Kameswari Gangadharabhatla is a dedicated HR prof- essional with over 28 years of experience. She is the first woman Director on the board of Synchrony India entity. A discernible portion of her experience is in HR Leadership Functions, Business Process Intervention, Talent Acqui- sition & Management and Workforce Transformation. She is both people and process driven with a sound under- standing of business dynamics and the talent require- ments at Synchrony.

In a conversation with Charulatha, Correspondent in Siliconindia Magazine, Kameswari shared her views about how do professionals measure diversity program success and integrate inclusion efforts into the overall organizational strategy, the future of diversity and inclusion in the workplace, and what role do you see HR playing in that evolution.

Implementing reverse mentoring programs is another effective strategy to enhance cultural awareness, break down stereotypes, and bridge generational gaps

1. How do companies prioritize fostering innovation through workplace diversity and maintain an inclusive team culture?

To prioritize fostering innovation through workplace diversity and maintain an inclusive team culture, companies should adopt a multifaceted approach. Firstly, actively seeking talent from different backgrounds, cultures, and experiences is crucial. This diversity in perspectives not only enriches the workplace but also fosters a broader range of ideas and solutions. Leadership and decision-makers should represent various backgrounds, as this ensures a more comprehensive understanding of challenges and potential opportunities. Moreover, equal opportunities for all employees must be ensured through fair hiring practices, providing resources for professional development, and promoting a workplace free from discrimination.

Regularly assessing and adjusting policies to support diversity and inclusion is essential. This involves seeking feedback from employees to understand their experiences and making necessary improvements. Employee resource groups play a crucial role in fostering a sense of belonging and facilitating dialogues specific to diverse groups, addressing their challenges and unique needs. Setting measurable diversity goals and implementing regular reviews of diversity metrics are key. Drawing comparisons based on external benchmarks and focusing on areas that need improvement contribute to the ongoing commitment to diversity.

Implementing reverse mentoring programs is another effective strategy to enhance cultural awareness, break down stereotypes, and bridge generational gaps. This not only promotes understanding but also contributes to a more inclusive culture.

2. How do professionals measure diversity program success and integrate inclusion efforts into the overall organizational strategy?

Professionals measure diversity program success and integrate inclusion efforts into the overall organizational strategy through a systematic and comprehensive approach. Regular analysis of hiring, promotion, and retention rates across diverse groups is essential to assess workforce diversity and identify any disparities. Ensuring strong diversity representation within leadership and decision-making roles is a key indicator of success. Conducting regular surveys to gauge employee perceptions of inclusivity, belonging, and the effectiveness of diversity programs establishes a vital feedback loop for continuous improvement. Metrics should be regularly reviewed, insights gathered, and diversity and inclusion (D&I) strategies adapted based on evolving needs.

Integration of diversity and inclusion efforts into the overall business strategy is paramount. This involves aligning these initiatives with the organization's mission, vision, and goals, and regularly reviewing and updating policies to ensure they promote inclusivity and align with the diverse requirements of the workforce. Linking diversity goals to key performance indicators (KPIs) emphasizes their importance in achieving broader strategic objectives.

To broaden the scope, diversity initiatives should extend beyond the workforce to include suppliers, business partners, and communities. Establishing external partnerships provides valuable insights into industry best practices and various rankings, contributing to a more informed and effective approach. By following these practices, professionals can not only measure the success of diversity programs but also seamlessly integrate inclusion efforts into the overall organizational strategy for sustained impact and progress.

3. How do companies handle challenging decisions by integrating diverse perspectives and navigating conflicts arising from differing viewpoints within teams?

Companies take a proactive approach to integrating inclusion in all that they do by establishing a robust framework that actively incorporates diverse perspectives.

Establishing a robust framework is paramount, actively incorporating diverse perspectives into every aspect of organizational operations. Open communication channels are emphasized, enabling teams and individuals to express their viewpoints freely. This extends beyond formal discussions to daily interactions, fostering an environment where diversity is recognized as a crucial asset.

