Anjali Rao is the Country Head, People & Organisation at Novartis India. A true champion of diversity and inclusion, she leads by example, breaking barriers and creating pathways for underrepresented voices to be heard and valued. Her impact extends far beyond the boardroom, as she tirelessly advocates for initiatives that empower women and marginalised communities, driving meaningful societal change.
In this insightful conversation with People Matters, she shares how Novartis India reinforces an inclusive workplace culture for all LGBTQIA+ employees by shedding light on the impactful and sensitive practices they have undertaken across leadership involvement, hiring processes, allyship and more.
Here are some excerpts.
Novartis India has been a pioneer in supporting the UN Standards of Conduct for Business in tackling discrimination against LGBTQIA+ people. Can you share some specific initiatives or policies that have been particularly effective in creating a culture where LGBTQIA+ employees feel valued and supported?
In 2018, Novartis became the first global pharmaceutical company to pledge support for the United Nations Standards of Conduct for Business, tackling discrimination against Lesbian, Gay, Bisexual, Transgender, Queer and Intersex (LGBTQIA+) people. Over the years, our commitment towards creating an environment that is diverse, equitable, and inclusive has only deepened. We have made interventions at a policy level as well as launched initiatives to ensure that associates from the LGBTQIA+ community feel valued and supported.
Every associate at Novartis undergoes inclusivity awareness and education programmes to sensitise them to diverse perspectives and identities. This training helps foster a more understanding and supportive work environment.
We utilise balanced slates and interview panels to ensure diversity in our recruitment processes.
By providing 24-week gender-neutral parental leave, we support all our associates, regardless of their gender identity or sexual orientation, in balancing their work and family responsibilities.
The health insurance also covers families including same-sex partners and their children, along with gender reaffirmation surgery costs.
We have encouraged employees who belong to the community and allies to build an Employee Resource Group for LGBTQIA+, which focuses on creating a more inclusive workplace for everyone. This over 70-member strong group provides a platform for employees to connect, share experiences, provide mentorship, and advocate for LGBTQIA+ inclusion within the organisation. We also connect external community influencers, arrange workshops and speaker sessions where experiences are shared, and voices are heard. This not only educates but also inspires our associates and strengthens our community ties.
We launched a Trans Identity Guide to support our transgender associates and educate the broader workforce on issues related to gender identity.
Our commitment goes beyond the workplace. We engage with underprivileged members of the LGBTQIA+ community through social service events and support small-scale entrepreneurs by promoting their products at fun fairs.
More recently, we have undertaken the Equal Pay International Coalition (EPIC) pledge and are working towards an aspiration to enable equal pay for equal work across the organisation irrespective of their gender identity.
By ensuring that all our associates are treated with equal respect and dignity, we encourage the creation of authentic spaces where every employee feels valued, heard, and a deep sense of belonging. When individuals feel accepted for who they are, they experience higher job satisfaction, overall well-being, and increased productivity.
Building an inclusive workplace requires more than just policies; it involves creating a culture where everyone feels heard and respected. How does Novartis India ensure that LGBTQIA+ voices are not only heard but also actively included in decision-making processes and leadership positions?
Active involvement of our leaders and people managers is pivotal in this endeavour. They play a key role in creating psychological safety for community members, ensuring that every associate feels secure and supported.
In order to ensure LGBTQIA+ voices are actively included in decision-making processes and leadership positions; we prioritise leadership commitment and accountability. Our leaders are dedicated to fostering an inclusive culture, with diversity and inclusion goals integrated into their performance metrics. This top-down approach is complemented by diverse leadership programmes designed to identify and nurture LGBTQIA+ talent, providing mentorship, training, and opportunities for career advancement.
With this, it helps to have LGBTQIA+ representation at the leadership level. Having a leader from the LGBTQIA+ community not only breaks stereotypes but also fosters a sense of aspiration in the members of the community that they, too, could be a part of senior leadership irrespective of their sexual orientation or gender identity.
We also believe in learning from each other. We connect with competitors to explore best practices in the industry. This also extends to onboarding LGBTQIA+ vendors and suppliers, fostering a diverse and inclusive supply chain.
