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Very often I hear from people in different organisations, “We have a DEI Policy” or “We want to design a DEI policy.”

My immediate question to them is- “What does your DEI policy cover, or intend to cover?” And each time, there is no clear answer.

In truth, there is nothing like a ‘DEI policy’.

Allow me to break this down.

The word ‘Policy” traditionally means a set of rules and guidelines that employees need to follow in an organisation. Leave policies lay down the category and number of leaves, the process and authorisation matrix for applying and approving leaves. Medical policies lay down medical allowances, what is covered and what is not, eligibility criterion. Similarly relocation policy, parental policy, child care policy and so on. Each of them lays down eligibility, the benefits and the processes around them.

Let us now look at DEI- Diversity Equity and Inclusion. These are not a set of entitlements or benefits that can be governed by a document and any single process. For organisations that truly want to drive inclusive culture, have equitable processes, and nurture a diverse workforce, they need to integrate the concept into every policy, process and ways of working.

For example, the Recruitment process needs to be inclusive. Which means it should lay down clear guidelines for inviting resumes from diverse sections of society when there is a job opening. The Process should include an Interview Panel that is diverse to avoid biases. Hiring Managers should have gone through unconscious bias training and competency based interviewing training.

Another example, Making leave policy inclusive. Does it consider different life stages, the evolving family structures & demographics in our workforce. Is it enough to have sick leave, casual leave, earned leave, maternity leave? Should we have paternity leave? Should we call it parental leave? Should we include terms like primary caregiver and secondary caregiver? What about adoption and surrogacy? Should we have mental wellbeing days? One organisation has introduced marriage leave since a large number of their workforce is in that life stage. Bereavement leave is another category that made its way into policies during covid. Sabbaticals are being offered by more and more companies.

The purpose of the above illustrations is, that what many people call as a DEI policy, is possibly a statement of intent and a set of targets. A statement of what they wish to drive as an organisation, what DEI means at that organisation. It is the Inclusion vision, and Diversity goals.

As we say at MarchingSheep- Equity needs action- creating equitable practices and policies. Inclusion is a choice where every manager and individual in the organisation makes these policies and processes come live and therefore is driven through awareness, sensitisation and communication. Diversity in the workforce, or numbers or representation, is an outcome which will happen if we get Inclusion and Equity right.

Hence, simply having a DEI intent on paper or websites is not enough. True progress comes from integrating DEI principles into every facet of the HR function, from recruitment and onboarding to performance management and career development and most importantly, the ownership shifts from HR to the entire organisation.

It sounds complex, but it really is not. All it needs is true intent and honest effort. Organisations have gone through so many transformations, this is just another one. Think of the time when there were no computers and today we cannot think of operating without one. Think of the time when data management used to happen on Excel sheets. Think of the time when employee engagement surveys were a pen and paper activity. It’s all in the mind!

So next time someone in your organisation says “DEI Policy”, break it down for them and systemically start work on the elements.

Link : From Policy to Practice: Integrating DEI Across All HR Processes

During the month of June hearts burst with colours and pride, bold and bright, Voices rise, a symphony of love and light. Celebrating every human’s true identity. Corporates utilize this month of pride by launching inclusive marketing campaigns, showcasing support to this community through rainbow-themed products and branding, and additionally hosting events that celebrate LGBTQ+ employees and allies. They also sponsor Pride parades and donate to LGBTQ+ organizations, aiming to increase diversity and inclusion. Pride parades take place all around the globe during June giving millions an opportunity to showcase their support; however, Non-Binary Week and Day is an event of similar importance but little awareness.

What is Non-Binary Awareness Week

Non-Binary Week and Non-Binary Day are dedicated to celebrating and raising awareness about non-binary identities, which fall outside the traditional categories of male and female. Non-Binary Week is observed in the second week of July while Non-Binary Day is observed on 14th of July. They are specifically focused on recognizing and honouring non-binary identities. Both Non-Binary Week and Non-Binary Day provide opportunities for allies to show their support, for non-binary people to share their stories, and for society to learn more about non-binary gender identities; however the corporates of today often don’t pay as much attention to Non-Binary Week and Non-Binary Day compared to other events like Pride Month due to the lack of awareness and understanding. Many corporations may not be fully aware of Non-Binary Week and Day, or they may lack the understanding of the specific needs and experiences of non-binary people. Due to this lack of awareness, many companies would not see this as a valuable part of marketing or people strategy as corporations tend to focus on events that have the widest recognition and participation, which maximizes their brand visibility and impact. Pride Month, being globally recognized with large-scale events offers more significant opportunities for marketing and public engagement. Due to the previous two colossal reasons, companies may allocate their diversity and inclusion resources to broader initiatives that cover a wide range of LGBTQ+ identities rather than focusing on more specific observances like Non-Binary Week and Day. However, inclusion and awareness initiatives need to be an all year round effort if we want to make a significant social impact.

Understanding the Binary Conditioning

Cisgender individuals, like everyone else, are conditioned to adhere to binary gender roles from a young age. This conditioning influences various aspects of life, including dressing, hobbies, career choices, and personality traits. Society often dictates what is appropriate for men and women to wear, limiting self-expression and reinforcing stereotypes. Certain activities are labeled as masculine or feminine, discouraging people from pursuing interests that don’t align with these labels. Gender expectations can steer individuals towards specific career paths, affecting job satisfaction and personal fulfillment. Traits such as assertiveness or nurturing are often ascribed to specific genders, restricting personal growth and authenticity.

