In Conversation With Dr. Ankita Singh SVP & Global Head HR, IT, Admin, and Travel CIGNEX on DEI Policy
Dr. Ankita Singh- Senior Vice President & Global Head HR, IT, Admin, and Travel at CIGNEX & Founder: HR ASSOCIATION OF INDIA and has previously worked with Datamatics, Hexaware, Zenstar, Covnvergys, and Sahara India.
She has over 22 years of progressive experience in managing and leading various aspects of Human Resources spanning across high-paced business domains of ITES. Dr. Ankita holds a Ph.D. in Management and is a Gold Medalist in BBA as well as MBA. She has done HR and Business Strategy related Executive Management Programmes from IIM-A, ISB-Hyderabad, and XLRI. She is a certified PPA (Thomas Profiling) Practitioner. Apart from this great recognition, Ankita Singh has also successfully completed one of the most prestigious certifications from Harvard Business School Online – “Sustainable Business Strategy”.
She has been recognized in different prestigious platforms for her contribution and Excellence in the field of HR and leadership. She was awarded Women Leader of the year Gujrat Icons 2022 by Times of India “Asia’s 100 Power Leaders in HR 2022”. “Top 10 Most Influential Business Leader of the year by Times of India 2022, “Rajeev Gandhi Award 2022”, “APJ Abdul Kalam National Award 2021”, “Woman HR Leadership Awards 2021, Awarded by Ms. Kiran Bedi”, “Global women Award 2021”,“40 under 40 for the year 2021” “Woman HR Leadership Awards 2020” Presence of Menka Gandhi just to name a few.
Apart from her professional excellence, Dr. Ankita is very active in supporting social causes by working closely with various NGOs’ on Child Education and Development. She is an avid traveler and a passionate photographer.
Q- How do you make your company’s commitment to DEI meaningful?
We embrace the concept of a “Unique Place for All,” recognizing that Diversity, Equity, and Inclusion (DEI) is not about “Equal for all” but rather about providing tailored support, opportunities, and space to each individual based on their unique needs. We have implemented several initiatives to achieve this goal, including:
1. Cultivating a culture that values each other by creating a support chain rather than judging: Our organization is dedicated to fostering an inclusive culture that values each individual by creating a supportive environment where employees are encouraged to help one another.
2. Focusing on capabilities rather than demographic characteristics: At our organization, we believe that everyone has something valuable to offer, regardless of their age, gender, or other personal characteristics.
3. Creating forums for open dialogue and sharing experiences: These forums encourage open dialogue and help build understanding and empathy among colleagues, fostering a sense of community and shared purpose.
4. Making DEI a continuous process, not just a one-time initiative: We integrate DEI into all aspects of our organization, from hiring and training to performance management and leadership development, to ensure that we consistently foster a culture of diversity, equity, and inclusion.
Our organization is committed to creating a workplace culture that fosters diversity, equity, and inclusion by recognizing and celebrating each individual’s unique strengths and qualities and providing tailored support, space, and opportunities for all employees to thrive.
Q- How do you manage bias in the workplace, including conscious and unconscious biases from hiring and promotion decisions?
We are all aware that eradicating bias from the workplace is challenging, primarily because we, as humans, are susceptible to emotions and external influences. We possess the innate ability to make assumptions, create our own narratives, and form opinions about someone’s character, often leading to biased decisions. To manage this issue, I recommend the following steps:
1. Awareness: It is not enough to assume that employees will be able to identify their biases logically. We must provide them with specific instances and case studies, educating them on the various forms of conscious and unconscious bias that may exist in the workplace.
2. Monitoring: As bias is subjective, it may be challenging to track, monitor, and control. To mitigate this, we can create feedback and anonymous input platforms that allow individuals to report any bias they may experience or observe. Even if we cannot identify the individual responsibly, we can use the feedback as training material to create awareness.
3. Policies: Organizations should have documented policies and norms that outline the dos and don’ts, violation clauses, and the scope of the consequences of biased behavior. By having these policies in place, we can demonstrate our commitment to creating a bias-free workplace and ensure that everyone associated with the organization understands and respects the same.
