Breath Beings’ Post

Have you ever paused to consider whether your marketing truly reflects the vibrant diversity of the world? Think about it: when you see a campaign, does it resonate with people from various walks of life—different ages, body types, abilities, and cultures? Take a moment to evaluate your current marketing efforts. Are you bringing in diverse perspectives? Are you celebrating differences and telling stories that resonate with a broad audience? Inclusive marketing is about ensuring everyone feels represented—not as an afterthought, but as a vital part of the narrative. At its heart, inclusive marketing means more than checking boxes. Are you weaving diversity, authenticity, and accessibility into every aspect of your brand? This involves showing the world as it truly is—full of unique perspectives and stories. Are you designing for accessibility? Are your campaigns culturally sensitive and genuinely representative? When marketing is done with care and attention to inclusivity, the impact is profound. It’s not just about raising awareness; it’s about driving positive social change and building lasting connections with your audience. By asking these questions, you can start to gauge the inclusivity of your brand's marketing efforts and take meaningful steps toward creating a more welcoming and representative approach. Does your brand's messaging speak to many, or does it only cater to a select few? When people see themselves represented in your campaigns, it goes beyond simple marketing; it fosters a genuine sense of belonging. #InclusiveMarketing  #DiversityInMarketing  #BrandInclusivity

It’s Monday morning, and Arjun walks into the office with an idea that could solve a major bottleneck the team has been struggling with. But as soon as he opens his mouth to share, he hesitates. His mind replays past moments when others' ideas were shut down or ignored. What if it happens to him too? Is it really safe to speak up here? Across the hall, Ameya has a different experience. Her team actively seeks her input and values her unique skills. When she raises a concern, they listen. She’s not afraid of making mistakes because she knows they won’t hold it against her. Instead, they see mistakes as learning opportunities. Two employees, same workplace. But the psychological safety they experience couldn’t be more different. Psychological safety is the foundation of truly inclusive, high-performing teams. It’s what allows people to take risks, ask for help, and challenge the status quo without fear of being judged or punished. Without it, creativity stalls, trust diminishes, and innovation withers. How safe does your team feel to take risks and speak up? Where would your workplace score on our Psychological Safety Rating Scale? #PsychologicalSafety #InclusiveWorkplace #EmpoweredTeams #SafeToSpeak #TeamTrust

Vihan, an experienced developer who uses a wheelchair, found his first day at a tech startup unexpectedly challenging. The office tour revealed several inaccessible areas, including the main meeting room being up a flight of stairs with no elevator access. Team lunches and key collaboration sessions often happened in this space, immediately creating an unintended barrier to his full participation in the company culture. This instance is just one example of a larger pattern in businesses where standard onboarding processes unintentionally go against inclusivity. Onboarding is an often overlooked aspect of hiring and employee retention strategies. When underrepresented groups join a workplace, following onboarding best practices help orient them towards necessary resources and support. What would inclusive onboarding look like: 📍Including personalized touches in joining kits like size-inclusive merchandise, for example. 📍 Proactively gathering preferred names and pronouns and understanding the employee's special needs, if any. 📍Creating a personalized welcome by assigning a 'buddy' trained to look from a DEI lens and use inclusive language in all communications. Introducing them to ERGs or mentors to ease them into the new workplace. 📍Conveying transparency by communicating various diversity-inclusive policies and actions. For instance, highlight LGBTQ+ and disability-inclusive policies and that you accommodate various dietary preferences. And guess what? Revamping your onboarding process to reflect inclusivity will also boost employee retention rates. 📈 What inclusive onboarding practices have made a difference in your organization? #diversityandinclusion #employeeexperience #onboarding

Inclusion isn’t just about rolling out new policies or setting up programs—it’s about people. And let’s be honest, people can be complex. To navigate the tricky conversations, unspoken tensions, and deep-rooted biases that come with DEI work, there’s one thing that can really set you apart: emotional intelligence (EQ). EQ is all about understanding and managing your own emotions, while also being in tune with what others are feeling. In DEI, it’s not enough to just have good intentions. You need to truly get where people are coming from—their different experiences, how biases affect daily interactions, and how to navigate those uncomfortable moments that are bound to pop up . Leaders with strong EQ don’t just follow the plan;  can read a room,👀 understand what’s not being said, and address conflicts with empathy. They build trust, making people feel safe to share concerns or ask tough questions. In other words, they don’t just push diversity programs forward—they create real connections that turn those programs into meaningful change 🌱. So before diving into your next DEI project, ask yourself: How am I building emotional intelligence in my leadership? Are we focusing on connecting emotionally with people, not just hitting targets? Read more about how emotional intelligence is critical to being an effective DEI leader - Link in the comments #InclusiveLeadership #EmotionalIntelligence #WorkplaceCulture