The Liberation Through Non-Binary Awareness

Embracing non-binary ideas can liberate everyone, including cisgender individuals, by expanding self-expression, reducing stereotypes, encouraging authenticity, and enhancing empathy and understanding. Understanding that clothing, hobbies, and interests don’t have to fit into a binary mold allows people to explore and express their true selves without fear of judgment. Acknowledging that traits and abilities are not inherently gendered can lead to a more inclusive and supportive environment for personal and professional development. When society recognizes and accepts diverse gender identities, it creates space for everyone to be authentic, reducing the pressure to conform to rigid norms. Learning about non-binary experiences fosters empathy, encouraging cisgender individuals to question their own biases and become allies in the fight for equality.

How to Support?

To address the issues surrounding corporate attention to Non-Binary Week and Non-Binary Day we will have to take several steps to ensure to this community the support they deserve. Beginning by increasing awareness and understanding through educational initiatives. Corporations can invest in awareness programs and workshops to raise awareness about non-binary identities among their employees and leadership. Partnering with LGBTQ+ organizations to provide these resources can ensure accurate and comprehensive information. Along with internal campaigns, launching internal awareness campaigns leading up to Non-Binary Week and Day, using newsletters, intranet articles, and social media to educate employees. After raising awareness, corporations could integrate Non – Binary recognition into marketing strategies and highlight Non – Binary voices. By featuring these individuals of strength and their stories in marketing campaigns, advertisements, and company communications, along with collaborating with Non-Binary influencers to promote Non-Binary Week and Day. Their platforms can amplify the message and reach wider audiences. Showcasing diverse experiences can build a more inclusive brand image.

Raising awareness and showcasing support would be futile unless companies realise not only the commercial value but also the social value of this week. By understanding that supporting non-binary recognition is not just a marketing opportunity but a commitment to diversity and inclusion. This long-term investment can enhance the company’s reputation and loyalty among consumers and employees alongside giving the much needed support to this community. To achieve this they would need to show support and promote inclusivity all year round. Integrate Non-Binary visibility into broader diversity and inclusion efforts ensuring that support extends beyond that single week. They will have to allocate resources for targeted efforts like creating a communication calendar for activities and events during this special week, including sponsoring community events, hosting webinars, and creating educational material.

Conclusion

By adopting these solutions, corporations can play a significant role in promoting visibility and providing support for Non-Binary individuals during Non-Binary Week and Non-Binary Day and give this event the recognition it deserves.

Link : Pride Month might be over, but advocacy need not stop

At MarchingSheep, we believe that true resilience shines through in the face of adversity. Our team member Nandini Aggarwal has her own inspiring story that beautifully illustrates this principle.

DEI and organizational development are deeply ingrained in our team. Whether in the boardroom or the hospital, we consistently find parallels that reinforce the importance of these principles in every aspect of life and work.

Join us in celebrating the strength and resilience that drives our team forward.

#Resilience hashtag#DEI #Leadership #OrganizationalDevelopment #Adaptability #Inclusion #GrowthMindset #BusinessStrategy #MarchingSheep

Kunal S. Sonica Aron (She/Her/Hers) Krati Vyas Ishu Chaudhary Bhaskar Batri

Since earning my master’s in organizational psychology, I’ve had the privilege of working with Marching Sheep to help organizations make a difference in employees’ lives and careers. Supporting various facets of diversity in the workplace has positioned me right in the heart of organizational development (OD) and diversity, equity, and inclusion (DEI).

Last year, while delivering sessions on adaptability across India, I suffered a significant ACL injury — a stark deviation from my identity as a former parkour athlete, where split-second decisions and physical agility were part of my daily existence. This deviation from my former capabilities to being bedridden was not just a physical shock but a profound psychological ordeal. There, in a hospital bed in Ahmedabad, the concepts of resilience and adaptability that I had so often taught in workshops were no longer just theoretical frameworks used in facilitation; they became the lenses through which I viewed my own journey of recovery and adaptation. Every aspect of my being—physical, mental, and emotional—was now engaged in a real-time case study of the very principles I championed.

Understanding ACL and Its Implications

Fast forward, it’s been about 7 months since my ACL surgery. The anterior cruciate ligament (ACL) is one of the key ligaments that help stabilize your knee joint. The ACL connects your thighbone (femur) to your shinbone (tibia). It’s most commonly injured during sports that involve sudden stops and changes in direction — like parkour in my case. ACL surgery is a complex procedure that involves replacing the torn ligament with a piece of tendon from another part of your knee or from a deceased donor. Recovery from ACL surgery can take six months to a year, depending on the extent of the injury and the success of the surgery. It typically involves extensive physical therapy to restore strength and mobility to your knee.

As I was lying on bed trying to navigate the new realities of my life, I thought about the turmoil  organisations go through is not so different than the ACL injury I went through, big changes, AI, leadership change, new systems, a new competitor and much more, all of these possess a similar threat to organisations as my ACL injury. If these uncertainties are not met with a careful rehabilitation process, then the corrective measures can come in the way of progress rather than solving the challenges.

What a sports injury recovery processes teaches organisations?

Here, I explore how the lessons learned during my physical rehabilitation provided profound insights into organizational development and sustainability. Each phase of my recovery had a corporate counterpart. Additionally, the emotional toll of feeling sidelined due to my injury also highlighted the isolation that can accompany workplace transitions, particularly among diverse employee groups. This personal experience deepened my commitment to DEI, underscoring the necessity of inclusive practices that consider the varied human aspects of organizational life.

