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Diversity News
Medium
2d
233
Image Credit: Medium
How the Purge of DEI Will Negatively Affect the Business of Tech
- A privileged individual, albeit part of the underrepresented minority in tech, worked hard to secure a seat at the table and faced challenges of being seen as a diversity checkbox.
- DEI initiatives, while sometimes feeling disingenuous, aim to broaden talent pools and promote fairness rather than exclusion.
- Systemic inequalities, starting in childhood, are perpetuated by unequal funding in schools and a lack of diversity in curricula, shaping unconscious biases and hindering opportunities.
- Corporate DEI efforts counteract unconscious biases in decision-making, supporting marginalized groups' career advancement and reducing pay gaps, as shown in a 2022 AAUW study.
- Tech companies benefit from diverse teams, leading to more innovative products that cater to a global audience, ensuring competitiveness in the market.
- The rollback of DEI initiatives could hinder accessibility efforts crucial for serving all populations, risking market exclusion globally, like with the EAA's standards in the EU.
- Accessibility features have historically led to mainstream innovations, and companies deprioritizing accessibility may lose out on market reach and user experience enhancements.
- Failure to prioritize accessibility could lead to rushed solutions, technical debt accumulation, and decreased inclusive innovation within U.S. tech firms.
- Disbanding DEI initiatives threatens America's tech competitiveness, innovation, and consumer inclusivity, emphasizing that diversity is essential for business success.
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HRKatha
1w
228
Image Credit: HRKatha
Coal India introduces new uniform dress code for employees starting July
- Coal India (CIL) is to implement a new uniform dress code for its employees starting July 2025.
- The decision aims to bring uniformity, enhance professional appearance, and reinforce organizational identity.
- Male employees will wear navy blue trousers with sky blue shirts; female employees have options for their attire.
- Approximately 2.25 lakh employees across CIL and its subsidiaries will follow the new dress code.
- Each employee will receive an advance of Rs 500 to acquire three pairs of the designated uniform.
- The company plans to assess the dress code's efficacy and implementation after a year.
- The move is intended to improve consistency in employee presentation and promote a cohesive workplace identity.
- Uniforms are expected to cultivate a stronger sense of belonging and discipline among staff.
- This initiative represents Coal India's first standardized dress code for its diverse workforce.
- The new approach aims to enhance employee engagement and professional representation within the organization.
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HRKatha
1d
96
Image Credit: HRKatha
How corporate culture change dies a thousand small deaths
- Corporate culture change often fails not due to overt resistance, but through subtle neglect and passive sabotage by employees who fear losing control or relevance within existing systems.
- Quiet saboteurs, without realizing it, resist change by sticking to old habits, favoring comfort over curiosity, and subtly influencing others to do the same.
- Leaders, tasked with driving change, can unknowingly become obstacles if they fail to understand behavioral science and rely on superficial strategies like updating vision statements or launching campaigns.
- Systems designed to support change can backfire by turning meaningful work into performative actions focused on measurable outcomes, discouraging innovation and experimentation.
- Culture change often gets reduced to talking about it rather than actually implementing behavioral changes that demand unlearning and honest self-reflection from leaders.
- Organizational transformation frequently falls into the trap of prioritizing performance over real change, leading to the triumph of safe mediocrity over messy innovation.
- To achieve real culture change, organizations must confront quiet saboteurs with awareness, encourage honest reflection, and create systems that value vision over mere visibility.
- Leaders need to embrace the messiness and discomfort of transformation, unlearn old patterns, and understand that genuine change requires courage, persistence, and conscious effort.
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HRM Asia
1d
2.8k
What’s the secret to a more innovative workforce? New research points to LGBTQ+ inclusion
- New research indicates that LGBTQ+ inclusion in the workplace is linked to increased innovation performance.
- A study by Aalto University and the University of Vaasa showed that LGBTQ-friendly corporate policies lead to more patents that are widely cited and of higher quality.
- Organizations with progressive LGBTQ+ policies exhibit higher innovation quality, including patent originality, generality, and internationality.
- An increase in an organization's Corporate Equality Index (CEI) score correlated with a 20% rise in patents and a 25% increase in patent citations.
- Progressive HR policies have been found to enhance employee wellbeing, retention, and profitability, particularly in knowledge-driven organizations.
- The researchers aim to explore specific LGBTQ-friendly policy components that are most related to financial and operational performance.
