StartupTalky

Tag: Diversity, Equity and Inclusion in workplace

  • Shruti Swaroop’s Embrace Consultancy: Navigating DEI Triumphs in Services

    StartupTalky presents Recap’23, a series of in-depth interviews where we engage with founders and industry leaders to explore their growth in 2023 and their predictions for the future.

    DEI consultancy specializes in helping organizations create diverse, equitable, and inclusive workplaces. Consultants assess current practices, offer tailored strategies, and provide training to promote equality and foster an environment where everyone feels valued. Embracing DEI principles aligns with social responsibility and enhances innovation by leveraging diverse perspectives and talents within the workforce.

    As minority groups approach majority status by 2045, the pivotal role of DEI Consultancy becomes evident. Companies prioritizing diversity enjoy 2.5 times higher cash flow per employee, and those with diverse management witness a 19 percent revenue boost. DEI Consultancy emerges as a key ally in navigating demographic shifts, unlocking financial advantages, and fostering an inclusive culture for sustained success.

    In a recent Recap’23 interview, we at StartupTalky had the privilege of connecting with Shruti Swaroop, Founder of Embrace Consultancy. We delved into their strategies and gained insights into Embrace Consultancy’s distinctive approach to Diversity, Equity, and Inclusion (DEI) in the corporate landscape.

    StartupTalky: What service does Embrace Consultancy provide? What was the motivation/vision with which you started?

    Shruti Swaroop: My entrepreneurial journey was accidental. It was a series of happy accidents that led to the inception of Embrace Consultancy, specialising in Diversity, Equity, and Inclusion (DEI) consulting. The journey began serendipitously in 2019, evolving from a freelancing endeavour into a legacy-driven consultancy. 

    With over two decades of Human Resources experience across various geographies, I founded EMBRACE with the intent of enabling organisations to become more inclusive. As an Executive Coach and Diversity Consultant, my primary objective is to help organisations foster inclusive environments that celebrate diversity and ensure equity for all individuals. 

    Born into a defense family, I took diversity and inclusion for granted until I experienced how my gender became both my privilege and my handicap.

    So, the initial motivation transformed into a desire to champion inclusivity, particularly focusing on gender diversity in the workplace. The vision extends beyond business success, aiming to create a lasting impact on individuals and society.

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    StartupTalky: What new services have been added in the past year? What is/are the USP/s of Embrace Consultancy?

    Shruti Swaroop: Embrace Consultancy has expanded its offerings to include comprehensive services like Diversity and Inclusion, Leadership Development, Coaching, Learning Programs, and HR Advisory. The unique selling points lie in the impeccable quality of work, unparalleled responsiveness, and extensive networking. My experience and global interactions with ambassadors contribute to the company’s strength, ensuring it stays at the forefront of DEI best practices. Our diverse range of clients includes corporations, nonprofits, educational institutions, government agencies, and individuals seeking personal growth in the context of DEI. Some of the clients in our portfolio are BAIN & Company, Union Bank of India, ETG, IBM, Google, Cambridge University Press, FICCI, etc. Our core values are Respect, Acceptance, Integrity and Trust. 

    StartupTalky: How has the DEI industry changed in recent years, and how has Embrace Consultancy adapted to these changes?

    Shruti Swaroop: The DEI consultancy landscape has evolved significantly in recent years, with a heightened global focus on inclusive work environments. Embrace Consultancy has always believed that inclusion is about respecting and accepting people for who they are and working towards a common goal. We have been at the forefront of DEI consultancy and adapted by expanding services beyond gender diversity to encompass neurodiversity, abilities, and diverse educational backgrounds. 

    We emphasise the importance of mindset in inclusion, challenging stereotypes, and advocating for talent beyond top-tier institutes. Our global operations in India, Brazil, Canada, the USA, and China demonstrate our adaptability to diverse market behaviors. We not only respond to industry changes but actively shape them.

    Shruti Swaroop: Networking extensively, I engage with global ambassadors, staying informed about best practices worldwide. This approach ensures Embrace remains at the forefront of DEI trends. Regular interactions with leaders, coupled with a commitment to quality, keep us agile and responsive to industry dynamics.

    StratupTalky: What key metrics do you track to check Embrace Consultancy’s growth and performance?

    Shruti Swaroop: Embrace tracks growth through diverse metrics, including revenue, client satisfaction, and the number of successful coaching interventions. The impressive journey from 2019’s 15 lakh top line to this year’s two crore underscores the exponential growth, largely fuelled by word of mouth and repeat clients.

    StartupTalky: What were the most significant challenges Embrace Consultancy has faced in the past year, and how did you overcome them?

    Shruti Swaroop: Navigating the challenges of a small team has been a humbling journey for me. Facing the setback of losing my entire team to KPMG felt like the end of the world, but we rebuilt, reaching a point where I could be on vacation while things ran smoothly in auto mode. Attracting talent to a compact firm proved challenging, prompting me to offer mentorship and growth opportunities. Direct engagement with leaders has become integral to our recruitment strategy.

