until recently. Even when we are in the hospital and admitted, our partners don't have the right to sign our papers They don't have any say even when we are on a ventilator. We don't have the same marriage rights, and adopting a child together is not an option for us. We also aspire to have a normal life just like any cisgender heterosexual person. However, it's disheartening to hear or see people ignore all of this and instead make homophobic comments on our posts, shaming us. We are already going through a lot, trying to navigate our future, and encountering such comments in the midst of it all is truly hurtful

I kindly request those who speak ill of us to consider the challenges we face Adding more profanity to our lives will only make things worse. Therefore, I urge you to be our allies, support us, and help us accelerate our journey towards reaching our goals.

THE 23 OF 2023 INITIAITVE

This initiative aims to identify and acknowledge 23 leaders who have made a positive impact not only on their respective organizations but also on their community, and who have inspired and empowered others to drive change, particularly in difficult times. The themes are different and pre-determined in each month.

Lists released:

CST CATALYST: DUTY ANS BEYOND- JUNE 2023

VISIONARY CEOS - MAY 2023

TRANSFORMATIVE CFOS - APRIL 2023

TRAILBLAZING WOMEN - MARCH 2023

INFLUENTIAL HR LEADERS - FEBRUARY 2023

THE 23 OF 2023 INITIATIVE

The CSR CATALYST: DUTY & BEYOND list aims to recognize and celebrate individuals who are making a difference in the world by adopting and promoting sustainable practices.

THE 23 OF 2023 INITIATIVE

Sumit Chauhan | VP- CSR | RBL Bank

Sudarshan S | CEO | Save the children, India

Sourav Roy | CEO | Tata Steel Foundation

Shruti Chaturvedi | Founder | India Action Project

Shaheen Mistri | CEO | Teach for India

Rouble Nagi बल नागी | Founder | Rouble Nagi Art Foundation

Ritesh Sinha | VP- CSR | HDFC Bank

Pallabi Ghosh (She/her) | Founder & Director | Impact and Dialogue Foundation

Kushal Chakravorty | Founder & Managing Trustee | Lotus Petal Foundation

Kiran Verma | Founder | Simply Blood

Jayant Rastogi | Global CEO & Board | Magic Bus India Foundation

Gauri Sawant | Founder | Sai Savli

Brajesh Choudhary | Sr. GM - Corp. CSR and Group CSR Head – Operations | Sun Pharma

Balaji Ganapathy | Chief Social Responsibility Officer | Tata Consultancy Services

Avilash Dwivedi | Head- CSR | Mahindra and Mahindra Ltd [Automotive and Farm Equipment Business]

Ashish Sahay | Head- CSR & Strategic Initiatives- India | HP

Archana Sahay | CSR Head – APJ | Dell Technologies

Kumar Anurag Pratap |VP & CSR Leader | Capgemini

Anupam Nidhi | Head Corporate Social Responsibility | Hindustan Zinc Limited

Anubhav Gupta, FRICS |CEO – Vikhroli, Chief ESG, Sustainability & CSR Officer |

Godrej Properties Limited

Anjalli Ravi Kumar | Chief Sustainability Officer | Zomato

Anita Kumar | Head - Amazon in the Community/ CSR India and APAC | Amazon

Amit Kumar Singh | AVP and Group Head Corporate Affairs & CSR | Asian Paints

THE 23 OF 2023 INITIATIVE

The Visionary CEOs list recognizes leaders who have demonstrated exceptional leadership, strategic vision, and business acumen in their organizations.

THE 23 OF 2023 INITIATIVE

Abbas Jabalpurwala | CEO| Timezone Entertainment Pvt Ltd – (TEEG India)

