Breaking Bias Barriers: Generation & Culture Insights

Table of Contents

1. Introduction

2. The Importance of Going Beyond Gender Bias

2.1 The Focus on Generation Bias

2.2 The Focus on Culture Bias

3. Martha Lal: Managing Director and Head HR India at Deutsche Bank

3.1 Passion for Diversity and Inclusion

3.2 Driving Representation of Women

3.3 Commitment to DNI Across all Aspects

4. Preeti Demelo: Global Head of Diversity and Lead Academy at Tata Consultancy Services

4.1 Creating a Sustainable Culture of Leadership and Diversity

4.2 Strategic Global Initiatives for Coaching and Mentorship

4.3 Recognition and Accolades

5. Lavanya Lavena Srinagar: Corporate Social Responsibility Diversity and Inclusion Leader at Genpact

5.1 Work Experience and Expertise

5.2 Steerin Initiatives for Gender Balanced Organization

5.3 Achieving 50% Representation of Women

6. Sridhanjali Rao: Head HR SAP India and Partner to the Business Promoter of Talent and Technology

6.1 Developing and Executing HR Strategy

6.2 Trustworthy Partner to High-Tech Global Companies

6.3 Co-Author of Book on Making Corporate India More Inclusive

7. Pallavi Shong: Chief Operating Officer at BNY Mellon Technology India

7.1 Extensive Work Experience and Cross-Functioning Expertise

7.2 Managing Teams and Recognitions

8. Conclusion

Article

Going Beyond Gender Bias: The Intersection of Generation and Culture Bias

In today's work environment, the focus on diversity and inclusion has expanded beyond just gender bias. Companies are now recognizing the need to address biases related to different generations and cultures. In this article, we will explore the importance of going beyond gender bias and Delve into the impact of generation and culture bias in the workplace. We will also hear from industry experts who have been actively involved in fostering diversity and inclusion across all aspects of their organizations.

The Importance of Going Beyond Gender Bias

While gender bias continues to be a significant challenge in many workplaces, it is crucial to address the biases that extend beyond gender. By focusing on generation and culture bias, organizations can Create a more inclusive and harmonious work environment where individuals from diverse backgrounds can thrive.

The Focus on Generation Bias

One aspect of bias that often goes unnoticed is the impact of generational differences in the workplace. Various generations, such as Baby Boomers, Generation X, Millennials, and Gen Z, bring different perspectives, experiences, and work styles. It is essential to acknowledge and leverage the strengths and unique qualities that each generation brings to the table.

The Focus on Culture Bias

Culture bias refers to the bias that arises from differences in culture, upbringing, and social norms. People from different cultural backgrounds may have distinct communication styles, values, and ways of approaching work. By embracing and valuing cultural diversity, organizations can foster a more inclusive and innovative work environment.

Martha Lal: Managing Director and Head HR India at Deutsche Bank

Martha Lal, with her 30 years of experience working for large companies like Stan Chad and Accenture, has been leading the HR department at Deutsche Bank since 2015. Throughout her career, she has been passionate about diversity and inclusion. Apart from striving for gender representation across all levels in the organization, she is committed to promoting diversity and inclusion in terms of gender, persons with disabilities, and the LGBTQI community.

Preeti Demelo: Global Head of Diversity and Lead Academy at Tata Consultancy Services

Preeti Demelo's ambition is to create a sustainable culture of leadership and diversity at Tata Consultancy Services (TCS). She launched a strategic global initiative for coaching and mentorship to foster leadership development and innovation. Her initiatives have received recognition from esteemed institutions such as the Institute of Coaching at Harvard and have won prestigious awards.

Lavanya Lavena Srinagar: Corporate Social Responsibility Diversity and Inclusion Leader at Genpact

With over 18 years of work experience across hiring, HR, learning and development, Lavanya Lavena Srinagar is the Corporate Social Responsibility Diversity and Inclusion Leader at Genpact. She is steering initiatives to create a gender-balanced organization with a 50% representation of women at all levels. Her work exemplifies the organization's commitment to diversity and inclusion.

Sridhanjali Rao: Head HR SAP India and Partner to the Business Promoter of Talent and Technology

Sridhanjali Rao, as the Head HR of SAP India, is an HR leader with extensive experience in developing and executing HR strategies for building high-performance organizations across geographies. She is also a trusted partner to key leaders of best-in-class high-tech global companies. Sridhanjali has co-authored a book on making corporate India a more inclusive place to work, highlighting the importance of diversity and inclusion in the workplace.

Pallavi Shong: Chief Operating Officer at BNY Mellon Technology India

Pallavi Shong, with over 25 years of work experience, is the Chief Operating Officer at BNY Mellon Technology India. She has extensive cross-functioning experience and has managed teams across various departments. Recognized with the 2011 President's Award for contributions to the innovation program at Fidelity, Pallavi brings a wealth of knowledge and expertise to her position.

Conclusion

As organizations strive to create inclusive work environments, it is essential to go beyond gender bias and address biases related to generation and culture. This comprehensive approach ensures that individuals from all backgrounds can contribute their unique perspectives and talents to the organization's success. Through the efforts of dedicated HR leaders like Martha Lal, Preeti Demelo, Lavanya Lavena Srinagar, Sridhanjali Rao, and Pallavi Shong, organizations can foster diversity and inclusion and create a workplace where everyone feels valued and respected.