Diversity, while it can provide huge benefits to the organisation, it can also create challenges. All these challenges have one common aspect amongnst them. Let’s have a look at what it is and ways to overcome it.
Change is constant. But constant resistance to change from existing participants is also a common phenomenon, especially in workplaces where diversity is encouraged. For example, a change in some process or policy can attract some kind of protests from employees. They may feel it only favours a certain group of people in the company. Cultural predispositions may hamper creation of new ideas and employees can develop apathy towards real-time progress. Most of the people may fail to fathom long-term repercussions of any kind of policy changes. Hence, organising a process that leads to frequent meaningful discussions that includes everyone in your company is of paramount importance. Everyone must be on the same page throughout the dynamic progress of the company.
Here’s a great example of diversity well managed.
Godrej Group – In for Inclusiveness
People at Godrej Group strongly believe that dynamic, passionate, and dedicated individuals with diverse interests drive a company’s growth. They emphasise on this fact – Diverse individuals make better employees. When you throw yourself completely into your work, you are able to reach your full potential. All their HR policies align with this simple philosophy.
How Godrej deals with diversity challenges?
Their health insurance plans allow their team members to mention a ‘partner’ (and not just spouse) as their beneficiaries. They provide their employees with benefits like limitless sick leaves, flexible timings and work from home days. They keep constant track of their overall progress through D&I (Diversity and Inclusion). This helps them to identify potential areas to evaluate and improve by finding relevant solutions. Over the past few years, Godrej Group has doled out many policies in support of diversity. Their efforts are towards institutionalising this culture. Their motto is – We want to do whatever we can to make sure our people flourish not only in their work but also in their lives.
They are looking to extend their initiatives to the remotest locations they are working in. They want create the same experience for an individual working in their Mumbai’s Godrej One Headquarters and for someone employed in their factories in the North East.
Another example of a company in India that manages diversity with a certain ease is Culture Machine in Mumbai. Their workplace comprises of a motley crew of assorted global talent. Their culture is also very diverse. All of this emanates from their dynamic style of working which is thoroughly encouraged.
Their hiring process follows only one principle – We hire individuals on their merit and competency. Nothing else.”
They always look at a candidate’s organisational and role based skills. Their performance evaluation processes are aligned with the principles of diversity.
A diverse and dynamic workforce makes it easy to understand and work with different kinds of individuals. It throws varied perspectives that go a long way in giving birth to new progressive ideas.