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...

Pradeep Nambiar, Head of Talent management, Boeing, is a seasoned HR Professional, passionate in driving change with strong focus on outcomes. He has worked in Business Partnering as well as in expert roles in Talent Management, Org Development/Effectiveness and consulting roles. Through this journey Pradeep has exposure to FMCG, Technology, Aviation and Supply Chain businesses. Pradeep shared the video conversation for us to feature on our blog page. He is in discussion with Veena Ramgopalan, Co-Founder, Inroads Leadership Development. While political savviness seems to come naturally to some people, others can learn. Listen in! See more related blog:  https://diigo.com/0hxqub

Experiencing emotions is just proof that we feel and react to the changes that happen in our day to day lives. Even though emotions are experienced in all facets of our lives, we must express them appropriately according to the environment. A workplace is a professional environment, and learning to manage emotions in the workplace is very important. And since today’s workplaces are challenging places riddled with workplace stressors like heavy workloads and crunching deadlines, learning to manage your emotions has become ever more critical. Whether you are an employee or an employer, you must channel your emotions in the right manner. Specific emotional states are more commonly experienced at work than others. They are - * Frustration- Feelings of frustration can arise from many situations such as lack of company resources, lack of job flexibility, etc. Anger- Anger is a very negative emotion that can destroy a person’s career and his/her relationships if not appropriately con...

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

Following are some of the tips about how to treat and appreciate your staff : 1. Allow them to make decisions and absorb the risk if it goes wrong 2. Teach them how to think, not what to think 3. Trust them on face value 4. Praise in public 5. Be approachable in troubling times and don't transfer your anxiety to your staff 6. Defend their interests in forums where they cannot defend themselves 7. Support their families 8. Help them develop professionally and personally 9. Ensure they are supported by a strong team around them, and are not left isolated and acting as a single point of failure 10. Work alongside them, not on top of them See more related blog: https://diigo.com/0hi519

Workplace diversity is defined as understanding, accepting, and valuing differences between people of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations, as well as differences in personalities, skill sets, experiences, and knowledge bases. Diversity has become a top priority for recruitment and talent acquisition. Vividhta has identified workforce diversity and inclusion as a key driver of internal innovation and business growth. Research conducted at Harvard Business School found that having multicultural social networks increases your creativity. A study of more than 500 organizations has found that every 1% increase in gender and racial diversity is correlated with a 3% to 9% increase in sales revenue It's imperative to hire with the a diversity approach in order to have a more collaborative team.. Let's work together. Get in touch today https://www.vividhta.in/ ................. We are a #India based job placement company operat...

There’s no denying the many advantages of workplace diversity; increased productivity, better problem-solving abilities, and financial growth. But there are some challenges of Diversity In The Workplace 1. Communication issues 2. Too many opinions 3. Hostility 4. Diversity implementation challenges 5. Retain bad talent Diversity in the workplace can bring positive changes to your organization, but it also has the potential to introduce challenges. While these challenges can be extremely inconvenient and damaging to your entire organization, they can be avoided. Know more... Read more related blog: https://medium.com/@vividhta.diversityexperts/ways-to-increase-team-collaboration-5689598ba18

Workforce recruitment companies always battle diversity issues every day. While some believe that diversity in the workplace is as simple as meeting the required quotas for employee race and gender, it’s much, much more than that. 1. Acceptance and Respect 2. Accommodation of Beliefs 3. Ethnic and Cultural Differences 4. Gender Equality 5. Physical and Mental Disabilities 6. Generation Gaps 7. Language and Communication Know more... See more related Blog: https://diigo.com/0gr679

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...

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’...