Amit Jain, Head of Sales for Godrej Consumer Products Limited's (GCPL) India business, took a moment to reflect on the journey of making our sales organisation more inclusive. “It begins by challenging stereotypes about women in sales. Since most consumers are women, it's important to have women represented in sales too,” he said.

“At GCPL, we aim for a sales team that's performance-driven, respectful, and empathetic, and believe in fostering an environment where diverse ideas and perspectives are valued.”

He made a notable mention of GCPL’s Aarambh programme to encourage more women to join sales teams. Aarambh has has proven that there's plenty of talent available, to the point that some field officers who are now encouraging their daughters to join. Aarambh has also seen success in areas traditionally considered challenging, like western Uttar Pradesh and Haryana, thanks to the programme’s good geographical representation. Amit laid particular emphasis on the need to tackle harmful stereotypes based on gender, language, religion, or community, and promote inclusive behaviours.

He told us that he envisions sales roles as offering leadership opportunities from day one, since salespeople are closest to consumers and constantly receive feedback. He firmly believes that women are well-suited for success in sales, provided there's a supportive environment.

“Progress has been made in some plants, but consistent action is needed to fully realise our vision for a more inclusive manufacturing organisation,” Jagadeesh M., Head of Manufacturing Operations at GCPL India and SAARC, told us. “Such a vision includes focusing on diversity across various dimensions like gender, regional background, caste, marginalised communities, persons with disabilities, and newcomers to the industry.”

He further noted, “The stereotypes around women and their capabilities have been shattered as we see women excel in maintenance roles and manage maternity breaks effectively. To prepare the workforce effectively, the key action areas include workforce skilling and training, role modelling from leadership, and investing in mentorship.”

He pointed out efforts to create inclusive workplaces in Pondicherry, Conso, and Karaikal, which included changes that enabled women to work night shifts, and for visually impaired individuals to be employed in non-traditional roles. While some of these sites are no longer operational, their lessons resonate across the state, and the industrial workforce at large.

Kannan Gopalan, Head of General Trade Sales, said: “For a more inclusive sales organisation at GCPL, we aim to have at least one-third of entry-level talent and one-fifth of managerial positions filled by women in the General Trade Department. Based on my experience so far in my professional journey, I also credit Godrej for helping me understand the importance of inclusion and how to champion diversity, equity, and inclusion.”

He added his voice to the appreciation of the Aarambh programme. “It has been instrumental in breaking stereotypes and biases towards a single gender, demonstrating that talent exists across all regions. There are two critical action pillars for the future: fostering career progression for better representation and building advocacy among women employees.”

Sales is a rewarding career path for everyone, Kannan said, because of its familial atmosphere, clear growth opportunities, and merit-based nature. We’re sold!

Text by Rajeev Kushwah. Image taken fromdigits.co.uk via Flickr.