It gives us immense pleasure to announce our next Greytribe live session, being conducted on March 21st, Tuesday at 3:30 PM to 4:00 PM.
This time, there will be an exclusive 30 minutes of LIVE discussion thread with the Expert Mr. Sudeep Kumar Sen, Vice President, Gi Group India on the topic ‘Best Diversity Recruitment Practices.’
Requesting members to post their doubts/queries related to Diversity Recruitment Practices on this post and get them answered by the Industry Expert on March 21st, 2023.
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Join the Greytribe live session on ‘Best Diversity Recruitment Practices’ and get all your queries answered by expert Mr. Sudeep Kumar Sen, Vice President, Gi Group India from 3:30 pm to 4:00 pm on Tuesday, March 21st.
Due to some personal commitments, our expert requested to prepone the Greytribe live schedule today at 3.30 PM. So now the Greytribe Live is going to happen from 1.30 PM to 2 PM. Do make a note of the same and we will see at sharp 1.30 PM.
Let’s welcome today’s expert for the session, Mr. Sudeep Kumar Sen, Vice President, Gi Group India.
With more than two decades of experience, Mr. Sudeep specializes in sales force planning, hiring, training, productivity matrix development and implementation. His passion for scale and innovative thinking has contributed to the remarkable growth of several large business conglomerates. He is a well known speaker and a frequent contributor to prominent HR journals.
We are thankful to him for joining our session today as the expert to share his views, expertise, thoughts and knowledge.
Once again, a very warm welcome to you Mr. Sudeep.
We also open the session for questions after this post.
Key areas of Diversity can be different departments at the workplace, the sporting events which the company participates and also the marketing and promotional aspects.
Employment of talent who vary in age, gender, race, culture, religion, ethnicity, region, sexual orientation, learning exposure, and education level. Diversity exhibits multiple benefits to the employer and employees ranging from greater creativity to innovation and enriched employee experience and engagement.
(a) Hire staff form diverse talent pools will give you access to a greater range of talent.
(b) A diversified panel of interviewers brings more value to the table to understand the candidatures from diversified arena.
(c) Share examples of successful diversity programs done in other organizations or within same group entities and look for ways and means to adopt them and be open for the same.
(d) It is always top down, walk the talk and hence, very important that we leaders exhibit the same seriousness and respect to the diversity initiatives in an organization.
Same as Point (a) and (b) as mentioned in the answers of the previous question. Diversity and inclusion also mean, walk the talk, walk the talk in terms of execution and ensure give same experience to the staff, it means elimination of personal preferences towards any specific individual or group or creed of people, ensuring building unbiased and scalable processed which will ensure fostering of talent based on the capability and performance only, eliminating all other biased or preferences.
It is imperative that organizations take consistent steps towards bridging the systemic divide and bring employees on common ground. Not only will it help them accept each other’s abilities, but it will also fuel collaboration and inclusion in decision-making and other organizational activities. A culturally diverse workplace is a powerhouse of new ideas, the employees are inclined to learn about other cultures on their own, which shows interest in and respect for their coworkers’ identities. This also boosts the morale and fosters collaboration by creating an environment of curiosity, learning, mutual respect and love.
It is not just the job description, but the overall process and I would like to state that the best step ahead on this is to make a hiring policy with demarcation of roles and KPI’s specifying the need and exploration of distinctive breed of talent, breaking the traditional though process, acceptance and more respect for diversity. Source and recruit candidates from distinctive and varied set of job seekers, with openness to further explore and be innovative in hiring the right talent and no compromise on hiring to meet deadline of onboarding from just available or referred talent. A diversified board of interviewers brings higher value proposition to the desk ensuring seamless connect and understanding the of the candidatures from diversified arena. Share examples of successful diversity programs done in other organizations or within same group entities and look for ways and means to adopt them and be open for the same. It is always top down, walk the talk and hence, very important that we leaders exhibit the same seriousness and respect to the diversity initiatives in an organization.
Tools for Diversity hiring? Not sure, that is the approach, I think it is the policy, infrastructure, employee education, rules and regulations and process which has to be set up first. Then the interview panels and governance in terms of day to day Ops.
Many organizations struggle with adopting an inclusive mindset because the employees do not feel connected to their especially abled colleagues. They either consider them a source of inspiration, or an object of pity, thus removing the human element from the equation. Our specially-abled colleagues are neither super-heroes nor weaklings – they are just like us, and they want to be viewed through the same lens that we use to view ourselves. Removing this barrier will help drive a diverse mindset and this can only be done through an inter-connected approach.
