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...

Historically, the Indian culture accepted the LGBTQ community. Historians deem modern societal homophobia as a hangover from the European era, which introduced Section 377. The Supreme Court’s landmark judgement in 2018, which decriminalized gay sex, provided an opportunity for the society to become more inclusive. As per a recent report, more diverse organizations report higher profitability and outperform their compe­titors by 25-30%. Beyond laws, there is the bias and prejudice built into us from lifetimes of brainwashing. The truth, as ever, is gray. When I first met her in a bank in the US, I felt she was different. My colleagues told me later that she had been a man. But the more we spoke and discussed work, I realized that she was a professional – someone who was good at her job, and took pride in it. As my bias melted away, I found myself enjoying the discussions; the experience was an eye-opener. The 90 million LGBTQ community holds the key to an immensely talented and...

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...

1. Analyze: Analyze the data of a few years and analyze patterns emerging. Some clues might be people leaving during a certain month or maybe from a certain department. And most importantly, are you gathering appropriate data before your employees are leaving the organization? Gathering data through exit interviews is crucial for understanding why your company is facing high turnover rates. 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 better bonding and less conflict in the workplace and finally lower turnover rates. 3. Make Your Employees More Involved: We have seen quite a lot of employees who leave an organization due to their lack of involvement in the decision-making process of the company. When you make your employees more involved in the decision-making proces...

Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Research tells us that human beings have natural tendencies to place individuals into social categories. These categories are often based on social cues such as gender, cultural background, age, height or body size. Here are 4 Steps to Tackle Unconscious Bias: Practice Blind Hiring: Blind hiring is a recruitment tool for eliminating biases while recruitment. Here the personal details of the candidates, their gender, cultural background, age, height, and ethnicity are blackout and they are selected on the basis of their expertise, skills, and experiences. This hiring practice not only helps an organization to eliminate unconscious biases but also helps in promoting diversity and inclusion in the workplace. Understand your own biases: Understand your own biases. Even though you are a rational thinker and take conscious decisions while recruiting, yo...

Diversify your training approach . The absence of any observable change in the behavior of male or white employees overall suggests that we need to stop treating diversity training as a silver bullet. Invest in a multi-pronged diversity and inclusion program that encourages underrepresented talent to join, stay, suc ceed, and lead within your organization. Get data. Regularly collecting and reviewing data will let you know how your programs and policies are performing, so you can make adjustments. Many organizations track diversity metrics around recruitment, selection, and retention. Experiment. Treating diversity training as an experiment an help organizations gain insight into what’s effective and what’s not without reducing the benefits from the training programs themselves. Visit the Website  https://www.vividhta.in/  for more! 

New-gen entrepreneurs tend to prioritize workplace cultures that allow every employee a fair chance to voice their ideas, regardless of the hierarchy. Therefore, it becomes a challenge for these entrepreneurs to balance transparency in open workplace culture and consistently keep themselves up to date on changes and keep improving their capabilities. The smaller organizations need to be a bit more cautious while catering to their customers and shareholders. It is widely accepted that great company culture is no longer a nice to have for our people- it is an important factor similar to the salary and benefits offered. Great workplace cultures create incredible advantages—they attract talent, mobilize innovation, develop strong leaders and become the organization’s muscle memory for ongoing success. A great workplace culture creates the connection every employee craves. Six essential elements of great workplace culture: 1. New-gen entrepreneurs must allow their employees to see,...

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...

The tech industry is highly dynamic & has a preconceived notion that it's not a woman's cup of tea. Moreover, there are studies which reveal that the tech space is still dominated by male professionals.  But if we do market research carefully there are small changes taking place with the help of a few talented women entrepreneurs outshining the tech space. Still, there is a lot of scope for providing females with equal opportunities in this industry.  Let's look at six female entrepreneurs who have become the talk of the town who have built successful apps: 1. Edith Harbaugh: The Real Gem Of Engineering & Marketing: Edith Harbaugh is a female leader with a wealth of experience in engineering, marketing, and product development. She has built LaunchDarkly which is an organization as well as a solution for streamlining the entire product development lifecycle.  2. Sadaf Monajemi: The Queen Of Med-Tech Startups:   Sadaf Monajemi has built a med...

For a company to flourish in today’s business environment, it needs to foster an inclusive and diverse workplace. Having one of them doesn't works. You need both! Companies have shown that having one without the other can cause turmoil, just like the case of Google’s mass employee walkouts earlier in 2018. In this instance, there was diversity without inclusiveness. There are a number of benefits that come from having a culture that promotes both diversity and inclusion : 1. Recruit More Top Talent: A company that both promotes and follows through on diversity and inclusion is more appealing to more job seekers from many different backgrounds. Research suggests policies around diversity, equality, and inclusion at work are significant factors in employment decisions for millennials overall. If you are courting a top candidate who has received offers from multiple companies, your organization’s commitment to diversity and inclusion could be the selling point that pushes you...

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/