If we can build a safe space for our people to share their opinions and reflect on them without judgement, it can create a paradigm shift in how we deal with bias.
A good article in "Business Today". Click here to read further.

From India, Bangalore
Dear Mr.Dinesh,
Going thru' this article I was reminded of my stint in a CPSU during the early days of my career. We had a mechanism by name Grievance Redressal Cell(s) at the branch levels and at the apex level in New Delhi, an appellate authority for review/redressal of unsettled /unresolved grievances at the branch levels. These branch level cells are comprised of members from all departments, both males & females, discuss the grievances, to start with informally, and later if necessary on receipt of written complaints. Especially inter-personnel, behavioural issues, and the cell conduct some sort of open discussion amongst the parties in the presence of the members. The complaints/grievances of both the genders are delibrated like this. I didn't remember any complaints remained unresolved or referred to apex cell. Functioning of these branch level cells are overseen by the Head of the branch (where about 300-400 multi-disciplinery staff/officers where working). This mechanism helped me when I switched over another CPSU to set up such cells in every department thus avoided misgivings/misinterpretations of issues, disharmony in work places amongst the colleagues especially things like what have been referred to under POSH act. These Cells are forerunner to mechanism introduced by POSH act.

From India, Bangalore

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