Mental health and well-being in the workplace is no longer a “nice to have”, it’s a business imperative. And the data from the 2025 Avtar & Seramount Best Companies for Women in India Study backs that up.  Here’s the thing: when we talk about workplace mental health best practices, we often stay at the surface level; an Employee Assistance Program (EAP) hotline here, a wellness webinar there. But

Work as we knew it shifted in 2020, as the COVID-19 pandemic accelerated hybrid models, redefining boundaries and blurring the lines between personal and professional life. This change brought to light a stark reality – the reality that employees don’t operate in isolation; their personal responsibilities move with them. The post-pandemic return to work has only intensified this need. As employees

Charalampos Sarafopoulos, Executive Director, Al Shirawi Facilities Management In a multi-national set-up like UAE, how do you promote gender diversity and inclusion within your industry, and how have you approached overcoming them? As far as the UAE is concerned, it is one of the most multicultural regions in the world, with nearly 80% of the

Jena Ladhani, CEO, CBRE Advisory Services LLC Can you share a real example or success story where an inclusive practice led to measurable business impact, such as enhanced productivity, innovation, or employee engagement? An example that comes to mind is, during our expansion, a colleague asked “We keep growing, how do we retain the family

The Wellness Paradox  Every year, organisations announce newer wellness offerings. Meditation apps. Mental health days. Fruit baskets that appear on Mondays and vanish by Wednesday. And every year, the same organisations wonder why burnout persists and their best people leave quietly.  More investment. Less impact.  The problem is not intention. Most organisations mean well. The

Employee Resource Groups (ERGs) have evolved significantly since their inception in the 1960s, when they were first formed to create safe spaces for employees to voice concerns around racial inequality and inclusion. While their foundational purpose of driving inclusion, enabling peer support, and fostering community remains intact, ERGs today play a far more expansive role. One of their most critical

In 2006, ambition wore stilettos and silence. In 2026, it carries boundaries, Slack messages, and a refusal to apologize for either. That’s the sharpest takeaway from The Devil Wears Prada 2. The sequel doesn’t just revisit Runway—it holds up a mirror to two decades of workplace evolution. And it’s not always flattering. In 2006, the

For over two decades, Avtar Career Creators has worked closely with organizations to shape workplaces where people feel included, respected, and able to grow. This journey spanning 25 years has always been rooted in one belief: when people feel valued, they do their best work. As workplaces evolve, this belief is taking on a broader

Earth Day 2026 brings in huge reminders close to home. 2025 was a witness to extreme weather – from heatwaves and water crisis to floods and glacier retreats, the reality of climate risk is inching closer more than before. Keeping this as the background and theme for this year’s Earth Day, “Our Power, Our Planet,”

Menstrual health, traditionally, has remained outside the scope of workplace design – largely considered an individually managed matter. In recent years, however, policy conversations in India have brought menstrual wellness into sharper focus. The issue is increasingly recognized as a workplace concern linked to participation, productivity, and inclusion.  The recent observations by the Supreme Court on menstrual leave have added