Considering these factors we can work towards creating a bias-free workplace, promoting diversity and inclusivity in the workplace.
Q- How do you embrace equity and manage microaggression in the workplace?
We recognize that embracing equity and managing microaggressions in the workplace is fundamental to creating a positive and inclusive work environment. In order to promote equity, we prioritize diversity in our hiring process, striving to create a culture of inclusion by valuing and respecting individual differences. To this end, we provide comprehensive training and education on unconscious bias and systemic inequality and establish policies and procedures that promote fairness and equality.
To effectively manage microaggressions, we foster open communication and establish a safe and supportive space for employees to report incidents. All reports are treated seriously and addressed promptly and appropriately. Our proactive approach includes providing specialized training and education on the impact of microaggressions and implementing a zero-tolerance policy for discriminatory behavior.
We prioritize cultivating a culture of respect and encourage all employees to treat each other with dignity and kindness. This is facilitated through team-building exercises, diversity and inclusion training, and by promoting a work-life balance that encourages employees to bring their whole selves to work.
Q- How do you encourage workplace DEI initiatives foster employee experience and happiness?
We encourage workplace DEI initiatives through various approaches. Here are few fundamental ones:
Involve employees in decision-making: It is crucial for creating a positive and inclusive work environment. By valuing their feedback and ideas, companies empower employees to contribute to the purpose of the organization, leading to increased engagement and commitment.
Communicate transparently and solicit feedback Clear and open communication is key to fostering inclusivity. Companies should communicate regularly and transparently, providing updates on company initiatives and soliciting feedback from employees to understand how well initiatives are getting received by our people.
Connect actions to company values to create a sense of purpose: This helps employees understand how their work contributes to the organization’s success, creating a sense of shared purpose.
Celebrate diversity and respect personal space: Creating unique pockets for unique people, such as employee resource groups, celebrates employees’ diverse backgrounds and experiences. Educating all employees on the importance of respecting each other’s existence and space creates a culture of inclusivity and belonging, where everyone feels valued and respected. Ultimately, these strategies create a more positive and inclusive work environment, leading to increased employee engagement and happiness.
By prioritizing DEI initiatives, we create an environment where employees feel valued, supported, and motivated to contribute their best work. This not only enhances their overall experience and happiness but also fosters innovation, creativity, and collaboration, ultimately driving the success of our business.
Q- How do you promote workplace diversity that meets Millennials’ and Gen-Z’s expectations?
Millennials and Gen-Zs are collaborative and inclusive by nature, and they thrive in environments where they feel involved, informed, and valued. They expect their employers to be transparent about what they’re doing, how they’re doing it, and when they’re doing it. To promote workplace diversity that meets these expectations, it’s essential to:
1. Place Them as Influencers and Promoters: Engaging Millennials and Gen-Zs as influencers and promoters is a powerful way to create a culture of inclusivity. Sharing responsibilities with them and allowing them to take on leadership roles demonstrates that their contributions are essential and important to the organization’s success.
2. Foster a Sense of Belonging:. Companies can achieve this by involving employees in decision-making and valuing what they have to contribute. Creating a collaborative work environment empowers employees to make a difference and become invested in the organization’s success.
3. Offer Diversity Training: Offering diversity training can help employees understand what is expected of them and the overall impact of diversity in the workplace. This includes educating employees on the benefits of diversity, such as increased innovation and creativity, and how to communicate and work with people from different backgrounds effectively.
By implementing these strategies, HR and organizational leaders can create a culture of diversity that encourages Gen Z and Millennials to accept, contribute, and celebrate
Q- Any final words?
Think beyond MARCH and JUNE! To promote diversity and inclusion in the workplace, it is essential to maintain consistent effort throughout the year, not just during the designated months of March and June.
While some organizations show their commitment to DEI by dedicating significant resources during these months, it is important to move beyond this limited timeframe and integrate DEI practices into daily operations. Organizations should focus on creating a welcoming and supportive environment “FOR ALL, BY ALL”
Thank you, Dr. Ankita!
