Aligning diversity, equity and inclusion initiatives with the business goals to achieve superior business outcomes while enabling organizations to be the drivers of social transformation.
We conduct organization wide assessments to diagnose the level of diversity, equity and inclusion in an organization. Various parameters which are assessed are awareness about diversity, equity and inclusion; commitment to diversity, equity and inclusion; policies, processes and practices that impact the inclusiveness; representation and participation of diverse groups and the day to day actions of managers and their outcomes. The assessments help in identifying possibilities for change in the work design, work organization, processes and practices.
We offer an opportunity to master the knowledge and skills in managing diversity, equity and inclusion for leaders, managers and facilitators. The Certified Manager of Diversity, Equity and Inclusion builds capabilities to create inclusive organizations in public, private and non-profit sectors. The program includes key concepts and models to overcome unconscious biases, promote behavioral change, enable leadership orientations and redesign work organization and work practices. The study material is carefully crafted to impart state-of-the-art knowledge and skills in diversity, equity and inclusion from a multi-disciplinary perspective.
Our consulting focuses on “designing for diversity. equity and inclusion” to eliminate stereotypes and prejudices that disadvantage employees based on their gender, caste, race, ethnicity, sexual orientation, age, disability, physical characteristics, religion or class. The interventions result in improved efficiencies as the organizations begin to leverage on the capabilities offered by the diversity of its people and encourage concentrated efforts towards achieving organization’s goals. Our interventions are oriented to lasting and long-term business outcomes.
Our team includes practicing Sociologists, Anthropologists and Management professionals with significant experience in applying a variety of methodologies and methods to design and conduct research studies on diversity and inclusion, organizational change readiness and organizational development. The expertise includes state-of-the-art qualitative and quantitative methods scalable to short-term or long-term research projects that help organizations in making decisions. The research team uses a range of data analysis tools to aid the research process.
An Indian multinational IT services organization operating in more than 20 countries with 10,000 employees worldwide.
We discovered the reasons behind the high attrition and low employee satisfaction among the women workforce across levels and recommended suitable interventions to increase the diversity of the workforce with an increased number of women employees.
The organization had been witnessing a higher rate of attrition among women employees across levels and the employee satisfaction surveys reflected relatively low scores by women across levels. The representation of women employees was much lower than the industry average. Additionally, the organization’s clients demanded an increased representation of women employees.
The organization had invested in various initiatives to develop leadership and managerial skills among the women employees. Gender sensitivity programs were also conducted. However, there was no visible improvement in either employee satisfaction levels or the attrition rate.
Our initiative considered the shared workplace experiences of women employees as a starting point could provide a sustainable foundation for an organization’s gender diversity and inclusion efforts. We started with maternity as the shared experience of women employees. The study examined the institutional processes that shape the experiences of women during their maternity and post maternity life stages.
Institutional Ethnography framework was used for reviewing organizational policies and practices, understanding organization work processes and work design and understanding the client and business requirements.
The data were analyzed using the methods of discourse analysis and thematic analysis to understand the gender subtext to identify the change targets for the gender diversity initiative which shaped the experience of those women.
Following recommendations were made based on the study:
- Change in policies related to accommodating returning mothers and policies around women going on maternity leave.
- Enhance the scope of organization’s POSH policies and procedures to include workplace bullying of non-sexual nature.
- Revise policies and practices related to resource management to remove gender bias and to make them gender-neutral.
The gender diversity, equity and inclusion initiatives often fail because they are subject to the prejudices of the organizational actors, ignore the established organizational power structures, do not account for the organizational context or the social context, or do not account for life stage. In addition, gender diversity initiatives are treated as a compliance issue.