DIVERSITY, EQUALITY Sajeet Pradhan, PhD
& INCLUSION IN HRM IIM Trichy
WHAT IS DIVERSITY?
Diversity is differences in racial and ethnic, socioeconomic,
geographic, and academic/professional backgrounds. People
with different opinions, backgrounds (degrees and social
experience), religious beliefs, political beliefs, sexual
orientations, heritage, and life experience.
VARIOUS DIMENSIONS OF DIVERSITY
ORGANIZATIONAL COMMUNICATION &
CULTURAL PERSPECTIVE
Age Geographic location
National origin Functional discipline
Race Languages used
Sexual orientation Values
Religion Communication style
Disability Work Style
Gender Learning style
Education Economic status
Work role/experience Family situation
Personality Military experience
Customs Philosophical perspective
DIVERSITY DASHBOARD
CHOOSE THE GENDER
OCCUPATION GENDER
1) Driver 1) Male/Female
2) Nurse 2) Male/Female
3) Soldier 3) Male/Female
4) Plumber 4) Male/Female
HOW DOES OUR MIND
FUNCTION?
Human mind loves order, structure and pattern.
We prefer putting things in nice category.
Categories with labels ( In terms of Caste, Religion, Region, language, sexual
orientation etc)
Why ?
Humans love answers/ explanation. We don’t like things that can’t be explained
easily.
Example: I am from Odisha.
But, actually my father is from Bengal and mother Odia. And, yes my grandfather is a
UP Brahmin and we migrated from Varanasi long back.
Source: Google Images
IT ALL STARTS FROM THE BEGININNG:
GENDER BIAS IN JOB DESCRIPTIONS
https://www.paycor.com/resource-center/articles/are-your-job-descriptions-driving-away-t
alent-with-unconscious-gender-bias/
https://www.glassdoor.com/employers/blog/10-ways-remove-gender-bias-job-listings/
GOOD NEWS
You are one of the three members of the selection committee ( the other two are CEO and the CFO
of the company) to decide the next head of a very important Strategic Business unit ( SBU). This
Business unit is critical to your organization’s future goals and currently contributes 40 % to your
total revenue). One of the contenders of the final list was very impressive and got all the right
credentials to bag the top post. The panel was unanimous in their selection and decided to personally
convey it to the individual. While discussing , they come to know that the individual is expecting
her first kid ( after 10 years of her marriage). The CEO congratulated her and decided to reach out
to her later regarding their decision.
As CHRO of the organization what will be your decision?
When , what and how much should one reveal about oneself at workplace ?
Source: This case has been written by Sajeet Pradhan for training purpose
MATERNITY LAWS IN INDIA
Maternity Benefit Act 1961
Maternity Benefit (Amendment) Act 2017
PATERNITY LAWS IN INDIA
Unfortunately, there is no such provision for paternity leaves. The Central Civil Services (Leave)
Rules,1972, give a provision to male government employees to take paternity leaves 15 days before the
birth or within six months of the birth of the baby.
In contrast, other countries provide much better benefits to their employees. For instance, Finland allows
seven months of leave to their employees, whether males or females. In Sweden, both parents are entitled
to a collective leave of 480 days, divided amongst them. However, each parent has been earmarked 90 days
of compulsory leave.
Source: https://thelogicalindian.com/uplifting/fathers-and-paternity-leave-30230
NOT SEEING GENDER AS A
BINARY VARIABLE
TRANSGENDER EMPLOYEES IN INDIAN
WORKPLACE
On 15 April 2014, the Supreme Court of India in its ground-breaking decision of National Legal
Services Authority vs. Union of India AIR2014SC1863 ("Judgment") declared transgender individuals
as distinct from binary genders (i.e. male/female) and as a third gender under the Indian constitution.
The Transgender Persons (Protection of Rights Act) 2019 ("Transgender Persons Act") was introduced
to give transgender individuals the right to stay with their family and to prohibit discrimination.
Source: https://www.lexology.com/
EXPERIENCE OF “ONLYNESS”
A person experiences “onlyness,” or being the only one on a team or in a meeting with their given
gender identity, sexual orientation, or race.
Employees who face onlyness across multiple dimensions face even more pressure to perform.
For LGBTQ+ women, who are workplace minorities in both gender and sexual orientation, the
only experience is common—and particularly challenging—in corporate environments. LGBTQ+
women are twice as likely as women overall to report being an “only,” and they’re seven times
more likely to say so than are straight white men. LGBTQ+ women of color are eight times more
likely than straight white men to report onlyness.
Source: Women in the Workplace 2019, LeanIn.Org & McKinsey
LIVING IN THE CLOSET
WORKPLACE MISBEHAVIOUR
Pressure to play along. LGBTQ+ women are almost twice as likely to feel the pressure to “play along”
with sexual discussion, humor, or actions than their straight-women and male-LGBTQ+ counterparts.
Targets of sexist jokes. Half of LGBTQ+ women hear sexist comments or jokes about their gender
while at work—1.5 times more than straight women and 2.6 times more than LGBTQ+ men.
Targets of sexual harassment. More than half of LGBTQ+ women report having experienced sexual
harassment over the course of their career, 1.4 times more than straight women and 1.9 times more than
LGBTQ+ men.
PSYCHOLOGICAL SAFETY
Dr. Amy Edmondson, the Harvard Business School professor who coined the term
psychological safety, defines it as, "a belief that one will not be punished or humiliated for
speaking up with ideas, questions, concerns or mistakes.“
It's a shared belief held by members of a team that others on the team will not embarrass,
reject, or punish you for speaking up.
In this case, one’s sexual orientation will not act as a career deterrent at workplace.
Source: Centre for Creative Leadership (CCL)
HOW TO BUILD PSYCHOLOGICAL
SAFETY AT WORKPLACE?
Foster Self-awareness
Demonstrate Empathy
Actively Solicit Questions
Offer multiple avenues for employees to share their thoughts & ideas.
Show genuine appreciation for ideas.
Promote positive dialogue and healthy debate.
Be accurate with information, expectations and commitments.
STATE OF AFFAIRS IN INDIA
Decriminalization of Section 377 of the Indian Penal Code by the Supreme Court in
September 2018.
Axis Bank, one of India’s largest private banks, has gone ahead than most of its peers
when it comes to queer rights. It hired a well established queer activist, Harish Iyer as head
of diversity and inclusion. On 6 September 2021, the anniversary of the Johar case, the
bank released a ‘Charter of Policies and Practices for employees and customers from the
LGBTQIA+’ community. Among other things, the charter said customers will be able to
open savings accounts and fixed deposits with their same sex partners.
HTTPS
://WORKPLACEEQUALITYINDE
X.IN/
CREATING AN INCLUSIVE
WORKPLACE
providing training to employees on gender inclusivity and workplace harassment
reviewing and updating the existing HR policies relating to recruitment, performance management
promotion and termination
put in place adequate grievance redress mechanisms for employees to deal with potential
harassment complaints, including a designated complaints officer
provide facilities, including access to washrooms, that are appropriate for transgender employees'
identity.
Source: https://www.lexology.com/
WHAT IS INCLUSION?
Inclusion involves bringing together and harnessing diverse forces and
resources in a way that is beneficial. Inclusion puts the concept and practice of
diversity into action by creating an environment of involvement, respect, and
connection—where the richness of ideas, backgrounds, and perspectives are
harnessed to create business value and overall success.
MOVING FROM INCLUSION TO
BELONGINGNESS
https://www.emerald.com/insight/content/doi/10.1108/JOCM-05-2017-0195/full/
html
THOUGHTS ………………….
