The focus on expanding the Diversity & Inclusion(D&I) agenda to include more diversity dimensions was the underlying theme a couple of years ago at Wells Fargo EGS (India). While still focusing on gender, D&I strategies veered towards recognizing the intersectionality and diversity among us. These included age, background, religion, sexual orientation, gender identity, gender expression, physical & mental abilities, among others.
We strengthened our D&I council and focused primarily on four pillars —gender, diverse abilities, LGBT+, and veterans. Our strategy to focus on culture, policy, infrastructure, and advocacy ensured we moved the needle across pillars.
Key learning in the past was the talent advantage provided by veterans. Research indicates that approximately 65,000 personnel in the age group of 35 to 45 retire from the armed forces every year. It presents an excellent opportunity to include the largely untapped pool of veterans in the corporates. We understood the many challenges faced by veterans and corporates and were in a position to lead the industry in the veteran inclusion journey. Bringing two key stakeholders together, we facilitated a partnership between the Indian Army and NASSCOM in October 2019 to launch the NASSCOM Veteran Cell. It was envisioned to serve as a platform for veterans looking to enter the corporate world and for corporates interested in beginning their veteran inclusion journey.
Wells Fargo EGS (India) is working with government bodies like the Director General Resettlement (DGR) of the Indian Army, Commodore Bureau of Sailors (CABS) of the Indian Navy, Air Force Record Office (AFRO) of the Indian Air Force, and leading educational institutions that focus on veteran reintegration. The hiring strategy not only includes the officer cadre but also the JCO, NCO, and Soldier cadre, across the rank and file based on the availability of open positions. Wells Fargo EGS (India) launched the India chapter of its global Veterans’ Team Member Network (VTMN) program to help veterans with opportunities for personal and professional development, mentoring, and networking.
Another diversity dimension that gained prominence is LGBT+ inclusion. Post the overturn of Sec 377 in September 2018, corporates have been much more vocal about creating awareness and inclusive workplaces for the LGBT+ community.
Given the social context in India, allyship became the anchor for the launch of the PRIDE India chapter at Wells Fargo EGS (India). This was the first step in ensuring that all team members view Wells Fargo as not just a place where you can develop yourself and advance your career but also a place where you can feel safe and cared for while being your true self. To create awareness around the LGBT+ community through sensitization sessions on nuances of sexual orientation, gender identity, and expression (SOGIE), there was talk series with leaders from the LGBT+ community, creative expression through dance drama, and visually identifiable collateral and merchandise – rainbow flag at our reception area and wide distribution of rainbow lanyards. The creation of all-inclusive restrooms across Wells Fargo EGS (India) sites was an important step and a commitment towards creating a truly inclusive workplace.
While companies explore newer dimensions of D&I, gender remains a pertinent area that needs continuous focus to attract, develop, and retain the best talent. Understanding the importance and need for childcare support, in a market-leading move, Wells Fargo EGS (India) enhanced childcare reimbursement to INR15,000 per month per child until the age of six for mothers and single fathers.
The company also continues to tap into a non-traditional talent pool of returning women professionals. The Glide career continuity program is a highly customized offering for women returning to the workforce after taking career breaks to fulfill personal commitments and responsibilities. Women with eight or more years of experience with a career break for two years or more are eligible to apply for the program. The selected hires are on-boarded as full-time employees from day 1.
For the inclusion of persons with disabilities or diverse abilities, as it is known at Wells Fargo EGS (India), the focus is to create a conducive work environment by reviewing physical infrastructure, policies and practices, and assessing technology accessibility. The launch of the India chapter of the Diverse Abilities Team Member Network has played an important role in enhancing awareness about diverse abilities, hiring manager sensitization, and team member engagement.
