About The Event
Zinnov, in its role as an ecosystem enabler, is making a concerted effort to make the Inclusion & Diversity (I&D) agenda mainstream. While as an ecosystem we have talked about different initiatives focused on building diverse and inclusive organizational cultures, most companies have only scratched the surface of making significant inroads. To make I&D count, companies need to shift from an initiative-led mindset to a strategic approach to effect real change.
Our first edition became a platform for I&D experts and practitioners to interact, network, share best practices, and challenge existing processes on creating diverse and inclusive workplaces. This second edition will go one step further by bringing hidden biases to the fore, transforming the quintessential blame game to personal accountability, and setting the stage for having hard-hitting conversations on choices.
Wednesday, 8 May 2019
8:15 AM to 4:00 PM
Telangana - 500032
- Managers and above in tech roles
- Diversity and Inclusion Champions
- HR Managers, HRBP, VP-HR and HR Leaders
- India Leadership
Inclusion starts with 'I' - Looking Beyond Diversity
Over the years, the diversity agenda has become mainstream, with concerted efforts from organizations towards creating a diverse workplace. However, for true inclusion, organizations need to look beyond diversity. Zinnov’s inclusion framework provides the guiding principles for organizations to embed inclusion at the core.
As focused efforts still continue to increase minority representation in today’s workforce, it is important to not exclude others. In the effort to drive true inclusion, there is a conscious shift in the role of senior leaders and men as allies. Even with the progress being made, how do we go about covering the significant ground left to achieve true equality in the workplace?
The talk will encapsulate, in brief, Prerna's journey since she founded Outline India. The many ways in which data has impacted her worldview and what led her (with OI researchers) to come up with Track Your Metrics - an attempt (an easy-to-use tech app/platform) directed at empowering a large number of stakeholders in the development sector.
The generational diversity at workplace is more pronounced today than at any point in the past. Workplaces are witnessing a major shift as the Gen Xs (born before the 80s) make way for the Gen Zs (born post '96). How are organizations preparing their workforce to welcome the Gen Z, with a large segment of the workforce already made up of Gen Y and Gen X? What kind of approach will be needed to ensure inclusivity at a generational level? What can organizations do to manage the new while keeping the old engaged to ensure a seamless transition?
Tea Break & Networking
Achieving true inclusion must reflect in the larger society. Empowering women in technology and creating equal opportunities can start at the grassroots level, in schools, to help build a pipeline of girls and young women in STEM (Science, Technology, Engineering, and Mathematics), supporting women-led businesses and start-ups, sponsoring technical education for women, funding infrastructure to support them, etc. How can organizations work towards enabling women in technology in the partner ecosystem? What are some of the practices and policies followed to ensure inclusion?
The conversations about inclusion and diversity have made us conscious of the special needs of the minority communities. But when it comes to the laws and regulations involving the LGBTQ+ and people with disabilities (PwD), there are still several grey areas. What are the important laws and regulations around LGBTQ and PwD? What can the ecosystem do to propel change in some of these laws and regulations, so as to ease the inclusion of these minority communities in the corporate workforce?
Unconscious bias still remains the root cause to the major challenges that minorities face at workplace today. Organizations have their game plans set on mitigating the unconscious biases in practices across the value chain; in Talent Acquisition, Engagement,Development, and overall Talent Management. It is all about ensuring every employee is aware of their behavior and more conscious in everyday actions. So what is the game plan? How are organizations aligning it to their core values and making it part of their culture?
Lunch & Networking
How does one make diversity and inclusion part of the DNA of every member in the organization, given that each member may go through several challenges themselves? For example, a manager may not have inclusion foremost on their mind if they are trying to meet deadlines or working with a new team.
Through a situational card game, the content is designed to help participants recognize some of the challenges that teams and leaders face. For example, in situations where the team is pressed for time or budget, inclusion is likely to take a back seat. Sometimes, given the external constraints in an attempt to make one group feel included, it is likely that another will be uncomfortable.
The workshop aims to help D&I leaders look at ways they can help managers balance team dynamics and expectations while trying to take one step closer to an inclusive work culture.
Telangana - 500032