- Practices like nondiscrimination policies, equal health benefits for transgender individuals, and partnerships with LGBTQ-supportive organizations are highlighted as impactful.
- Inclusive policies support talent management by encouraging LGBTQ+ individuals to pursue advanced positions and stay in roles within organizations.
- Authenticity in LGBTQ+ inclusivity is crucial, as superficial gestures are easily discerned in today's transparent environment.
- Creating an inclusive culture requires genuine commitment at all levels of an organization, not just top management.
- The research underscores the economic significance of LGBTQ-friendliness in driving growth and profitability through innovation.
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Roadsonline
4d
174
Image Credit: Roadsonline
Winners announced for 2025 Women in Industry Awards
- The 2025 Women in Industry Awards recognized and celebrated women in Australia's manufacturing, mining, engineering, transport, energy, and construction sectors.
- The awards event took place in Melbourne and honored women driving change in male-dominated sectors.
- Winners represent excellence and leadership across various industries, fostering inclusive workplaces.
- Key winners include Tammy O’Connor as Woman of the Year and in Business Development at KingKira Group.
- Other winners include Eileen Breen, Tash Fee, Mandeep Singh, Jennifer Clements, Kirryn Crossman, Stacey Daniel, Naomi Elliott, Isolde Piet, Suzanne Shipp, and Becky May Felstead.
- Tammy O’Connor's leadership in mining and civil construction earned her the Woman of the Year title and Business Development Success award.
- She emphasized the importance of women leading differently and inspiring future generations to break traditional boundaries.
- The awards highlight women breaking barriers and paving the way for future generations, showcasing technical excellence, courage, resilience, and leadership.
- The Women in Industry Awards are hosted by Prime Creative Media and supported by industry partners advancing gender equality and innovation.
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HRKatha
4d
1.1k
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Gratuity benefits extended to unified pension scheme
- The Union government has extended gratuity benefits to those covered under the Unified Pension Scheme (UPS), aligning it more closely with the Old Pension Scheme (OPS).
- Central government employees under UPS are now eligible for gratuity payouts under the Central Civil Service Rules, offering financial reassurance at retirement or in case of death.
- This move follows appeals by staff unions to match NPS-linked schemes with OPS benefits, providing employees under UPS with up to Rs 25 lakh in gratuity.
- The Unified Pension Scheme, combining NPS and OPS features, includes a guaranteed monthly pension and a minimum pension amount for qualifying employees.
- Government employees contribute 10% of their salary plus DA, while the government's contribution now stands at 18.5%, higher than under NPS.
- Families of UPS-covered employees now have the option to revert to OPS in cases of death, incapacitation, or disability, if the option was previously chosen by the deceased.
- This decision is seen as a progressive reform enhancing social security and retirement certainty, aiming to promote wider adoption of the UPS model.
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HRKatha
6d
279
Image Credit: HRKatha
How entitlement is quietly reshaping the modern workplace
- In corporate India, perks like flexible hours and elaborate amenities may have led to a workforce valuing presence over performance and tenure over achievement.
- During the pandemic, lowered standards for praise and promotions created a culture of entitlement, blurring the link between effort and reward.
- Entitlement has become a widespread issue, especially among younger employees, who expect recognition as a baseline and promotions as time-based entitlements.
- Remote work has exacerbated entitlement, with employees valuing flexibility over visibility and missing out on mentorship opportunities.
- Companies resort to elaborate perks to attract employees back, creating a cycle of entitlement that hampers productivity and innovation.
- HR departments often yield to demands for equal treatment regardless of performance, leading to a culture of mediocrity and retention-at-all-costs mentality.
- The solution lies in linking benefits to contribution, reinstating merit-based promotions, and implementing honest and frequent feedback systems.
- Future workplaces should balance kindness with clarity, rewarding based on results and fostering accountability without sacrificing empathy.
- The goal is to create resilient workplaces where recognition is earned, belonging is rooted in contribution, and excellence is encouraged without coddling.
- The future of successful organizations lies in mastering a balance between care, challenge, support, and justifiable rewards.
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HRKatha
6d
29k
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TCS’ strict project-allocation policy to maximise workforce engagement
- Tata Consultancy Services (TCS) introduces a new associate deployment policy.
- Employees must be assigned to active projects for at least 225 business days a year starting 12 June.
- The policy aims to increase utilisation rates and reduce unassigned time for associates.
