Diversity

Almost everyone is talking about diversity now a days. Diversity can be from various parameters - caste, religion, race, ethnicity, age, gender, marital status and so on…  It is such a serious topic and at times discussed so loosely.

Diversity brings in synergy. Let us take example of 5 fingers of a hand - we need each finger to have maximum synergy. Each finger is unique in its shape and contribution. Similarly, through diversity uniqueness leads to diverse qualities hence superior synergy.

It is easy to talk about diversity but difficult to implement. One of the biggest show stoppers is ‘mindset’. While some advocate for mindset at a leadership level at a workplace, I feel that it is mindset of each individual at workplace. As mindset impact workplace much later. It starts to influence diversity much earlier than we know.

Diversity is a vast area even gender diversity (LGBTQA+) and don’t want to write so many things in one blog. For the time being, let us discuss on female/male diversity. Very seriously discussed and very poorly implemented across industry, segments, management level, etc.

In my opinion achieving female/male diversity is a process rather an one time intervention. My two cents on how to improve said diversity.

1. Provide flexibility in terms of work schedule - work timings, work place, etc.

2. Mentoring female young leaders so that there is larger population of female leaders higher up. Career progression planning is most important.

3. Most female workers loose career momentum during maternity/post maternity. Organisations need to understand and remain flexible to ensure that they are fast tracked with adequate support. Many organisations giving opportunity female candidates who choose to take a break and start the professional career again. But, such interventions are sporadic!

4. Carve out roles specifically suitable for female candidates/employees.

5. Create a conducive work environment/culture.

6. Use gender neutral terminologies in communications to develop mutual respect - for example use person-hour instead of man-hour.

7. Skills and competencies are independent of gender. Hence, recruitment should based on the same without any bias.

8. Demonstrate respect - no one needs the sympathy.

9. Don’t benchmark yourself with others, set your own benchmark. Every organisation/industry is unique with respect to diversity (at least at current times).

Be transparent, fair and unemotional! The leafs in the picture is an example of diversity in my opinion.

Disclaimer: There are my personal thoughts & opinions and not intended to disrespect anyone, any manner. This has no bearing on the work that I do!

#tosangy