In a world filled with increasing global uncertainties, one question stands out for business leaders: Can our workspaces become beacons of safety and empowerment?
Workplaces today are at a pivotal moment where the principles of Diversity, Equity, Inclusion, and Belonging (DEIB) are no longer just aspirations but necessities for long-term success. As organisations face increasing pressure to foster environments where employees feel safe, valued, and empowered, the challenge lies in translating these values into everyday business practices.
In a compelling panel discussion titled “The DEIB Inclusion Initiative for Our Workforce,” leaders from diverse industries came together to explore how organisations can create inclusive workspaces where everyone thrives as their authentic selves. The session featured Vipin Sharma, Chief Talent Management Officer at Tata Steel, Irani Roy, Chief Human Resources Officer at Signify, Shikha Gupta, Chief Human Resources Officer at Luminous Power Tech, moderated by Sreedevi Ravi, Senior Manager of Talent Acquisition at Amazon India.
Overcoming unconscious bias and the role of technology
A major challenge in fostering inclusion is overcoming unconscious bias. Biases are deeply ingrained and can unknowingly influence hiring, promotions, and day-to-day interactions. Vipin Sharma shared an impactful example from Tata Steel, where they undertook a project to hire transgender employees in one of their coal mines. The initiative involved not only sensitizing employees but also engaging families and union leaders to create an inclusive environment. This deliberate approach to breaking down unconscious biases demonstrated how organisations can tackle prejudice head-on.
Technology, particularly AI, also plays a significant role in mitigating bias. Shikha Gupta, CHRO at Luminous Power Tech, spoke about how AI can help in creating more neutral and inclusive job descriptions. However, she cautioned that AI must be implemented carefully to avoid perpetuating existing biases. When used effectively, AI and analytics can help organisations track metrics such as talent velocity and ensure that individuals from underrepresented groups are progressing at a comparable rate to others.
Sreedevi Ravi, of Amazon India, highlighted Amazon’s deliberate efforts to hire underrepresented groups, such as persons with disabilities, and its commitment to making inclusion a core aspect of its recruitment strategy. Sreedevi addressed the challenge of unconscious bias, which often hinders true inclusivity. She highlighted Amazon’s efforts to build awareness among recruiters and managers through training and deliberate processes aimed at reducing bias in hiring and day-to-day operations.
The company took a holistic approach, starting with inclusive job descriptions, equitable hiring processes, and a thorough job analysis to identify roles that would be suitable for these candidates. However, Sreedevi emphasized that this was not just a box-ticking exercise. She explained that when organisations adopt a quota-based mindset, they lose sight of the larger goal of fostering genuine inclusion. At Amazon, the goal was to create an environment where individuals with disabilities could thrive in both corporate and fulfilment centre roles, rather than just meeting numerical output targets.
The importance of leadership buy-in and organisational intentionality
One key theme that emerged during the panel was the importance of leadership buy-in. As Vipin Sharma from Tata Steel, emphasized, DEIB initiatives cannot solely be driven by HR. It is essential for senior leaders, including the CEO, CFO, and other business heads, to champion the cause of inclusion. The involvement of top leaders ensures that DEIB is embedded into the organisation’s culture and purpose, rather than being treated as an isolated HR objective.
Irani from Signify, highlighted the need for DEIB to resonate with the overall strategic intent of the organisation. When DEIB is linked with the company’s purpose, it becomes a shared responsibility. Roy explained that creating personal connections to DEIB within the leadership team fosters an authentic commitment to the cause. This alignment between personal belief and organisational purpose is critical for driving sustained DEIB efforts.
Moving beyond numbers: Fostering cultural change
A critical theme that emerged from the panel was the need to move beyond focusing solely on diversity numbers. Representation is important, but true inclusion goes deeper than simply meeting diversity targets. Shikha Gupta pointed out that when DEIB efforts become overly focused on hitting numerical goals, the organisation risks losing sight of the cultural and mindset shifts that must occur. Achieving meaningful inclusion requires fostering a culture where employees from all backgrounds feel empowered to be themselves and contribute fully.
Irani also echoed this sentiment, explaining that DEIB is about creating a workplace where authenticity is valued. Employees need to feel that they can bring their true selves to work without fear of judgment. This cultural shift must happen at all levels of the organisation, supported by leadership, HR, and business functions alike. Small wins should be celebrated to maintain momentum and build toward a more inclusive future.
Ravi also discussed Amazon’s broader DEIB philosophy, which extends beyond recruitment. At the heart of Amazon’s strategy is the belief that inclusion drives innovation and better business outcomes. By fostering a diverse workforce that brings different perspectives and experiences to the table, Amazon can better serve its diverse customer base. She urged organisations to start small, focusing on making incremental changes—such as hiring one diverse candidate or making one process inclusive—and scaling from there.
The panel discussion on DEIB initiatives made it clear that building an inclusive workforce is an ongoing journey. It requires intentional leadership, overcoming unconscious biases, and focusing on cultural change rather than just diversity numbers. As leaders from Tata Steel, Signify, Luminous Power Tech, and Amazon demonstrated, creating workplaces where everyone can thrive is not only possible but essential for future business success. The journey may be slow, but with the right commitment, it can transform organisations and empower individuals to bring their authentic selves to work.