Organizations around the world have shown commitment to change and acceptance of the Diversity, Equity & Inclusion dialogue through the years. How it is lived out varies from being top-down where it begins from being incorporated in the company’s mission/ vision statement and sometimes from being bottom-up where it is lived out in daily exchanges between people. Organizations that look at being both customer centric & employee centric are ready to engage in difficult dialogues and raise questions that challenge assumptions about how inclusive they really are. Different commemorative days like the International Women’s Day are opportunities to pause, reflect and redirect one’s efforts both at an organizational level in terms of policies and practices that foster equity & inclusiveness as well as at an individual level in terms of how belonged one feels in their team and at their place of work.
The theme for International Women’s Day 2021 is ‘Women in Leadership: Achieving an Equal Future in a Covid World’. This theme is extremely pertinent to translate in the organization’s capability development framework and we bring to you three aspects that are worthy of being highlighted.
Culture continues to eat strategy for breakfast! Even more, so post the Covid times when we realized the role of culture – whether that was agile or collaborative – in shaping dynamic workplace strategies. This culture became even more prominent when the organizations went remote and culture was expressed and passed on in one to ones and in true team work. Understanding what our company culture is when it comes to DE & I as well as how it is lived out is essential.
The gender debate seems to never go out of fashion. While we have evolved to times when we recognize many job roles to be gender free, we also find ourselves struggling with creating workplace cultures that are different from societal cultures. And hence, we see some unconscious biases and stereotyping to funnel through into our places of work where often the other gender assumes what is good, needed and valued in the other. Whether it is about looking at leadership styles being masculine or feminine or how maternity/paternity/child care is viewed or where the glass ceiling really is – there are many conversations that need to happen for men, women and the third gender at the workplace. This goes a long way in recalibrating our people management strategy and how successful we are in retaining/honing talent.
Covid-19 changed not just the way we worked but also changed the way we worked back home! This had a strong impact on how the genders coped with change, what did we upskill ourselves to and how future ready did we really become. There are multiple researches that have pointed towards a call for a more equitable world after recognizing the invisible load of domestic labor that women had been carrying all along. Continuous dialogues and discussions are needed in terms of what has the impact of valuing the ability to multitask has put on women and open the forum to recognize the weight of unrealistic expectations, silent burnouts and missed fulfilment of career aspirations. Covid-19 has also put women at work in a backward spiral taking away a lot of progress that was done to bring them back in the workforce. Businesses saw attrition of both casual workers as well as senior leaders who had to ‘choose’ home over ‘work’. On the other side, we also saw women from certain sections of the society and business verticals be better integrated in the workplace as they could now handle ‘both’ work and home while being remote, or their skills saw relevance in the changed times. It is important to deliberate on what does it mean for our organization & industry.
Reach us on learning@humandynamic.com or find a local office near you by clicking CONTACT – Human Dynamic to have a confidential consultation on how you can take up the challenge to build an inclusive and safe workplace! We look forward to having a conversation on tailor made solutions for leadership and change for your workplace!
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Human Dynamic respects personal data about “person” (i.e. customer, individual client, supplier, staff, or other parties who have business transactions with Human Dynamic), and is committed to full implementation and compliance with the data protection principles and all relevant provisions of applicable local laws. In doing so, we will ensure that the staff of Human Dynamic involved in collecting, maintaining, and using personal data, comply with the strictest standards of security and confidentiality.
To facilitate the provision of our services, when a person registers with or contacts us by phone, email, or subscribes to any services provided on our website or other Human Dynamic platform, we ask for personal data.
On or before collecting personal data, the staff of Human Dynamic will generally inform the person:- (a) why it is collecting personal data; (b) the purposes for which this may be used; (c) whom it may be transferred to or referred to; and (d) their rights to ascertain whether Human Dynamic holds personal data on them.
The collected personal data will be used for Human Dynamic’s customer servicing, identifying characteristics of the person(s) requesting services, facilitating communication, scheduling appointments or training, assessing the client’s suitability and eligibility for the program, carrying out necessary research, statistical utilization analysis, marketing, sales activities, administrative, human resources management, other incidental activities and prescribed purposes as allowed by Human Dynamic and the law from time to time.
The client’s data may be used to enable Human Dynamic to understand and assist our clients in developing a suitable plan of action and generate statistics for research or analytical purposes. The statistics are meant to assist in business decisions and planning of services and solutions to our clients. Such data may be used under contractual activities with the customers for the above-mentioned purposes.
The personal data provided such as email addresses will be used for communication, and promotion of new programs and related services. However, the concerned person always has the right to provide express consent on the choice of receiving further marketing materials.
A person has the right to choose whether their personal data can be disclosed to a third party or used for a purpose that is against with the purpose for which it was originally collected.
Once Human Dynamic have obtained individual client’s data, it will be maintained securely in our client information management system. Only authorized staff, who has been properly trained, will be permitted to gain access to such personal data. The unauthorized access is prevented and tracked. We will also ensure compliance by our staff with the strictest standards of security and confidentiality over other person’s data.
Under the relevant laws or Human Dynamic’s policy, the concerned person has the right to request access to and correction of their personal data. Human Dynamic would carry out regular checks to ensure that the personal data we collect and process is accurate, complete and current. Should a person wish to access or correct their personal information held by Human Dynamic, they can send their inquiry or request to Data Protection Officer at privacy@humandynamic.com.
The personal data held by us will be kept confidential but we may provide such information to the following parties for the purposes mentioned above in USE OF PERSONAL DATA section.
Any person to whom we are are obliged to disclose under the requirements of any law or regulation binding on Human Dynamic Group including its subsidiaries or its branches.
Any other person under a duty of confidentiality to us including our group company which has undertaken to keep such information confidential; and
Any agent, contractor or third-party services providers who provides administrative, telecommunications, computer and other support services to us.
Human Dynamic will retain personal data for as long as it is necessary to fulfil the original or directly related purposes for which it was collected and to satisfy any applicable statutory or contractual requirements.
Human Dynamic’s Data Privacy Policy Statement may be updated from time to time at its discretion.
In the event of a data privacy-related complaint from an individual, Human Dynamic shall acknowledge receipt of the complaint within 24 hours, after which investigations will be conducted to determine the key issues. The findings shall be reported to Data Protection Officer of Human Dynamic to identify appropriate management process. All complaints are kept in written records and under the supervision of the of Human Dynamic.
General issues or enquiries should be addressed to Data Protection Officer of Human Dynamic Group at privacy@humandynamic.com. .
CONFLICT OF LOCAL LAWS
If there are any conflicts between this policy and local laws, the relevant part of this policy will be excluded and follow the appropriate local laws.