Ahmed Aftab Naqvi | Global CEO & CO-Founder| GOZOOP

Ajay Kapur | CEO | Adani Cement, ACC & Ambuja Cements

Amit Jain| CEO & Co-Founder| CarDekho Group

Radhakrishnan Anantha | CEO & MD | Infosys BPM, Infosys Limited

Avinash Kaul | CEO |Network18 Media & Investments Limited

Avinash Pandey | CEO | ABP Network

Chandan Agrawal | CEO | Eternia (Hindalco) Aditya Birla Group

Deepak Aggarwal | Founder & MD| KAZO Fashion

Karishma Mehta| CEO | Humans of Bombay

Manish Kapoor | Managing Director & CEO | Pepe Jeans India Limited

Nitin Rakesh | CEO & MD | Mphasis

Paroma Chatterjee | CEO| Revolut

Priyanka Gill | CO-Founder | The Good Glamm Group & CEO, Good Media Co

Radha Dhir | CEO & Country Head | JLL India

Rakesh Makkar | CEO |Bajaj Auto Consumer Finance Limited

Ritesh Agarwal | Founder & Group CEO | OYO

Sameer Chadha | CEO | KPMG Global Services Pvt Ltd

Sudhir Pai | CEO | Magicbricks

Upasana Kamineni Konidela| Founder UR.Life | Vice Chairperson CSR | Apollo Hospitals Group

V.S. Ganesh | Managing Director | Page Industries Ltd (Jockey)

Vasu Sarangapani | President & CEO | Relevance Lab

Vikrant Vohra | CEO | Pizza Hut - Sapphire Foods

THE 23 OF 2023 INITIATIVE

The Transformative CFOs list recognizes CFOs' incredible contributions in driving business growth and profitability, and creating a culture of financial excellence within their organizations

THE 23 OF 2023 INITIATIVE

Vikash Sureka | CFO | MOBILE PREMIER LEAGUE (MPL)

Vidhya Srinivasan |CFO | Eicher Motors Limited

Sridhar T K | CFO And Head of Investor Relations | ABB India Ltd.

Sandeep Batra |CFO | Pidilite Industries Limited

Ravi Shankar |CFO | The Leela Palaces, Hotels & Resorts

Pushan C. |CFO | ABP Network

Prateek Aggarwal |CFO | HCL TECH

Pankaj Vasani |Group CFO | Cube Highways InvIT

Nitin Parekh| CFO | Zydus Lifesciences Limited

Nitin Khanna |CFO | Inorbit Malls (India) Private Limited

Neeraj Goel |CFO | Jaquar Group

CA. Mayank Holani (He/Him) |CFO| Schneider Electric Infrastructure Ltd.

Mayank Gupta |Group CFO | CarDekho

Mahender Chhabra |CFO- India | HMD Mobile India Private Limited

Kapil Mantri |EVP & Global Head - Corporate Strategy, Business Development

And M&A | JSP Group Advisory Services Pvt Ltd

Kannan Sugantharaman |CFO | OMEGA HEALTHCARE

Hitesh U. |CFO | Magicbricks Realty Services Limited

Himanshu Agarwal |CFO | Bennett, Coleman & Co. Ltd.

Divya Kumar |Group Digital CFO | IKEA Retail (Ingka Group)

Anurag Bhagania |CFO | Kirlosker Oil Engines Ltd

Amit Agrawal |CFO | Aon India (IB)

Abhishek Gupta |Group CFO| OYO

Abhishek Gupta |CFO | Myntra

THE 23 OF 2023 INITIATIVE

The Trailblazing Women list represents inspiring women from diverse fields who have broken barriers and paved the way for others.

THE 23 OF 2023 INITIATIVE

Anamika Sirohi | Vice President Marketing - Nutrition & Wellness And Community | Amway India Enterprises Private Limited

Anuradha Razdan | Executive Director HR & CHRO | Hindustan Unilever

Apurva Purohit | Co-Founder | Aazol Ventures Pvt Ltd

Artee Puri | Director- Talent & Onboarding - India & Sea | Girnarsoft (Cardekho)

Bhavya Misra | Director & Head-HR, India | Lenovo

Deepali Bhardwaj | Regional Human Resources Director - South West Asia | IHG Hotels & Resorts

Deepali Naair | Digital Sales Leader | IBM

Dhanashree Thakkar | Head- Human Resources | Bharti Axa Life Insurance

Dr. Harbeen Arora Rai | Founder & President | G100: Mission Million

Dr. Ruby Bakshi Khurdi | Training Specialist | Swiss Education Group Professional

Gaurika Tandon | Head- Learning & Engagement | Bennett, Coleman & Co. Ltd.

