Rohini Anand's book, "Leading Global Diversity, Equity, and Inclusion: A Guide for Systemic Change in Multinational Organizations," offers invaluable insights for driving diversity, equity and inclusion in global corporations.

For large organisations and corporates, the book provides strategies tailored to the unique cultural and corporate landscape of India. Here are 10 key lessons that I think can transform DEI initiatives in Indian companies:

1. Understand Local Context

Anand emphasises the importance of local cultural contexts in DEI strategies. For Indian organisations, this means recognising the diverse linguistic, regional, and cultural nuances that shape our experiences. It's essential to customise DEI initiatives to reflect India's rich diversity. In addition to a common focus on gender, disability and queer identities, I can think of diversities of caste, language, religion and region as areas that the Indian corporate sector can focus on to enhance inclusion.

2. Ensure Leadership Commitment

In India, where hierarchical structures are prevalent, senior leadership commitment to DEI can inspire widespread organisational change. Leaders must not only endorse DEI policies but also actively promote them. At the Godrej Industries Group, we are trying to implement this by adding people goals to senior leaders' goal sheets.

3. Use Data-Driven Approaches

Indian companies should implement robust metrics and analytics to track progress, identify gaps, and make informed decisions. Data-driven insights help create targeted interventions and measure their impact. At the Godrej Industries Group, we have a scorecard tracking the representation, retention and attrition of women, persons with disabilities and LGBTQIA+ folks. This helps us understand problem areas and plan our strategy to do better accordingly.

4. Foster An Inclusive Culture

Anand highlights the significance of fostering a diverse, equitable and inclusive workplace culture where all employees feel represented, supported and respected. Indian firms should address social biases and promote practices encouraging collaboration across different cultural and social backgrounds. Inclusion should be a core value embedded in everyday practices.

5. Address Unconscious Bias

Unconscious bias training helps employees recognise and mitigate their inherent biases. In the Indian context, where societal biases related to caste, gender, and ethnicity are prevalent, such training can reduce discrimination and foster a more equitable workplace.

6. Implement Mentorship And Sponsorship Programmes

Mentorship and sponsorship are crucial for advancing DEI. Indian organisations can create structured programmes to support the career growth of underrepresented groups. Mentorship aids skill development, while sponsorship ensures diverse talent is visible and considered for leadership roles.

7. Develop Cross-Cultural Competence

With multinational operations, Indian companies must develop cross-cultural competence among employees. Anand suggests training programmes focused on cross-cultural understanding to enhance collaboration and reduce conflicts in global teams. This is particularly relevant for Indian multinationals with diverse workforces spread across different regions.

8. Invest In Employee Resource Groups (ERGs)

ERGs provide a platform for employees to connect, share experiences, and support each other. Indian organisations can establish ERGs to address the specific needs of diverse groups, such as women, LGBTQ+ employees, or disabled employees. ERGs also serve as a feedback mechanism for understanding and addressing DEI challenges.

9. Adopt Inclusive Recruitment Practices

To build a diverse workforce, Anand recommends inclusive recruitment practices. For Indian companies, this includes outreach to diverse educational institutions, unbiased hiring processes, and ensuring job descriptions appeal to a broad audience. Diversity in recruitment leads to a variety of perspectives and ideas, driving innovation.

10. Sustain DEI Efforts

Lastly, DEI is not a one-time project but an ongoing commitment. Indian organisations must integrate DEI into their core business strategy and regularly review and update policies and practices. Sustaining DEI efforts requires continuous learning, adaptation, and engagement with all stakeholders.

Rohini Anand's insights offer a comprehensive framework for Indian multinationals to drive systemic change in DEI. By embracing these lessons, organisations can create more inclusive, equitable, and diverse workplaces, fostering a culture where every employee can thrive.

Text by Prithvi Vatsalya. Image taken from LinkedIn/Rohini Anand PhD.