In the exclusive interview with Kinjal Choudhary, Global President of Human Resources at Cadila Pharmaceuticals, several key insights were revealed about Cadila’s organisational culture, hiring strategies, diversity and inclusion initiatives, equity in policies, and metrics for measuring effectiveness. These strategies reflect Cadila’s commitment to a motivated workforce and continuous improvement.
Excerpts
Can you tell us about your organisation, specifically the HR department, its culture, and its people?
Cadila is a highly motivated and goal-oriented organisation that places a strong emphasis on achieving results and meeting targets. We believe in the power of innovation and constantly strive to find new and unique ways of doing things to drive continuous improvement across all aspects of our operations. Our culture is not limited to just R&D, but rather, it encompasses all areas of operation.
When it comes to attracting talent, do you have a specific strategy for hiring and developing individuals who can contribute to the organisation’s success?
We believe that finding the right fit is crucial, rather than solely focusing on qualifications. Resumes do not always paint a complete picture, so we prioritize understanding the organisation’s culture and what qualities we are looking for in a candidate. We have a thorough competency assessment process for different roles to ensure we find the right fit for our organization.
Diversity, equity, and inclusion are essential factors in creating a strong workforce. Can you tell us about Cadila’s strategy for promoting a diverse workplace?
First and foremost, we create a business case for diversity. We recognize that our customer base is diverse, and to serve them effectively, we need a diverse employee base. Empathy is also crucial in promoting diversity, as it allows us to understand the mindset and motivations of a diverse population. This includes gender and generational diversity, which can be a challenge. Inclusion is also essential, as diversity without inclusion is not effective. We prioritize making all employees feel included and integral to the organization, regardless of their background.
When it comes to policies and programmes, equity is crucial. How does Cadila ensure that its policies are equitable for all employees?
We make it a conscious effort to ensure that our policies and programs are equitable for all employees. While they may not always be equal, we strive for fairness to avoid any biases towards a particular group. This has been a part of our organization’s DNA for decades, even before the term “diversity and inclusion” became popular.
What metrics does Cadila use to measure the effectiveness of its initiatives and programmes?
Our unique approach at Cadila is to have a clearly defined outcome for every initiative, with quantifiable and measurable targets from the start. This allows us to track our progress and make any necessary corrections along the way, as many HR initiatives have a long gestation period.
Employee career growth and professional development are essential aspects for any HR department. How does Cadila prioritise these areas?
We believe that on-the-job learning is crucial for adult development, and we offer multiple roles and opportunities within the organisation to facilitate this. Employees can move across functions and roles, gaining diverse experiences and challenges without leaving the organisation. We actively encourage employees to apply for roles that align with their career aspirations, and we have seen great success with this approach.