Kavita Dasan | Chief People Officer | ABP Network

Lipika Verma | VP- Rewards & Performance Innovation & Thought Leadership | Schneider Electric

Madhura DasGupta Sinha | Founder & CEO | Aspire For Her

Manu Wadhwa | CHRO | Sony Pictures Network

Manu Saigal | Director- General Staffing | Adecco

Namrita Mahindro | Chief Digital Officer | Aditya Birla Chemicals

Pooja Minocha | VP- HR & CHRO | Bata

Ruchira Bhardwaja | CHRO | Kotak Life

Sandhya Sriram | Group CFO | Narayana Health

Seetha Rani KP | Head Of Human Resources | Philips Innovation Campus, Bangalore

Shikha Gupta | Senior HR Leader & Influencer, Happiness Coach | Ex-Birlasoft

Sonica Aron (She/Her/Hers) | Managing Partner | Marching Sheep

THE 23 OF 2023 INITIATIVE

The Influential HR Leaders celebrates HR Leaders who have inspired and created an ecosystem for innovation and change across the spectrum.

THE 23 OF 2023 INITIATIVE

Yuvaraj Srivastava | Group CHRO | MakeMytrip

Sumathi Sampath | Global Head of Talent Acquisition | Infosys BPM

Subir Verma | Head HR T&D CLuster | TATA Power

Sneha Arora | CHRO | Simpl

Shaakun Khanna | Vice President – APAC HCM & SaaS Applications | Oracle

Satish Rajarathnam | SVP- HR | Mphasis

Sanjay Kumar| CHRO | Apar Industries Limited

Sandhydeep Purri | Chief People Officer | Sapphire Foods India Pvt. Ltd

Sandeep Banerjee | CHRO | Eveready industries India Ltd

Renu Bohra | Chief People Officer | DB Schenker

Rajesh Manik Sarkar | Former Talent Director | Deloitte

Punit Puri | EVP & Group CHRO | Tata Motors Finance

Prasheel Pardhe | Chief People Officer | Trantor

I V S Ranganath | Head HR - India | Shriram Bioseed Genetics (A DIVISION OF DCM SHRIRAM LTD)

Harshvendra Soin | Global Chief People Officer and Head Marketing | Tech Mahindra

Harjeet Khanduja | SVP- HR | Jio

Dr. Tanaya Mishra | Vice President & Head of Human Resources (India) | Endo International

PLC

Dr Jayant Kumar | CHRO | Adani Cement

Colin Mendes | Head Of Human Resources | Voltas Beko

Aniruddha Singh | CHRO | HCC

Amit Sharma | Vice President, Head - People & Culture, India | Volvo Group

Amit Kataria | CHRO | MINFY

Amit Das | Director HR & CHRO | BCCL (Times Of India Group)

FEATURED ARTICLES

BY NEERAJ GOEL, CFO, JAQUAR GROUP

Jaquar Group, a pioneer in Building material Industry with holding the crown of No 1 being at the

top for last more than ten years consecutively.

Employees are at the core of Jaquar as they are not treated as “assets” but are a family! Many employees have been working for more than 2-3 decades and many have their next generations working with Jaquar Group. Personally speaking, I have been associated for almost 7 years now, post 20 years association with the Global Fortune 500 companies and big giants like LG, Eaton, Times Group (Bennett Coleman) etc

In my initial days, we used to focus on bread & butter, which was the literal meaning of livelihood, but scenario & understanding have been changed drastically and now people have started bringing the focus on “Quality of Life” and Jaquar has been a great workplace focusing on employees and their quality of life. The company ’ s working hours are flexible and staying back late in the office is neither appreciated nor encouraged across levels The work-life balance is well taken care of throughout the Group.

Jaquar operates in 60 plus countries, have employees from different cultures, nationalities, continents – the core of our working is transparency and give respect to the ideas of our colleagues which helps them to be part of the Great Jaquar Team for many many years.

We are proud of our Global Headquarters which is situated at Manesar in Haryana. It is a unique building which is indeed state-of-the-art and it’s a Platinum certified building by LEEDS, USA with pride in architectural design and lavish interiors The building and its greenery spreads over 12 acres land. It houses 500 plus employees across all levels.

It is a Zero waste building and generates more electricity than it consumes!

The core of our working is transparency and give respect to the ideas of our colleagues

FEATURED ARTICLES

NEERAJ GOEL

FEATURED ARTICLES

Our Corporate office is equipped with: -

1) ATM

2) Gymnasium

3) Recreation room with Pool table, table tennis and other indoor sports facility

4) Cafe coffee day wherein employees get subsidised healthy snack and soft drinks along-with bakery products.

5) Cafeteria is one of the best which is providing subsidised meal with a very widespread with quality to cater the health of employees as well.

