Just creating a forum and trying to make a difference in silos is not the right approach to efficiency. It is important for the industries to come together, at least once a year, share their best practices, learn of international trends and solutions, deliberate on the challenges and solutions thereof and pledge to make all workplaces happy places to work in – on the basic foundations of diversity, equity and inclusion. Hence, India Diversity Conclave (IDC). The culmination of all IDF activities will take place at its annual event – India Diversity Conclave. IDC will be the largest event under IDF, bringing together all member organisations, industry council chairs, IDF advisors and D&I experts, for sharing their best practices and charting out the course ahead for the coming year. India Diversity Conclave will be the platform not only to deliberate trends, dissect challenges and underline solutions based on knowledge, experience and case studies on diversity and inclusion but also crystal gaze into the future on diversity and inclusion.
The National Human Resource Development Network (NHRDN) has partnered with Shraddhanjali Rao (VP & Head HR, SAP in India) and Bhrigu Joshi (Director-HR, SAP in India) to set up first-of-its-kind Inclusion Lab in the country. The mission of the lab is to make corporate India an inclusive place to work in
The economic gender gap runs particularly deep in India. Only one-third of the gap has been bridged (score of 35.4%, 149th, down 7 places). Since 2006, the gap has gotten significantly wider. Among the 153 countries studied, India is the only country where the economic gender gap is larger than the political gender gap. – WEF – GGGR 2020
The country (India) has closed two-thirds of its overall gender gap (score of 66.8%). However, the condition of women in large fringes of India’s society is precarious. It has lost four positions since the previous edition, despite a small score improvement, as some countries ranked lower than India have improved more. – WEF – GGGR 2020
The COVID crisis too has presented a unique opportunity to organisations to improve their diversity quotient. As Work-From-Home becomes the new normal, many organisations are considering extending this flexibility post the COVID crisis. Usually women leave the talent pool for maternity and child care. Later, they often become reluctant to resume work, but as work-from-home becomes the new norm, the number of working women should see an upward trend.
Recent studies suggest that most leaders do not rank diversity and workplace culture as a top priority
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