Inclusion & Diversity in Unprecedented Times

Zinnov's point of view on the state of I&D landscape in India and how the current scenario could potentially alter the course of achieving inclusion goals.

In times of disruption, one can either leverage the situation to create a larger impact or take a back seat, let it ride and get back in action as things go back to normal. This panel will discuss both of these scenarios for organizations from an I&D lens. Working remotely as a business continuity measure will definitely impact I&D goals and agendas. Add to that the high levels of current uncertainty that have led to limited resources at an organization's disposal and changed leadership priorities, I&D will take a back seat. With social distancing being the fundamental construct of tackling the pandemic, it presents a unique dichotomy to carry on with I&D goals and collaborations. But in our efforts to stay committed to building an inclusive culture, what is a plausible, balanced approach for organizations during this recovery stage?

Having an inclusive outlook in situation rooms during times of crises is critical to bring in diverse perspectives and respond in the best possible manner. With the uncertainty associated with this global pandemic, empathy and compassion have become essential for decision-making. Therfore, an inclusive leadership approach in unprecedented times, matters more than ever. What are the skill sets that organizations need to focus on now as well as going forward, for leaders and managers across levels?

In transitioning to a remote scenario, organizations are now faced with problems that either never existed or were grossly underestimated. Rather than just working in program-led silos, it is more important than ever for an organization to be empathetic and compassionate towards its employees. Diversity as we know it, is evolving rapidly, even in a remote scenario. There is a need to go beyond conventional boundaries of Gender, PwD, and LGBTQ, and address concerns like parenting, generational and socio-economic diversity. Given the nature of the current crisis, looking at physiological, physical, emotional, and mental health for all employees also needs to take precedence. There is a need to create digital safe spaces to address these issues in real-time, especially now that engaging virtually has made it easier for an individual to simply opt out. Can transitioning to a remote scenario potentially accelerate an organization's I&D goals?