6) A beautiful library to facilitate in developing the reading habits of books, magazines, and newspapers.

7) Company is circulating e-newsletters to update the employees about the operations in different countries across the world.

The company maintains the conventional tradition while progressing at contemporary cultures simultaneously through focusing on employee’s diversity wherein different genders, Ethnic group, culture, and countries people are employed and work under a family like culture At any point of time, if any employees face any trouble, then entire company stands along-with respective employees and their family even, be it on medical front or celebration of auspicious ceremonies of life like marriage or house construction or new house purchase. Employees get together with family at any exorbitant destination is arranged by company once in a year, apart from regular get togethers on certain intervals or on festivals

Employees have confidence that the Management is with them through their thick & thin times! Employees related 45 plus HR policies are well appreciated by the employees

I can recall two live instances wherein one employee with his wife were admitted in hospital with acute danger to their life during COVID 2nd wave and there was no ICU bed available across Delhi NCR and we had been facing shortage of life saver injection “Remdesivir” At this crucial time, promoter took control under his hand and managed to get 2 ICU beds in Delhi along-with aforesaid injection.

In another case, one employee had been facing difficulty in getting knees surgery of his mother and he discussed with promoter. As expected, promoter arranged everything in best manner and employee didn’t have to bear a single penny His mother is walking normally and feeling much healthier now There are hundreds of cases where similar experience was extended to employees, and they feel blessed while associated with Jaquar family

FEATURED ARTICLES

Life has its literal meaning & is giving a good experience when we are not working under compulsion rather, we are enjoying our working. Jaquar is a place which not only extends better workplace with feeling of ownership but also helps its employees to live a better quality of life Every day is a unique day, and we need to do justice with that day through improving quality of life of ourselves, our family, our society, and our nation Life is one and we need to nurture every day but it’s like a boon if we get the opportunity to work where your company is extending open hearted support and is always ready to stretch beyond the boundaries to make you feel just “Real Happy”.

ABOUT THE AUTHOR:

Neeraj is an accomplished professional serving as the CFO for India and Global Operations at Jaquar Group, a renowned consumer products and retail company. Jaquar Group has received prestigious awards such as the National Best Employer Brand and the EY Entrepreneur of the Year award With 27 years of diverse industry experience, Neeraj has excelled in FMCG, Consumer Durables, Telecommunications, Pharmaceuticals/Biotechnology, Automobiles, Servicing, Solar, and Building Materials Prior to Jaquar Group, he held significant roles at LG Electronics and Eaton Group Neeraj's extensive experience, leadership skills, and financial acumen have contributed to his success in managing financial operations and driving growth in various organizations

FEATURED ARTICLES

BY RISHIBHA SHARMA, PEOPLE & ORGANIZATION DEVELOPMENT LEADER, STRYKER INDIA

As June unfolds, social media becomes a canvas painted with vibrant rainbow colors, symbolizing the

solidarity of Pride Month and its broader significance for humanity” Organizations, governments, and non-profit institutions come together for talks, panels, and interviews, emphasizing the crucial importance of LGBTQIA+ inclusion and the urgent need for collective action. Against the backdrop of the "great resignation," layoffs, and the transformative "great reshuffle," fundamental human needs such as respect, understanding, and value take center stage, encapsulating the essence of DE&I: " seen, heard, valued.

Insights from a comprehensive 2022 study by McKinsey shed light on the experiences of LGBTQ+ employees. With responses from over 4,000 individuals across various industries, occupations, and regions in the United States, the study reveals that two-thirds of gay and lesbian participants feel like the "only one in the room " due to their sexual orientation and gender identity. This eye-opening statistic underscores the critical importance of reevaluating allyship as a means to alleviate the pain of exclusion and isolation faced by underrepresented groups. It is imperative that we recognize and address the needs of the LGBTQ+ community, particularly during these transformative times.

The Role of Managers in Driving Effective Allyship:

Now, more than ever, employees, and especially managers and senior executives, must actively demonstrate their support for vulnerable individuals. Managers hold a pivotal role in shaping the experiences of LGBTQ+ talent and influencing other allies within our organization. Their responsibility extends beyond talent management to driving not just performative, but truly effective allyship. Effective allyship assures LGBTQ+ employees and individuals at the intersections of diversity that they are supported and belong within the organizational ecosystem.

