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The DE&I Landscape in India Inc.: Bridging the Gap between Rhetoric and Reality

June 28, 2023 3507 0 Diversity And Inclusion

The DE&I Landscape in India Inc.: Bridging the Gap between Rhetoric and Reality

In line with nasscom’s Diversity, Equity & Inclusion (DE&I) agenda for the year ‘Real-life Actions for Mainstreaming Inclusion’, we are excited to announce the ‘Recognizing DEI Champions’ Initiative in partnership with Aon. This initiative comprises DE&I Awards & Accolades and a Research Insights Report encompassing the DE&I Assessment Framework, Technology Industry DE&I Respondent Index, along with a Compendium of Best Practices. The report highlights an array of actionable insights derived from the comprehensive 2-stage surveys conducted through Nov 2022 - Jan 2023 and Feb 2023 - March 2023, along with the Assessment Framework which acts as a self-assessing tool that can be used by participating companies to measure and track key parameters in the DE&I space. The report also incorporates a DE&I Respondent Index which assesses each respondent organization’s DE&I score basis its level of disclosure and data submission on key DE&I parameters such as DE&I principles, accountability, inclusive culture, best practices, etc. with respect to different diversity groups like Gender, PwDs, LGBTQIA+, etc. These scores are then combined to arrive at the Industry average scores translated into the Overall DE&I Index. Additionally, an integral part of the report is a Best Practices Compendium which will outline a multitude of innovative and effective initiatives/ interventions adopted by leading companies, that are noteworthy and inspirational. The report comprises details on how DE&I practices are maturing from nice-to-have social initiatives to strategic business imperatives, that need to be embedded in the organizational culture & values and became an integral part of the day-to-day functioning of businesses. Further, this compendious publication deep dives into each of the 4 key pillars that constitute the nasscom-Aon DE&I Organization Assessment Framework - Overall Focus & Impact, Diversity, Inclusion & Belongingness, and Equity in People Practices. Moreover, the report delineates the best practices adopted by leading organizations for key diversity types such as gender, LGBTQIA+, PwDs, etc., underscores the significance of leadership buy-in and measuring and tracking DE&I practices by capturing key metrics, and also, outlines detailed recommendations for enterprises to establish/fast-track their DE&I journey.

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Key Highlights

DE&I: Paradigm shift from a ‘nice-to-have’ initiative to a ‘must-have’ business imperative​

  • Formalization of DE&I, budgeting for it, and embedding it in the organization's culture and values have become critical - 80% organizations report having a formal DE&I policy in place; 82% have formal DE&I targets and 72% have a dedicated budget for DE&I
  • Leadership buy-in salient for DE&I success – 73% organizations report that the DE&I agenda is driven by the CEO/ Business leaders ​; 49% establish DE&I metrics as part of executive scorecards
  • Progress of DE&I practices should be based on actionable outcomes that can be measured, tracked & monitored - 83% organizations track DE&I metrics, 30% share results publicly; 37% organizations link attainment of DE&I goals to Executives’ pay​ & 86% have grievance redressal systems in place
  • Diversity, Equity, and Inclusion Along with Belongingness are equally crucial – 85% organizations track employee demographics; 94% indicate offering equal access to career growth opportunities & 67% have ERGs & networking groups

nasscom-Aon DE&I Organization Assessment Framework

  • Overall ​Focus &​ Impact comprising DE&I Program Overview including objectives and goals, DE&I plans, programs and budgets, DE&I metrics, etc.
  • Inclusion & Belongingness including support policies/ benefits, accessibility, employee engagement, and best practices
  • Diversity​ ​ in employees such as Gender, PwD, LGBTQIA+, Generational, etc., hiring & attrition and suppliers
  • Equity in People Practices such as recruitment, performance management, training and development, and pay equity

 

DE&I Best Practices

  • Gender - 98% organizations track gender diversity surpassing all other types of diversities; best practices include enabling talent development through Mentoring, Sponsorship, Coaching & Leadership Development, enabling career restart through comprehensive Returnship programs, establishing gender-neutral policies & inclusive benefits coverage, etc.
  • PwDs - 61% organizations track PwD diversity; best practices include talent sourcing through job fairs, specialized agencies, etc., accessibility to premises for PWDs, focused hiring for people with Autism and other Neurodiverse Spectrum, enabling technology for removing barriers and optimizing Performance, etc.
  • LGBTQIA+ - 40% organizations track LGBTQIA+ diversity; best practices include spreading awareness, acceptance, and sensitization through trainings & programs, celebrating LGBTQIA+ initiatives such as Pride month, establishing gender-neutral infrastructure like washrooms, creating a safe space to self-declare, extending counseling and support to families of LGBTQIA+

Recommendations for organizations to establish/accelerate their DE&I journey

  • Leadership Commitment – As a key component of business strategy DE&I initiatives should be actively championed and led from the front by CXOs/ Board Members
  • Mitigating Bias at a Systemic Level - Mitigate conscious/unconscious biases proactively through trainings, sensitization workshops, setting up ERGs, and Allyship programs, driving pay equity, and leveraging technologies using 360 degrees/multisource feedback to eliminate/reduce biases in processes
  • Laser-focused approach to tracking Data & Metrics - Measure, track, and monitor diversity, equity, and inclusion practices by leveraging data and technology
  • Intentionally drive DE&I culture - Establish a structured process, move beyond simply tracking numbers & adopting a tokenistic approach, and expand the interpretation of diversity beyond gender

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