Standing in the middle of recovery, OD and DEI, I know organisations are not immune to ACL like challenges. This is what my ACL recovery taught me about organisation sustainability.

The diagnosis: A holistic understanding the Core Issues

ACL rehabilitation includes various treatments (surgery, physical therapy, mental health support), similarly comprehensive DEI strategies should encompass multiple facets of the workplace. For my ACL, this meant understanding exactly how and where the injury had occurred, assessing the damage, and planning the recovery. Similarly, an organization must evaluate its processes, culture, and structure to identify vulnerabilities or areas for improvement. This could involve employee feedback, performance metrics, or financial assessments, which collectively provide a comprehensive picture of organizational health.

With an ACL injury, it’s not just the surgeons who help you, it’s really a diverse team of healthcare professionals (caretakers, physiotherapists, psychologists) who contribute different perspectives and expertise in ACL recovery, diverse teams in an organization bring varied perspectives that enhance problem-solving and innovation. An inclusive culture ensures that everyone feels valued and supported, much like each professional contributing uniquely to rehabilitation.

The Recovery Plan: Strategic Development

Developing a recovery plan for an ACL injury involves setting realistic goals and milestones, much like strategic planning in an organization. The plan must be adaptable, detailed, and paced according to the capacity for change. In my recovery, as in an organization, this meant balancing ambition with practical constraints and focusing on gradual yet consistent improvement. For a business, this might translate into incremental changes in management practices, gradual digital transformation, or phased cultural shifts to ensure long-term sustainability.

In the case of ACL recovery, treatments are personalized based on the patient’s specific health needs, lifestyle, and recovery goals. Similarly, equity in the workplace doesn’t mean treating everyone the same; it means giving everyone what they need to succeed. Understanding and addressing specific challenges faced by different groups (such as underrepresented minorities, people with disabilities, etc.) can help in creating equitable opportunities for all. This could involve creating more flexible working conditions for parents, providing specific career development support to underrepresented groups, or implementing mentoring programs targeted at helping employees from diverse backgrounds advance within the company.

Physical Therapy: Implementing Change

Rehabilitation from an ACL injury requires consistent, dedicated physical therapy. This is akin to the implementation phase in organizational change, where strategies are put into action. It’s about translating theoretical strategies into practical, everyday actions that employees can follow. This phase must be monitored closely, with regular feedback loops, allowing for adjustment and ensuring that the change becomes embedded in the organizational fabric.

Just as equitable access to medical equipment, specialized care, and rehabilitation facilities is critical for effective ACL recovery, ensuring that all employees have equal access to implementation resources is crucial in a corporate setting. This might look like ensuring that all employees, regardless of location or status, have access to communication, training and development resources, can use necessary technologies, and are informed about company benefits and support systems.

Monitoring and Evaluation: Continuous Improvement

As I monitored my recovery progress, adjusting the treatment as needed, I learned that continuous evaluation is critical in any long-term plan. For an organization, this means regularly assessing the effectiveness of implemented changes. Are the new processes yielding the desired results? Is the organizational culture shifting in the right direction? Organizations could set specific, measurable goals for recognizing achievements and pinpointing areas that still need improvement.

ACL recovery often requires patients and caregivers to adapt to setbacks and learn from them. In an organizational context, DEI strategies should be flexible enough to adapt to new information and changing societal contexts. For instance, what works for promoting gender diversity might not work as well for ethnic diversity or disability inclusion, and strategies need to evolve based on ongoing learning and employee feedback.

Long-term Health: Sustainability and Resilience

The final stage of ACL recovery involves strengthening the muscles around the knee to prevent future injuries. Similarly, organizational sustainability is about strengthening the business to withstand future challenges. This could involve nurturing a culture of resilience, fostering innovation, and building a diversified portfolio. Long-term health in business, as in physical recovery, is about more than just returning to ‘normal’—it’s about reaching a new state of enhanced functionality and resilience.

The emotional and psychological support provided during ACL rehabilitation can significantly impact recovery outcomes. Similarly, a supportive workplace culture is essential for effective change management. This includes leadership visibly supporting DEI efforts, an organizational culture that values open dialogue about differences, and systems that support individuals in speaking up about discrimination or harassment.

Conclusion:

A Broader View on DEI and Organizational Health Recovering from an ACL injury taught me that resilience, whether physical or organizational, requires awareness, careful planning, consistent action, and ongoing adaptation. Just as my knee is becoming stronger through rehabilitation, a company can become more robust and flexible through thoughtful and deliberate change initiatives. The parallels between healing from an injury and steering an organization toward sustainability are clear and compelling, highlighting the universal principles of growth, resilience, and continuous improvement.

Through this journey, both in the clinic and the boardroom, I’ve learned that the key to long-term success lies in embracing the challenge of change, nurturing flexibility, and always striving for improvement. Whether in the human body or an organization, sustainability is a testament to the power of resilience and the importance of adaptability in the face of adversity.

Link : Recovering Stronger: Building Resilient Organizations

Diversity and Inclusion (D&I) initiatives have become a cornerstone of modern workplaces and social progress. However, a curious phenomenon has emerged – Diversity Fatigue. This describes a state of mental and emotional exhaustion arising from the constant focus on outcomes of inclusion efforts. While seemingly counterintuitive, it’s crucial to understand why diversity fatigue occurs and its potential pitfalls.