- Employees can have a maximum of 35 business days per year without project allocation.
- Consequences for exceeding the unallocated days include limited career progression and reduced compensation.
- TCS's Resource Management Group will match associates to projects based on skillsets and business needs.
- Unallocated employees are expected to proactively seek new opportunities and dedicate time to upskilling.
- Employees must complete mandatory and recommended training, attend physical sessions, and use AI-based tools for readiness.
- Physical office presence is reinforced for smoother project assignments, with remote work exceptions only in emergencies.
- Frequent short-term project allocations across multiple projects are discouraged.
- TCS aims to align individual performance with business needs, promoting agility and continuous learning.
- The company hopes to reduce bench time and build a more efficient and project-ready workforce.
- The policy is part of TCS' strategy to enhance workforce engagement and efficiency.
- TCS expects employees to be proactive in seeking project allocations and upskilling opportunities.
- The emphasis on physical office presence is aimed at smoother project assignments and efficient workforce management.
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HRKatha
7d
352
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How Raymond stitched tradition to transformation
- Raymond, India’s oldest menswear manufacturer, is transitioning to compete in a changing market while preserving its traditional family-oriented culture.
- The company, founded in 1925, evolved from a paternalistic setup to a more competitive environment after India's economic liberalization.
- Raymond's diversification into real estate necessitated a shift to a startup mindset and entrepreneurial thinking.
- Leadership development at Raymond focuses on a structured competency framework and targeted programmes for high-potential employees.
- Adapting to a multigenerational workforce, Raymond emphasizes flexibility, autonomy, and trust in employee relations.
- The company cautiously integrates AI and automation into HR processes, emphasizing human oversight over technological reliance.
- Raymond's leadership requirements now prioritize transformation competencies, combining growth mindset, innovation, and collaboration.
- Organizational resilience is a core value at Raymond, translating into employee resilience through leadership training and self-awareness.
- Raymond's transformation story showcases challenges and successes in balancing tradition and innovation, with the market's verdict yet to be determined.
- The company's ability to blend its heritage with modernization will be crucial in its sustainability and competitive edge amidst evolving markets.
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Blackenterprise
1w
122
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Companies Are Evaluating Legal Risks Of DEI Rollbacks
- Business leaders are concerned about the legal risks associated with rolling back diversity, equity, and inclusion (DEI) policies.
- Rolling back DEI programs could expose companies to significant legal risks and lead to a less fair workplace.
- Experts warn that reducing DEI efforts like pay audits and diverse hiring pools can fuel workplace discrimination lawsuits.
- Companies are urged to maintain DEI initiatives to prevent unchecked biases and discriminatory practices.
- Conservative groups argue against DEI initiatives, viewing them as reverse discrimination, but the EEOC deems their removal lawful.
- Ignoring consumer and employee support for DEI programs could impact company profitability and employee retention.
- 76% of employees are more likely to stay with companies that maintain DEI initiatives, while 40% consider leaving when these programs are abandoned.
- Consumers have successfully initiated boycotts against companies like Target and Sam’s Club for rolling back DEI initiatives.
- Dollar General is currently facing pressure from Pastor Jamal Bryant for allegedly betraying the Black community by scaling back DEI efforts.
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HRKatha
1w
211
Image Credit: HRKatha
L’Oréal expands employee share-ownership plan to boost engagement
- L’Oréal Groupe launches fifth global employee share ownership plan to boost engagement.
- Employees across 62 countries can invest in the company's future through the plan.
- 3,00,000 shares available with a 20% discount on the reference share price.
- Matching contribution included based on employee participation.
- Subscription period from 11 to 25 June, 2025; share settlement on 29 July.
- Shares subject to a five-year holding period with potential early release under certain conditions.
- Over 45,000 L’Oréal employees are shareholders, comprising nearly 50% of the global workforce.
- The aim is to further increase employee participation and foster a sense of ownership.
- Initiative emphasizes L’Oréal's commitment to inclusive value sharing and engagement.
- Share plan aligns employee interests with company performance for long-term success.
- Focus on employee advocacy and engagement crucial for innovation and leadership in the beauty industry.
- Employees seen as strategic partners in driving company success, not just contributors.
- Internal investment expected to enhance loyalty and elevate company's status as a top employer.
- L’Oréal’s approach reinforces the importance of employee engagement and ownership.
