International Women's Day: Combatting Biases & Empowering Voices

Today, on the occasion of International Women's Day, organisations strive to achieve strategic growth and promote diversity, equity and inclusion (DEI) within their ranks, addressing systemic barriers and ensuring equitable opportunities for women at all levels of the workforce. Gaurav Sharma, Chief People Officer, Hindustan Coca-Cola Beverages (HCCB) sheds light on proactive measures and collaborative efforts that companies can take to reshape their cultures to cultivate an ecosystem where women can thrive and contribute meaningfully and ascend to leadership positions, driving organisational success and innovation.

How can organisations foster a culture of inclusivity and support for women in traditionally male-dominated industries or roles?

In the pursuit of strategic growth within male-dominated sectors, the cornerstone lies in fostering an inclusivity culture through a focused and mindful approach. It is imperative that we systematically track metrics about hiring, promotions, and the participation of women in career development programmes. A comprehensive measurement of the gender gap in participation and performance, coupled with proactive initiatives to integrate women into the workforce across various levels—from leadership to entry levels—is paramount. By hiring diverse emerging talents from campuses and navigating policy challenges to hire more women, we contribute to the creation of a diverse ecosystem that promotes inclusion.

At HCCB, we champion initiatives like the Women Inspired Network, sponsored by women leaders, which facilitates networking, sharing experiences and building meaningful relationships with each other; targeted programmes like LIFT - Leveraging & Inspiring Female Talent which empowers our women leaders to mentor future women talent seeking opportunities within our organisation and STEP-UP - a professional growth programme for early career women professionals. Our direct grievance-sharing channel, VOYC, empowers female associates with a platform to openly share challenges and concerns. Additionally, initiatives such as Men as Allies and Embrace Equity, through interactive workshops, build awareness and sensitise associates towards embracing differences and thriving together, exemplifying our commitment to creating an inclusive workplace.

In your opinion, what are some effective strategies for addressing the gender pay gap and ensuring equitable compensation for women employees?

Transparency and performance-based compensation are vital in ensuring fairness. Implementing calibrations on performance management and audits on how we are growing our female talents with a view on how compensation is benchmarked to a particular role and not associates helps to eliminate bias during our performance appraisals increase cycles. This approach ensures a holistic, skillful and performance-based assessment devoid of bias, streamlining talent management and fostering a culture of continuous feedback. Such measures not only enhance inclusivity and organisational success but also fortify trust among employees by serving as a bulwark against hidden biases.

How can organisations address issues of workplace harassment and discrimination to create a safe and respectful environment for women employees?

The creation of a secure workplace environment hinges on nurturing employee well-being, fostering trust and collaboration, and promoting community building and allyship. Establishing a robust framework to address challenges, involving associates in proactively identifying risk areas to prevent rather than remedy and conducting periodic sensitivity training are critical for ensuring safety and respect for all. Providing access to information and confidential escalation channels further strengthens our efforts to prevent undesirable behaviour, underpinning our commitment to creating a respectful and safe working environment for women.

What steps can leaders and managers take to amplify the voices of women in meetings and decision-making processes to ensure their perspectives are heard and valued?

Leaders who exemplify inclusive behaviours set the foundation for a positive and empowering workplace environment. Addressing unconscious bias is essential for fostering gender equality and amplifying the voices of women. It is crucial to create a transparent and safe environment where women feel valued and empowered to play an active role in decision-making and express their opinions freely.

At HCCB, we have initiated programmes like LIFT (Leveraging & Inspiring Female Talent) to empower women leaders by strengthening their presence and influence within the organisation. This collaborative effort towards breaking bias and creating an equitable workplace is vital for ensuring that women's perspectives are heard and valued across all levels of decision-making.

What are the barriers faced by women at both entry and advancement levels in the workforce?

Despite global progress in Diversity, Equity, and Inclusion (DEI), challenges persist in ensuring equal opportunities for all. At the entry-level, gender bias, lack of access to mentorship and networking opportunities and societal expectations continue to impede women's career trajectories. The lack of support systems further complicates work-life integration for women.

At the advancement level, the "glass ceiling" and lack of female representation in decision-making roles can significantly hinder career growth. At HCCB, our ongoing efforts to diversify our workforce at all stages—from entry to senior levels—demonstrate a conscious commitment to reducing these barriers through allyship and creating a more inclusive ecosystem that supports women's advancement.