|

Gayle Pereira MBA, 2022-24

The most relevant example to this scenario is organisations bringing in the 50:50 diversity ratio. With women being hired in swarms, their worth, intellect and qualifications are devalued due to the impression of being a diverse hire. In such scenarios, I think it's best that the human resource departments in companies bring in the change without setting targets such as “ We aim to be a 50:50 gender ratio company by 2030”.

Setting these deadlines and goals only serves to overthrow the validity of any hire the company makes.

Another issue that often arises is the need for more strategy after bringing diversity. Training your current and new employees in workplace sensitivity and behaviour is of enormous importance, without which we would lose the inclusivity aspect entirely. This stage has been the downfall of many organisations. One has to be committed to working towards changing the workplace's environment and mindset, which is a challenging feat.

Overall, the world has a long way to go in being a safe space for all. We are progressing in leaps and strides and have made massive improvements in the last few years This is a good sign and shows great promise for the future that is yet to come On an ending note, “Be you, Be true ”