Mumbai: Several brands have begun to build their workplaces to be gender-friendly and gender-agnostic. In the second and last part of this series, Indiantelevision.com tries to figure out how brands are making an effort to build diverse and welcoming workplaces, overcoming challenges to achieve workplace inclusivity and nurturing a sense of belonging at workplaces.
Building diverse and welcoming workplaces
Many brands talk about being diverse, equal, and inclusive, but how many brands actually walk the talk? And what kind of strategies should brands employ to build diverse and welcoming workplaces? The Body Shop Asia South vice president - marketing, product, & digital Harmeet Singh reveals that building diverse and welcoming workplaces requires a comprehensive approach. “At The Body Shop, we believe in devising and implementing strategies that create an environment where everyone feels valued, respected, and included.
Our commitment to diversity and inclusivity starts with our hiring practices. We actively seek out diverse talent and ensure equal opportunities for all candidates. By embracing individuals from different backgrounds, experiences, and perspectives, we foster an environment that encourages innovation and understanding. By emphasising open communication, collaboration, and respect, we create a supportive and positive work culture.”
She goes on to say, “To engage a new generation of workers and consumers—many of whom choose careers and products based on diversity and inclusion— we as a collective, believe that we must move beyond just the public gestures of support for LGBTQ+ issues and impact real, relatable changes to create a lasting change.”
Swiss Beauty CEO Saahil Nayar agrees that over time, brands have realised the importance of inclusivity and equal opportunities for everyone. Brands, in general, are trying to be more inclusive with their marketing, hiring policies, training and guidance. “It is crucial for employees to receive training on appropriate behaviour and to avoid unfair practices towards anyone. Also, being open to working with individuals of diverse orientations is essential. Sensitivity classes and counselling are vital in creating a safe environment where all employees feel comfortable. Swiss Beauty is also working towards creating an all-inclusive, safe, and comfortable work environment by improving and implementing diversity and inclusion training, establishing employee resource groups, and developing inclusive policies. We have adopted gender-neutral policies and proudly employ individuals from the LGBT community.”
Karan Pherwani, who is the vice president at Chtrbox, an influencer marketing agency that also manages some well-known creators from the queer community, including Deep Pathare, Shantanu Dhope, and Rahil Sayed, brings out, “As an agency, our plan is to offer diversity training aimed at educating employees about LGBTQ+ issues, with the goal of fostering understanding and promoting acceptance. We firmly believe in establishing internal support systems and employee resource groups, creating safe spaces where LGBTQ+ employees can feel secure and encouraged to engage in open dialogue and collaborative efforts.”
Incredible Indriya (Eze Perfumes) director Kanishka Jain points out, “At Eze, we truly believe in this new-gen philosophy that’s young and fluid, where there are no boundaries or labels. Our products are, in fact, adding to the narrative of breaking gender stereotypes to create a more inclusive world. The Eze Unisex range of perfumes is our way of easing the Indian audience into thinking beyond stereotypical boxes of ‘Men’ and ‘Women’ and embracing a more inclusive concept.”
Wiggles chief marketing officer Prashant Kohli is of the view that building a diverse and welcoming workplace is crucial for fostering innovation, creativity, and a strong company culture. To achieve this, several strategies should be utilised. “They are implementing diverse hiring practices, such as actively seeking candidates from different backgrounds and eliminating biases in the recruitment process, can help build a diverse team. Implementing transparent policies that address diversity, equity, and inclusion can help create a safe and inclusive work environment. In terms of our brand's efforts, we prioritize diversity and inclusion in our workplace. We have implemented inclusive hiring practices by actively seeking candidates from diverse backgrounds. We continuously evaluate and improve our strategies to ensure a diverse and welcoming workplace that celebrates individuality and promotes teamwork.”
“At GPL, D&I is woven into the fabric of our company culture. When we look at representation, we see it from the perspective that our workforce should mirror the community that we serve and hence we look at diversity from age, ethnicity (cultural diversity), gender, ability (inclusive of PwD), profession and many more such factors. At GPL, we prioritize treating every person with equal respect. We look at diverse set of people as even market segments as they are part of the community that we serve whether its LGBTQ persons and couples looking to find homes that they can a safe space or inclusive and accessible spaces for people with disability so all people have the same uniform experience in the spaces that we create which results in enabling everyday joys,” elucidates Godrej Properties Limited chief human resource officer Megha Goel.
Overcoming challenges to achieve workplace inclusivity
Talking about brands that go the extra mile in breaking down barriers and overcoming challenges to achieve workplace inclusivity, Singh stresses that while the acceptance of a diverse workforce is still evolving in our country, such brands set a beautiful example for others to follow. “By actively embracing inclusivity, these brands are not only creating a more equitable workplace but also contribute to the overall growth, innovation, and success of their organization. Their efforts have a profound impact on the lives of their employees, enabling individuals from marginalized communities to thrive and contribute their unique talents for both personal development and organizational growth.
It is important for brands to make the workplace psychologically safe for LGBTQ+ to be out of the closet at work should be a priority for companies striving to win the war for talent and retain their employees.”
“Many companies have implemented inclusive policies and practices to support LGBTQ+ employees. It entails creating employee resource groups, putting non-discrimination laws into practice, providing healthcare benefits that are inclusive of transgender people, and fostering an environment of respect and inclusion. Brands are actively working towards creating equal opportunities for all employees, regardless of their background, gender identity, sexual orientation, or other characteristics. This helps break down barriers that have traditionally marginalised certain groups. It also promotes a more equitable and fair working environment. Employees are more likely to be engaged, productive, and committed to their organisations when they feel appreciated, respected, and involved,” tells Nayar of Swiss Beauty.
