This article has been contributed by Ms. Hemalatha R, Co-Founder and CHRO- Sekel Tech
Independence Day is a celebration of our nation’s freedom and it is also a reminder to us of the freedoms we need to nurture albeit responsibly and cultivate the same in our workplace: the freedom to express ideas openly and responsibly, to grow, innovate, belong and shared purpose. For organisations, it can become a powerful culture-building moment, a day to deepen connection, collaborate, celebrate diversity, and reinforce shared values. Together, HR and leadership transform Independence Day into a powerful organisational moment rooted in purpose.
HR plays a vital role by designing and facilitating this culture-building initiative, co-creating and crafting the themes like “United in purpose”, “Together we build”, “values embody our core principles” etc., organising storytelling, may also indulge in service activities, and creating inclusive spaces that encourage respectful and meaningful expression. Meanwhile, the leadership team champions these values by actively participating and engaging with the teams by sharing personal stories, engaging in open dialogue, recognising employee contributions, or leading community efforts. Their visible involvement sets the tone and inspires employees to embrace the freedoms and responsibilities that strengthen our shared culture. At our company, HR and leadership team collaborate closely to make Independence Day a meaningful, engaging experience that strengthens our culture. Here’s how we do it together:
Creating a theme
HR partners with the leadership team to select a theme like “United in purpose”, “Together we build”, “values embody our core principles” etc. The theme guides all communications and activities, ensuring alignment with business goals and resonating across teams the vision and culture we share to build.
Storytelling the theme
Culture is built through stories. We invite all teams to share what freedom means to them. These stories can be written reflections, photos, videos, or art, and they highlight the diversity of experiences within our company. Leadership participation is critical. When executives share their personal stories, it breaks down barriers and inspires others to join. The most inspiring story that amplifies the voice of the theme is selected and awarded.
Pratiksha Bajikar
Culture Circles for Meaningful Dialogue
Beyond celebration, we use Independence Day to create opportunities for honest dialogue. HR facilitates small-group Culture Circles where employees and leaders can discuss questions to build responsible environment where everyone can contribute. Leaders don’t just speak, they listen. Their presence signals genuine investment in culture and creates trust and helps leaders engage and fosters open, respectful conversations.
Value-Based Recognition
Recognition That Reinforces Values honours employees who demonstrate initiative, inclusivity, and ownership and winners are celebrated publicly. It elevates the program’s importance and models the behaviours that fuel our culture and also sends a clear message that the organisation values those who embody our core principles.
Unity through responsible Community Service
Freedom comes with responsibility. Together, HR and leaders may at times organise volunteering and social impact initiatives that connect employees to the community as a whole. Range of activities may be from environmental clean-ups to visiting Old age homes, orphanages, animal shelters etc. envisaging that acts of service deepens purpose and that culture extends beyond office also.
Sanvi Barjatya
Inclusive Celebrations and Leadership Engagement
Inclusivity that honour our cultural diversity and foster joy by wearing traditional attire colour coordinated with the colours of our national flag, regional food potlucks, games focussed on our history and culture, employee performances etc. It also helps leadership to engage with teams and their proactive participation helps strengthening the inclusivity in the organisation and connect the day’s meaning to the Company’s vision, purpose and culture.
Leaders speak candidly about what responsible freedom means in the workplace, the importance of culture, and their personal leadership journeys. This transparency builds trust and aligns the entire organisation around shared values. Leaders contribute by hosting informal chats, sharing appreciation notes, or simply being visible and approachable. Companies may also have a roundtable moderated conversation with discussion points ranging from freedom, responsibility in authority, lessons learnt from teams etc.
Post-event, HR shares a summary of participation rates, highlights, and feedback with both employees and leaders. This transparency helps everyone see the initiative’s value and impact.
Leaders reference the outcomes in future meetings, reinforcing that culture-building isn’t a one-time effort but an ongoing commitment.
Final Thoughts
At our company, it’s a day to pause and reflect on who we are, what we value, and the future we’re building together. The success of this initiative lies in the strong partnership and intentional collaboration between everyone in the organisation, making it a meaningful engagement, celebration of culture, recognising contributions and reinforcing organisational vision, values and shared purpose.
Muskaan Kapoor