Image Source: Pixabay
Authored by
Mr. Sanjay Vyas, Executive Vice President and Managing Director Parexel India
Sanjay Vyas joined Parexel’s Clinical Trial Supplies and Logistics (CTS&L) team in 2016 and leads the operational management for the organization’s global distribution centers and depots. Sanjay is the India Country Head for Parexel and manages a team with over 6,000 employees.
Ms. Jahanara Rahuldev, DEI Lead and Vice President, FSP Biometrics, Parexel India
Jahanara is Diversity, Equity & Inclusion Lead at Parexel India, India Head of FSP Biometrics and General Manager Business Administration for Bangalore and Mumbai offices. She develops high growth and profitable business through strategic planning, business development and implementation of high level service delivery. She is responsible for planning functions for individual service lines and groups which includes budgets, strategic planning, forecasting and staffing.
Diversity, equity and inclusion (DEI) is about people and their authentic selves. It is much more than gender, sexual orientation, age, race, national identity, ethnicity, or other differences. It is about the numerous perspectives and personalities we bring to work. Inclusion means creating an environment that allows these perspectives to thrive.
A holistic approach for DEI strategies is necessary and further demonstrates that it impacts every aspect of a person. For any organisation, it is vital to extend your DEI approach to encompass employees, customers and partners so that each group feels valued and supported. Empathy, collaboration and continual learning are vital and essential elements of every company’s DEI journey.
Why is it important to ensure diversity and inclusion? Among other factors, diversity in the workforce enables us organizations to draw on greater insights and better serve our stakeholders from a broader knowledge base.
Drawing Strength from Diversity and Inclusion
As each individual has their own unique journey, it leaves a mark on multiple layers (intersections) of diversity. This can then be included for broader professional development —skills-based or leadership training programs.
When the inclusion of these perspectives lives within a company, all voices are heard. This leads to new ideas, new services and, ultimately, drives innovation and guides business strategies.
Fostering Empathy and Collaboration
Policies and programs play an important role in embracing diversity. These can foster empathy, respect and pride in the workplace. As you get to know more about your colleagues, the bond becomes authentic, fostering a collaborative culture. While taking pride in your work is important, facilitating collaboration and being proud of your colleagues’ contribution is an enabler to drive further productivity.
Accepting diversity and enabling inclusivity ensures pride is celebrated through the year. It is no longer just about who you are or where you come from, it is a reflection of your values and perspectives. Pride is a culture that drives empathy and respect enabling a truly transparent team striving for mutual mentoring.
Always Learning
Over time, there has been a definite movement toward creating more diverse workplaces. If an organisation is diverse and open to newer ideas it can learn more from its people and gain new skills.
Business growth and employee learnings are not just dependent on training programs and workshops. It is crucial that people are made aware of the distinct communities, their needs and culture that is unique to them.
Nurturing an inclusive environment enables employees to bring all of their skills and capabilities daily to work. People need to be valued for their distinct viewpoints, personalities, and capabilities. Failing to foster an inclusive work culture can discourage innovation, leading employees to pretend someone they are not. Creating an environment that invites colleagues to bring their authentic selves and talents to work can make them feel valued, respected and supported for who they are.
