Workplace diversity starts at the C-suite level
The focus on the LGBTQ community in D&I programmes appears to be missing
C-SUITE EXECUTIVES
ARE IN A PRIVILEGED POSITION AND MUST TRY ACKNOWLEDGE THE DIVERSE CHALLENGES
Gone are the days when CXOS’ responsibilities encompassed handling only corporate functions – they now transcend beyond that into taking responsibility for implementing diversity & inclusion (D&I) initiatives to enhance business. The key to leadership success in today’s world is creating highly effective teams and directing them towards desirable success outcomes, all while keeping company goals in mind.
It has become common practice for companies to assign their HR departments to oversee D&I programs. However, Asia Pacific diversity and inclusion survey 2019 suggests that initiatives are more successful when CEOS and other C-suite leaders take ownership of the program. They can establish a strong, collaborative and inclusive culture in an organization, and setup supporting teams that are equal on all parameters. When it comes to D&I initiatives in India, the story is no different – it must be led with a top-down approach, keeping the various demographic groups in mind, until it becomes a part of standard HR practices.
The lack of focus on the LGBTQ community in D&I programs in India appears to be the missing link to sustainability. For organizations to stay ahead in a competitive market, it is vital for C-suite executives to take charge and dictate the hiring agenda – to ensure hires are made solely on merit – without using gender or sexual orientation as a basis for decision-making.
Firstly, a mindset change is required – as India still copes with its own unique gender issues. But with government support measures, such as the abolition of article 377, there is renewed hope. It’s now up to the society and businesses at large to take the next step. Success will come only through public-private-people partnership and a mindset change. We should start by making D&I a part of the education syllabus in schools to change the mindset of the youth at an early stage of development.
In the corporate environment, a commitment to D&I often requires a shift in leadership models and organizational functions. The first step towards building an inclusive environment starts with training and development, with an overall focus on general awareness and unconscious bias. These development programs include setting up coaching and mentoring networks, diversity-led road shows and issue-focused campaigns, which can have varying degrees of success.
Tackling gender disparity in India is currently the foremost concern, but as women break barriers and step forward in every area, we will gradually be able to create pathways for inclusion of other communities also and this will indeed be welcome progress. C-suite executives are in a privileged position to set the tone by acknowledging and respecting the challenges of motherhood and many women’s role as primary caregivers in families, instead of making it an inhibiting factor to their career path. C-suite executives should create opportunities to educate all levels of the hierarchy to be more open and to create a safe workplace environment for women and the LGBTQ community.
The real change comes when the D&I strategy is being consistently and constantly embedded in the way the organization functions. Those sitting in the power seat can make a difference and should take on the challenge to lead the change in transforming the mindset of the country.
The author is Partner, CEO & Board and Consumer Markets Practices, Heidrick & Struggles India