Vividhta Diversity Experts

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

Viewed through a gendered lens, the word ‘power’ takes on different dimensions. Power is most often associated with strength, which in turn is linked to physical prowess or financial might. When women talk about exerting power or flexing their collective might by coming together, the assumptions are different according to norms set by society. Women have led almost a third of the world’s countries and around the globe, women are gaining unprecedented power and an empathetic sense of leadership. Remember the empathetic leadership of Mother Teresa, Sarojini Naidu, Florence Nightingale, Helen Keller or your Mother. During the current COVID-19 pandemic, people across nations are in need of leaders who can lead them with compassion, transparency and plans by which they can live safely. Women leaders such as Jacinda Arden, Angela Merkel, and several others are leading decisively through well-thought responses to counter the pandemic. Presently, selfless acts of empathy, kindness and co...

There are seven simple recruitment process steps that you should follow every time you hire. 1. Know what you need 2. Prepare the job description and person specification 3. Choose where to advertise 4. Review your applications 5. Conducting interviews 6. Checking references, drawing up a contract and offering the job 7. Welcome your new rising star as they settle in Get more info: https://www.vividhta.in/ See more related blog: https://diigo.com/0hvs7a

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

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

Ensuring equal representation of women in the workplace can have positive effects across your entire organization. Here are some of them. 1. A wider talent pool 2. Different perspectives 3. Enhanced collaboration 4. Improved staff retention 5. A better reflection of your customers Having women on the board of a company boosts productivity. Know more... See more related blog: https://diigo.com/0hf4p4

A few benefits of hiring the candidate who has the passion for the job, but lacks the experience... 1. You become a manager/mentor as you train the employee and develop an effective team. 2. You teach the employee how to execute the job duties using your methods. 3. The employee is grateful for the opportunity and will strive to exceed your exceptions. 4. You can delegate duties with confidence the employee will complete as outlined. 5. Your employer sees your dedication and leadership skills as a manager. If you have the time to train, consider a candidate with passion for the position. During the decision make sure to share your concerns. The way they answer your concerns, should help to determine if they have the drive and dedication to master the position. Know more... See more related blog: https://diigo.com/0h7k0t

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

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’...

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’...