Several factors contribute to diversity fatigue:

Perceived Lack of Progress: When D&I efforts seem slow-moving or lacking tangible results, it can lead to discouragement and a sense of futility. This is especially true for those who dedicate significant time and energy to these initiatives.
Focus on Numbers, Not Culture: If diversity goals becomes a box-ticking exercise, just about hiring a certain quota of people, it can feel disingenuous. True inclusion requires fostering a culture of respect, understanding, and belonging – which goes beyond mere numbers.

Unequal Burden: D&I work often falls disproportionately on underrepresented groups or a few people. This can lead to feelings of burnout and resentment, as they struggle to balance between their core jobs and additional inclusion-related responsibilities, often unappreciated and not recognised nor rewarded.

Overwhelming resistance: Despite so much research on the topic, so many people trying to create awareness on social media, even tinsel town joining in creating thought provoking movies and series, a large segment of people who enjoy ‘majority’ status and privilege remain non-committal, vociferously or passively resistant to change.

Oversaturation of DEI Talk: Constant conversations about diversity, while necessary, can become overwhelming, particularly in the absence of tangible change. This can lead to a sense of information overload and a disengagement from the topic altogether.
Lack of Resources and Support: Meaningful D&I initiatives require dedicated resources and support from leadership. Without them, the effort feels half-hearted, tokenised and lip service, leading to fatigue among those trying to make it work.

Mismanagement of Expectations: Inclusion is a journey, not a destination. Setting unrealistic expectations of immediate change, demands of ROI on interventions, can lead to frustration and fatigue when those expectations aren’t met.

Diversity fatigue can have both immediate and long-term consequences:
Short-Term Outcomes:
Reduced Participation: When people feel exhausted, unappreciated and unrecognised for their efforts, they’re less likely to participate in workshops, training, or committees focused on inclusion. This weakens the overall D&I effort as there is less engagement and contribution from a wider range of voices.

Reduced Trust: Employees from underrepresented groups may feel like they’re simply hired to meet quotas, not valued for their skills and contributions. This erodes trust and creates a feeling of inauthenticity within the organization. Furthermore it creates a tacit divide between the groups under focus and majority groups. For example, usage of the term ‘diversity candidate’ has now become synonymous with women candidates. And very often women, hired on the basis of their competence and experience face discrimination from their peers for being a ‘diversity’ or ‘quota’ candidates.

Surface-Level Diversity: Hiring for numbers, or celebrating specific months, like the month of March for women, June for Pride and December for PWDs, without fostering inclusion creates a situation where diverse people are present, but not necessarily heard or valued. This can lead a further sense of futility amongst those working towards the purpose of inclusion.

Employee Burnout: Feeling constantly responsible for D&I progress, being seen as the torch bearer can lead to exhaustion and a decline in overall job satisfaction in the absence of systemic support. This can lead to decreased productivity and higher turnover among these valuable employees.

Long-Term Outcomes

These short-term consequences, if left unchecked, can result into even bigger problems in the long run:

Cultural Impact: Apathy towards D&I efforts slows down progress towards creating a truly inclusive and respectful culture where everyone feels valued and respected. This can lead to a loss of talent, erosion of human capital, disruption in business continuity, decreased innovation, and a negative impact on the organisation’s bottom line. With the evolving workforce demographics, organisations cannot really afford to ignore fostering an inclusive culture.

Erosion of Employer Brand: A reputation for lack of commitment to diversity can make it difficult to attract and retain top talent, especially from underrepresented groups.

Missed Opportunities: Diversity brings a wealth of perspectives and experiences to the table. When inclusion fails, organizations miss out on the potential for innovation, problem-solving, competitive advantage and growth.

The ‘S’ of ESG: Today, the top 150 organisations by market capitalisation have to submit BRSR (Business responsibility and sustainability Report) annually and this number will of to 1000 by 2027. The report includes question of representation of women, people with disabilities, growth and development initiatives etc.
Diversity fatigue is a real hurdle on the path to inclusion. By understanding the causes and taking proactive steps, organizations and individuals can work together to maintain the momentum towards a more diverse and equitable future for all.
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Focus on Outcomes, Not Outputs: Numbers tell a story, but they’re not the whole story. Sure, track participation rates in workshops, but also measure the impact of D&I initiatives. Are employees feeling more valued and respected? Is there a sense of belonging? Shifting the focus to real-world outcomes demonstrates the true value of D&I efforts and keeps everyone motivated.

· Empowerment, not Burden: D&I shouldn’t be an extra duty solely for a few. Spread the ownership! Encourage everyone to be a champion for inclusion. Employees experience an organisation through managers. Are Managers equipped to build an inclusive and psychologically safe team environment?

ERGs with Teeth: Create Employee Resource Groups (ERGs) with clear sponsorship, structure, resources, goals and rewards. ERGs are not only for people to get together to share and vent but to table concerns that can lead to positive change.

.Authentic Leadership: Actions speak louder than words. Senior leadership needs to demonstrate genuine commitment to D&I through their actions, not just pronouncements. Allocate resources, participate in D&I initiatives, and hold themselves and others accountable for progress. When leaders walk the walk, it inspires trust and motivates others to follow suit. Being a sponsor for an ERG but not attending the meetings or participating in the initiatives; having a POSH committee but not following its recommendations or influencing its recommendations, these are all signals of leadership that has not bought into the agenda.

