Pandemic has become a catalyst for business to reorganize the workplace model and adapt to new ways to work, reveal a global survey assigned by Intel who interviewed 3,000+ business leaders in 17 countries to hear the first perspective in the state of diversity, equity and inclusion (DE & I) in the present and in the future.
In India, the survey asked 200 business leaders throughout the country about the impact of the Covid-19 pandemic to reach their goals and how they planned to build inclusive and varying companies in the future.
In accordance with the survey, 81% of business leaders surveyed in India said that workplace disorders caused by a pandemic have had a positive impact on DE & I in their organizations, showing how long-distance work spaces and hybrid work models have succeeded in achieving De & I goals.
Furthermore, 71% said their organization had significantly adapted the initiative of DE & I for hybrid labor.
About 69% of survey participants who have set De & I goals say they want to achieve them in the next two years, and 77% of them are confident in the company’s ability to do so – compared to 66% of business leaders globally.
In thinking about how the change of work model will have an impact on DE & I at work, 71% of Indian leaders whose companies offer hybrid work options say that their organization has significantly adapted the initiative of DE & I for hybrid labor.
It is comparable to 60% of leaders globally, showing Indian business at the forefront of anticipating inclusion challenges in developing workplaces.
On the other hand, 16% of Indian business leaders have indicated negative impacts on the progress of DE & I because of the pandemic, the main reason is that long-distance work has made challenging inclusivity.
Other key trends from the report: * Technology plays a key role in achieving DE & I goals: 94% of respondents with hybrid workers in India agree that technology will facilitate the goal of DE & I, highlighting its interests.
More than half (51%) respondents said that exploring how technology can help increase their De & I commitment is one of their three main priorities in the next 12 months.
* The impact of Covid-19 on inclusiveness: 66% said that long-distance and digitalization work has made it easier to rent from less represented groups, and 57% said that the acceleration of digital transformation was driven by a pandemic has encouraged the adoption of new tools that would support inclusiveness.
On the other hand, 55% of those who have indicated the negative impact driven by Covid on DE & I said that working remotely has made more challenging inclusivity.
* Space for stakeholders, Financial and Industry Investment: 36% of business leaders say there is room for their company to invest more in the system and initiative initiatives that promote DE & I.
In terms of obstacles to success, 45% said that lack of investment in tools and technology to innovate is the main challenge that can prevent their company from achieving DE & I.
50% say that more employee training, development and support are very important in helping their business Reaching De & I and 63% goals believe that more awareness and inclusive language in products and documentation can help businesses achieve their DE & I goals.
* Training and Benchmark DE & I: 48% said their organization had introduced new DE & I training for senior leadership for the past year and has made significant changes to them because long distance work began in 2020 to adapt to the change in work environment.
It also became 39% who said they already had strict policy and training for their senior leadership.
Furthermore, 46% of leaders surveyed said they would welcome global benchmarks and industry standards for DE & I and 47% want more collaboration throughout the industry because they relate to inclusion.