Inclusion, Innovation and Transformation

Prior to the event “I Inspire 2019”, we had conducted a tweet chat discussing about Inclusion, innovation and transformation and how it changes the workforce of the organization. For this tweet chat we had invited three noted guests to contribute, participate and share their opinions on the topic.

Our first guest was Rajesh Kumar Jindal, VP & Head of Marketing, UiPath India. Our second guest was Vidya Srinivasan, Global Infrastructure & IT leader, Genpact. Our third guest was Rohit Thakur, HR Managing Director, Accenture.

Practice of inclusive practices in the organization and its effect on innovation and transformation

Our tweet chat began with the first discussion about the practice of inclusion in the organization and how it is being effected in bringing up innovation and transformation in the organization. Everyone shared their thoughts and opinions based on the topic.

Rajesh Kumar Jindal shared :”This is a business critical decision – we need all views to be able to make the right decision in this VUCA world”

Rohit Thakur shared :”Our #GettingtoEqual research makes it clear that by levelling the corporate playing field, organizations can drive innovation. A workplace culture of equality is a powerful multiplier of innovation and growth”

Sarika Bhattacharyya shared -“Asking for ideas from all members of org, led to #innovation in Google, Apple and many other org. That’s an inclusive practice”

Salaam Bombay Foundation shared :”They do. Research has proved that increasing the number of women increases the empathy levels of teams too. Plus, diverse people come with diverse perspectives, thus stoking innovation”

Presence of diversity initiatives that resulted in innovations

The next topic discussed  was about the presence of initiatives that help in promoting diversity in organizations and any innovative results because of the diversity initiatives. Everyone shared their thoughts and opinions based on the discussion and people shared their examples.

Vidya Srinivasan shared :”I’m proud to say that @Genpact has fantastic women leaders in strategic positions across Operations, Strategy, IT, Digital, Legal, Sales, Finance and more. They bring innovative best in class practices that makes us successful everyday”

Rohit Thakur shared :”Our High-Tech Women program at Accenture focuses on fast-tracking the careers of high performing women into the role of Technical Architects which is helping us build a future-ready workforce and lead in the new”

Rajesh Kumar Jindal shared :”My previous employer @SAP observed that Autistic employees have a strong sense of visual perception, which is a great asset in software testing roles”

Michelle Frank shared :”At @SHEROESIndia we have a diverse team from all walks of life. And we work in synchrony to create a wonderful ecosystem for women. A daily routine consists of various teams getting together and brainstorming ideas to make SHEROES a one-stop for women”

Coach Shilpi shared :”Yes, there has been. @grannys_inn part of The @unhotelier The Unhotel company is run by a senior citizen and has created employment opportunities for local artisans and entrepreneurs”

Challenges in promoting inclusion and fostering innovation in future

The next discussion was on the challenges people might face while trying to promote inclusion and fostering innovation in the near future and how it hinders the progress of an inclusive organization. Everyone shared their thoughts and opinions based on the topic which were about unconscious bias and differences.

Vidya Srinivasan shared :”A big challenge is one’s tendency to inadvertently exclude people. Research suggests we like and identify with people who are similar to us. This limits the potential talent pool, and impacts discussions and decisions.”

Rohit Thakur shared :”Some of the challenges in fostering a culture of equality and innovation include

1) the lack of leadership commitment

2) lack of an empowering environment

3) and absence of bias-free policies and practices”

Rajesh Kumar Jindal shared :”Let us think positive – it should only get better with all this effort, as companies & society are sensitized and get more receptive to making inclusion a way of life

Mohammed Albin shared :”Usage of biased data to make decisions. Biggest challenge for inclusion. Every HR who is working on personalization needs to be an ethics specialist as well. The present available data is a mirror image of the systemic inequalities in our society.”

Bhairavi Buch Sonowal shared :”Mindset blockage and behaviour change and one own will to bring change are the biggest obstacles”

Benefits of adopting inclusion and innovative practices

The next discussion was on the benefits and merits of appointing inclusion and innovative practices and its merits in the business world. Everyone shared their thoughts and opinions based on the topic discussed which were mostly about thought process sharing and more idea generation.

Rajesh Kumar Jindal shared :”Look Future -Diversity of thought—and of people—will be more vital than ever to ensure that boards are considering different perspectives and exploring challenges from every angle. #InclusionMatters than ever before”

Rohit Thakur shared :”Accenture calculates that global GDP would increase by up to US$8 trillion over 10 years if the innovation mindset in all countries were raised by 10%”

Vidya Srinivasan shared :”Accommodating every unique point of view leads to better decision making. An unbiased and inclusive culture promotes better client partnerships, boosts corporate performance, energizes employee engagement and helps talent retention.”

Shivani Dhuliya shared :”Diversity and inclusion are one of #gartner’s core culture bricks. It helps in hiring the smartest talent and later retaining them. It also has a competitive advantage, and not to mention employer branding comes free in the package”

Salaam Bombay Foundation shared :”A4. 3 key things that occur when organizations become more gender diverse are:

1. Better workplace ethics

2. Increase in empathy

3. Quicker issue resolution”

The best inclusive practices

The last topic of  discussion was on the best practices of inclusion carried out in organizations and how it resulted in being the best. Everyone shared their knowledge based on this.

Vidya Srinivasan shared :”We host networking forums for employees to engage with leaders who are strong role models. Our Managing Unconscious Bias program helps understand biases and how it influences our behavior to create a workplace that respects and values differences”

Rohit Thakur shared :”At @AccentureIndia we’ve recently introduced the High-Tech Women RISE program focused on fast-tracking the career of women technologists in new technologies such as #AI, automation, Blockchain amongst others”

Rajesh Kumar Jindal shared :”Talent, Passion and contribution is the currency that drives careers”

Sarika Bhattacharyya shared :”Having meeting etiquettes – asking all people in the meeting (even who have not spoken up) to voice their views – also sometimes having one on one before/after meeting with them helps to get views of silent ones”

Salaam Bombay Foundation shared :”We train young adolescents from under privileged schools on relevant skills to make them independent and have a shot at a better future. Our aim is to spread inclusiveness at the foundation of society and strengthen the roots of the nation”


The Twitter chat session ended with lots of ideas and thoughts shared about how inclusion can lead to big innovative transformation and how it brings notable changes in the organization