· Open Communication: Silence breeds suspicion. Maintain open and honest communication about challenges and progress. Address concerns and frustrations proactively. Regular town halls, surveys, and anonymous feedback mechanisms can help identify issues early on and ensure everyone feels heard. Its alright if budgets are tight and its difficult to allocate funds. There can be a nudge towards inclusion initiatives that can be rolled at minimal or no cost and still drive the agenda.

· Celebrate Milestones: Building inclusion is a marathon, not a sprint. Acknowledge and celebrate successes, big and small, to keep spirits high and maintain motivation. Did a new policy improve representation in a specific department? Did a training session spark productive conversations? Recognize these wins and use them to fuel further progress.

· Invest in Resources: Provide dedicated resources, training, and support for D&I initiatives. This could include unconscious bias training, mentorship programs, or funding for ERG activities. Investing in resources demonstrates a long-term commitment to creating a truly inclusive environment where everyone can thrive.

· Monitor and invest in leading indicators- Representation is an outcome. However, Inclusive Job descriptions, inclusive hiring processes, pay parity, child care and parental support are all processes that will lead to an employee feeling valued and taken care of, thereby increasing retention of talent from all sections and diverse groups.
Diversity fatigue is real and can be extremely detrimental for organisations, the economy and society as a whole. It is not a responsibility of a few handful people, but all of us. We all want to feel a sense of belonging, to feel included, to be heard and valued. Let’s create this world for everyone.

Link: Diversity Fatigue is real, and dangerous

Prologue

April holds significant importance for Dalit, Bahujan and Adivasi (DBA) community, encompassing the birth of Dr. Bhim Rao Ambedkar and the death anniversary of Mahatma Jyotirao Phule. Inspired by Black History Month, a group of Dalit women launched the Dalit History Month project in April 2015 in the US and ever since, April has been recognised as Dalit History Month dedicated to recognizing and commemorating the contributions, struggles, and achievements of Dalits.

Penning down this article is my way of celebrating Dalit History Month. It attempts to raise some of the most pervasive questions and challenge the perceptions that I couldn’t do growing up but feel confident now to address them.
Let’s break down the concept of the caste system for the neophytes.

The caste system is a hierarchy that divides people into rigid social groups based on their birth, occupation and perceived purity. At the top of the caste system are the Brahmins, traditionally priests, teachers and intellectuals, who are considered the highest caste due to their association with knowledge and spirituality. Below them are the Kshatriyas, who historically were warriors and rulers, responsible for protection and governance. Then come the Vaishyas, who are merchants and landowners, responsible for commerce and agriculture. At the bottom are the Shudras, who typically perform manual labour, artisans and service roles.

Outside of this four-fold varna system are the Dalits, formerly known as “untouchables,” who have historically been relegated to the lowest social positions, performing tasks considered ritually impure, such as sanitation work.

The Oldest Civil Rights Movement

One of the earliest recorded instances of organized resistance by Dalits is the Bhakti movement in medieval India, where some Bhakti saints like Ravidas and Kabir challenged caste-based discrimination through their teachings and actions.
However, it was during the British colonial rule in the 19th and early 20th centuries that the Dalit rights movement took more organized forms. Leaders like Jyotirao Phule, Ambedkar, and Periyar E.V. Ramasamy played pivotal roles in advocating for the rights of Dalits and challenging the caste system through social and political reforms.
P.S. Comparing the timelines, the modern Dalit rights movement predates the organized Black rights movement in the United States by several decades. And yet, it is the least acknowledged dimension of diversity by corporate India. Hmmm, wonder why…!?

Busting some common myths and misconceptions

1. Caste is a Thing of the Past and is no longer relevant in modern India. While overt expressions of caste discrimination may be less visible in certain contexts, caste-based prejudices and inequalities still exist and can manifest in subtle ways, including social interactions, workplace dynamics, and access to opportunities. How many Dalits do we have in the senior leadership positions today? How do young Dalit professionals aspire to grow when there is no visibility of people like them at the top? Why do you think some of us stop using our last name or change it to a more neutral last name that doesn’t give away our caste?

2. Caste doesn’t affect urban professionals: There’s a misconception that caste only affects people in rural or traditional settings and doesn’t influence the lives of urban professionals, particularly those in corporate environments. However, caste identities can still play a role in urban areas, influencing social networks, cultural practices, and even hiring practices in some cases. You might have noticed tiffin or catering service providers dropping their last name or casually mention their caste to promote their small scale businesses. Several times I have come across house helps informing their caste when they are being interviewed. Why do you think they do that? What are they trying to really convey? And more importantly, why does it appease most of us when it’s not even relevant?

3. Meritocracy Eradicates Caste Discrimination: Another myth is that meritocracy alone can overcome caste-based inequalities. While merit-based systems are essential for promoting fairness and equal opportunities, they don’t automatically eliminate the structural barriers and biases that stem from the caste system. Factors like socio-economic background, access to education, and inherited privileges can still shape outcomes, even in ostensibly meritocratic environments. For example, a “self-made” non-Dalit person may rightfully take pride in their accomplishments but they can not undermine the contribution of knowing the right people, being present at the right time, role of better education, access to private and confidential information, being welcomed in influential circles etc. which comes with the unacknowledged privilege of upper caste.

4. Caste Is Irrelevant in Globalized Corporate Culture: Many of us acknowledged the caste system as a diversity dimension for the first time when we heard about the Google case involving allegations of caste discrimination in 2020 and later again in 2022 for cancelling a talk on caste bias. And yet, larger population believes that caste distinctions are irrelevant and therefore overlooked. However, caste identities can persist among Indian employees, influencing interpersonal dynamics, social networks, and career trajectories, even in multicultural settings.

