CASE

Ajay Sekhri, Rishabh Jain, Mansha Jain, Kushagra Pareek

CONUNDRUM

EntreTeam : Shri Ram College of Commerce, DU

Providing bias training to all employees

Lack of inclusion Making employees without disabilities aware about the
Infrastructure for disable
difficulties and challenges faced by employees with
persons disability and training them accordingly. .
Employees had an indifferent attitude
Infrastructure as in towards Rahul which affected his
supporting employees with performance in the company. PNG,
wide walkways for global FMCG firm, holds regular
wheelchair and ramps or lifts sessions with employees clear
should have done with such misconceptions in the firm. Modify working arrangements
accessible desks to support Making wide walkways for wheelchair and
such employees in firm. ramps or lifts where there is staircase

Decline in Discrimination
performance Employee resource groups
against disabled Creating and supporting employee resource
All these factors accounted groups is one way companies can promote
for decline in belonging and create safe spaces for employees
Employees had a reluctant attitude
his performance. Accenture, .
global consulting firm supports towards disabled which clearly
such employees and celebrates showed lack of training and
the importance of fostering development of employees in the
such inclusive workplace. department Accommodation and accessibility a priority
modifying the set up for an individual with a disability on an as-
needed basis and proactively provide equal access for everyone.

Audit Build programs Tokenism is easily avoided authentically have a diverse

the recruitment • Evaluate job descriptions so that groups of people are not to provide access workforce and that have built programs, resources and

HR Policies
system eliminated from consideration for a role. to development opportunities that provide access to mentorship and leadership
• Ensure recruitment tactics engage a diverse network of candidates.
development. This ensures you don’t need to rely on a small
• Offer blind reviews of applications where possible to remove bias.
population of diverse talent to represent your workplace.
Setup KPIs & Communicate
measure • Organizations committed to inclusion need the metrics to reveal the benefits • Ensuring that C-level leaders understand the benefits of diversity
progress whether actions taken are actually accomplishing their set objectives. will mean it becomes a part of organisation's values rather than just
of diversity
• Using HR KPIs can move an organization toward an inclusive workplace. a matter of optics.
• Some of the key areas can be recruitment, advancement and retention. • Culture is top-down—how the leaders view diversity is essential