5 WAYS TO Sensitise Employees on Diversity
With organisations become melting
pots, human resource officers are finding it tougher to find innovative ways to
get employees to be more in tune with the unique needs of diverse groups.
Shreya Roy finds out how employees can be sensitised on workplace diversity . 1 Communicate Your Diversity Goals Make diversity a core pillar of your people strategy, and call out the areas of focus.
“Mindtree's diversity focus is based on the EDGES charter, anchored on four aspects of ethnicity or nationality, people with disabilities, gender, and sexual orientation,“ says Ravi Shankar, chief people officer. The company uses use HR analytics tools to ensure transparency in compensation, increment, promotions and appraisals. Regular employee communication is maintained through mailers focusing on sustainability and diversity, he adds. 2 Cover all Levels of the Organisation Start sensitising people on diversity issues from day one, at all levels. “Sensitising employees begins at the induction stage and goes right up to the senior management,“ says Shankar.
The company also expects all employees from freshers to the CEO, to go through a mandatory animation online course designed to sensitise them to gender-related issues. 3 Use Real-Life Examples Story-telling is one of the most powerful means of sensitising people. “Our workplace Diversity & Inclusion training e-module con tains case studies and examples that are based on real employee experiences and in sights,“ says Wipro's vice president of human resources, and diversity head, Sunita Cherian. The company invites leaders from within and outside to share their personal stories and learning with large employee groups. 4 Manage Biases and Perceptions Enable people through leadership and skill development programmes. Take pride in every individual's contribution, and have programmes in place that create a “framework of equality“, says Sheenam Ohrie, diversity leader and vice president, Suite Test Engineering, SAP Labs India. SAP runs a programme that mandates leaders to go through comprehensive training on `Men and Women Leading Together'. 5 Create the Right Environment Inclusion is best achieved voluntarily. “I don't know of more effective catalysts for voluntary action than participation and involvement,“ says Cherian of Wipro. If employees participate in the programme and are involved in its progress, one is assured of not just its success, but of its sustenance. “Inclusion has been more important for us, and diversity is really the result of that inclusion,“ she adds.
Shreya Roy finds out how employees can be sensitised on workplace diversity . 1 Communicate Your Diversity Goals Make diversity a core pillar of your people strategy, and call out the areas of focus.
“Mindtree's diversity focus is based on the EDGES charter, anchored on four aspects of ethnicity or nationality, people with disabilities, gender, and sexual orientation,“ says Ravi Shankar, chief people officer. The company uses use HR analytics tools to ensure transparency in compensation, increment, promotions and appraisals. Regular employee communication is maintained through mailers focusing on sustainability and diversity, he adds. 2 Cover all Levels of the Organisation Start sensitising people on diversity issues from day one, at all levels. “Sensitising employees begins at the induction stage and goes right up to the senior management,“ says Shankar.
The company also expects all employees from freshers to the CEO, to go through a mandatory animation online course designed to sensitise them to gender-related issues. 3 Use Real-Life Examples Story-telling is one of the most powerful means of sensitising people. “Our workplace Diversity & Inclusion training e-module con tains case studies and examples that are based on real employee experiences and in sights,“ says Wipro's vice president of human resources, and diversity head, Sunita Cherian. The company invites leaders from within and outside to share their personal stories and learning with large employee groups. 4 Manage Biases and Perceptions Enable people through leadership and skill development programmes. Take pride in every individual's contribution, and have programmes in place that create a “framework of equality“, says Sheenam Ohrie, diversity leader and vice president, Suite Test Engineering, SAP Labs India. SAP runs a programme that mandates leaders to go through comprehensive training on `Men and Women Leading Together'. 5 Create the Right Environment Inclusion is best achieved voluntarily. “I don't know of more effective catalysts for voluntary action than participation and involvement,“ says Cherian of Wipro. If employees participate in the programme and are involved in its progress, one is assured of not just its success, but of its sustenance. “Inclusion has been more important for us, and diversity is really the result of that inclusion,“ she adds.
ET140603
No comments:
Post a Comment