5. Caste-Based Reservation Leads to Reverse Discrimination: Some individuals believe that affirmative action policies, such as caste-based reservations in education and employment, unfairly disadvantage those from higher castes. While debates around reservation policies are complex and multifaceted, they aim to address historical injustices and create opportunities for marginalized communities to participate in social and economic life on an equal footing. Some of us are privileged to have generational wealth and family money. Well, most of the Dalit folks are only familiar with generational trauma and family debts. How can an oppression that lasted centuries and generations and deeply impacted the perception of self-worth and identity be nullified through reservations that provide opportunity to a smaller fraction of relatively privileged minority while the larger underprivileged Dalit population continues to live in the shadow and dust? And how fair is the tendency to exemplify a handful of successful Dalit figures to portray and glorify the current reality of the Dalit community today?

Epilogue

This article raises a lot of questions and puts forth a point of view that may make some readers uncomfortable. A few might feel offended too. But that’s a risk I am willing to take.

In today’s world, where there’s a growing emphasis on playing it safe and being politically correct, it’s time for not just organizations, but for all of us to embrace a more courageous approach. Inclusion will take courage, it will need asking and answering tough questions and getting out of our comfort zones, even questioning our own privilege if necessary.

It’s disheartening to see that Dalit History Month often goes unnoticed and uncelebrated in Indian corporate circles. However, true progress requires us to recognize and confront uncomfortable truths, including the pervasive issue of caste bias.
Instead of shying away from topics like casteism, let’s embrace the opportunity to foster open dialogue and understanding within our organizations, our networks. For change rarely comes without discomfort, and meaningful progress often requires challenging the status quo!

Jai Bhim!

P.S. “Jai Bhim” is a greeting of great cultural and political significance among Dalit community, supporters of Ambedkarite ideology, allies and advocates of social justice and equality. Using this greeting is a great way of demonstrating your allyship to the community.

Read the article : Indian DEI Landscape under Casting Shadow

As the season of appraisals swept through our office corridors, I found myself in a mix of emotions – nervousness, excitement, confusion, and even a touch of worry. It was my first experience with the appraisal process, and Questions raced through my mind: How should I act? What would they say?

Stepping into that room, however, my perspective shifted entirely. What I encountered wasn’t an atmosphere of judgment or examination; instead, it felt like an opportunity for growth. Reflecting on that hour, I realized some invaluable insights into the art of giving feedback during appraisals that transformed the way and made it easy and comfortable.

First and foremost why feedback matters! Feedback isn’t just about pointing out flaws or patting someone on the back. It’s about growth, improvement, and fostering a positive work culture. So, when you’re giving feedback, keep in mind that your goal is to help your employees become the best versions of themselves.

Here are some key elements that made my appraisal experience comfortable and constructive:

Focus on Specifics:

Feedback loses its potency when it’s vague. When giving feedback, specificity is the key. Vague statements like “You need to improve your performance” lack the necessary clarity for actionable improvement. Instead, provide concrete examples of both strengths and areas needing development. For instance, “Your attention to detail in XYZ project was commendable, but there were instances where deadlines were missed. Let’s work on time management strategies together.”

Balance Criticism with Praise:

Feedback should strike a balance between acknowledging achievements and addressing shortcomings. Celebrating successes alongside offering constructive criticism fosters a supportive atmosphere and motivates employees to continue excelling.

Be Timely:

Feedback loses its effectiveness when it’s delivered too late. Regular feedback throughout the appraisal period, not just during formal reviews, allows employees to make immediate adjustments and stay on course towards their goals. Timely feedbacks give employees a chance to correct their shortcomings sooner. This also helps avoid sudden revelations during the formal feedback meeting and team members know what to expect.

Foster Two-Way Communication:

Effective feedback is a dialogue, not a monologue. Encourage employees to share their perspectives, challenges, and aspirations. Actively listening to their thoughts, experiences and feedback fosters a culture of open communication and mutual respect. When employees are given chance to speak, they feel comfortable in sharing their viewpoints which fosters transparency between managers and employees.

Offer Actionable Suggestions:

Merely identifying areas for improvement isn’t sufficient. Provide clear and actionable suggestions for enhancing performance. Collaborate on setting SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) to guide employees’ development journey. Tell them how they can work on their shortcomings and give them some ideas which can help them.

Maintain Confidentiality:

Respect the confidentiality of feedback discussions, ensuring employees feel comfortable sharing their challenges and aspirations without fear of repercussions. Confidentiality builds trust and fosters honest dialogue.

Wrapping up, giving feedback during appraisals might sound daunting and some managers might worry about how will team members receive and respond to feedback, but it’s actually super rewarding for both parties when carried out with the right intent and preparation! Just keep it simple: be specific, don’t be late with feedback, communicate both ways, and give clear suggestions. And after the appraisal meeting, keep the feedback vibes going strong!

Check in later, make sure everyone’s comfortable with feedback, show how it’s done by example, give some extra help if needed, and throw a little party for progress. By sticking to these small but effective strategies, you’ll totally nail the appraisal game and become a feedback superstar for your team!

Read the article: It’s that time of the year!

Oh, the rollercoaster of emotions that plagues our weary souls when faced with the dreaded performance appraisal! The sinking feeling of low confidence, as if each critique and evaluation chips away at the foundation of our self-worth. The weight of inadequacy crushing our spirits, leaving us questioning our abilities, our commitment to the cause.

