The biggest risk that the HR fraternity is facing today in their DEI (Diversity, Equity, and Inclusion) goals is ‘the risk of exclusion.’
The risk of exclusion is derived from personal biases. We hold our own subjective world views and are influenced by our own experiences, beliefs and values. When we identify these personal triggers contributing to personal biases, we can actively manage, mitigate or avoid them.
Many companies today are leading only women-specific DEI initiatives while excluding other attributes such as age, cultures, communities, backgrounds, sexual orientation, disability, etc.
This is today’s topic of discussion with our guest, Swetha Harikrishnan, HR Director at HackerEarth. Having been a part of the HR fraternity for the last 16 years, she has worked across different functions such as organizational development, change management, and, of course, her favourite space of ‘inclusion’.
Swetha answers questions like:
Takeaways from this episode
Three ways to approach your workplace wellbeing:
The key to great leadership is to move away from control, and rather give control. The only thing that matters is getting the work output.
In order to kick off your DEI program, start with psychological safety first. Pen down your DEI- specific goals on a document. Identify your current culture and compare it with the culture that you want to build. Find the gaps and marry your DEI- specific goals with them. Therefore, make sure to not let exclusion happen during the process.
Important factors to consider while running your employee engagement initiatives:
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