๐๐๐ย ๐ฟ๐๐ ๐ฝ๐๐๐ ๐ก๐๐จ๐ โ Harley Davidson joins Microsoft, Google, John Deere, Meta, Tesla, Lyft, Yahoo, Home Depot and Zoom amongst others.
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With the global giants shifting their focus away, let us reaffirm - DEI transcends the mere cosmetics of recruitment, diversity support groups, campaigns, allyship & diversity positions; it's about purposeful endeavour to plug the talent drain and to cultivate a meritocratic foundation that enriches the leadership pipeline with truly enabled, competent, diverse individuals, especially in India's diverse yet inclusively challenged Indian cultural context.
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At ๐ฃ๐ฟ๐ผ๐๐ฒ๐ป๐๐๐๐๐ฅ, weโve always believed that the Western DEI model doesnโt fully resonate in the Indian context, its damaged goods. To dive deeper into what we should be doing differently, check out my podcast from March 2019, โ๐๐ผ๐น๐ฑ ๐ฃ๐ฟ๐ฒ๐๐! ๐๐ฒ๐ ๐๐ ๐ฆ๐ง๐ข๐ฃ ๐๐ฎ๐น๐ธ๐ถ๐ป๐ด ๐๐๐ฉ๐๐ฅ๐ฆ๐๐ง๐ฌ!!โ Itโs more relevant today than ever.
Please do listen to this podcast and letโs talk, how we can redefine DEIB to create real meaningful impact!
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We recognise the true essence of Diversity, Equity, Inclusion & Belonging (DEIB) in our cultural context. Our structured interventions are meticulously crafted to address deeper organisational challenges and foster a genuinely inclusive culture that strengthens leadership pipelines. Hereโs how our key programs contribute to this mission:
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โ๐ง๐ต๐ฒ๐ฟ๐ฒโ๐ ๐ฎ๐ปย ๐๐น๐ฒ๐ฝ๐ต๐ฎ๐ป๐ ๐ถ๐ปย ๐๐ต๐ฒ ๐ฅ๐ผ๐ผ๐บโ โ ๐๐ฟ๐ฒ๐ฎ๐ธ๐ถ๐ป๐ด ๐๐ถ๐ฎ๐: This intervention is designed to confront and dismantle unconscious biases that can impede fair decision-making and limit opportunities for diverse talent. Through experiential learning and reflective exercises, participants gain awareness of their own biases and learn practical strategies to mitigate their impact. By addressing these biases head-on, organisations can create a more equitable environment where every individual's potential is recognised and nurtured.
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2. โ๐๐ป๐๐ฝ๐ถ๐ฟ๐ฒ๐ฎ๐๐๐ฝ๐ถ๐ฟ๐ฒโ โ ๐ฃ๐น๐๐ด๐ด๐ถ๐ป๐ด ๐๐ต๐ฒย ๐ง๐ฎ๐น๐ฒ๐ป๐ ๐๐ฟ๐ฎ๐ถ๐ป: Our Inspire2Aspire program focuses on bridging the talent gap by addressing the specific barriers faced by mid-level women leaders. This one-day workshop empowers participants to overcome challenges and align their career trajectories with their aspirations. By providing tools for self-empowerment and strategic career development, this program helps in retaining and advancing skilled female leaders, ensuring that the leadership pipeline remains robust and diverse.
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3. "๐ช๐ผ๐บ๐ฒ๐ป ๐ฒ๐บ๐ฃ๐ผ๐๐ฒ๐ฟ ๐๐ฒ๐ฎ๐ฑ๐ฒ๐ฟ๐๐ต๐ถ๐ฝ ๐๐ผ๐๐ฟ๐ป๐ฒ๐โ: This comprehensive leadership journey is aimed at developing and supporting women leaders through a series of tailored interventions. The program emphasises personal growth, strategic influence, and leadership skills, creating a supportive network for women to thrive in senior roles. By investing in the development of women leaders, the program helps in building a diverse and capable leadership pipeline that is well-equipped to drive organisational success.
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These programs are integral to creating a culture of belonging and meritocracy, ensuring that diverse talent is not only attracted but also effectively nurtured into capable leaders. By addressing bias, plugging talent gaps, and supporting womenโs advancement, ๐ฃ๐ฟ๐ผ๐๐ฒ๐ป๐๐๐๐๐ฅ is committed to enhancing the inclusivity and effectiveness of leadership pipelines in todayโs dynamic business environment.
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#DEIBacklash #DiversityEquityInclusion #InclusionReimagined #LeadershipPipeline #DEIInIndia #BiasBreaking #EmpowerWomenLeaders #WomenInLeadership #InclusiveCulture #DEIB #OrganizationalSuccess #ProventusHR
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RKย (Rama Krishna) is a Master Coach | Facilitator | Curious Human, with three decades of Leadership, Learning & Organisation Development experience, across industries.
He is Founder of ProventusHR - A Bespoke Learning & HR Advisory
He writes occasionally and can be reached at:
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