Ah, but fear not, for in these depths of despair lie the seeds of rebirth and growth. It is in these moments of vulnerability that we have the opportunity to transcend our limitations, to rise above the shackles of self-doubt.

But why does the performance appraisal carry such power over our emotions? Why does it have the ability to fuel the flames of low confidence and erode our commitment? It is because, my dear readers, this appraisal is not solely an assessment of our work but a judgment of our very essence. It becomes a mirror through which we view ourselves, a critical lens through which we examine our worthiness.

In the last article I shared the detrimental impact of performance rating on our overall self-concept and in turn the negative impacts on our life and careers. However, the organizations don’t always hold the key to our self-concept.

We take in our performance rating based on our past experiences and mental models. These models are not inherent to who you are, they are learned from the experiences you have had. The words penned by our superiors become etched into our psyche, painting a portrait of perceived shortcomings and shortcomings we often internalize and carry as burdens. Yet, amidst this sea of uncertainty, there is solace to be found. For you see, the power lies not in the hands of the appraiser, but in our own ability to interpret and respond. We must learn to separate our sense of self from the judgments of others, to recognize that our worth is not defined solely by this appraisal.

We are complex beings, capable of growth and change, and our value extends far beyond the limitations of a mere evaluation to cope with the emotions of low confidence and wavering commitment, we must first acknowledge and accept our feelings.

Understand the impact to yourself

Understanding the causes and coping with emotions is important. Appraisals can bring self-doubt and uncertainty, affecting confidence and commitment. To overcome these challenges, it is necessary to explore the root causes, such as past experiences or personal insecurities. Reflecting on ourselves helps identify strengths, weaknesses, and areas for improvement.

Unraveling the Root Causes

Emotions can often arise due to the feedback received during the appraisal process. It’s natural to question our abilities and feel uncertain about our accomplishments when criticized. The fear of not meeting expectations can weigh heavily on our minds, clouding judgment and hindering progress.

However, when we delve deep into these hidden struggles and understand their root causes we can begin to unravel the layers of self-doubt and uncover the mysteries that hold us back. It will help us to gain insight into our insecurities and recognize the patterns that contribute to our lack of confidence and commitment. Self-reflection grants us the opportunity to identify any false narratives we may have internalized and empower ourselves to challenge them. You are the best person to observe them, it is not about eradicating them altogether but rather acknowledging their existence and learning to navigate through them with resilience and determination.

The Art of Self-Reflection

During self-reflection, it is crucial to approach ourselves with kindness and compassion. Rather than harshly criticizing our perceived flaws, we can adopt a growth mindset. By reframing how we view success and failure, we create room for personal growth. One effective way to do this is by saying your thoughts out aloud, sometimes hearing them makes you question, “WHY?” “Why did I think I wasn’t good enough?”, “If my manager doesn’t smile, does it really mean they are unhappy?”, “what good am I doing?”. Through this process, we learn to appreciate our achievements, both big and small, and acknowledge the progress we’ve made in building confidence and commitment.

Navigating Negative Feedback

feedback can be hard to hear, but it’s important to change your thinking to focus on growth and improvement. Instead of seeing negative feedback as an attack, see it as a chance to learn and develop. Reflect on the feedback and find areas where you can make changes and improve. Look for extra help or resources to address any weaknesses. By embracing a growth mindset, you can use negative feedback to spur personal and professional growth.

Embrace Growth Mindset

Learning to handle negative feedback is crucial. Instead of damaging self-esteem, it should be seen as an opportunity for growth. Adopting a growth mindset helps shift perspective and view setbacks as stepping stones to progress. Building a support network of mentors, colleagues, and friends offers guidance and encouragement.

Changing the perspective

Receiving feedback during evaluations can make us doubt ourselves. But it’s important to remember that appraisals are not a reflection of our worth. They are opportunities for growth. Instead of letting low confidence hold us back, we can use it to develop personally and professionally.

One way to overcome low confidence is focusing on our strengths and accomplishments. Appraisals tend to highlight areas that need improvement, which skews our perception of our abilities. By reflecting on our achievements and recognizing our unique skills, we can boost our confidence and see a more balanced perspective. Seeking support from mentors, colleagues, or friends who can provide constructive feedback and encouragement can also greatly impact our confidence. Having a positive support network helps us navigate challenges and build confidence.

Adopting a growth mindset, viewing negative feedback as a chance to grow, and embracing our strengths allows us to overcome low confidence in appraisals. Remember, self-belief and resilience are crucial for success. With the right mindset, we can thrive in the face of challenges. So let’s embrace the hidden struggles of appraisals and use them as fuel for personal and professional growth.

Building a Support Network

The evaluation process can uncover hidden challenges and make us question our abilities, leaving us unsure of our achievements. Self-doubt can immobilize us and hinder our development and potential. However, appraisals are not meant to define our value or restrict our progress. They provide an opportunity for self-reflection and growth.

To overcome lack of confidence and dedication in appraisals, we must first acknowledge and address the root causes of these feelings. Self-reflection helps us explore our experiences and insecurities. By examining our thoughts, emotions, and reactions during the evaluation process, we gain a better understanding of the triggers that contribute to our low confidence and commitment. This self-awareness empowers us to challenge our limiting beliefs and change our perspective.

Seeking support from mentors, colleagues, or friends can help us overcome these challenges. Sharing our struggles and uncertainties with trusted individuals allows us to gain different points of view, insights, and encouragement.