In 2024, the landscape of Indian entrepreneurship has never looked more diverse or inspiring. Women entrepreneurs are not just participating—they're leading the charge. Meet four phenomenal women driving some of India's most promising brands. Here's how they’ve turned their dreams into successful ventures: 1. Minu Margaret – Founder of BlissClub 👚 In 2020, Minu Margaret launched BlissClub to fill a gap in India’s activewear market for women. From day one, her mission was to empower women through movement with stylish, comfortable, and high-performance clothing. Today, BlissClub boasts a community of over 200,000 women and continues to grow as a go-to brand for activewear in India. 2. Suhasini & Anindita Sampath – Co-founders of YogaBar 🍫 When Suhasini and Anindita returned to India, they saw an opportunity to bring clean, nutritious energy bars to the Indian market. Despite early doubts from retailers—who believed "health doesn’t sell, only taste does"—the duo persisted and have now built a ₹45 crore brand, expanding to protein bars, muesli, and oats. In 2023, they partnered with ITC for an acquisition deal, boosting their growth even further. 3. Snigdha Manchanda – Founder of Tea Trunk ☕ Snigdha Manchanda turned her love for tea into a thriving business by curating high-quality, artisanal teas sourced from the best estates in India. She promotes wellness through her blends and has created a niche for Tea Trunk by staying committed to quality and transparency. Manchanda’s focus on tea education sets her apart as she continually shares knowledge about the importance of natural, chemical-free ingredients. 4. Chinu Kala – Founder of Rubans Accessories 💎 Chinu Kala’s journey from a saleswoman to an entrepreneur has been nothing short of remarkable. Rubans Accessories, her venture into fashion jewelry, has grown exponentially, with Kala’s designs being worn by thousands of Indian women. Rubans has earned its place among the top brands in India’s accessories market due to its quality craftsmanship and affordability. Women entrepreneurs will continue to shape India’s business landscape in the years to come. How can we collectively support women entrepreneurs, ensuring they have the tools, networks, and opportunities to grow and thrive?🌱 #WomenEntrepreneurs #Trailblazers #WomenInBusiness #Leadership #StartupIndia #Entrepreneurship #IndianBrands #WomenInspiringWomen #Diversityandinclusion #Empowerment

🛡️ Managers are often the first line of defense in identifying when an employee might be grappling with mental health issues. 🧠 While it's crucial not to jump to conclusions or make diagnoses, 🧐 being aware of potential warning signs can help managers offer timely support. 👀 Keep an eye out for changes in behavior or performance, which could manifest as ⬇️ Decreased productivity, 😡 mood swings or irritability,🚶♂️ withdrawal from social activities, or 🤔 difficulty making decisions Of course, these signs don't necessarily indicate a mental health issue, but they warrant a compassionate check-in. ❤️ Approach these conversations with genuine concern and an open mind. Sometimes, simply asking "How are you really doing?" can open up an honest dialogue. 🗣️💬 #MentalHealthMatters #SupportInTheWorkplace #CompassionateLeadership #ManagerTips #WellBeingAtWork #CheckInWithYourTeam #WorkplaceWellness #MentalHealthAwareness

✨ Priya just closed a 50 crore deal for her firm in Bangalore. Aditi, who started out as a junior software engineer a few years ago, now leads a team of 35 at a top firm in Mumbai. Barely 4 years ago, both women were wide-eyed graduates, nervously stepping into their roles, wondering if they'd ever be taken seriously among the leadership. 💼 What changed? Smart leadership investment. 🧠 Companies are slowly tapping into a goldmine of talent by investing in early-career women. The results? Increased innovation, market insights, and a razor-sharp competitive edge. 💡📊 Let’s talk numbers 🧮: A 2020 McKinsey report shows that companies with higher gender diversity in executive teams showed 25% more profitability. 💸 A 2022 study found that 87% of Fortune 500 companies with female CEOs recorded far higher profits than those without. 📈👩💼 But why focus on early-career women specifically? Because by nurturing talent from the ground up, organizations create a robust pool of future leaders. 🌱 This approach helps address the leaky pipeline phenomenon, where many women face barriers like the 'broken rung', lack of mentorship, and unconscious bias. 🚧 With targeted interventions, though, change is possible. Coaching and nurturing early-career women helps them overcome challenges early, and realize their true potential. 🌟 Cultivating the Priyas and the Aditis of your organization is now a strategic imperative. And the long-term effects are transformative. 🔄 #diversityandinclusion #womenleadership #careergrowth