Effective allyship assures LGBTQ+ employees and individuals at the intersections of diversity that they are supported and belong within the organizational ecosystem.

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RISHIBHA SHARMA

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Practical Strategies for Managers: To become effective allies, managers can embark on the following strategies:

• Self-Education and Awareness: It is crucial for allies to take the initiative in educating themselves about LGBTQ+ issues, terminology, and experiences. By dedicating time to self-education, managers can address biases, create inclusive policies, and foster a culture of acceptance within their teams and organizations

• Visible Support for DE&I Activities: Proactively establish safe spaces where LGBTQ+ employees feel empowered to bring their authentic selves to work, free from discrimination or prejudice. Engage with and promote the work happening in diversity, equity, and inclusion initiatives. By fully participating and encouraging others to do the same, managers can demonstrate their commitment to inclusivity.

• Advocacy and Empowerment: Research conducted by Cognizant in June 2022 surveyed over 3,000 Gen Y and Gen Z individual contributors in the US. The study revealed that while anyone can be an ally,

the majority of respondents (70%) cited their manager as having the greatest impact on their sense of belonging Managerial allies leverage their position and social capital to advocate for others, especially for women (75%) and LGBTQ+ respondents (75%).

By utilizing their influence, managers can advocate for LGBTQ+ inclusive policies, actively participate in diversity initiatives, and support employee resource groups. By championing equality and empowerment, managers cultivate a culture of respect and support that permeates throughout the organization

By championing equality and empowerment, managers cultivate a culture of respect and support that permeates throughout the organization.

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In conclusion, managers hold the responsibility of driving the bottom line of allyship, where LGBTQ+ inclusion becomes a crucial component of achieving business success By understanding the power of inclusivity, taking tangible actions to create inclusive environments, and actively advocating for change, managers unlock the full potential of LGBTQ+ talent, driving tangible business results, and shaping a more equitable and prosperous future

ABOUT THE AUTHOR:

Rishibha is an adept Talent Management, Change Evangelist, and DE&I professional, currently serving as the People & Organization Development Leader for Stryker Corporation (India), a renowned MedTech & robotics organization. With 15+ years of hands-on experience in FMCG, Pharma Consulting, Pharmaceuticals/Biotechnology, and Information technology, she has excelled in leadership roles at Nestle and Novartis.

Approaching every project with humility, Rishibha sees each as an opportunity for personal growth and achieving excellence. She deeply appreciates the guidance and support of mentors from diverse backgrounds, recognizing their profound influence on her professional journey

Rishibha propounds the power of genuine inclusion on business success and actively contributes to M&E people aspects. Her expertise lies in designing award-winning talent programs that secure the company ' s pipeline and drive growth across divisions Strong consulting skills and customer orientation consistently deliver impactful outcomes.

As a dedicated champion of DE&I, Rishibha leads the India DE&I chapter for the LGBTQ community at Stryker. Staying current with industry trends, especially in digital HR, HR as a change agent, AI, and digital literacy, she remains at the forefront of knowledge and best practices and speaks about these topics in industry & academia.

Beyond her professional contributions, Rishibha actively gives back to the HR community as an adjunct professional at a management college, sharing her expertise in talent building and DE&I initiatives. She is passionate & committed to inclusive work environments and organizational growth through her internal and external initiatives.

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ACROSS:

1) Social power, advantage, or immunity, based on your membership to a dominant group, you possess a?

4) when the needs of people with disabilities are specifically considered, it promotes?

5) Linda, a person of African ethnicity, applies to work as a receptionist at a car dealership in a predominantly white area She meets all of the job requirements, but following an interview the employer tells Linda “you wouldn’t fit in here” A white person with similar skills and experience is hired instead This is an example of?

7) What is the term for Learned and shared values, beliefs, languages, and customs of a social group

DOWN:

2) If you advocate against the unequal treatment towards people, you are advocating against?

3) You are ensuring that people of varying sexual, gender, racial, class, and other social identities are included, you are promoting ?

6) What is the Social constructed categories of masculinity/manhood and femininity and womanhood?

8) An individual who takes action to support social justice and works to eliminate oppression?

Note 1: Email us your answers at team@hrassociationofindia.com

Note 2: The winner of the quiz will get a gift voucher of INR 2000/- and the name of the winner will be featured in the next edition.

Note 3: The email with correct answers received FIRST will be the winner.