An interview with Ruchi Mago | Head HR and Employee Experience | Orange Business India

Qs 1 : In your opinion, how is the landscape of diversity and inclusion evolving, and what key changes have you observed in recent years?

Evolving Landscape of Diversity, Equity, and Inclusion

The landscape of diversity, equity, and inclusion (DEI) is undergoing a profound transformation across industries. We ALL represent diversity. It’s not limited to gender, age, caste, or religion; it encompasses all the unique aspects that define individuals. Companies are celebrating individualism and recognizing the beauty of each person’s uniqueness, as it enhances the collective skills and perspectives needed to create a masterpiece.

Diversity drives innovation. When everyone contributes, everyone thrives. This principle has evolved from being a mere corporate buzzword to becoming essential for fostering creativity and growth. Importantly, inclusion comes before diversity.

In recent years, the focus on diversity has expanded significantly. What began as primarily addressing women’s issues has broadened to encompass LGBTQ individuals, people with disabilities, military veterans, and a wider spectrum of identities and experiences. This shift underscores the importance of comprehensive inclusion for all.

The emphasis has evolved from gender to generations, neurodiversity, and ensuring equitable opportunities for everyone. The industry has transitioned from a compliance mindset to one that embraces a culture of equity. Instead of one-off activities, ongoing programs are now integrating DEI into the very fabric of organizations, DEI is now becoming business as usual.

What was once a siloed effort is now embedded in various processes throughout the entire employee lifecycle. The focus has shifted from merely counting heads to prioritizing equitable opportunities and outcomes. Metrics have evolved from limited measures to diversity-led data analytics, enabling organizations to understand and enhance their DEI efforts.

The DEI conversation is no longer top-down, led solely by leaders; it is increasingly driven by employee resource groups, squads, task forces, and allies. Grassroots movements are at the forefront, advocating for change and fostering a sense of belonging.

In summary, the evolution of diversity, equity, and inclusion is not just a trend; it is becoming a vital part of organizational culture across industries. By embracing these changes, organizations can create environments where everyone feels valued and empowered to contribute their unique perspectives, ultimately driving innovation and growth for all.

QS 2 : Reflecting on your experiences, what are your thoughts on the importance of DEI in shaping organizational culture, and how do you believe it impacts employee engagement?

Reflecting on my experiences, I believe that diversity, equity, and inclusion (DEI) play a crucial role in shaping organizational culture. The future of DEI isn’t just about the workplace; it’s about creating a world where everyone feels they belong. When organizations prioritize DEI, they foster an environment where diverse perspectives are valued, leading to enhanced creativity and innovation.

One of the best practices in promoting DEI is the establishment of diverse Employee Resource Groups (ERGs). These networks—such as Women’s Networks, LGBTQ+ Groups, Multicultural Networks, Disability Advocacy Groups, Veterans Networks, Generational Groups, Mental Health and Wellness Groups, and Allies Groups—create safe spaces for employees to connect, share experiences, and support one another. They not only enhance a sense of belonging but also provide valuable insights that can inform organizational policies and practices.

Inclusive policies are equally important. For instance, companies offering six months of paternity leave for fathers, demonstrating a commitment to family-friendly practices. Additionally, policies that cover same-sex partners, infertility treatment, mental health services, transgender healthcare, and family planning services reflect a holistic approach to employee well-being.

Furthermore, implementing formal mentorship programs, sponsorship initiatives, and peer mentoring can significantly impact employee engagement. Leadership development workshops, networking events, coaching circles, and skill-building programs empower employees to grow and thrive within the organization. Diversity councils and online platforms facilitate ongoing dialogue and feedback mechanisms, ensuring that all voices are heard and valued.

Technology-enabled inclusive initiatives also drive employee engagement. Programs such as Cultural Sensitivity and Unconscious Bias Training, POSH Nukkad Natak, and Zero Tolerance for Harassment foster a culture of respect and understanding. Workshops like Allyship in Action, Speak Up Sessions, and Trust Week promote open dialogue and accountability. Furthermore, Inclusive Leadership training emphasizes intersectionality and ongoing learning, ensuring that leaders are equipped to support diverse teams.

Exhaustive training programs serve as enablers of DEI. For instance, Virtual Mentorship Platforms , AI-Powered Recruitment Tools enhance inclusivity in hiring and development. Inclusive Communication Tools, help track diversity metrics and assess the effectiveness of DEI initiatives. Additionally, Virtual Reality (VR) Training and Accessibility Tools ensure that all employees, regardless of their needs, can engage fully in the workplace.

DEI is not just a checkbox; it is integral to building a vibrant organizational culture. By embracing diverse perspectives and inclusive practices, organizations can enhance employee engagement, foster innovation, and create a workplace where everyone feels they truly belong. Ongoing learning, actionable strategies, and measurement and accountability are essential components in this journey, ensuring that DEI remains a priority and a driving force for positive change.

QS 3 : What message would you like to share with leaders and employees about embracing DEI, and what is your key takeaway for the audience to consider as they move forward?

As we navigate the evolving landscape of diversity, equity, and inclusion (DEI), my message to both leaders and employees is simple yet profound: Embrace the power of our differences. Each of us brings unique experiences, perspectives, and talents to the table, and it is this rich tapestry that fuels innovation and drives success.

Leaders, your role is pivotal. By championing DEI, you set the tone for an inclusive culture where everyone feels valued and empowered to contribute. This isn’t just a responsibility; it’s an opportunity to create a legacy of belonging that resonates throughout the organization. When you lead with empathy and openness, you inspire others to do the same.

To employees, your voice matters. Speak up, share your stories, and engage with one another. Remember, diversity is not just about representation; it’s about creating an environment where everyone feels they belong. Your experiences can spark change and foster understanding, making our workplace a better place for all.

As we move forward, my key takeaway for everyone is this: DEI is not a destination; it’s a journey. It requires ongoing commitment, continuous learning, and a willingness to challenge the status quo. Let’s not just check boxes; let’s cultivate a culture of inclusion that thrives on collaboration and respect.

Together, let’s build a future where every individual feels seen, heard, and valued. When we embrace our differences, we unlock the full potential of our collective strength. Let’s make this journey together, not just for ourselves, but for the generations to come. The time for change is now, and it starts with each of us.

I envision that by 2050, diversity will no longer be a topic of discussion but rather an integral part of how we operate. It will be woven into the very fabric of our workplaces and communities, shaping our interactions, decision-making, and innovation. In this future, diverse perspectives will be the norm, driving collaboration and creativity without the need for conscious effort. Organizations will naturally reflect the rich variety of backgrounds, experiences, and ideas, creating environments where everyone feels valued and included. Ultimately, diversity will be seen as a fundamental strength, enhancing our ability to tackle challenges and seize opportunities, making it an essential aspect of our everyday lives.

These insights reflect Ruchi’s personal views and do not represent the official stance of Orange Business India.