Kannan Hariharan, Chief Strategist – Culture & Belongingness, Avtar Group, explains how inclusion drives diversity and equity, with belongingness driven by emotion. Avtar The Power of Diversity · Engineering a sense of belonging
April 2nd is observed as World Autism Awareness Day every year to create awareness about Autism Spectrum Disorder (ASD), a broad range of conditions characterized by repetitive behavior and challenges with social skills, speech, and communication. In India, an estimated 18 million people have ASD, according to reports. The Rights of Persons with Disabilities Act
Creating a realistic job description involves conducting a job analysis, identifying essential job functions, and defining qualifications and requirements. The descriptions should also be clear and concise, focusing on outcomes, getting feedback, and reviewing and updating regularly. Following these steps, you can create a job description that accurately reflects the job and helps attract and
Ambiguous job descriptions can create a range of challenges for employers and employees, including recruitment difficulties, poor performance, conflict and frustration, legal risks, and retention problems. The importance of a job description can be understood from its long history. Job descriptions can be traced back to ancient civilizations, such as ancient Egypt and Mesopotamia, with
Work and a fulfilling career are significant sources of inspiration that motivate many women to excel and achieve success. However, it is crucial to recognize that female workers face many occupational safety risks that require serious attention. Occupational safety risks faced by women can put their physical and mental health in jeopardy and must be
The list of organizations addressing the business case for diversity, equity, and inclusion and taking steps towards DEI is growing. However, employees from underrepresented groups often raise a concern that the efforts result in tokenism and exclusion. Tokenism is the practice of making a superficial effort towards diversity and inclusion by including only one or
As the business world gears up for the next financial year, it is time to do something solid and not just the bare minimum when incorporating DEI initiatives. Diversity just for the sake of diversity, or political correctness, is futile. When organizations look at DEI more as a tick-in-the-box rather than a strategy that provides
Narelle Burke, CHRO APAC Insights, and for Global Consulting, Kantar, talks about the multiple and different effects of DEI on people and the organization.
DEI- Diversity, Equity, and Inclusion– isn’t new to the corporate agenda, but the pandemic has accelerated the conversation around it. Along with investing in DEI efforts, it’s equally important to track and measure what’s working for the organization. Measuring the effectiveness of diversity, equity, and inclusion (DEI) efforts is crucial for organizations to ensure they
Sponsorship can be a key factor in promoting diversity, equity, and inclusion (DEI) in the technology industry, particularly for women. Unlike mentorship, sponsorship involves a more active role for the sponsor, who provides guidance and advice, and opens doors that may otherwise be closed for the sponsored individual. Sponsors are powerful advocates for the women
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