You're in a room full of your colleagues 👥. You've worked tirelessly behind the scenes, delivering results, meeting deadlines 💼, and yet, when it comes time for promotions or leadership opportunities, your name doesn’t come up. Sound familiar? 🤔 It’s a common experience for many women in the workplace. The truth is, hard work alone isn’t enough. Visibility—being seen and recognized 👀—is just as critical to success. Without it, your talent remains hidden, and your potential may never be fully realized. Leadership roles require you to be seen and heard 🔊. Keeping your head down and working hard won’t always get you noticed. As we move towards building more equitable workplaces, more women need to be seen in leadership roles. Their presence normalizes diversity at the top 🌱. Visible women leaders show that leadership is not limited by gender and challenge outdated stereotypes, reshaping what leadership should look like ✨. How visible are you in your current role? What can you do to ensure your talents are recognized? 🤔 For a deeper dive into why visibility matters for women leaders, check out our latest blog! #WomenInLeadership #VisibilityMatters #CareerGrowth #LeadershipDevelopment #InclusiveLeadership

You pride yourself on implementing mechanisms for safe ways to report inappropriate or unsafe behavior. 🚨 Your hiring processes are based on meritocracy. 🏅 Your employees have great work-life support. 🌱 Surely, you have patted yourself on your back for building an inclusive workplace. 👏 But is it, truly? 🤔 Take a closer look. 👀 Does Manisha, who lives with ADHD and also is a single mom, face the same challenges as her neurotypical colleagues? 🧠 Would Raghu, who is queer 🏳️🌈 and grew up in a tier-2 city, experience the workplace in the same way as his straight peers from metro cities? 🌆 Recognizing these nuances requires incorporating intersectionality. 🔍 Intersectionality is a concept that explores how different aspects of a person's identity (such as race, gender, sexual orientation, disability, class, and more) intersect and overlap to create unique experiences of discrimination or privilege. 🖇 In the workplace, acknowledging intersectionality means understanding that employees may have different experiences based on the overlapping aspects of their identities and taking steps to ensure that policies, support systems, and opportunities reflect this complexity. ✅ Here's how you can gear up for richer problem-solving.💡 #intersectionality #workplacewellness #diversityandinclusion #employeeexperience

Among the bricks that make up the tower of corporate success 🏢, there's one that perhaps stands out—the collective voice of your workforce. 🗣️ But are you truly tapping into its full power? 💡 Voices unheard. 🎙️ Experiences overlooked. 🔍 Potential untapped. 🚪 These are just a fraction of the hidden costs of neglecting regular DEIB diagnostics. 💼 DEI diagnostics is your organization's stethoscope, revealing the heartbeat of your company culture. ❤️ Every quarter brings new challenges, shifts in team dynamics, and evolving societal expectations. Regular DEIB assessments are the pulse checks that let you be aware of the ever-changing rhythm of your workplace. ⏳ Ritu and Kunal from IT might inhabit the same office space, but their daily experiences could be worlds apart. 🌍 Perhaps Ritu navigates microaggressions 💬 while Kunal grapples with generational gaps. 🧓👩💻 These nuanced experiences often slip through the cracks of annual surveys and town halls. 🧩 That's where a robust DEIB diagnostic steps in. 🔑 A well-crafted DEIB diagnostic delves deep, asking questions that matter. Like these: > Do women and men see the path to leadership differently? 🚻 > How do generational perspectives clash or complement each other? 🧑🤝🧑 > Can LGBTQ+ employees truly be themselves without fear? 🏳️🌈 > What unseen hurdles do employees with disabilities face daily? ♿ > Are your inclusive policies truly inclusive in practice? 🏛️ By regularly unpacking these insights, you open doors to meaningful dialogue. That's what an inclusive workplace looks like. 🤝 When did you last take a true measure of your organization's heartbeat? 🕰️ #dei #inclusivity #workplaceculture #employeeexperience