Why is DEI work getting stuck in the emerging markets?

Understanding the gaps and looking at practical tips and interventions to make DEI a part of your organization's DNA. e.g.:

1. The majority of the motivation for starting any DEI work is to keep up with peer companies or

2. To comply with a world headquarter mandate or

3. A moral imperative - ""the right thing to do"". The moral imperative has further led to a CSR angle instead of I&D being a business imperative.

Many decision-makers think recruitment or mentoring programs will fix diversity and unconscious bias awareness, and other sensitisation programs will make their workplace inclusive.

Session Takeaways

1. Governance and Accountability: What gets measured gets done - performance management, succession planning, total rewards, etc.
2. Organizational Culture: DEI checklist for policies, tools, psychologically safe environment, communication, etc.
3. Recruitment, On-boarding, Talent Development & Retention practices

Facts Related To This Presentation

1. According to the World Economic Forum’s Global Gender Gap Report 2020, Japan ranks 121st out of 153 countries in terms of gender parity. Economic gender parity could add $550 billion to Japan’s GDP, according to estimates.
2. In the past decade, while Indian GDP has grown by around 6%, there has been a large decline in female labour force participation from 34% to 27%. The male-female wage gap has been stagnant at 50% (a recent survey finds a 27% gender pay gap in white-collar jobs).