pooja

Corporate diversity is a major hot topic in the world today. Post #metoo, in the age of #BLM, with movements for inclusion, diversity, racial and indigenous rights, and accurate history strengthening across the world, we truly live in the age of diversity, with society acknowledging more layers of diversity every day. More than at any point in history, companies have to learn to be conscious and mindful of this diversity. The evidence clearly shows that a culturally diverse workforce adds to the productivity, profits, and overall well-being of the collective workforce of the company.

Diversity and inclusion are fundamental to the socio-cultural environment of an organisation. Diversity has the potential to yield greater work productivity and competitive advantages, and so organisations need to embrace diversity and look for ways to become inclusive organizations. Organisations need to understand where the obstacles to broader gender diversity lie. A strategic focus on enhancing gender diversity across all levels, is required to be supplemented by an internal ecosystem that is a combination of management commitment, customized development programs for women, and a set of physical enablers such as help with child care, addressing inequalities, sensitization etc.

“I do not have time.” Or “I wish I had some more time” or, “I wish I had some “ME TIME”. I bet, even before opening this document, many of you would have also thought “Do I have the time to read this?”

Failure can be a daunting prospect, but it is important to understand that it is an integral part of growth and progress. The fear of failure can often hold us back from taking risks and exploring new ideas. However, it is through the act of nurturing innovation and experimentation that we can dispel this fear and turn it into a powerful tool for growth and success. When we approach failure as a learning opportunity rather than a setback, we open ourselves up to new possibilities and the chance to create something truly remarkable. By embracing experimentation and taking calculated risks, we can push the boundaries of what is possible and turn our passions into meaningful change. So let us cast aside our fear of failure and embrace the spirit of innovation and experimentation, for it is through this fearless approach that we can truly realize our potential and make a difference in the world.

The past 1.5 years of Covid have shown that compassion, empathy and a people-centric approach have no substitutes as they are central to any organisation’s success. This was one of the important lessons learnt by many corporates round the globe. Can these characteristics of an organisation be developed overnight? For IndianOil, it was not a lesson to be learnt but rather an opportunity to value the culture that we had built over the years.

Employee engagement refers to being psychologically involved in, connected to and committed to getting one’s job done. Engaged employees experience a high level of connectivity with their work tasks” and work hard to accomplish their task-related goals.