Vividhta Diversity Experts

As we all know that the whole world is suffering from Coronavirus disease(COVID-19). These viruses have been responsible for several outbreaks around the world. Here are some tips which should followed by every person:- 1. Design your break, smartly 2. Choose a work corner 3. Plan your meals well 4. Wash your hands frequently 5. A daily dose of exercise 6. Maintain a distance while talk to some person. Read more .

Apart from the (obvious) financial benefits of hiring for diversity, there are other factors to take into account. We’ll mention a sample of the benefits that more diverse companies enjoy below. 1. It grows your talent pool Organizations that embrace diversity hiring benefit from a larger talent pool than those who don’t. Their vacancies will gain interest from a wider range of candidates – beca use more people can relate to them – with different backgrounds. 2. It improves employee happiness, productivity & retention Employees who feel that they’re accepted and appreciated for who they are – no matter what their gender, age or ethnic background – are happier. And happy staff is more productive and less likely to leave prematurely. 3. It improves innovation & creativity When people from all walks of life come together, beautiful things happen. The combination of different experiences, working styles, and (cultural) backgrounds sparks new ideas and collaboration. 4. It’...

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...

According to a Gallup survey, 51% of employees are not engaged at work, which certainly is a huge problem. And when there is an increase of disengaged employees within the organization, it is likely going to hurt you more in the long run. 1. Dropping Productivity Your once highly engaged employees might be losing their productivity, which is a clear sign that they are going towards the road of disengagement. This can become a severe concern for any organization in the long run. 2. Drop-in Quality of Work Another sign of a disengaged employee is that they produce work, but it is not up to the desired level. They underperform and are very casual about it. They often provide less output and never come up with their problems resulting in errors in their job. 3. Employees Going Quiet If you see an employee suddenly going quiet all of a sudden, then it is a clear sign that the employee is disengaged. There are chances that they might pull out of conversations and stay gloomy in their own sp...

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...

Everyone harbors unconscious prejudice. The trick is gaining enough insight to prevent it from affecting who you hire and how you treat people. Skin color, gender and age are generally what people think of when they consider biases, but individuals can harbor unconscious prejudice about characteristics including Height and weight, Introversion and extroversion, Marital and parental status, Disability status etc. All of these characteristics and many others can imperceptibly influence everything from who gets interviewed to who gets hired to who gets fired. They can affect the way people are mentored, how employees socialize with one another, who is given plum assignments and promotions, and much more. Which is why a growing number of corporations offer training programs aimed at rooting out hidden biases. Here are a few tips for Avoiding Biased Behavior: Increase purposeful mentoring and coaching - Sponsor people who are not like you. Be proactive about recognizing people’...

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...

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...

Diversity defines the who and the what. Who’s being recruited, who’s sitting around the table, who we are promoting. It implies variety in characteristics like age, gender, caste etc. Inclusion on the other hand is the how! It defines the behaviours that welcomes and embraces diversity. It describes how each person is accepted, welcomed, respected, supported and valued. Diversity and Inclusion  matters because of: Less Turnover: If employees feel accepted and valued, they are less likely to leave. Gender equality results in lowered levels of harassment. The teams are more likely to understand the target customers and perform well. This results in new ideas, creativity and innovation.

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/