Category Archives: Engagement

Diversity and Inclusion: Workforce of the Future

Hand with marker writing the word Everyone MattersGuest Post: by Ms. Nipsy Jhamb, VP HR, edynamic

Before we move on to discuss the role that diversity and inclusion play in the workplace, it is highly imperative that we understand the difference between them. When we talk of diversity in the workplace, it means the who and the what – who they are recruiting and what they bring along with them. Diversity includes various facets, like race, ethnicity, gender or gender identity, age, religious affiliation, and sexual orientation. And since it is something that should be measured in more than just a number, diversity also means tracking from the traditional characteristics and identities of gender and ethnicity, and disability and sexual orientation —inherent diversity characteristics that we are born with. Inclusion, however, is the how – how we welcome and embrace diversity in the workplace. It is meant to create a collaborative, supportive, and respectful environment that enhances the participation and contribution of all employees.

While diversity and inclusion mostly influence factors that impact the culture of your organization, with a particular focus on the recruitment of talent that drives those results. This may be one of the reasons why more and more businesses have begun recognizing that importance of embracing diversity and inclusion in the workplace. It is no longer merely a morale pursuit but has revealed a direct link between various organisations and improvements in employee engagement, innovation, market share, and revenue generation.

Setting Goals

It is challenging for any organization to measure the success of their efforts regarding diversity and inclusion in their workplace. Apart from instilling true inclusiveness and equality in the corporate culture, it is imperative to also focus on bringing about new changes – ones that involve employee involvement. Also, one should not discount the impact of stimulating engagement with today’s leaders in the workplace. While setting goals that align with the objectives, vision, and values of your organization, keep in mind the people and the value that the diverse workforce will bring with along with it.

How employers and employees can support Diversity and Inclusion in the Workplace

  1. Mix and match employees within a team: Try to build a group of people that belong to diverse cultures. A mix of talent will allow an enhanced perspective which will encourage the employees to be creative with their ideas.
  2. Team-building exercises: If you feel that the employees within a team are unable to get along, you can help them get to know each other by engaging them in team-building activities. These activities are meant to increase productivity and improve communication between employees.
  3. Celebrate holidays and events of all cultures: Although celebrating Diwali and Christmas is never a bad idea, you should also include regional festivals like Onam and Losar. It will not only give the employees a chance to connect to other cultures, and values but also allow them to understand their colleagues a little better.
  4. Gather feedback: To ensure that your efforts are fruitful, you need to gather feedback from the employees regularly. You can draft questions and conduct various surveys which are an excellent way to gauge whether your programs have been able to create a working environment that promotes D&I.

In the current scenario, the idea of diversity and inclusion has penetrated into the workforce, and within the next few years, the millennials are expected to make up almost 75% of the workforce. As society evolves so will the workplace culture, and not only based on technological revolution but also on the human composition. Diversity and inclusion no longer follow pre-requisites that were set by the higher-ups, they’re more progressive. Because diversity focuses on the differences and similarities that the people bring to the table, inclusion ensures that we are able to tie these elements together in a productive manner. In order to make the most of a diverse collection of people in an organisation, the culture needs to shift with the help of inclusion – being able to facilitate an environment that involves them. This is the best way to design products and services for customers, resolve challenging problems, and provide a meaningful career path to engage and retain employees. The new movement requires us to internalize both diversity and inclusion to create business value.

About the Author:

nipsy jhamb

Globe trotter. Lawn Tennis Fan. Freshly turned Blogger. Netflix addict, who cooks if put a gun to the head!

Nipsy Jhamb is an accomplished Global HR professional with over 14 years of experience in the IT and digital sectors. Having hands on experience in organization design, she is responsible for implementing human resource transformational strategies that enable the board to hire, train, and retain a high performing and motivated workforce.

With an eye to perfection, her admirers are increasing and speak loud about her sense of humor!


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Filed under Diversity, Engagement, Hiring, Inclusion, Workplace

How to Prevent Pre-Join Churn of New Hires

12637257-1701x2539v2Consider this scenario — As the hiring manager of your organization, you were tasked to quickly ramp up the team in preparation for a new project. You put in your best efforts – leveraged internal referrals and partnered with external recruitment agencies to find potential hires, created a nice pitch for your brand and product to impress the interviewees, finalized on a few quality hires, and finally made the offers. Relieved and happy with the job well done, you now anxiously wait for the hires to report, after serving the notice period at their respective companies, on the joining date and get going on the project. Contrary to your expectations and true to your fears, some of them don’t turn up. You probably lost them to some other company. This implies you need to repeat the effort cycle all over again. Does this scenario sound familiar? If yes, you’re not alone.

Such dropouts are not uncommon. In fact, the following three factors are the key contributors to the increasing dropout rates:

  1. Those candidates were good, that’s why you hired them, and for the same reason there is high propensity of them being picked up quickly by other companies as well.
  2. The lean time between the day of offer and the day of joining provides an attractive window of opportunity to the candidates for scouting and evaluating multiple companies/offers and pick the one that best aligns with their career objectives.
  3. Most importantly, not engaging the candidates during the pre-join period makes them anxious, resulting in overthinking and generating doubts about your company.

So, how can you reduce the dropout rate and save yourself from reinvesting precious time and effort in the hiring process?

The answer is simple – create opportunities to engage with the new hires during the pre-join period. Such engagements allow the candidates to know more about the company, build a strong rapport with the company, and help alleviate their anxiety, and thereby prevent last-minute surprises.

Here are some tips to build the engagement:

  1. Create Networking Opportunities: Identify events or occasions when you can invite the new hires to the company premises. You may opt for the formal “meet and greet” sessions with C-level executives to help the new hires understand the company’s vision and clarify any questions they might have, or invite them to an informal setting such as an office party or an offsite to allow them to bond with their future managers and colleagues.
  2. Start On-boarding Much before the Joining Date: While technically the hires are still not your employees and you may not want to put in a lot of time upfront, there are a number of ways in which you can help the new hires understand the company’s history and culture without investing too many resources, for example through online portals. Pushing it a little further, HCL uses gamification techniques to make on-boarding fun and promote learning. Using such techniques, the company was able to reduce the dropout rate from 10% to about 1%.
  3. Maintain a Regular Flow of Communication: There are many ways to do this, but make sure you don’t bombard the new hires with too much information. For example, few days before their joining, you may send the new hires a welcome package with information about the company, a personal note from the HR manager, and additionally a gift, such as a company-branded item. Apart from gaining context about the company, such gesture makes people feel valued.

Adjusting these small things in your hiring process can exponentially improve the success rate and the quality of hiring.

What techniques have you used to build engagement during the pre-join period? What has worked and what hasn’t? Please let us know in the comments section below.

Posted by Vineet Arora, Co-founder, TalentNiti

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Filed under Engagement, Hiring, Onboarding