Vividhta Diversity Experts

  In our mission to enable organisations become more inclusive, we at   Vividhta  have been championing inclusion with parity & respect for diversity candidates. Proud to announce our tie up with Saahas–  Acid Attack Survivor’s Foundation . AASF has been supporting such people and helping them become financially independent. With the support of passionate management teams like the team at  Peel-Works , we were able to find employment for Acid Attack Survivors like Saira, Reshma and Shabbo. Shabbo was an infant sleeping in her mother’s lap in 1998 when an acid attack killed her mother and left her with severe burns. She fought a long battle to do her graduation. She has joined as an MIS Executive at Peel-works. Reshma and Saira are acid attack victims. Their positive spirit has landed them a Customer Care Executive job @Peel-Works. Their stories are heartbreaking but do check their smiles in the video – these are stories of grit, survival, resilience and a ne...

A lot of companies consider lifestyles, personality characteristics, perspectives, opinions, family composition, education level or tenure elements of diversity, too. 1. Employees are treated with respect: A culture of inclusiveness is rooted in respect. Employees must be treated with and treat others with civility and decency. 2. Employees are valued for their strengths: Effective collaboration, productivity and profitability are, of course, why companies incorporate CliftonStrengths development as a strategy. Though it may seem an unlikely pairing, using CliftonStrengths can help your organization create a culture of inclusion. 3. Leaders do what is right: We ask if the organization is fair to all employees, if supervisors create a trusting and open environment, and if workers are confident leaders will do the right thing if discrimination concerns are raised. Know more at vividhta See more related blog: https://diigo.com/0hp8dt

Following are 6 Steps for Building an Inclusive Workplace: 1. Educate Your Leaders 2. Form an Inclusion Council 3. Celebrate Employee Differences 4. Listen to Employees 5. Hold More-Effective Meetings 6. Communicate Goals and Measure Progress Want to know more? Visit vividhta.in See more related blog: https://diigo.com/0hj580

Why is it excellent, preferable, to have women over 40, or 50, or 60 in the workplace? -> It’s simply excellent to have a diverse workplace — people who don’t look, think, act, or talk like the boss — and as the data that follow illustrate, women over 40 are dramatically underrepresented in the top tiers of organizations. -> Women actually do good work. According to a 2012 report by Dow Jones, c ompanies with at least one female senior executive are more likely to succeed than companies that have only men at the top. Venture-based start-ups with five or more women onboard are significantly more successful than those without. -> Women who have achieved some level of success by middle age probably already have more experience with what has come to be called the “gig” economy than mid-career men who’ve been slogging it out in the same company for a decade or more. -> Because women move back and forth between work and home, they have in some way already adapted to ...

Let’s look at the ways in which we can optimize our efforts! 1. Great communication is one of the key aspects of an efficient team collaboration technique. Having clear instructions on the project, asking questions before making assumptions and taking into account of every employee not only creates a great work culture but also improves transparency. 2. To maintain a perfect team employee engagement is one of the first steps that must be on your mind. Take frequent feedback from your employees to get an idea of the engagement level, ensure that every team member knows its purpose and their contribution is valued. 3. The idea for which your organization stands for is as important for your employees as the paycheck. People want to work with companies that have invested in identifying and developing their mission. This gives your employees a solid reason to put effort into improving team collaboration. 4. Research reveals that 66% of employees would quit their jobs if they felt un...

You know what’s more difficult than finding top talent ? Retaining them. Employee turnover is an issue for all organizations, especially for small businesses or startups. Even top companies are burdened with the headache of high turnover rates. Employee turnover is simply the percentage of employees in an organization that leaves and is replaced with new employees. This is of course calculated as a function of a period of time. Here are a few ways in which you can tackle. 1. Analyze The most important step? Yes. The most underrated step? Yes. People usually underestimate the importance of properly analyzing a problem and jump straight to solving them. Yes, it is important to get to the solving part as soon as possible 2. Giving preference to EQ Emotional Quotient of your employees is a crucial factor for the smooth functioning of your organization. Employee turnover rates shoot up in organizations where there are high instances of workplace conflicts. Higher EQ translates into bette...

Biometric tests or screenings are tests in which physical measurements and biometric data are taken to assess the health of employees. They are short and convenient and allows the employers to set a standard for employee health status. The screening measures data such as height, weight, blood pressure, blood glucose, blood cholesterol, etc. Before the blood samples are taken, employees are required to fast. They are given questionaires to provide relevant information such as  family history, medical conditions etc. The screening results are sent to the employees personally and personal information is not shared without the consent of the person. Conducting wellness programs in your company at regular intervals allow you to analyze the health of your employees and then take steps to improve it accordingly. Here’s how biometric tests benefit you as an employer:  Establishes a baseline of employee health status through detailed reports. Identifies chronic h...

Let’s dive in with how leaders can get more out of inclusive teams! -> Evaluate The Team: Inclusive leaders must take the time to assess their teams. What business outcomes have we been generating? What strengths can we leverage? What challenges do we need to address? Are people clamoring to come on board or are they abandoning ship? -> Find Individual Strengths: Who are our thought leaders? Who thinks quickly on their feet? Who are our problem solvers? As an inclusive leader, you need to answer these questions. -> Leverage Team Diversity: The inclusive business leader sees diversity as a strength to be leveraged. Whether driving innovation, attracting the best talent, or capturing a new market, teams and organizations that leverage diversity outperform their counterparts. -> Tailor Leadership Approach: A “one size fits all” approach to business leadership is, quite simply, inadequate in today’s diverse workplace and marketplace. The best leaders get to know the...

Most diversity programs fall short of the expected results as the diversity entrants are not handheld effectively. The diversity candidates end up feeling lost, isolated, demotivated leading to an unhappy and unproductive employee who exits the organization.  “The First 100 Days” by Vividhta Consulting is a program designed to make the employee feel wanted, supported and encouraged to work with your organization. It has been found that post the first 100 day period employees feel more engaged with the organization leading to better results and higher productivity. Follow us: Facebook: https://www.facebook.com/VividhtaConsulting Linkedin: https://www.linkedin.com/company/diversijob/ 

Trained recruiters at Vividhta understand the complexity in finding diverse talent for organizations. Whether your aim is gender balancing or to become more inclusive with specially-abled resources, Vividhta Consulting provides you the right profile suited for your needs. Our diversity consultants are equipped to help you identify potential areas for diversity, work out a structured approach to help you increase the diversity profile of your organization. Get more info at https://www.vividhta.in/ Follow us on facebook: https://www.facebook.com/VividhtaConsulting Linkedin: https://www.linkedin.com/company/diversijob/ 

Diversity is about embracing and honoring one another's uniqueness. Diversity and inclusion is important core value to many workers-so it's important to search for a company that has diversity and inclusion rooted in its company values. The underlying fact is that people from diverse backgrounds bring creativity to the workplace! Diversity does include race, ethnicity, sexual orientation and gender, but it also includes different socioeconomic levels, religions and colleges and universities. The companies that take diversity and inclusion seriously are in position to secure the best talent that will continue to drive their inclusive efforts into the future. How do you find employers that value diversity? http://www.vividhta.in/ Follow Vividhta Consulting at: Facebook: https://www.facebook.com/VividhtaConsulting Instagram: https://www.instagram.com/diversijob/