Decoding Diversity and Inclusion Ethics at the Workplace

Every organization today aims to create an office culture in which all individuals are treated fairly and respectfully and have equal access to resources and opportunities.


The COVID-19 pandemic has brought in a paradigm shift in the workplace scenario globally. Organizations are struggling to piece together work-from-home solutions and other business-continuity plans, besides having to deal with some tough manpower rationalization decisions. One of the sectors to be affected most during the pandemic in the country is the tourism and hospitality industry. According to a report by HVS India and ANAROCK, the total loss of the entire industry is estimated at almost Rs 90,000 crore in 2020.

Amidst all the gloom, one of the silver linings could easily be awarded to the emergence of human resources as the key asset in all organizational structures. Organizations are introspecting on building this asset as a lever of growth and competitive advantage. Talent teams and leaders have been brainstorming about various welfare measures being provided to employees, so as to make them feel valued in their present organization. Every organization today aims to create an office culture in which all individuals are treated fairly and respectfully and have equal access to resources and opportunities.

The right combination of talent is the need of the hour to build a strong way forward for this industry. Building the right teams is important, especially agile, flexible, diverse team structures. Having an inclusive culture in the workplace helps build the right pipeline of talent, as potential employees are attracted to organizations that are more likely to be open to the concept of ‘Diversity and Inclusion’. Such traits help to facilitate workplaces where equality comes first, followed by flatter hierarchies, less bureaucracy, and more collaboration between all employees across levels.

Diversity & Inclusion has many facets in a workplace right from different cultures, regions, gender, nationalities, generations, and lifestyle. In today’s fast-changing work environment, it has never been more vital to an organisation’s success to find ways to maximize the efficiency of a diversified workforce and to ensure a feeling of belonging and wellbeing amongst the larger teams.

At InterGlobe Hotels, we are committed to creating a culture that promotes diversity to create a competitive environment and welcome everyone with an open mind. Our diversity and inclusion efforts are designed to attract, nurture and advance the lives of our people and customers irrespective of their status. Our people's practices are based on equal opportunity and empowerment.

As per a McKinsey report, women generate 37 percent of global GDP, although they account for almost 50 percent of the global workforce. This benchmark varies across various regions in the world; e.g., the share of regional GDP output generated by women is 17 percent in India. The hospitality industry which has been a male-dominated industry over the past several years, is now steadily gaining traction as the “go-to industry” for women.

To bring in more balance on the Projects & Construction side, we have identified roles that are fit for women. As and when the opportunity arises, we hire women which have led to an increase in the number of female employees from 9% in 2011-12 to 17% in 2019-20. We are also equally committed to ensuring no gender pay gaps; we, therefore ensure that there is no difference in the salaries paid for the same positions for different genders.

A study conducted by Catalyst reveals that companies that have at least three women on their board of directors have 16% higher financial results. Our women in managerial cadre have also moved up from 6% in FY 2012 to 18% in 2019-20 and our target is to have a 25% women workforce in the next two years.

Additionally, we have ensured the hiring of 2% differently-abled in our workforce. We have influenced the hotel operator to identify roles for differently-abled and hire them. To cater to the requirements of differently-abled, we have revisited our product design for the Public area, Washrooms and Guest rooms. This change has enabled us to cater to all categories of customers creating a culture of inclusivity.

On the operating side, we launched a Gender Diversity Charter in the year 2016. With the objective to enhance female diversity, we have a futuristic Diversity Charter making diversity and inclusion a strategic imperative for the whole organization; this charter is built on three pillars namely:

• Developing and encouraging a friendly eco system/ culture for women

• Hiring strategy in conjunction with gender mainstreaming

• Encouraging personal and professional development of women

The charter has also enabled us to achieve gender parity. With maternity benefits to the women such as career break option, flexible working arrangement, transport facility, change of work profile/role/ department if required, performance review based on the previous two year’s ratings etc., we have also introduced Paternity Policy, Creche Tie-Ups, Whistle Blower Policy, Code of Conduct Policy, Policy on Anti-Sexual Harassment wherein the ‘Internal Complaints Committee’ is headed by a female Chairperson. Important events such as Women’s Day, Men’s Day, Father’s Day, Mother’s Day, the arrival of a new family members, family achievements are all celebrated with same rigor and excitement.

The work environment where all individuals are treated fairly and with respect is truly the most sought-after culture for any organization in today’s time. While Diversity is a step, Inclusivity is a journey!! And we are proud to already be on our way to promoting this culture at InterGlobe Hotels.

Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house


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