Identifying areas of improvement

Being open to constructive feedback helps us identify areas for improvement and create action plans to enhance our performance. By embracing a growth mindset, focusing on our strengths, and utilizing available support and guidance, we can gradually build our confidence and commitment in appraisals.

Through this process of self-discovery and self-belief, we reveal our true potential and pave the way for future success.

Cultivating Resilience

Developing resilience helps bounce back and persevere, maintaining motivation and commitment. Visualization techniques boost confidence and commitment by envisioning success. Embracing small wins, setting realistic goals, and seeking professional development build confidence over time. Maintaining a positive attitude towards ourselves and abilities is essential for success.

EEmotional Resilience through positive self talk

The appraisal process and challenges to resilience involve understanding setbacks and adopting a growth mindset. This means recognizing the obstacles that come our way and learning from them to grow stronger. Another aspect is nurturing coping strategies and fostering emotional resilience through self-care and support systems. Taking care of ourselves physically, mentally, and emotionally is crucial to building resilience. Seeking support from loved ones or professional networks can also play a significant role in cultivating emotional strength.

In addition, enhancing resilience can be achieved through positive self-talk and reframing challenges. The way we think and talk to ourselves has a profound impact on our ability to bounce back. By practicing positive self-talk and viewing challenges as opportunities for growth, we can develop a more resilient mindset.

Overall, the process of appraisal and challenges to resilience involve different components, such as understanding setbacks, adopting a growth mindset, nurturing coping strategies, fostering emotional resilience, and enhancing resilience through positive self-talk and reframing challenges. Each of these elements contributes to the development of resilience and can greatly benefit individuals in overcoming adversity.

Develop sources of internal validation

Visualization is a powerful tool for internal validation. By closing our eyes and imagining ourselves performing well, receiving positive feedback, and achieving our goals, we can create a mental image that increases our confidence and motivation. Visualizing success helps rewire our brains to focus on positive outcomes instead of self-doubt or past failures. By vividly imagining the desired outcome, we can instill belief in ourselves and our abilities.

To incorporate visualization into your appraisal journey, find a quiet and comfortable space where you can relax and focus. Close your eyes, take deep breaths to calm your mind, and visualize yourself confidently presenting your achievements and receiving positive feedback in a successful appraisal meeting. Feel the positive emotions in that moment and let them wash over you. Imagine the specific actions, body language, and tone of voice that convey confidence and commitment. As you practice visualization, include details that personally resonate with you, such as specific compliments or the positive impact of your achievements on the organization. Regular practice of visualization can train your mind to believe in your abilities and reinforce your confidence and commitment during appraisals.

Embracing Small Wins

Appraisals can be challenging for many people. The anticipation of feedback, fear of falling short, and pressure to perform can lead to a rollercoaster of emotions. It’s normal to feel low confidence and wavering commitment during this process.
The feedback we receive can greatly affect how we see ourselves and our abilities. Negative feedback can create self-doubt and insecurities, making it hard to maintain confidence and commitment going forward. It’s important to recognize and understand these struggles to cope effectively.

Conclusion

Though appraisal struggles may seem overwhelming, it’s important to remember that there are ways to overcome them.
One useful strategy is self-reflection, where you address any lingering doubts or insecurities. By confronting these issues, you can challenge limiting beliefs and build a stronger sense of self-confidence. Seeking support from mentors, colleagues, or friends can also be beneficial. Sharing your concerns and seeking guidance offers fresh perspective and encouragement. Additionally, adopting a growth mindset helps view feedback and challenges as opportunities for learning instead of personal failures. Cultivating resilience, using visualization, and setting realistic goals are other strategies to overcome appraisal struggles and regain confidence and commitment. Remember, it’s a journey, and with time and persistence, you can navigate these challenges and emerge stronger.

Read the article : The Power Within: Cultivating Growth Mindset and Resilience as a Gen Z employee

“Sorry we can’t help you, it’s the company policy.”
Dive into this article to discover a refreshing perspective on crafting empathetic policies that prioritize people over bureaucracy.

Read the full article here: A Compassionate Approach to Diversity, Inclusion, and Well being | LinkedIn

Thrilled to present an insightful article penned by Krati Vyas, where she delves deep into the pervasive influence of societal norms on our perception of beauty, shedding light on its profound impact, particularly on women’s mental well-being.

Join the conversation as we challenge narrow beauty standards, embrace diversity, and champion self-acceptance. Let’s redefine beauty on our own terms!

Read the full article here: The Weight of Beauty: Navigating Societal Pressures on Body Image | LinkedIn

Children have profound comfort in expressing their emotions. As an adult, we often forget that fostering #emotionalawareness can lead to a healthier, more compassionate society.

Join Krati Vyas on this journey as she explores the evolution of emotional awareness from childhood to adulthood, and from self-acceptance to workplace #emotionalintelligence.

Let’s break the stigma around expressing emotions and cultivate #positiveenvironment together. Read the full article for insights on fostering emotional intelligence in our lives and #workplaces.

Read the full article here: Embracing Emotional Intelligence: A Journey from Childhood Innocence to Adult Expression | LinkedIn

Ever given a thought to making festival celebrations inclusive?

If the question intrigues you, please give a read to this splendid article written by Kunal S. General Manager – OD Consulting and Facilitation MarchingSheep.
The article captures the essence of true inclusion that can be achieved if one just puts a thought with genuine intent. The pointers shared here not only apply to corporate but also to social events.

Happy Reading! Happy Learning!!

Read the full article here: Making Festival Celebrations Inclusive. | LinkedIn