At a recent panel discussion, Savita Nehra, a seasoned HR leader with over 20 years of experience in global human resources management, shared valuable insights into the essential elements of diversity, equity, and inclusion (DE&I) practices. Drawing from her extensive background at leading organizations like Wipro, Ness Digital Engineering, and Capgemini, Savita emphasized that while DE&I is widely recognized as crucial for organizational success, its effective implementation requires more than just quotas and top-down mandates. Instead, it hinges on leadership commitment, empowerment of managers, and the cultivation of a culture that genuinely embraces inclusion at all levels.
Savita opened her remarks by acknowledging the collective understanding that DE&I is important, particularly in India’s evolving business landscape. However, she emphasized that the conversation should move beyond just recognizing its importance. Instead, organizations must ensure that DE&I is genuinely embedded into their culture and operational strategies, rather than treating it as a checkbox exercise or solely an HR-driven agenda.
Removing Quotas and Fostering Authentic Inclusion
One of the most striking points Savita made was the importance of moving away from diversity quotas. She noted that many organizations fall into the trap of promoting individuals solely to meet diversity targets, which can lead to a superficial approach to inclusion. While such quotas might bring in diverse talent, they do not necessarily address the systemic barriers that underrepresented groups face.
Savita stressed that DE&I should not be about achieving a certain percentage of women or other minority groups in leadership roles simply for the sake of numbers. "It's not about saying that 'X percentage of women must be promoted,'" she explained. Instead, organizations should focus on creating environments that enable people from diverse backgrounds to thrive based on merit and their contributions to the organization.
She urged HR leaders to ask themselves critical questions: "Why does this person deserve to be promoted? What have we done to empower them to succeed? How have we supported their development?" These questions highlight the need for companies to invest in the growth and development of diverse talent, ensuring that they have the necessary resources, opportunities, and support to succeed on their own terms, rather than being advanced solely for the sake of meeting diversity targets.
Негізгі бет The Importance of Leadership, Inclusion, and Empowering Managers in Driving DE&I - Savita Nehra
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