He further says, “Inclusive workplaces enable people from different backgrounds to contribute their thoughts and experiences to create a more innovative work environment. Swiss Beauty has policies that are made gender-neutral, and the brand also has employees who belong to the LGBT community. This ensures that all members of the society have equal access to opportunities. We aim to create a non-discriminative and safe work environment for all their employees, enabling them to express themselves freely and live up to their full potential.”
Goel believes that exclusion is a choice; it is situational and temporary. “Many a time its conditioning and breaking down barriers need systemic and bold changes. Brands who are doing this bold and should be doing it with the right intent but need to continue doing it for a positive impact on society.”
“The transition of brands embracing diversity and inclusivity as core values are underlined by the understanding that it not only aligns with social progress but also makes good business sense. They have realized that supporting and advocating for LGBTQIA+ rights can enhance their reputation, attract a more diverse customer base, and foster loyalty among existing customers,” Jain deciphers.
Kohli explains, “I believe that breaking down barriers and achieving workplace inclusivity is not just a moral imperative, but also a strategic advantage. By embracing diversity and fostering an inclusive environment, we can tap into a wider pool of talent, perspectives, and ideas, which ultimately leads to innovation and growth. Overcoming challenges to achieve workplace inclusivity requires a proactive approach. It involves creating a culture that values and respects differences, implementing inclusive hiring practices, providing equal opportunities for advancement, and ensuring that all employees feel safe, supported, and valued. This means actively challenging biases and stereotypes, promoting diversity in leadership positions, and investing in diversity and inclusion training for all employees.”
Nurturing a sense of belonging
Singh is absolutely on point when she says that building a sense of belonging goes beyond simply achieving diversity in the workplace. “It requires continuous efforts from a brand to cultivate a supportive, positive, and congenial environment for its employees. At The Body Shop, we take immense pride in the fact that many of our employees have been with us since our inception 17 years ago. This longevity is a testament to the inclusive and empowering culture we have cultivated within our organization.
To nurture a sense of belonging, we prioritize open communication, collaboration, and respect within our organization. We encourage employee engagement, provide opportunities for personal and professional growth, and celebrate the unique contributions of each individual. By doing so, we create a work environment where our employees feel valued, motivated, and connected to our brand's mission and values.”
Goel of GPL fathoms that it is important to lead through empathy. “Conscious brand messaging also helps with sensitization is a creative manner. At Godrej, we are working on campaigns like “Everyone is welcome here” which emphasizes the message of inclusion and employee value proposition. Other than that, we do initiatives like Learning circles and Human Library that focusses on sharing of stories and building empathy among employees at large.”
“We acknowledge that brands are striving to break down barriers and overcome challenges to achieve workplace inclusivity by actively addressing existing biases. Alongside diversity, our agency places great emphasis on nurturing a sense of belonging within the workplace,” states Pherwani of Chtrbox.
Nayar opines that diversity alone is not enough. “Brands need to foster a sense of belonging among employees. Such workplaces can encourage a culture of innovation and creativity. When people from diverse backgrounds feel comfortable expressing their thoughts, collaboration yields a broader range of perspectives, insights, and solutions. This diversity of viewpoints encourages innovation, enhances problem-solving, and contributes to commercial success.”
“Employees who feel they belong in the company are more motivated and committed to their work. Swiss Beauty aims to create an inclusive and welcoming workplace culture. By fostering a sense of belonging among employees, the company instils a commitment to their work and establishes a safe and inclusive environment for people from all groups. It is achieved through various initiatives, including diversity and inclusion training, which enables them to attract a more diverse and talented pool of previously overlooked employees. Creating a space for all employees to voice their opinions and ideas creates a more creative environment. This is accomplished by various employee engagement activities and initiatives that promote a sense of belonging, such as team-building exercises that build trust and teamwork, cultural celebrations, recognition programs like ‘Employee of the Month’, and suggestion boxes for employees to express their thoughts and feelings,” he adds.
Jain explicates, “The ‘Eze Perfume Montage’ film that we have released specifically for the Pride Month reinforces our belief. As the film states: ‘While the world is busy trying to create differences, we are busy celebrating them’. It represents our commitment to celebrating diversity and inclusivity. We truly believe that we can change the world and empower people through our fragrance and encourage them to take pride in who they are and love.”
“At Wiggles, we are committed to building a culture of belonging. We actively promote diversity through inclusive hiring practices, ensuring that our workforce reflects the rich tapestry of our society. However, we don't stop there. We understand that a diverse team alone does not guarantee a sense of belonging. Therefore, we invest in creating an inclusive workplace culture that celebrates individual differences, encourages open communication, and provides equal opportunities for growth and development. We encourage employees to bring their whole selves (and their pets) to work and provide a safe space for them to express their unique perspectives and ideas. Our brand also supports initiatives and partnerships that promote diversity and inclusion in the pet care industry and beyond. By prioritizing belonging, we not only foster an inclusive workplace where employees thrive but also create a brand that resonates with our diverse customer base. We understand that diversity and belonging are not just buzzwords but fundamental values that drive innovation, collaboration, and long-term success,” concludes Kohli.
