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Diversity And Inclusion

Women Leaders in AI – 2020

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The excitement of using Artificial Intelligence has not dwindled from the time it has been unfolded. In KPMG study on “living in the AI world 2020: achievements and challenges of AI across 5 industries (retail, financial service, healthcare, transportation, and technology), revealed that 92% of respondents agreed that leveraging the spectrum of AI technologies will make their companies run more efficiently. Amidst the admiration towards AI, IBM created the Women Leaders in AI program in 2019. This was a way to acknowledge the women leading in AI and encourage females to lend a hand in the field of AI. Through this IBM, planned to make the efforts of the honourees more visible to the world. 2020 IBM women leaders were honoured for outstanding leadership in the AI space. Here is the list of ...

Do we have a cure for working mom’s guilt?

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  Over the last few years of my professional life, several times have I been made to feel guilty of the desire to reach home on time. Work-from-home days pose out to be an even greater challenge since throughout the day, I am left to juggle between household chores, spending quality time with my child and meeting my own professional expectations. It’s truly a work of art to be able to flawlessly manage roles both at home and work with equal efficiency. The starvation to reach excellence on both fronts has led me onto a seemingly endless and exhaustive journey. So far, I have been making unsuccessful attempts to convince myself that being a physically present parent is not my first priority. If nothing else, it gives me a perception of work-life balance. Apparently I am not alone...

Does your organization really follow both diversity and inclusion?

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By Praveen K Jha, Principal Architect, GlobalLogic Organizations are increasingly getting diverse. Diversity usually means hiring different people who are in the minority like differently-abled people, people from different ethnicity, background, and gender. However, rarely will we see the minority group in the leadership position. Organizations proudly claiming to be diverse and providing equal opportunities have faltered along the way for the sustainable and long term growth of the people in the minority. Different groups find difficulty in performing as they often bear the brunt of negative vibes and comments because their views are outside of the prescribed societal norms. The behaviour of the organization and people is the outcome of deep-rooted beliefs, prejudices, and biases that ma...

Data Plus Soul Equals Story

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All of us sometime in our careers have worked on raw data to create narratives that have supported someone else to make decisions; after all, raw data by itself does not tell much. Rows and rows of data by itself is just another set of absolute number, percentages which need to be deciphered to form a story which is compelling and create a narrative that people remember. Most of us respond with fear or uncertainty when we hear the word statistics, and it is our ability to convert those statistics to something more meaningful, which makes the same statistical information easy to understand and interpret. One of the most common things we hear about in these times is HR analytics. However, we hardly hear anyone talking about the “last mile” of HR analytics, which is Data Storytelling: the abi...

Find Your #Ikigai

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Being able to translate our #Ikigai into actions can help us charter the roads of uncertainty that lays ahead. When the mind is focused, the effort of channelling all the #positive energies into making the world into a #happy, #sustainable and a #healthy place for all, will be most successful. “Ikigai” is a #Japanese concept that means “a reason for being”. The word refers to having a direction or purpose in life, that which makes one’s life worthwhile, and towards which an individual takes spontaneous and willing actions giving them satisfaction and a sense of meaning to life. With our current predicament being that of being stuck at home, continuously working towards actualising business outcomes, we sure need to find some time for ourselves. Our #Ikigai is ...

Vitamin D(iversity) for Innovation at the Workplace

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Malcolm Forbes famously defined diversity as the art of thinking independently, together. There is certain poignancy to that statement which seems simplistic in nature but holds far greater contextual meaning within.  In 2020, diversity at the workplace has become a norm rather than an aspiration to work towards. The Pursuit of Diversity There has been numerous studies and research that classifies diversity as indispensable for growth stage and global organizations alike. For example McKinsey found in 2015 that public companies with a broader range of ethnic and racial diversity within their ranks were 35% more likely to post better revenue numbers than companies that were more straight-jacketed in their hiring policy. A little more sobering is the ‘Fixing the Flawed Approach to Diversity’...

Table Matters – Empowering and Nurturing Women through Simple Conversations

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Women Supporting Women. Men Supporting Women. Heard time and again and perhaps practiced by some organizations too. But could a casual luncheon end up becoming a driving force for nurturing the power in women? An engaging session arranged by NASSCOM president Debjani Ghosh during the NTLF 2020, saw women participants, delegates and senior leaders come together and engage in conversations that matter over lunch. Challenges were addressed through a simple structure. The rules? Find a roundtable surrounded by fellow women (and men), grab a chair and participate and engage in meaningful conversation. The advantage? Each table will be powered by (at least) one senior leader sharing her perspectives and addressing challenges (if any) through her own experiences. The uniqueness? No, this wasn’t j...

Run, Grow & Transform – What Women Bring to Two Leading Organizations

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“Who run the world? Girls.” These words from Beyonce’s trending chartbuster almost summarized the essence of the Future 2020 session on ‘HyperScale in an Interconnected Economy’ at the NTLF 2020. Moderated by Sundar Subramanian, the session brought perspectives from an astute Jane Moran, Chief Information Officer at Hindustan Unilever and the composed Praveena Rai, Chief Operating Officer, NPCI. While focusing on digital trends and organizations in a hyperconnected world, the nerve of the session was palpable with perspectives of two dynamic women from different parts of the world. Some key perspectives from the session that came alive: Fostering Customer Intimacy – What could be the missing piece in a digitally connected world? Perhaps, intimacy and caring to listen. Jane Moran pointed ou...

Why do we need more women in tech?

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”If you exclude 50% from the talent pool, it’s no wonder you find yourself in a war for talent”. – Theresa Whitmarsh Yes agreed, women deserve the same opportunities as men to choose from and succeed in their career. There is ample study to support that getting more women into STEM occupations would translate into greater gender equality in incomes and better eco-nomic prospects for women. Also, balanced gender diversity brings many benefits to organizations. They have a range of talents, skills and experiences to draw upon and a critical mass of 35% of women in a team improves its performance and consequently the organization’s performance. Read more in this whitepaper by Kirti Seth, Lead FutureSkills & Swati Saini at http://futureskills.nasscom.in/research.html

Building a Gender-Equal Tech-Force

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The Indian tech-force has indeed become one of the most essential levers of the coun-try’s economic well-being. However, has the IT-BPM sector utilized both male and female talent to the fullest and equally? Or is the tech-world still just a man’s world?  Women form a substantial portion of the IT-BPM sector, with a 35% share, which adds up to about 1.4 million. However, the numbers start diminishing as they go higher up the career-ladder. We just cannot deny the evident ‘leaky pipeline’. Women hold 40% of entry-level tech jobs, 30% of mid-level positions and only 20% of senior-level roles2. In fact, women over the age of 35 are 3.5 times more likely to be in junior roles in comparison to men. Are we doing enough to retain women in Tech? Although, India has the second largest Artific...