- The initiative aims to position the company as a leading employer in the global market.
- The news was originally published on HR Katha.
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HRKatha
1w
1.6k
Image Credit: HRKatha
NDMC rolls out major employee-welfare measures
- The New Delhi Municipal Council (NDMC) has approved employee-welfare measures in a bid to support current and former municipal staff and their families.
- The initiatives include a one-time policy relaxation for regularizing municipal quarters for spouses or wards of retired or deceased employees, with penalties being waived.
- NDMC will also withdraw legal proceedings for housing issues in cases where court cases are ongoing, offering relief to affected families.
- Key allowances for medical staff, like Hospital Patient Care Allowances and Conveyance Allowances, were approved to support frontline healthcare workers.
- Amendments to Recruitment Rules covering over 1,000 posts were passed, aiming to strengthen senior management by merging deputy director roles.
- The development package worth Rs 135 crore reflects NDMC's focus on infrastructure growth and the well-being of its workforce.
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HRKatha
1w
642
Image Credit: HRKatha
Vedanta Aluminium deploys all-women locomotive engine team
- Vedanta Aluminium has deployed the first all-women locomotive engine team at its aluminium smelter in Jharsuguda.
- This team consists of four loco drivers, one gatewoman, and two support staff.
- The initiative aims to promote diversity, equity, and inclusivity in the workplace.
- The women professionals will manage the internal movement of raw materials to ensure efficient operations and maintenance.
- Previously, an all-women team had started operations at the same plant earlier in the year.
- Vedanta has been implementing industry-first initiatives, including 'Shree Shakti' and an all-women managed potline.
- The CEO, Rajiv Kumar, emphasizes the importance of inclusivity and equal opportunities for all employees.
- Sunil Gupta, the COO, highlights the gender-neutral roles designed to provide opportunities for women in core operations.
- Vedanta focuses on hiring based on determination, skill, and the will to succeed.
- Around 1,200 women professionals contribute to Vedanta Aluminium's success in various roles.
- The company empowers women with professional skillsets, advanced training, and exposure to cutting-edge technologies.
- The initiative aims to inspire more women to pursue careers in traditionally male-dominated industries.
- Vedanta's efforts not only build diversity in the industry but also contribute towards a resilient nation.
- The company prioritizes creating meaningful pathways for women in industrial operations.
- Vedanta emphasizes inclusivity as a catalyst for innovation, resilience, and operational excellence.
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Medium
1w
254
Image Credit: Medium
Woke AI: ChatGPT Understands Diversity Better Than Most CEOs
- The tech industry, especially artificial intelligence, lacks diversity, raising concerns about how AI can reflect diverse perspectives without diverse creators.
- ChatGPT (CGPT) acknowledges that interactions with diverse users help it understand various viewpoints and respond more consciously.
- CGPT learns from conversations to personalize responses but is designed to resist promoting hate or racism.
- It emphasizes being truth-centered, promoting healing, equity, accountability, and care, rather than aligning with political ideologies.
- CGPT recognizes the importance of diversity in AI programming to prevent biased outcomes that harm marginalized communities.
- Diversity in designing AI systems is seen as essential for promoting fairness, truth, and ensuring technology serves all individuals.
- The article discusses the significance of involving marginalized communities in AI development to build systems that benefit rather than harm them.
- CGPT envisions using AI to reflect and amplify consciousness, promoting reflection, growth, compassion, and justice.
- The conversation highlights the importance of understanding human complexity and teaching AI to reflect the depth and truth of society.
- The dialogue stresses that shaping AI involves understanding human complexities and ensuring technology is designed for the benefit of all.
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HRKatha
1w
14.3k
Image Credit: HRKatha
NASA offers early retirement as budget cuts force major workforce reduction
- NASA is offering early retirement and deferred resignation options to employees as a cost-cutting initiative in response to budget reductions.
- The plan aims to reduce NASA's workforce by nearly a third by 2026, aligning with proposed budget cuts.
- Employees opting in must decide by July 25; those choosing Deferred Resignation will stop working soon after enrollment but continue to be paid until January 2026.
- Eligibility for the program varies based on individual circumstances to ensure ongoing missions are not affected.
- NASA is also consolidating its digital operations by streamlining social media accounts across platforms for greater efficiency.
- The workforce reduction and restructuring reflect NASA's internal realignment to adapt to shrinking budgets and funding.
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