    Financial hurdles emerged, with delayed dues and skepticism from potential clients due to our status as newcomers. To counter this, our focus shifted towards establishing credibility through unwavering commitment to quality. The continuous effort has been directed towards ensuring and reinforcing quality and credibility.

    Additionally, the five years away from the country posed another hurdle, requiring me to establish a network from scratch. A mentor played a pivotal role, guiding me to connect with people, hone my selling skills, and overcome the challenges of being perceived as a newcomer.

    StartupTalky: Good service is something everyone is talking about in the service industry. How do you ensure that Embrace Cosultancy’s clients are happy?

    Shruti Swaroop: Client satisfaction is Embrace’s top priority. The company excels in two crucial aspects: unwavering commitment to quality work and unmatched responsiveness. My personal dedication, always being available for clients, and quick turnaround times contribute to a positive client experience. This approach, coupled with a focus on diversity, equity, and inclusion, ensures not only client success but also societal impact.

    StartupTalky: What are the different strategies you use for marketing? Tell us about any growth hack that you pulled off.

    Shruti Swaroop: Our marketing strategy revolves around word of mouth. Our clients are our biggest supporters, and we are lucky that we get to leverage our positive track record and client satisfaction. There is no growth hack. We ensure that we are committed to our work. Our extensive network, built over the years, not only contributes to the growth but also positions us as a leader in DEI consultancy.

    StartupTalky: Foreign clients – this is what most service-based companies are looking for. What has been your experience?

    Shruti Swaroop: Our success extends globally, with a network of over 1300 international coaches and facilitators. Operating in Brazil, Canada, the USA, China, and India, our global footprint is a testament to our effectiveness. The demand for DEI services is universal, and our adaptability and relevance on the international stage have helped us grow our network.

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    StartupTalky: What are the important tools and software you use to run your business smoothly?

    Shruti Swaroop: We operate seamlessly with a lean team of six, utilising networking and mentorship for internal diversity work. Internationally, the company employs a robust network of over 6000 facilitators and coaches. This strategy, coupled with a focus on quality and responsiveness, forms the backbone of our smooth business operations.

    StartupTalky: What opportunities do you see for future growth in the DEI industry in India and the world? What kind of difference in market behaviour have you seen between India and the world?

    Shruti Swaroop: We envision continued growth in India and globally, capitalising on the increasing emphasis on diversity, equity, and inclusion. The difference in market behaviour lies in India’s specific focus on gender diversity, challenging stereotypes, and fostering inclusivity. Embrace’s unique approach aligns with both India’s nuances and global DEI trends.

    StartupTalky: What lessons did your team learn in the past year, and how will these inform your future plans and strategies?

    Shruti Swaroop: The past year taught us the value of resilience and adaptability. Overcoming team challenges, financial hurdles, and global disruptions reinforced the importance of quality, credibility, and an unwavering commitment to client satisfaction. These lessons will shape our future plans, ensuring sustained growth and societal impact.

    StartupTalky: How do you plan to expand the customers, service offerings, and team base in the future?

    Shruti Swaroop: We envision organic growth through our proven approach to quality, responsiveness, and inclusivity. We plan to expand our client base through continued client satisfaction and word of mouth. Service offerings will evolve organically to address emerging DEI needs, and team growth will focus on attracting diverse talent through mentoring and growth initiatives.

    StartupTalky: One tip that you would like to share with another Service company founder?

    Shruti Swaroop: Focus on building a brand known for unwavering quality and responsiveness. In the service industry, client satisfaction is paramount, and a strong network contributes significantly to growth. Embrace the power of diversity, not just in service offerings but also in building and nurturing your team. The journey may be challenging, but resilience, adaptability, and a genuine commitment to making a positive impact will pave the way for long-term success.

    StartupTalky extends its gratitude to Ms. Shruti Swaroop for dedicating her valuable time and generously sharing her insights with all of us.

    Explore more Recap’23 Interviews here.

  • Strategies for Diversity, Equity, and Inclusion in Workplace – By Ms. Sonica Aron, Founder of Marching Sheep

    This article has been contributed by Ms. Sonica Aron, Managing Partner and founder of Marching Sheep

    Over the last decade, the business landscape has seen a remarkable transformation. Global economic growth, technological advancements, talent dynamics, and evolving macroeconomic conditions contribute to this transition.

    Due to this, businesses have found themselves operating in extremely challenging, and ever-evolving conditions. And to cope with this, organizations have had to evolve with the changing times to remain relevant and competitive.

    Today’s diverse talent dynamic has been a driving force, which has compelled organizations across geographies, sectors, and life stages to broaden their narrative around diversity, equity and inclusion.

    As today’s workforce is multi-generational and multicultural, from diverse life phases with evolving expectations for where and how they want to work as well as grow. Thus, it is not only about recruiting diverse talent, it is also about creating inclusive, transparent, and empathetic cultures where everyone can bring their authentic selves.

