One of the major trickle-down effects of globalization is the blurring of national boundaries along with the blurring of social, cultural and gender divisions. The need to create diverse and inclusive places is becoming more important than ever before, and companies are fast tuning into the same. In a country like India, it is understandably more important, owing to the natural tones of diversity already existing in its social fabric. With a population of over a billion, India is home to people of different religions, ethnicities and even nationalities.  Handling such social variances and dynamics, especially at the workplace, is thus a top priority and necessity for many companies.  Whatever be the reason, it is important to note here that the practice of diversity and inclusion varies from company to company and country to country. No doubt, the global trends serve as reservoirs of reference points, but companies cannot just replicate models unless ample time and thought has gone into understanding local practices and experiences in doing so. The first important thing to understand is the kind of barriers existing in our country pertaining to addressing diversity and inclusion issues at workplace. Understanding such discriminatory practices based on gender, identity, religion, and ethnicity, etc. and then identifying ways to address such practices through structuring and restructuring internal policies, understanding the legal frameworks available, and understanding the emphasis on inclusive work environments, will help the companies in integrating diversity and inclusion systems more actively.

Past practices and experiences reflect how a company’s leadership has a vital role in creating such diverse and inclusive work environments.  It is hard to ignore the role of senior management and leadership in inculcating such practices and policies within companies.   A recent research study undertaken by NASSCOM reveals how ‘ boards are setting diversity-related goals, senior leadership time is being spent on evaluating and nurturing diversity, and programmes on sensitisation are being rolled out at all levels.’ Developing such policies and ensuring effective implementation of the same are reflective of good leadership values and ethics. 

One key area that most companies are focussing on is gender parity, and efforts are being made towards ensuring a healthy gender ratio within the workforce. Gender parity is important but it alone cannot solve diversity and inclusion issues in businesses. Companies need to dissect and reflect on what diversity and inclusion means to them. If one must think of a more deeper way to understand diversity, the UN Compact global  effectively sums it up as ‘Diversity refers to the variety of similarities and differences among people, including but not limited to: gender, gender identity, ethnicity, race, native or indigenous origin, age, generation, sexual orientation, culture, religion, belief system, marital status, parental status, socioeconomic difference, appearance, language and accent, disability, mental health, education, geography, nationality, work style, work experience, job role and function, thinking style, and personality type.’  This is a more exhaustive definition, but its applicability may be limited by the laws of each country.  For instance, if we look at inclusion of sexual minorities (Lesbians, Gays, Bisexuals, Transgenders, Intersex, and Queer) at the workplace, companies in countries like Canada, U.K will be able to adopt such policies and practices better than India, where the law is still against the sexual minorities. This does not mean that there is no room to explore options to still include them; it only means that diversity and inclusion programmes need to be altered according to such legal limitations and adopt practices that are sensitive and not ignorant. Several companies have successfully done this in the past and are testimony to the best work environments in the country.

Ensuring a culture of diversity and inclusion is not easy but it is achievable through systematic hard work and a strong intent.  Several ways have been discussed both globally and nationally, but some of the best ways in which the companies have successful integrated diversity and inclusion within their companies are:

1. Mainstreaming Processes: Mainstreaming diversity in HR and organizational policies helps in setting targets and driving the motivation towards actualizing these. Integrating diversity check points in recruitment processes, promotion, management practices and even incentive structures, helps in ensuring the importance of diversity as more than just a lip service to the company.
   
   
2. Capacity Building Programmes: Trainings, workshops and seminars help in inculcating sensitivity towards diversity and inclusive spaces. Mentoring and coaching platforms for top management are necessary because they are the ones who generally influence such policy making and work environment within the companies.
   
    
3. Strong and Functioning Support Structures: Companies should invest on creating strong support groups and grievance redressal systems to make sure that there are safe spaces available to people facing discrimination or harassment.  Sexual Harassment of Women at Workplace Act, 2013 is one such tool, the implementation of which ensures that women have a space to freely co-exist and contribute towards company growth and profits.
   
   
4. Working with Other Organizations: Another option available would be to work with organizations/ institutions that could help them widen their recruitment efforts and tap into additional resources. For instance, working with colleges and institutions catering to minorities can serve to obtain a good talent pool of candidates for entry levels jobs.
   
   
5. Adequate Team Building Exercises: Sustaining diversity efforts needs resources that are focussed towards ways of ensuring the same. Team retreats and team building exercises help in managing diversity, as well as reinforcing value systems and strong ties amongst employees.

One of the best examples of integrating best practices of diversity and inclusion is Walmart. The company has a brilliant Diversity Global Programme which includes hiring diverse talent, sensitivity towards veterans and their families and also skill deficit based capacity building programmes to expand hiring in countries where talent is available but skill is not. To ensure integration of inclusion, the company has set up strong Associate Resource Groups for people with disability, people of different ethnicities and nationalities, sexual minorities as well as youth and women. They believe that such resource groups are helpful as strong development tools for developing diverse talent and ensures inclusive spaces, meaningful change, and impact across the enterprise.

Businesses need to remember that existence of diversity and inclusion at workplace are linked closely to good governance and the social branding of a company. Employees, consumers, and other stakeholders view such practices as efforts towards responsible businesses, and hence the companies need to take up these issues as critical needs. The companies need to understand how diversity and inclusion are not only important for the business but also for the  ‘growth and health of their workforce.’

Lynette currently works as an Independent CSR Consultant and is associated with CSRBOX as a freelance writer.  She is the founder of CSR Trendz blog ( https://csrtrendz.wordpress.com) and specialises in programme design and delivery, stakeholder engagement, partnership development and strategy evaluation. She has extensive experience of working with companies, international developmental agencies and the government on education, health, and disaster risk reduction. You can reach her at lynette.phillips21@gmail.com