Shree Chanakya Education Society’s

Indira Institute of Management, Pune

Summer Internship Project (College Project)

MBA Semester III (Batch 2020-22)

Name of the Student : Sakshi Jumde

Division : C
Roll No. : HR08
Specialization : HR
Title : Diversity & Inclusion
Name of the Internal Guide : Prof. Yestrella Vaz
CHAPTER I: INTRODUCTION AND RATIONALE OF THE STUDY
 
Introduction to the title :
Diversity is similarities and differences in characteristics as. age, gender, ethnic heritage, physical abilities and disabilities,
race, and sexual orientation among the employees of organizations
Diversity refers to all the ways in which people differ from each other in multitude of ways.
Under an inclusionary approach to diversity, more particularly diversity management, the differences of individuals in the
workplace are not just identified, rather are integrated into the very fabric of the organizations culture.
While describing inclusion, Gasorek takes a multi-faceted view, proposing inclusion to concern the degree to which:
• Employees are valued, and their ideas are considered and used,
• Employees partner successfully both in and across departments,
• Current employees feel they belong in the organization, and prospective employees are attracted to the organization,
• Employees feel committed to each other, the organization, and the organizations goals, and,
• The organization continues to foster flexibility and choice, and attends to diversity.
CHAPTER II: THEORITICAL FRAMEWORK / REVIEW OF LITERATURE

Research Project – Literature review

Review of research literature that provides evidence of the impact of diversity and inclusion in the workplace Date: July 2021 Author : Vicky Whiting,
Senior Associate in the Partnerships and Consumer Research team at the FCA.
• This review only briefly mentions research results related to age, education and experience (social mobility) and disability.
• The review considers evidence across all sectors. The majority of these studies seek to understand the impact of D&I, either among teams or senior
leadership.
A Study of the Perceptions of Diversity and Inclusion Initiatives in Producing Improved Productive Work Cultures Date: 2015 Author : Robert T.
Crouch Gardner-Webb University
• Diversity in the workplace is viewed as a means for organizations to maintain a competitive edge in the global job market by focusing on inclusion and
performance.
• Organizations have begun to recognize that diversity results in economic benefits when initiatives are aligned with their strategic plans, goals, and core
values (U.S. Department of Commerce, 1999).
Diversity and Inclusion in the 21st Century Bridging the Moral and Excellence Imperatives Date: Nov 2012 Author: Dr. Nivetis chief diversity officer,
Association of American Medical Colleges, Washington, DC.
• What the diversity and inclusion movement needs for the 21st century is to apply rigorous empirical methods to understanding the most effective and
efficient interventions to contribute to institutional excellence.
• Fairness will always be a fundamental argument at the heart of diversity work.
 CHAPTER III: APPLICATION OF BUSINESS MODEL

The above image depicts a generic model for evaluating organizational readiness & commitment to supporting workplace
diversity.
CHAPTER IV: OBJECTIVES AND SCOPE OF PROJECT  

Objectives:

1) To study the diversity and inclusion initiatives undertaken by

companies in IT sector.
2) To study the diversity and inclusion initiatives undertaken by
companies in Manufacturing sector.
 CHAPTER V: RESEARCH METHODOLOGY

Rational for the study :

Secondary data has been collected from various research papers, articles, and
relevant websites of the studied companies.
 CHAPTER VI: DATA ANALYSIS
• Data Analysis and Interpretation
I Deloitte Global Diversity, Equity & Inclusion Initiatives :
Women Empowerment Program :
• Deloitte women's leadership launch
• Return-to-work programme
• Board-ready women program
• Inspiring women program

Wellbeing: A place where people are healthy and happy :

• Total Rewards program
• Workagility Framework
Deloitte Networks: A place where everyone feels at home :
• LGBT+
• Fathers
• Minorities
 CHAPTER VI: DATA ANALYSIS

• Data Analysis and Interpretation

II HCL-IWD Partnership :
Women Empowerment Program :
• Women in Technology
• Women in Leadership
• Women in Sports
Key Diversity Initiatives :
• Women Connect Chapters
• Women Lead
• ASCEND
• Cultural Empathy and Dexterity
• SheInspires
 CHAPTER VI: DATA ANALYSIS
• Data Analysis and Interpretation • Infy Vets (Military Veterans and allies)
Achievements
III INFOSYS: 38%
Actions Of Infosys’ employees are women.
• Celebrating gender diversity 144
• Including people with disabilities and the LGBTQIA+ community Nationalities are represented in our workforce.
Some ERGs that span Infosys globally include 22%
• iPRIDE for LGBTQIA+ employees and their allies Of the non-executive independent Board are women.

