Workplace dynamics have undergone significant evolution over the years, progressively moving towards a more diverse and inclusive ethos. The landscape has expanded to incorporate various perspectives, celebrating the richness and creativity that result from different minds coming together. Today, we are at a crucial juncture where a shift towards Diversity, Equity, and Inclusivity (DEI) has become not just desirable, but essential. One facet that holds paramount importance in this discourse is the inclusion and upliftment of women in the workforce.
Across the globe, organizations are recognizing the significant contribution of women in the workplace. Women bring unique perspectives, talents, and leadership styles that drive innovation and foster team collaboration. Yet, despite these realizations, we continue to grapple with gender inequities and underrepresentation, especially in leadership roles.
According to Deloitte Global research, India saw a decline in board chairs held by women at the start of 2021. Research has also revealed that even though women are underrepresented in leadership roles, they are twice as likely as men at the same level to support their teams and advance DEI at their companies. This is further evidenced by the fact that companies with female CEOs have significantly more women on their boards than those run by men – 33.5% vs. 19.4%, respectively.
The journey towards workplace gender equality has been challenging but illuminating, underscoring the critical need for systemic change. So, how do we foster this much-needed DEI in our workplaces?
Understanding the DEI Framework
Firstly, it’s essential to comprehend that DEI is not merely a tick-box exercise. It’s a profound commitment to creating an environment that values, respects, and leverages the differences and commonalities among all employees. When we speak of diversity, we refer to the variance in identities, experiences, and ideas. Equality implies the assurance of fair treatment, access, and opportunity, while inclusivity refers to creating an environment where everyone feels valued and able to participate fully. In Bata, opportunities, both internal and external, are fairly assessed within the framework of DEI and there is an ongoing process to ensure that the same is promoted. The very incubation of the strategy which happened many years back has marched its feet with the contemporary era and its changing nuances.
Promoting Gender Equity
To establish true gender equity, organizations should review and redesign their policies, practices, and structures that contribute to gender imbalance. A huge part of this is addressing and understanding the unique challenges that women face. This may involve enhancing parental leave policies, allowing flexible working hours, implementing fair and transparent processes for promotions and pay, or providing mentoring and leadership development programs for women. Our endeavor in Bata is to ensure transparency in the entire employee value proposition, during the talent acquisition and the journey ahead, for our employees. The wage code adherence, the policy framework, the process structuring, and the ethical codes of the organization is neatly stitched with the canvas of equity and equality of genders in Bata.
Creating an Inclusive Culture
A key aspect of fostering DEI is nurturing an inclusive culture. This requires an ongoing commitment to education and open dialogue about unconscious biases and stereotypes that can hinder inclusivity. Regular training sessions on diversity and inclusion, workshops on implicit bias, and open forums for employees to share their experiences and perspectives can go a long way in creating an inclusive culture. In the wide geographically spread retail business environment, the brick-and-mortar format marks the presence of diversity in a diverse cultural environment. The approach, therefore, is also to inoculate chiseled strategy specific to the regions so suited. Factors such as gender equity, cross geographic migration of labour, conductivity of the place and culture, socio-economic stand and inclination etc., steer and propel the inclusive culture. At Bata, we operate in 300 + cities across all states with people from all shades of caste, creed, religion, gender etc. We have a 5-prong approach of building source mix, building operating culture,
Engaging Allies
Promoting DEI is not a task for women alone. It requires the collective effort of all employees, irrespective of their gender. Encourage allyship in your organization where everyone advocates for and supports each other. Male allies can play a significant role in helping to challenge stereotypes, change perceptions, and promote a more inclusive environment. DEI as a construct sits and is engraved in the total workplace environment, and therefore, Bata as an organization, being cognizant to the fact, ensures that not only the structural conductivity is maintained but also the cultural embracement among the employees.
Vice President Human Resources and CHRO
Bata India Limited
Monitor Progress
It’s important to measure the progress of DEI initiatives. Set clear goals, establish metrics to monitor these goals, and hold everyone accountable for achieving them. Regularly evaluate your strategies and policies to ensure they are effectively contributing to a more diverse, equitable, and inclusive workplace.
The path towards a truly diverse, equitable, and inclusive workplace is a journey, not a destination. It requires continuous effort, introspection, and learning. However, the rewards are immense, with a happier, more creative, and more productive workforce.
With a clear vision of the path to walk ahead, the organization monitors all aspects of the strategic pillars so defined to promote DEI in Bata, with a structured approach to revisit each of the strategies and make it contemporary with time and era.