    In the scenario, DEI—diversity, equality, and inclusion—has become a watchword in recent years. Despite the fact that there is yet much work to be done, several businesses have taken measures to address DEI in the workplace by embracing it. But, before we get started, let us first grasp why it is critical to implement DEI strategies.

    DEI – Diversity, Equity, and Inclusion
    DEI Strategies to Adopt at the Workplace

    DEI – Diversity, Equity, and Inclusion

    DEI comprises of interventions, programs, and policies that enhance diverse group representation and participation authentically. Persons of all genders, races and ethnicities, abilities, beliefs, cultures, ages, and sexual orientations are included, as well as people with diverse backgrounds, experiences, talents, and expertise.

    The objective is not just to hire a diverse workforce, but also to put in place structures and procedures that allow all employees to participate in company decisions and have their voices heard.

    DEI is not simply a moral necessity, but also a commercial imperative. While many businesses view DEI through the lens of compliance and reputation management, they also acknowledge that diversity benefits both individual employees and the financial performance of the business.

    The ideals of diversity, equity, and inclusion are mutually reinforcing for an organization. Because an employee’s sense of belonging (inclusion) and sense of justice (equity) is so crucial, focusing alone on diversity is insufficient.

    Thus, in this current day, when individuals are trying to learn everything and keep up with the trends, it has become critical for organizations to comprehend the importance of DEI and promote it throughout the company by implementing various DEI initiatives.

    DEI Strategies to Adopt at the Workplace

    Increasing Awareness

    In today’s world, every organization comprises diverse people, and when we talk about DEI strategies, the first thing that comes to mind is women employees, the LGBTQ community, and people with disabilities as they face both societal and workplace bias and challenges.

    However, diversity among people is much broader. The workforce today represents people from all walks of life. Different socioeconomic strata, geographies, language preferences, educational backgrounds, generations, and whatnot. Diversity is a fact however, inclusion is a choice.

    It is key to creating sensitization and awareness among all layers of the organization that every individual, irrespective of their differences, needs to be valued and included.

    Building managerial capability in driving inclusive teams, building awareness around appropriate and inappropriate behaviors, and inclusive and non-inclusive language should be an ongoing effort in all organizations.

    Building courage in people to drive bystander inclusion, calling in, and calling out instances of non-inclusion should be encouraged.

    Beginning at the Top

    Organizations with diverse leadership are more successful and have higher market value. With DEI embedded not just in the HR strategy but in the business strategy, in Leadership speak, and in values and culture, there will be increased organization-wide commitment, clear expectations, and collaborative dedication.

    A leader’s visibility and active engagement in DEI activities speak loudly in the workplace. Putting firm beliefs into action act as a role model for employees and helps to keep the momentum going. Employees observe leaders’ actions, words, and conduct to determine their genuineness.

    Leaders may demonstrate their commitment to their people through proactive communication and collaborative allyship actions. Consistent leadership efforts will reinforce the organization’s mission and values while fostering a common commitment to the movement.

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    Responsibility and Understanding

    Many executives regard diversity, equality, and inclusion (DEI) as the HR responsibility and are not fully involved in the initiatives in letter and spirit. Such organizations are unlikely to benefit significantly from the DEI strategy.

    However, it is not simply an HR job; it is the responsibility of everyone who works in the organization. Because DEI is linked to innovation, creativity, productivity, and profitability. According to Sonica Aron, a key role for HR is to have a continued performance while simultaneously encouraging employees.

    Every management and employee must understand what inclusive and non-inclusive actions are, that they, too, may become victims of inequality and that an overarching culture of respect and inclusion is required.

    360° Approach

    It is a fact that nothing changes in business until everyone is held accountable for it. As a result, firms may improve their DEI strategy by using a 360-degree approach that tackles infrastructure, policies, HR practices, communication, and attitudes and involves people to drive diverse initiatives and hold them accountable. The 360 strategies, on the other hand, will give the organization a DEI plan that includes solutions for every dimension and stage of diversity.

    Conclusion

    With the benefits of a diverse workforce in view, organizations must adjust DEI policies and nurture their diverse employees at every stage.

    Whether you are an MNC, an established conglomerate, a mid-sized firm, or a startup, at the end of the day, every person has to feel valued for their contributions irrespective of their differences and uniqueness, which is why incorporating DEI into the culture from day one is vital.

    FAQs

    Why is DEI important in the workplace?

    There are ample reasons why DEI is important in the workplace. Some of them are DEI brings work-life balance for the employees, improves employee retention rate, it also promotes a healthy working environment that indirectly improves the creativity level of employees.

    What is the full form of DEI?

    The word DEI stands for Diversity, Equity, and Inclusion.

    How do you bring DEI to the workplace?

    DEI can be brought to the workplace by implementing a number of practices. Implementing practices like empowering people of all levels to the sensitive issues, focusing on the norms, practices, and policies in the organization that create a better internal environment, creating a leadership plan, etc.