Sonica is an XLRI grad, led HR for Philips in India. She founded Marching Sheep to uplift lives & careers to promote respect and equality. Formerly worked with PepsiCo, Vodafone, ICI Paints, Sonica was listed by Forbes Magazine among the top 10 women entrepreneurs in India in 2020.

In such a competitive corporate world everybody is running after the projects and deadlines. Being in such an ever-evolving landscape of industry the corporate houses are becoming the meeting spot of diverse cultures which demands equity and inclusion. In a healthy work environment experience, educational qualifications, and the nature of their previous endeavors are the significant indicators.

Inclusion is where every voice is heard irrespective of our differences. The third word is equity, and the best way to explain equity is to think of a racing track.

Ensuring cultural and social acceptance and integration of individuals from diverse backgrounds into the workplace is achieved through an organization's emphasis, policies, and practices on diversity and inclusion.

Family background, customs & beliefs, upbringing experience, economic status, geographic location, and mother tongue aid in shaping a person's identity, and we affirm diversity as an existing reality in the workplace.

Every individual is unique and they bring in their unique thought processes, they bring in their unique perspectives, irrespective of their years of professional experience. Inclusion is important as it respects and listens to every voice in the organization.

The Importance of Diversity, Equity, & Inclusion in Managerial Setup

If an organization does not genuinely appreciate or consider the ideas, presence, and contributions of its employees, it will result in their departure. On the contrary, when the employees start believing that they will be treated fairly regardless of race, gender, sexual orientation, or age, it helps the company, not only to attract a diverse set of talent but retain the diverse talent too.

When diversity, equity, and inclusion meet, managers can identify diversity in the team and build a culture of inclusion, manager can help each of them to be their better version every day. This approach promotes authenticity in the workplace which effectively unleashes both the power of inclusivity as well as diversity among team members.

It infuses innovation, ownership, and accountability, and fosters adequate and healthy collaboration, teamwork, and trust. An organization focusing on diversity and inclusion will employ a diverse team of people that reflects the society in which it operates.

A Call for Framework Nurturing Diversity, Equity, & Inclusion
Interaction is the main key and the managers are bridging the gap between the employees and organizations. Capability in management and the mindset of a manager play a key role in advancing inclusion and raising the role of managers. Today, with just one click, we can get feedback irrespective of whether we are part of an organization. Whether from one hundred individuals or the sole members of an organization comprising one lakh people, analysis can occur within a few minutes, an hour, and by the end of one day.

The mindset of solution involves driving solutions, managing change, handling project management, influencing others, and negotiating effectively. It's about having a seat at the table and understanding that if finance is considered the right hand of a business, then HR is the left hand. While finance ensures money comes in, thus people generate that money.

Challenges in Adopting & Promoting Diversity, Equity, & Inclusion
The LGBTQ community within corporate organizations encounters distinct challenges when accessing diversity, equity, and inclusion. Inequitable treatment compared to their non-LGBTQ colleagues often impacts their financial stability. As societal progress occurs, prioritizing the rights and inclusion of this diverse talent pool is crucial across all industries.

Negative attitudes and behaviors can be barriers to organizational diversity because they can harm working relationships and damage morale and work productivity. Negative attitudes and behaviors in the workplace consist of prejudice, stereotyping, and discrimination, which should never be used by management for hiring , retention, and termination practices.

It is mandatory to have a well-structured DEI policy because diverse organizations can be more effective at detecting and resolving discrimination or harassment issues at work, helping your HR teams maintain a healthy working environment.

Unfortunately, in most cases, DEI supporters show high enthusiasm but often neglect the need for rigorous execution, just like any other business initiative. A passionate group of volunteers may be great catalysts, but without organizational support, their impact will be limited.

Humans are complicated beyond our imagination, and the workplace is usually full of biases, assumptions, and misunderstandings. There are a lot of uncertainties and doubts in the company but gathering knowledge and experience from each situation would help the company in the long run. It guides employees to tailor their DEI policy according to the values, vision, and mission of the organization rather than just imitating other organizations.

‘Diversity’ is a fact, ‘Inclusion’ is a choice, and ‘Equity’ is regarded as action. Belonging is an outcome. The synergic union of these three fosters growth & leads us toward an insightful future

Organizations Adopting Diversity, Equity, & Inclusion
Mediation is a sought-after solution by some advocates when tension levels rise to alarming heights in the workplace, and managers become unresponsive or defensive while employees begin attacking each other. The mediator activists can employ a few tactics and techniques to derail tension in the company. They can establish and leverage guidelines for civil disagreements before the conversations begin, and they can highlight common goals.

Another approach companies should focus on is to build resilience which will help to provide themselves and their peers with opportunities to recover through meditation, exercise, or practicing breathing techniques. It is paramount to deconstruct destructive dynamics and bolster constructive dynamics. Accountability mechanisms and an appreciation for a continued commitment help organizations persist in challenging work situations demanding sustained systemic change.

Employee resource groups (ERGs) and opportunities for inclusive engagement can be utilized by organizations to promote inclusion, enabling employees to connect with those who share similar backgrounds, communities, and identities. Factually, ESG has been mandated right now only for the top thousand companies, but eventually, with time it will be mandated.

The companies can offer mentorship programs to their employees. Just like ERGs, mentoring programs encourage personal and professional growth. These programs bridge the gap between entry-level workers, and senior managers to improve communication by providing career advice and insights to ensure employees gain new skills and fresh perspectives.

Future Outlook of DEI in Organizations
The forthcoming year of DEI is dynamic and it needs continuous adaptation and commitment from organizations, leaders, and individuals to create truly inclusive and equitable environments.

Numerous reports by diverse organizations stated that the utilization of DEI will be noticed in education at all levels, from schools to professional development programs, the globally acclaimed organizations strategizing to develop more localized DEI strategies to address specific regional issues.

The DEI metrics and goals are becoming the key indicators of performance evaluation and corporate reporting. On the whole, by incorporating DEI initiatives, organizations build a culture of inclusivity and equity that benefits both their employees and their bottom line.