Diversity, Equity, And Inclusion Are Now Fundamental Precepts Of Corporate Business Culture

Promoting diversity in the workforce, ensuring equal opportunity for all workers, and establishing an inclusive atmosphere are all priorities for businesses worldwide. These principles are essential for sustaining moral principles and fulfilling expectations of stakeholders, such as clients and customers. To create a sustainable and fair future for their firm, businesses must prioritise DE&I in their policies, hiring procedures, and workplace culture.

 Shefali Kohli, Group Head – Strategic Rewards and People Processes at Godrej Industries believes that workplace wellness programs can boost performance and output by offering tools for physical welfare, encouraging work-life balance, and encouraging social interaction. Leaders should prioritise DEI efforts, which also provide possibilities for advancement and celebrate staff success. To foster a welcoming and encouraging workplace, businesses must also address the unique issues experienced by various employee groups, such as LGBTQ+ individuals. Companies may enable a more engaged and productive staff, resulting in long-term success and sustainability, by prioritizing DEI and welfare.

1. What is your organisation's approach towards DEI?

We at Godrej, have a leading edge with the enormous support from our leadership that enables us to achieve our DEI objectives and shifting mindsets. Our ethos of DEI and dedication to diversity, equity and inclusion (DEI) go hand in hand. We understand that our duty as a corporate entity is to support social change and foster a more inclusive culture. We want to create an environment where people can be themselves, encouraging a sense of belonging and enabling varied perspectives to thrive by adopting DEI values. This inclusive approach makes us more appealing as an employer and broadens our talent pool, stimulates innovation, and eventually aids in our company's overall profitability and expansion. When employees can bring their authentic selves to work, they are able to channel their time and energy productively and create healthy relationships with co-workers.

2. Please shed light on some of the inclusion measures at your organisation with respect to the LGBTQ+ community, including talent identification and hiring?

At Godrej, we work to foster a workplace that is welcoming to the LGBTQ+ community. We have established robust policies and procedures in place on gender affirmation, same sex partner policies and infrastructural support etc. to provide equal opportunities and avoid discrimination based on sexual orientation and gender identity. These guidelines provide the framework for our selection process, encouraging equity and inclusiveness at every turn. Recognising the value of many viewpoints and experiences, we seek out diverse talent from the LGBTQ+ community, but we ensure that an equitable workplace has to be meritocratic and there is no compromise whatsoever here. We conduct programs that promote a diverse and inclusive atmosphere, employing tactics like pilots and hiring gig workers from various pools to support attitude transformation.

3. What are some of the concrete measures taken with respect to creating appropriate infrastructure like washrooms?

Godrej understands the value of providing inclusive facilities for all people, including those from the LGBTQ+ community. We have created gender neutral washrooms in our office thereby ensuring that our workplace infrastructure provides a secure and friendly environment where everyone can feel at home and valued. In addition to our focus on creating the appropriate infrastructure, we have LGBTQ+ friendly policies like medical policies to support gender change, same sex partner policies, allies for LGBTQ+ employees etc. These actions reflect our significant efforts in creating a diverse and welcoming workplace that respects and supports everyone.

4. Are there sensitisation programmes conducted on a regular basis for employees?

At Godrej, employees participate in frequent sensitisation programmes. These initiatives ensure that people are courteous and respectful of everyone and there is no unconscious bias towards their LGBTQ+ colleagues. We also have the ‘Open Hearts Open Minds’ initiative where we share stories of respect and

trust, through weekly nudges on the internal communication platforms. This helps altering mindsets, thereby avoiding discrimination and fostering an inclusive culture.

5. In case of any bias or harassment by fellow workers, how does the organisation address the issue?

We have a ‘Prevention of Sexual Harassment Policy (POSH)’ which is gender neutral and everyone is allowed to appeal and appropriate redressal of every case is ensured. We also have informal workshops that addresses unconscious bias and how it can be tackled. It sensitises employees through the ‘Open Hearts Open Minds’ initiative where we also share actual stories which makes people more aware of proper language and behaviour towards their LGBTQ+ colleagues.