'IHCL ensures merit-based and equal opportunity for all talent'

A purpose-driven organisation, Indian Hotels Company Limited (IHCL), has always been committed to Diversity and Inclusion for all its stakeholders. In fact, it is fundamental to its core values. IHCL’s vision, for its employees, is to create an equitable workforce through industry leading diversity and inclusion practices aligned to its business goals. 

In an exclusive interview with BW Hotelier, Gaurav Pokhariyal, Executive Vice President - Human Resources, IHCL, shares his views on how to eliminate bias from hiring processes, how the organisation is embracing diverse groups and apprises us about their gender responsive strengthening initiatives 

Why is diversity and inclusion important for an organisation? How can diversity, equity and inclusion drive better business and better respond to market needs? 

There is a strong business case for both gender diversity and ethnic and cultural diversity in corporate leadership, and this only continues to strengthen. Studies have shown that the most diverse companies with greater the representation are now more likely than ever to outperform less diverse peers on profitability. As per reports, companies with more than 30 per cent women executives were more likely to outperform companies where this percentage ranged from 10 to 30 by 21 per cent. The companies with greater ethnic and cultural diversity outperformed by 36 per cent in profitability and while today organisations, led by the new generation of the workforce and future leaders are more aware, there is still a long way to go when it comes to actually putting D&I policies into practice. 

All this highlights that bringing varied and diverse segments into the work force helps introduce more diverse skillsets, flexibility and agility, innovation, EQ and IQ into the room, thereby impacting business positively. Moreover, today, consumers are hyper-aware of brands that have a strong D&I reputation, with reports indicating that 57 per cent consumers are more loyal to brands that commit to addressing social inequities in their actions. 

How can bias be eliminated from the hiring process?

IHCL ensures merit based and equal opportunity is provided for all talent. Policies and processes together with continuous awareness are required to ensure we create an environment of inclusion and belonging. Structured recruitment process focussing on the potential of the applicant is the first step to eliminating bias in the process. We have collaborated with Tata Group to roll out a companywide sensitisation programme that mitigates any unconscious or conscious biases in the company.  IHCL for that matter is focussed towards creating greater opportunities for women talent. The organisation has the VIBES programme which incentivises employees for recommending women talent into the workforce. 

How is IHCL embracing diverse groups? How do we enhance this for a better, more inclusive future for all? 

Some of our gender responsive strengthening initiatives includes a holistic framework – She Remains The Taj which covers women customers, employees, vendors and partners. The company has made a commitment to raise the company’s women representation to 25 per cent in its workforce by 2025. 

To increase the retention of IHCL’s women colleagues and empower them to achieve their professional and personal growth, the company is rolling out development and enabling programmes which target all the high-potential women. These include mentorship, leadership development and sponsorship programmes across various levels of management. 

IHCL through employment opportunities focusses on inclusive policies for minority groups. We work with communities like local artisans and the vendors to provide livelihoods. IHCL’s Women Weavers’ Training Programme imparts training to women in the ancient skill of handloom weaving, traditionally considered a male-dominated craft, to create sustainable livelihoods. Taj Khazana, IHCL’s retail arm, focusses on sourcing products from the underprivileged and minority groups.

Walk us through the gender responsive strengthening initiatives at IHCL.

IHCL has always been championing the cause for women-friendly work policies and interventions including crèche facilities at our hotels and seven-month extended maternity leave. We were the first company globally to offer financial support to women for childbirth through IVF, IUI or other birth support. With the aim to encourage more gender diversity within the workforce, the VIBES Programme (across the organisation) incentivises colleagues who refer woman associates through monetary rewards. IHCL implements focussed efforts to ensure that recruitment for management programmes is at 50:50 gender ratio.

Additionally, with career progression being key, potential women employees with proven track records are provided learning and mentoring opportunities through TATA group resources. Employees can leverage the “We at TATA” network for women to make the most of Group-wide engagement and development. There are many more initiatives and programmes planned and this is an ongoing commitment to accelerate the process of inclusion in the company.