When the reactive approach is used which means that the organization already has a somewhat diverse workforce, the positive aspects are that the organization can actually do an audit or assessment prior to design
workplace flexibility practices.
Author - Simran Oberoi
is an HR expert with over 20 years of experience in advisory, knowledge development, and research, in Compensation & Rewards, Diversity, Equity and Inclusion and Leadership Development. She is an Associate Director at Aon, in the Learning Center, which works with clients on bespoke learning journeys to enhance their enterprise and HR capabilities. She is also a TEDx speaker, SHEROES Champion, and Faculty for Diversity & Inclusion.
Organization's vision of diversity should not be one of creating a separate or special privilege which is viewed as an unfair treatment or reservation.
In order to be perceived as a global organization that believes in equal opportunities, organizations must proactively have metrics in place related to the composition of their workforce.
Challenge that HR faces is two-fold. One is to bring about an understanding and awareness within the current employee population pertaining to this segment, and the second is to work in a committed manner to incorporate talent from this set of individuals into the workforce.
People Movement
