Diversity, equity, and inclusion (DE&I) have become top priorities for many organisations. They understand that prioritising DE&I is not only morally right but also benefits businesses, leading to improved financial performance and higher employee satisfaction. The inclusion journey of Godrej is a testament to this.
In fact, numerous companies in India are now actively working towards gender equality and women’s empowerment. The Godrej Group stands out as an industry leader in this journey. This is evident in the company’s initiatives promoting work-life balance, equal pay, and inclusive policies.
Godrej is also dedicated to nurturing female talent through internships, supporting women returning to their careers after a hiatus with their Careers 2.0 program, and offering adoption leave policies that apply equally to all employees. These steps highlight Godrej’s commitment to creating a welcoming and equitable work environment.
Inclusion journey of Godrej: Support groups for women
Godrej has set up support groups for women to tackle various challenges like biases, menstruation, PCOS, menopause, gender transitioning, and mental well-being. One such group, called Manch within Godrej Consumer Products, was India’s first women-only employee resource group. The primary goal of Manch at Godrej Consumer Products is to foster trusted professional and personal peer-to-peer networking among women in sales.
Gender bias and the underrepresentation of women in sales often lead to them feeling undervalued and isolated. Manch aims to address this by garnering support from senior leaders and facilitating the sharing of ideas, learning, and collaboration among women in sales.
Godrej Capital, the financial services division of the Godrej Group, has introduced SheRises, a women’s Employee Resource Group (ERG). SheRises, led by employees, aims to enhance women’s safety and empowerment in their career growth. A unique aspect of SheRises is its inclusion of male employees, who actively participate in supporting sessions and initiatives to build a gender-balanced environment.
Ruhie Pande, CHRO, Godrej Capital, said, “As we build the representation of women across our organisation, we are also committed to their success with us. SheRises is one of the avenues in place to listen to their needs and respond with action. We will continue to enhance and create policies and capability development opportunities that help women thrive at Godrej Capital.”
Key initiatives under SheRises
The key initiatives include:
- Buddy Program: Each new female employee will be paired with a buddy from the same geography or department to help them acclimate to the workings and culture at Godrej Capital.
- Counsel Connect: Female employees can engage with senior leaders for mentoring and coaching. Male employees will also participate in supporting sessions and initiatives to foster a conducive environment.
These are very relatable and show that the organisation is committed to the growth of its women employees.
Gender neutral policies: A key to the inclusion journey of Godrej
The Godrej Group has been providing extensive maternity support for years, offering six months of paid maternity leave and covering the costs of fertility treatments. New mothers returning to work also have flexible options. Additionally, the Caregiver Travel policy allows employees to bring caregivers and infants up to one year old on work trips. But it doesn’t stop there.
While maternity policies are often challenging to find, paternity policies are even rarer. However, at Godrej, new fathers receive two weeks of paid paternity leave and flexible working hours to bond with their newborns. Furthermore, the Adoption Leave is gender-neutral, providing paid leave options based on the primary caregiver’s needs.
Godrej’s anti-harassment policies are fair to everyone, regardless of gender. These policies aim to prevent sexual harassment and ensure equality, safety, and justice for all employees. They also address the concerns of vulnerable minorities and encourage all employees to report harassment. Men, transgender, and queer individuals deserve equal rights and protection from sexual harassment, just like women. Therefore, by incorporating such provisions into workplace harassment laws, Godrej significantly contributes to safeguarding individuals with non-normative gender identities.
Creating a safe space for the LGBTQIA community
Godrej has always opposed discrimination based on caste, gender, or religion. Now, these policies also protect the LGBT community. They’ve updated HR rules to be more inclusive. Employees can specify their gender when they join, ensuring they have access to suitable facilities. They’ve replaced ‘spouse’ with ‘partner’ in policies to include next of kin. Godrej also offers a three-month paid break for LGBTQ individuals upon adoption and extends benefits to same-sex partners, including health insurance reimbursement.
At Godrej Consumer Products’ new factory near Chennai, half of the workforce will be women, with 5% comprising persons with disabilities (PwD) and LGBT+ individuals. According to Nisaba Godrej, executive chairperson of Godrej Consumer Products, this facility aims to have an inclusive and gender-balanced workforce.
The company is actively promoting awareness in the workplace and collaborating with LGBT+ hiring consultants like Pride Circle, Vividhataa, Periferry, and NGOs such as TWEET Foundation and HST. Respecting individual privacy is a top priority, which means Godrej doesn’t require candidates to disclose their sexual orientation or gender identity during the application process, unlike many hiring committees.
The final thoughts on the inclusion journey of Godrej
Godrej stands out for its strong commitment to diversity, equity, and inclusion in the workplace. It prioritises fairness and respect by supporting gender equality, empowering women, and creating an inclusive environment. Initiatives such as gender-neutral policies and support for the LGBTQ+ community showcase its dedication to building a welcoming workplace for all. Through these efforts, Godrej not only enhances its corporate culture but also sets a positive example for other companies to follow.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
