Through targeted training, policy enhancements, employee engagement, and community outreach, we’ve woven DEI into the fabric of our organisation, including across our LatAm (Latin America) focus communities.
This year in our sessions for the LatAm communities, we discussed matters around brown identity, disability awareness, gender, and Karin Law – a law that protects workplace safety and dignity – in Chile. We also engaged in conversations about what inclusive leadership can look like.
We conducted over 21 hours of training for 167 Godrejites across LatAm, and distributed our DEI Leadership Toolkit to 27 leaders (L2 and above).
“To be aware of daily situations that we have naturalised, and we do not realise that they may negatively impact others is a great opportunity to become a better human being,” one of our colleagues told us. “Focusing on DEI helps us uphold values such as respect for all kinds of diversities. It allows us to be vulnerable. It opens us to learning more about each other,” remarked another.
To ensure sustainable change in 2024, we also reviewed and restructured our recruitment policies and parental policies to align with DEI objectives. These updates were communicated internally and externally to our Consultant Strategic Partners, further embedding DEI into our organisational framework.
Acknowledging our LGBTQIA+ employees, we produced communication campaigns during Pride Month as well as on Cultural Diversity Day, which were found to be affirming to our teams.
Furthermore, responding to Chile’s legal framework, we conducted a comprehensive disability audit which included a diagnosis survey with 77 participants as well as comprehensive awareness sessions.
Additionally, our LatAm employees engaged in ERGs, particularly in focus areas that resonated with their interests and expertise.
We also had a chance to talk to over 200 aspiring engineering leaders about our ongoing DEI work and future commitments at the Faculty of Engineering department in the University of Buenos Aires during a two day Campus Job Fair.
More broadly, our HR teams have also made significant contributions to the DEI committee of the Perfumers Chamber.
For future engagements, we have partnered with NGOs like Diagonal that works with women aged over 45 years, Mocha Cellis that works with LGBTQIA+ people, and Incluyeme that works with persons with disabilities. These partnerships are oriented towards increasing representation of women, LGBTQIA+ people, and persons with disabilities in our organisation in 2025 and onwards.
30 of our LatAm employees volunteered during GGVW, and this year they responded to thematic subjectivities connected to Human Rights. In Chile, the focus was on supporting children and in Argentina, our volunteers connected with and distributed cleaning and first-aid kits to transgender people. Overall, this project reached 180 individuals.
As part of our commitment to diversity and inclusion, our team in Indonesia has partnered with Koneksi Indonesia Inklusif (KONEKIN), an organisation dedicated to advancing inclusion by raising awareness, enhancing the participation of Persons with Disabilities (PwD) in public spaces, and fostering collaboration across sectors.
Following a comprehensive accessibility assessment through this partnership, our team has implemented key infrastructure enhancements in our office to make the workplace affirming to people with disabilities.
We also launched a three-month online workplace readiness recruitment boot camp designed for people with disabilities coming through our hiring program. The program included three phases: Infrastructure and Digital Readiness, BERSIAP program, and Disability Equality Training. We selected 30 participants who were part of the August to November 2024 batch, set to join us in January 2025. These participants were mentored by 10 senior leaders at Godrej Indonesia.
Over the last two years, we’ve been partnering with Indonesia Business Coalition for Women Empowerment (IBCWE) to work towards gender equality in the workplace. Together, we've conducted various training programs to enhance employee awareness and participation in creating an inclusive work environment.
These sessions have reached 35% of our L1 employees and almost 100% of our permanent blue-collar employees. These sessions included discussions around understanding gender, navigating gender dynamics in the social environment, and identifying as well as addressing workplace gender bias. We also discussed concerns around preventing gender-based harassment and sexual violence in the workplace.
A few of our employees in Indonesia, all men, have also been participating in a nationwide discussion forum entitled “Lelaki Turut Serta” which translates to Men Also Participate. This forum has been organised by IBCWE for men. With participants from various renowned multinational companies in Indonesia, the forum centers conversations about gender equality in the workplace.
Text and image by GCPL's DEI team.