5 Key Strategies to Improve Diversity and Inclusion at Global Capability Centers

By Smitha Hemmigae

The global business landscape is undergoing a radical transformation, driven by digital disruption, changing customer expectations, and geopolitical uncertainties. To stay ahead of the curve, many companies are setting up Global Capability Centers (GCCs) in India and other emerging markets to access differentiated talent, leverage innovation ecosystems, and optimize costs. However, attracting and retaining talent remains a challenge for GCCs, especially in the face of increasing competition from local and global players. For GCCs, embracing diversity and inclusion (D&I) initiatives has become a strategic imperative to enhance their employer brand, foster a culture of innovation, and improve business outcomes. Let’s take a deep dive into the strategies adopted by leading GCCs to help companies achieve greater diversity and inclusion across their global operations.

Make D&I a Core Business Function

Leadership buy-in is a critical factor in implementing successful D&I programs. D&I must be an integral part of leadership strategy for a company to thrive in the future. It also cannot be an afterthought, instead it needs to be core to the business. A way to achieve this is to get leaders on board with the D&I program; it is essential to show them the projected ROI of the program. Becoming an employer of choice is one key result organizations identify through their diversity processes, but leaders would also expect to know how D&I will help the company to grow and be profitable. Organizations like lululemon, ThoughtWorks, and Tata Steel have D&I ingrained in their DNA and consider it a core business function. Organizations that are highly committed to this function have over 40% board members, 50% of the C-Suite, and 60% of the global workforce that are women, people of color, and LGBTQ.

Eliminate Biases with AI

Organizations looking to create a more diverse and inclusive workplace should be aware of the impact of biases – conscious and unconscious. Such biases have a clear negative impact on formal employment decision-making processes and an employee’s work life and growth. Bias adversely influences talent attraction, hiring, promotion, training, performance appraisal, compensation, and even termination. Artificial Intelligence (AI) has the potential to mitigate biases and provide more equitable access to the job market. AI not only speeds up the hiring process but helps reduce unconscious bias by concealing applicants’ names as well as gender and racial references in resumes. A Bangalore-based GCC of a leading airline company has been successfully using AI in the recruitment process to screen resumes and identify the right candidates from a large pool of applicants.

Enable Returning Women’s Program

Returnship programs are having a remarkable impact on organizations’ diversity by helping women who have taken a break from work to come back. Women who want to return to work represent a motivated talent pool that can be brought up to speed with training and support. However, industry experts say it’s not easy for them to return to their professional careers after taking a sabbatical. One thing that all women returning from a break feel is that they lack confidence. GCC leaders should create an environment that both welcomes and empowers women returning from breaks.

Invest thought and innovation in CSR Initiatives

While organizations invest CSR money in educating the girl child, most of this is in the primary school stage, with little or no impact on STEM fields. If some of that CSR investment is channeled exclusively to STEM education, girl children will get a personal experience of what’s possible. When children see what STEM can bring to the world, they will be more likely to pursue it when they grow up. GCCs seeking diversity, equity, and inclusion in their organizations need to go far beyond hiring initiatives; they need to contribute to grassroots-level change.

Build a Transparent and Honest Culture

Cultivating a culture of transparency and honesty is crucial in promoting diversity and inclusion in the workplace. When you build a culture where feedback is valued, you’ll create an open line of communication between you and your team. People need to feel comfortable providing and receiving genuine and constructive feedback, be inspired by a common goal, and have the tools and opportunities to connect with one another. Best workplaces have many different practices and programs that promote collaboration, but what they have in common is that they believe in the power of coming together to achieve great things as a team.

Parting Thoughts

GCCs must take a comprehensive approach to diversity and inclusion by adopting these strategies and continuously assessing their impact. A truly diverse and inclusive workplace can enhance innovation, creativity, and financial performance, and make the organization an employer of choice. In conclusion, by embracing diversity and inclusion initiatives, companies can create a more equitable and prosperous future for all. 

(The author of this article is Ms Smitha Hemmigae, Head of Marketing at ANSR – the market leader in helping companies set-up, manage and scale global teams, and the views expressed in this article are her own)