The role of senior champions in promoting diversity and inclusion is crucial. How can organisations empower their senior leadership team to serve as allies and advocates for LGBTQIA+ equity?
Organisations must outline and propagate clear, action-oriented strategies to ensure that diversity, equity, and inclusion are at the core of their operations, integrating LGBTQIA+ inclusion into their everyday functioning. This commitment needs to be embraced by all employees, especially senior leaders, and decision-makers. All organisations must empower their senior leaders to become strong allies and advocates for LGBTQIA+ equity.
Effective communication is essential. Equipping leaders with the skills to engage in meaningful dialogue with a diverse workforce includes learning and respecting preferred pronouns and creating safe spaces for open discussions. These skills help leaders foster an environment where everyone feels heard and valued. Additionally, increasing LGBTQIA+ representation within leadership roles is crucial as they can advocate for more inclusive policies and decision-making processes.
With this, organisations must provide awareness and empathy training programs to their leaders. These programmes should address unconscious biases and microaggressions, fostering a culture of respect and understanding. We have been actively running reverse mentoring programmes wherein a junior colleague mentors a member of the senior leadership team. We strongly believe that breaking biases requires a top-bottom approach, and once stereotypes are broken, a strong case for diversity and inclusion could be set by the vital roles played by our senior leadership champions.
Recruitment practices play a significant role in fostering diversity and inclusion. How can organisations utilises diverse slates and interview panels to ensure a balanced and inclusive hiring process?
We are dedicated to building a world where we all belong. We work in collaboration with specialised recruitment partners who connect us with LGBTQIA+ candidates. Job descriptions are crafted to be inclusive, avoiding biassed language. Interview panels reflect this commitment by including representatives from diverse genders, ethnicities, and backgrounds, ensuring fair evaluation based on skills and qualifications. Additionally, all involved undergo training on unconscious bias and inclusive practices, and a structured interview process is employed for consistency. Regular monitoring of recruitment metrics ensures accountability and drives continuous improvement in fostering a diverse and inclusive workforce.
In 2021, Novartis India launched a Trans Identity Guide to support transgender associates. Could you share some insights into the development of this guide and its impact on creating a more inclusive environment for transgender employees?
Our strong sense of purpose at Novartis inspires our work towards reimagining medicine to improve and extend people’s lives. To be able to pursue new solutions to tough problems, we believe in ‘unleashing the power of our people’. We are actively working to create an organisation where people are inspired, curious and unbossed and where people can bring their best selves to work. To facilitate such an environment for our Transgender associates, and all allies, we launched a Trans Identity Guide.
The impact of this guide on creating a more inclusive environment for transgender employees has been significant.
The guide addresses a wide range of topics, including transitioning at work, accessing healthcare benefits, restroom and other policies, and dealing with discrimination and harassment. It also provides resources and information on legal rights and protections for transgender individuals.
This has truly empowered transgender employees to navigate the workplace more confidently and comfortably.
In your role, you have also been instrumental in driving initiatives that empower women and marginalised communities. How do these initiatives align with Novartis India’s broader goals of diversity, equity, and inclusion, and what challenges have you encountered in implementing them? Any learning you would like to share from your experience?
Having worked with multiple and diverse teams, I have been fortunate to gain various perspectives which made me realise that to be able to drive meaningful change, we need to develop the habit of listening. We conduct ‘Listening Dialogues’ wherein leaders listen to their team members and discuss and reflect without judgement on the situation. These initiatives are fundamental to creating a workplace where every individual feels valued, and respected, and has equal opportunities for growth and advancement.
Our organisation is dedicated to training, mentoring, and fostering empathy among our associates, ensuring that diversity and inclusion are taken seriously. Through these initiatives, we have established a culture where challenges related to barriers are minimised. However, a common challenge can be overcoming systemic biases that hinder the advancement of marginalised communities. These barriers may include unconscious bias in hiring and promotion processes, a lack of access to resources and development opportunities, and cultural norms that perpetuate inequality. Through thoughtful dialogue, education, and engagement, we are continuously aiming to mitigate these biases. By fostering a culture of belonging where everyone feels valued and empowered to contribute their unique perspectives and talents, organisations can drive meaningful change and create a more inclusive future for all.