In the face of a critical shortage of employment-ready talent, India’s business leaders are increasingly looking to women as a crucial untapped economic engine. But many companies are having trouble using diversity-focused programs and policies to create an inclusive workplace where women can succeed. The current representation of women and men in corporate India reveals a disconnect between organizations’ current strategies and women’s inclusion in India Inc.
This report indicates a gap between organizations’ well-intended corporate initiatives and the impact of those initiatives in creating more inclusive workplaces for women.
For diversity and inclusion, human resources, and business leaders looking to develop a systems approach to change in India Inc., this report focuses on how to improve workplace inclusion in the following areas:
- Foundational Approaches to help organizations address issues that set the stage for progressive change.
- Flexible Work Arrangements and Cultures to help overcome sociocultural barriers.
- Employee Leave and Reintegration Programs to create workplace environments where talent is valued.
- Leadership Development Programs to ensure that growth is inclusive and monitored from the top.
- Employee Inclusion Efforts to build networks and create inclusive cultures for all employees.
Research Partners: AT&T Inc.; Bloomberg; BMO Financial Group; The Boston Consulting Group; Cardinal Health, Inc.; Chevron Corporation; Credit Suisse; Debevoise & Plimpton LLP; Dell Inc.; Desjardins Group; Deutsche Bank AG; EY; Halliburton; Hewlett-Packard Company; IBM Corporation; KeyBank; Kimberly-Clark Corporation; McDonald’s Corporation; Novo Nordisk; PAREXEL; Sodexo; State Street Corporation; UPS; Verizon
How to cite this product: Aarti Shyamsunder, Alixandra Pollack, and Dnika J. Travis, India Inc.: From Intention to Impact (Catalyst, 2015).