A strong code of conduct serves as a cornerstone for fostering an inclusive workplace. Clear guidelines on respectful communication, unbiased decision-making, and a commitment to diversity and inclusion are embedded in the culture. This code of conduct acts as a guiding framework for employees, reinforcing the expectation of respectful behavior and preventing potential conflicts.

4. In what ways does fostering a range of skills and backgrounds contribute to both diversity and innovation in most of the organization?

Fostering a range of skills and backgrounds in an organization is a catalyst for innovation, improved problem-solving, and a more resilient and adaptive workforce.

● Employees with different educational and professional backgrounds, and different demo- graphics, approach problems from distinct perspective, introducing a variety of insights and strategies, creating a more dynamic and adaptive problem-solving environment.

● Diverse teams foster a culture of open communication and collaboration. With team members bringing unique skills to the table, they are more likely to appreciate the value of each other's contributions while aiming towards one common goal.

● The exposure to different cultures, experiences, and ways of thinking builds a workforce that embraces various perspectives is better equipped to develop innovative products or services that resonate with a diverse customer base.

● Valuing diverse representation and emphasis on inclusivity at workplace impacts employee morale, engagement, and retention. Employees are more likely to stay and contribute meaningfully when they feel that their diverse perspectives are not only welcomed but actively sought.

5. How do businesses envision the future of diversity and inclusion in the workplace, and what role do you see HR playing in that evolution?

Businesses foresee a future where diversity and inclusion in the workplace are not just checkboxes but ingrained in organizational DNA. The HR has understood its role as a catalyst for this transformation, and are actively leading restructuring policies in partnership with all verticals within the organization.

The HR function's responsibilities extend to measuring and tracking diversity metrics, ensuring accountability, and driving continuous improvement. This involves championing inclusivity by creating an equitable workspace where employees feel heard, respected, and can bring their authentic selves to work. This is achieved through awareness initiatives, regular commu- nication, and the establishment of feedback channels, with active involvement from all necessary functions.

In terms of recruitment, HR focuses on developing strategies to attract a diverse pool of candidates, recognizing the value of varied perspectives. This includes implementing training on unconscious bias, sensitizing hiring managers as needed, and fostering strong collaboration with internal and external stakeholders. Employee benefits and policies are not only aligned with industry practices but are also shaped by the feedback and needs of diverse groups of employees. Ongoing training programs are implemented to educate employees about unconscious biases and promote cultural competence.

Furthermore, HR strengthens partnerships with employee resource groups to proactively address the evolving needs and challenges of diverse employee groups. By taking on these multifaceted responsibilities, HR emerges as a driving force in shaping the future of diversity and inclusion in the workplace, ensuring that these values are not just aspirational but deeply woven into the fabric of the organization.

"Digital agility is paramount, requiring individuals to not only embrace but also adapt to the constantly evolving digital tools and technologies that drive modern industries"

6. In your view, what are the most critical skills professionals should focus on developing in the current business landscape?

In the current business landscape, professionals should concentrate on cultivating a set of critical skills to thrive amid ongoing changes.

Digital agility is paramount, requiring individuals to not only embrace but also adapt to the constantly evolving digital tools and technologies that drive modern industries. Commitment to continuous learning is indispensable, ensuring professionals acquiring new skills and knowledge to remain pertinent in a job market marked by rapid transformation. Developing a strategic mindset is crucial for anticipating trends, identifying opportunities, and making informed decisions that align with long-term business goals. Prioritizing collaboration over hierarchy is essential to foster a culture of innovation, creating an environment where diverse talents can flourish. Additionally, building emotional resilience is vital to navigate challenges effectively and manage the integration of work and life. Lastly, a nuanced understanding of global workplace developments and diverse cultures is necessary for effective communication and collaboration in today's interconnected business landscape.

By prioritizing the development of these skills, professionals can enhance their versatility and effectiveness in the current business landscape, positioning themselves for success in an ever-changing work environment.