Behind the scenes: DE&I approach in India

Combining our global and local goals to create a holistic Diversity, Equity and Inclusion program

Irani Srivastava Roy , Head of Human Resources at Signify, Greater India explains in detail about how DE&I is deeply embedded in #SignifyLife in the workplace in India.

Signify is committed to creating a diverse workforce and an inclusive, equitable work environment at all levels of the company and across all geographies in which we operate. To achieve this, we have two global DE&I priorities: increasing representation of 1) women and 2) early career talent.

Our local teams are also empowered to identify and address the dimensions of DE&I that are most pressing within their specific cultures and geographies.

Beyond the global DE&I priorities, which issues are most important for Signify in India?

Signify India is committed to fostering an inclusive and diverse workforce. Under our 2+1 strategy, India has taken Inclusion of Persons with Disabilities- (PwD) as one of the additional DE&I priorities - Embracing abilities #InclusionForAll initiative across India. We are actively seeking to hire and integrate PwDs into our workforce. Our aim is to offer equal opportunities for all colleagues, regardless of their background or abilities. Our goal is not just to implement DE&I initiatives but to ensure they are sustainable in the long term. We strive to foster a culture of continuous improvement in our DE&I efforts.

‘Customer forward’ lies at the core of our brand purpose to unlock the extraordinary potential of light for brighter lives and a better world. Stemming from this we are determined to be ‘Employee forward’ through our practices and ways of working to bring a holistic approach inside out as an organization that is in sync with our customer base when it comes to inclusion.

Why is this a priority for Signify in India?

At Signify India, the inclusion of Persons with Disabilities (PwDs) is a key priority that reflects our commitment to diversity, equity, and inclusion. 

Firstly, we understand that many of our customers may be PwD, so it is pertinent that this section of society is represented in our workforce. We recognize that diversity drives innovation and performance. By integrating PwDs into our workforce, we are fostering an inclusive work environment and tapping into a pool of untapped talent that can bring fresh perspectives and ideas to our organization.

As a responsible corporate entity, we are committed to providing equal opportunities to all potential employees, including those with disabilities. This aligns with our core values and enhances our reputation as an inclusive employer. We do want to make a difference to PwD as very few organizations authentically work towards their representation in the organization, and they continue to be marginalized. 

Studies show that companies with diverse teams perform better financially. By prioritizing DE&I, we aim to drive business growth and success. Finally, hiring individuals with disabilities helps us to become more diverse and inclusive, which also helps us attract and retain top talent.

Have you set goals for this? 

We have set a goal to sensitize employees by conducting ‘Leading with Inclusion’ training for everyone. This has a specific module on PwD sensitization, not just during hiring but also more broadly assimilating people into our workforce. We have trained trainers within Business in HR and our aim is to train all employees in India by the end of 2024.

We have set a goal to increase the representation of employees with disabilities in the organization to a fair and realistic number by the end of Q4 2024. And we are actively working towards improving workplace accessibility for employees with disabilities across all our sites in India. Once we have colleagues join us, we will also conduct regular accessibility audits and track the implementation of accessibility improvements (both hardware and software).

What initiatives are in place to help achieve your goals? 

First, we have established a 10-member PwD Core Committee from various departments which holds meetings once every two months to brainstorm and discuss the way forward. Our employees are participating in sensitization trainings and are encouraged to participate in and engage in dialogues, share experiences, and observe processes firsthand.

We have partnered with NGOs and Recruitment Consultants who specialize in PwD hiring to help us reach out to a wider pool of potential colleagues. We have an Equal Employment Opportunity policy in place which ensures that all job applicants and employees are treated fairly and without bias.

How have people at Signify in Greater India reacted to the program?

The reaction from employees in India has been overwhelmingly positive. We have received very encouraging feedback and leadership support. We have observed a positive shift in our workplace culture toward greater inclusivity.