“Inclusion is about identifying and mentoring the best talent”

Define purpose: Alignment to a common goal drives everyone irrespective of hierarchy or location. Top management should consistently communicate the company’s vision across the organisation. This sense of purpose will build cohesiveness among team members and keep team spirit high.

Act local and think global: Immerse yourself in the local ecosystem to understand the needs, likes and dislikes of the culture. Something that works in India may not work elsewhere. Standardise processes through a common framework but stay flexible on local nuances and labour laws. It fosters trust among employees and enables better integration.

Build engagement: Get employees to connect regardless of their location. To facilitate that, install communication protocols that are productive and employee-friendly. You work better with people you relate to and offsite trips give employees the chance to meet in person rather than just interact on a task basis.

Steer clear of bias: Diversity and inclusion is less about gender or cultural difference and more about identifying and mentoring the best talent. Provide equal opportunity to the workforce, irrespective of who they are. Adopt it as an ongoing practice and not as a yearly target.

Create cross-geo opportunity: Most employees at some point want to work in another location or another area of expertise to grow. Instead of losing talent, create new opportunities for them within the organisation. Encourage exchange programme opportunities and internal job movement. It generates credibility and provides access to the best talent, irrespective of location.