Dear All,
I have been assigned a project on improving gender diversity in my organization. I request all of you to please help me with industry best practices to enhance gender diversity in India.
Regards,
Neha Srivastava
Employee Relations
From India, Delhi
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I have been assigned a project on improving gender diversity in my organization. I request all of you to please help me with industry best practices to enhance gender diversity in India.
Regards,
Neha Srivastava
Employee Relations
From India, Delhi
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Dear Neha,
"Diversity breeds dynamism" goes the adage. Therefore, while infusing diversity, you cannot restrict your activities with respect to gender only. In addition to gender, you need to foster diversity in terms of geographical location, religion, ethnicity, language, educational background, educational institutions, physical disability, age groups, and so on.
A diversity program is best executed through the right recruitment practices. There is nothing like industry best practice. The objective of a diversity program is to bridge the "us and them" gap, if any. You need to have a breakdown of the employees based on the points mentioned in the above paragraph. Find out whether there is an overrepresentation of any group and try to control it through recruitment.
India is blessed with so many languages, religions, etc. No country could be as diverse as India. Therefore, the execution of a diversity program should not be a big problem.
Thanks,
Dinesh Divekar
From India, Bangalore
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8225"Diversity breeds dynamism" goes the adage. Therefore, while infusing diversity, you cannot restrict your activities with respect to gender only. In addition to gender, you need to foster diversity in terms of geographical location, religion, ethnicity, language, educational background, educational institutions, physical disability, age groups, and so on.
A diversity program is best executed through the right recruitment practices. There is nothing like industry best practice. The objective of a diversity program is to bridge the "us and them" gap, if any. You need to have a breakdown of the employees based on the points mentioned in the above paragraph. Find out whether there is an overrepresentation of any group and try to control it through recruitment.
India is blessed with so many languages, religions, etc. No country could be as diverse as India. Therefore, the execution of a diversity program should not be a big problem.
Thanks,
Dinesh Divekar
From India, Bangalore
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The basic method to improve gender diversity is to have a balanced representation of genders in the organization as a whole and preferably in each unit/department. You can achieve this by hiring more people from the gender that is under-represented in your organization.
If you wish to take professional help in devising the strategy and/or policy for creating gender diversity, please feel free to contact us, and our team of experts will be pleased to help you.
Thanks,
Kind Regards,
Avika Kapoor
Vice President - Operations
Website: Kapgrow
From India, New Delhi
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If you wish to take professional help in devising the strategy and/or policy for creating gender diversity, please feel free to contact us, and our team of experts will be pleased to help you.
Thanks,
Kind Regards,
Avika Kapoor
Vice President - Operations
Website: Kapgrow
From India, New Delhi
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Hi, I am an HR professional with a BPO in Coimbatore. As you have mentioned "A Project On Improving The Gender Diversity In My Organization," this is possible in practice only in a BPO or IT/ITES. However, in manufacturing or production-based organizations, it is difficult. It is not just enough for the management or HRD to decide. Transformations need to be initiated right from the grassroots level.
From India, Madras
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From India, Madras
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Dear Divya,
I have experienced the fallacies when workforce diversity is not promoted. A few years ago, I had been to Chennai for training. My client was a major healthcare company. Though Chennai is a metro city, I found a 100% local culture prevalent. When I questioned the Head of HR about this, he told me that the company's culture is such that non-locals simply cannot sustain. He made efforts to promote diversity, but even at the managerial level, his attempts failed. They have a perfectly homogeneous culture, and they are paying the price for it.
Regarding manufacturing, your statement that workforce diversity is an IT/BPO phenomenon may not be entirely accurate. Just last week, I visited Tirupur, a major textile town in South India with possibly 20,000 small textile units or more. At the worker level, I observed a significant presence of North Indians and others from the eastern part of the country. The Production Manager mentioned that workforce diversity is primarily due to a labor shortage and was not a planned initiative.
Whether by default or design, workforce diversity has its own merits, and HR should actively promote it.
Thanks,
Dinesh Divekar
From India, Bangalore
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I have experienced the fallacies when workforce diversity is not promoted. A few years ago, I had been to Chennai for training. My client was a major healthcare company. Though Chennai is a metro city, I found a 100% local culture prevalent. When I questioned the Head of HR about this, he told me that the company's culture is such that non-locals simply cannot sustain. He made efforts to promote diversity, but even at the managerial level, his attempts failed. They have a perfectly homogeneous culture, and they are paying the price for it.
Regarding manufacturing, your statement that workforce diversity is an IT/BPO phenomenon may not be entirely accurate. Just last week, I visited Tirupur, a major textile town in South India with possibly 20,000 small textile units or more. At the worker level, I observed a significant presence of North Indians and others from the eastern part of the country. The Production Manager mentioned that workforce diversity is primarily due to a labor shortage and was not a planned initiative.
Whether by default or design, workforce diversity has its own merits, and HR should actively promote it.
Thanks,
Dinesh Divekar
From India, Bangalore
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Gender Diversity Barrier.pdf
Generational Diversity.ppt