Raghunath Kale, Director – HR, Fujitsu India GDC describes his organisation’s macro vision and data-driven approach for D&I

“Diversity and inclusion are not only a cultural requirement but also a competitive advantage. To manage innovations, it is critical to have a diverse and inclusive workforce. Fujitsu is focused on resolving societal concerns through its business. Mutual compassion for your co-workers and acceptance of different values are essential for creating an empathic and understanding mindset.” This is the driving force behind the D&I initiatives of Fujitsu India GDC, as articulated by Raghunath Kale, Director – HR, Fujitsu India GDC, the winner of the Best Diversity Employer Award at the event. Kale shares, “Fujitsu is dedicated to being a responsible business that brings varied perspectives and talents together in an inclusive workplace where all our employees can be fully themselves. GRiP — the Global Delivery Responsible Business Programme — is leading the way to a better and more sustainable future.”

Kale and his organisation are among those exemplary organisations that are truly invested in diversity and inclusion at workplace, and in creating safe and enabling environment for all, so that each employee can thrive and achieve their full potential. This is not only the right thing to do, it also benefits the organisation in the form of more ideas, creativity and innovations. 

 Reliance On Data

The organisation believes in concrete steps to actualise the vision, starting with having concrete data. Kale explains why it’s crucial to keep track of employee demographic data: “Many companies miss a fundamental gauge for knowing how to improve their work environment and foster a diverse and inclusive environment without key HR data such as gender, age, ethnicity, language, education, and more. Fujitsu is more concerned with having a picture of a wide range of high-quality HR data."

This data then lends itself to formulation of enabling policies, programmes and facilities to employees. “When it comes to providing services and facilities to our employees, we do not limit ourselves to anything, as we not only consider them as our employees but also as a part of the Fujitsu family,” Kale says, further describing the range of initiatives: sensitisation workshops/ webinar, diversity & inclusion policy, sabbatical policy, CareNine and CareNine Beyond, customised support and guidance to women employees, transitioning leave, adoption leave and insurance benefits. 

Asked how implicit societal biases are tackled, and how harassment, casual remarks or body shaming based on caste, colour, creed, disability, income or gender are dealt with, he informs that all joinees have to sign the anti-harassment policy at Fujitsu. “This policy encourages employees to report harassment, body shaming, racist, religious, or caste-specific slurs, or any other wrongdoing based on caste, colour, creed, or gender. We also hold training sessions for employees at least once a year in which we teach employees what sexual harassment is, explain that they have a right to a workplace free of sexual harassment, review the complaint procedure and encourage employees to use it, and educate managers and supervisors about sexual harassment and how to handle complaints,” he adds.

Given the deep-rooted and ageold societal notions, corporates often find it hard to change these, but Kale assures that the policies and framework are so engrained that there is no resistance at any level. 

Assessing The Impact

And just as Fujitsu relies on data as the starting point of D&I initiatives, it assesses the impact through bi-annual inclusive surveys called GLINT. Employees are “encouraged to fill the survey which encompasses all the spectrums of workplace ecosystem”. Kale shares, “We use the survey to assess the impact as well as course-correct wherever necessary based on the feedback received from the internal stakeholders. In terms of impact, our initiatives have helped create a more sustainable workplace ecosystem for all where each individual can be themselves without any bias or judgement.” 

As regards the way forward, Kale assures, “We will strive and continue to foster inclusive and diverse ecosystem for all. In our commitment to enable our team members in managing innovations and effective business continuity we shall continue to harbour better relationships via regular manager and leadership connects.”  

(The article appeared in the Augut issue of BW People publication)