• InfyAbility for employees with disabilities and their allies 379

• Infosys Women’s Inclusivity Network (IWIN) for women and their allies Employees with disability are a part of our workforce.
Ambition 2030
• Multicultural ERG to celebrate a multicultural workforce
CREATING A GENDER-DIVERSE WORKFORCE AT INFOSYS, WITH
• Family Matters for employees and their families
45% WOMEN.
Some of our regional ERGs include
• YEN - Young Employee Network for the Young & Young at Heart
• iBELIEVE (infosys black employee, Leading in Excellence, Vision and
Equity)
 CHAPTER VI: DATA ANALYSIS
• Data Analysis and Interpretation
IV HPE:
Everyone deserves to live free of oppression and racism. We must use this moment to take a stand, to speak up on inclusion and to
advocate for equity.
• Inclusion:
We must improve in building an inclusive environment at HPE. One important element is helping our managers become more inclusive
leaders and get more comfortable having conversations around race and discrimination.
• Equity:
As we strive to create and foster a corporate environment that provides equal opportunities for all of our team members, we need to ensure
equity in all our people processes and programs.
• Advocacy:
We all must be advocates for change. We must continually listen and learn so we can be the best allies possible for our black and African
American colleagues and for all of our team members whose voices are underrepresented.
• Community:
We must ensure we’re giving our time and resources to diverse communities to help advance education, as well as to address issues of
racism that continue to plague our society.
 CHAPTER VI: DATA ANALYSIS

• Data Analysis and Interpretation CULTURE

• Talent localization
V Tech Mahindra: • Localization of policies
Diversity Focus Areas: • Cross-cultural learning and integration interventions
GENDER • Celebrating differently
• Equal Hiring
• Equal Career Development LGBTQ+
• Flexible Policies • Kaleidoscope
• Physical & Financial Well Being • Sexual Reassignment Surgery Policy
GENERATION • Same Sex Partner Insurance
• Reverse Mentoring • Gender Neutral Infrastructure
• Young CEO
• 1000 Leaders
• Global Leadership Cadre (GLC)
 CHAPTER VI: DATA ANALYSIS

• Data Analysis and Interpretation

VI HINDUSTAN UNILEVER LIMITED :
 CHAPTER VII: FINDINGS

• When it comes to fostering diversity and inclusion (D&I) in an organization, it fundamentally comes down
to each individual overcoming the fear of doing or saying the wrong thing and, most importantly, finding
the “why.”
• If one knows their why, it’s a lot easier to anchor to that stated mission, put in the time and make a
concerted effort to go after the objective.
• D&I is very much an individual journey where folks need to get introspective, peel back the layers of their
experiences to help dismantle the fear and learn what their respective mental blockers might be.
• This journey of growth requires time, effort, a sustained commitment and courage — the courage to
embrace the uncomfortable and the temerity to be vulnerable.
• When we confront the fear, we can find our why and land at the paramount purpose for taking action.
• Finding your why allows you to anchor yourself to a purpose and become fully invested in advancing
progress in your workplace.
• Finding one’s why can be a powerful motivator once it is discovered.
CHAPTER VIII: CONCLUSIONS & SUGGESTIONS

• My conclusion is that Diversity in the workplace is not only good for employers and
employees but is also good for the welfare of the company.
• With a Diverse workplace, everyone will be more open-minded with their co-workers.
• Also, having diverse workers benefits the company because they could be the ones to
make positive ties with other companies and bring in new customers.
• Encouraging diversity is the way forward for organizations.
• In a global talent market, businesses that can successfully manage diversity in the
workplace will have a definite competitive advantage over others in terms of
differentiation, innovation, and employer branding.
 CHAPTER IX: Bibliography

https://www.fca.org.uk/publication/research/review-research-literature-evidence-
impact-diversityinclusion-workplace.pdf
https://digitalcommons.gardner-webb.edu/cgi/viewcontent.cgi?
article=1122&context=education_etd
https://www.researchgate.net/profile/HenryHo/publication/
335892596_Are_we_making_a_difference_Rural_university_students'_perceptions_
of_diversity_and_inclusion/links/5fd5607d299bf14088065886/Are-we-making-a-
difference-Ruraluniversity-students-perceptions-of-diversity-and-inclusion.pdf
https://journals.lww.com/academicmedicine/Fulltext/2012/11000/
Commentary__Diversity_and_Inclu sion_in_the_21st.10.aspx
https://ideas.wharton.upenn.edu/wp-content/uploads/2018/07/Leading-Diversity-
inOrganizations_Lever-2017.pd