Dear All,
I have been assigned a project on improving the gender diversity in my organization.
Request you all to please help me with industry best practice to improve gender diversity in India.
Neha Srivastava
Employee Relations

From India, Delhi
Dear Neha,

Diversity breeds dynamism goes the adage. Therefore, while infusing diversity, you cannot restrict your activities with respect to gender only. In addition to the gender, you need to foster diversity in terms of geographical location, religion, ethnicity, language, education background, education institutions, physical disability, age groups and so on.

Diversity programme is best executed through right recruitment practices. There is nothing like industry best practice. Objective of diversity programme is to bridge "us and them" gap, if any. You need to have break up of the employees on the points mentioned in the above paragraph. Find out whether there is excess representation of any group and try controlling it through recruitment.

India is blessed with so many languages, religions etc. No country could be as diverse as India. Therefore, execution of diversity programme should not be a big problem.


Dinesh Divekar

From India, Bangalore

The basic method to improve gender diversity is to have a balanced representation of Genders in the organization as a whole and preferably in each unit / department.
You can achieve this by hiring more people from the gender that is under-represented in your organization.
If you wish to take professional help in devising the strategy and/ or policy for creating gender diversity, please feel free to contact us and our team of experts will be pleased to help you.
Kind Regards,
Avika Kapoor
Vice President - Operations
Website: Kapgrow

From India, New Delhi
I am an HR with an BPO in Coimbatore. As you have mentioned " A Project On Improving The Gender Diversity In My Organization" , this is possible in practise only In a BPO or IT/ITES. But in manufacturing/Production based organisation its difficult. It is not just enough the management or HRD deiced. Transformation are to be brought right from grass level.

From India, Madras
Dear Divya,

I have experienced the fallacies when workforce diversity is not promoted. Few years ago I had been to Chennai for the training. My client was major healthcare company. Though Chennai is metro, I found 100% local culture. When I questioned Head HR on this, he told that the company culture is such that non-locals just cannot sustain. He tried his best to promote the diversity, but his efforts even at managerial level also failed. They have perfect homogeneous culture and they are paying price for that.

As far as manufacturing is concerned what you say that workforce diversity is IT/BPO phenomenon need not be true. Just last week I had been Tirupur. It is a major textile town of south India and there could be 20,000 small textile units or even more. However, at worker level I found lot of north Indians. Others were from eastern part of the country. The Production Manager told that workforce diversity is more because of labour shortage and it was not planned as such.

By default or by design, workforce diversity has its own merits and HR must promote it.


Dinesh Divekar

From India, Bangalore

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