Titan Company Limited's HR head on creating an inclusive workplace

Today, inclusion is no longer a checkbox item or a “good-to-have”—it’s an essential lever for business success and sustainable growth. As organisations strive to become more equitable, HR leaders are taking centre stage, ensuring every employee is valued, respected, and empowered to thrive—regardless of gender, caregiving responsibilities, or non-linear career paths.

Priya M Pillai, Head – HR (Retail, Corporate & Manufacturing) at Titan Company Limited, believes that organisations—being microcosms of society—have a powerful role to play in driving transformative inclusion. According to her, genuine inclusion requires a mindset shift, progressive policies, and the courage to challenge long-standing norms.

“While flexibility is a crucial element, achieving true inclusivity requires a broader transformation—one that addresses biases and dismantles systemic barriers,” says Priya.

Moving Beyond Flexibility: Embracing ‘Unstereotyping’

Flexibility is often the first step in supporting women at work, but Titan believes in going further. As Priya points out, real inclusion begins with “unstereotyping” the workplace—challenging traditional expectations about gender roles and capabilities.

This includes normalising caregiving as a shared responsibility by providing not just maternity leave, but also paternity leave and gender-inclusive medical insurance for partners, married or otherwise. Such practices help break entrenched gender norms and promote a culture where caregiving doesn’t derail careers.

Designing Policies for Equity and Psychological Safety

In today’s dynamic workplace, employees expect organisations to understand and support diverse life stages and responsibilities. Titan has responded with a comprehensive set of policies that ensure equity, psychological safety, and work-life integration.

“Women prioritise workplaces that ensure both physical and emotional safety,” says Priya.

To that end, Titan has implemented:

• Prevention of Sexual Harassment (POSH) frameworks

• Anti-retaliation measures

• Transparent recruitment and appraisal systems

• Pay parity frameworks

These structural safeguards ensure a fair playing field and reinforce trust in the system.

Ensuring Continuity Through Career Inflections

One of the most persistent barriers for women’s career advancement is disrupted trajectories due to caregiving responsibilities. Titan has taken intentional steps to mitigate this.

For instance, performance evaluations for women returning from maternity leave are calibrated based on the actual period worked, with a safeguard to prevent career setbacks due to short-term absences.

“A structured approach—like assigning a minimum ‘Met Expectations’ rating—ensures that temporary absences don’t unfairly impact long-term growth,” says Priya.

Titan also offers returnship programs like “Sequal”, which help women gradually reintegrate into the workforce after career breaks, providing tailored support, mentorship, and learning opportunities. This values non-linear career paths, recognising that professional journeys don’t always follow a straight line.

Building Long-Enduring Careers Through Focused Leadership Programs

Titan’s inclusive philosophy extends into mid- and senior-level leadership development through its Titan ACE program, designed for women employees navigating critical career inflection points. The initiative creates a space for introspection, peer learning, confidence building, and networking—key ingredients for long-term career success.

“Encouraging equitable career growth ensures that women are not only entering the workforce in significant numbers, but are also progressing into leadership roles,” Priya explains.

Additionally, mentorship and sponsorship are actively promoted at Titan, with leaders encouraged to advocate for diverse talent and provide visible pathways to progression.

Addressing Diverse Needs with Empathy and Intent

Recognising the unique physiological and psychological needs of women, Titan is also leading the way with:

• Period and menopause leave policies

• Extended childcare support

• Employee Assistance Programs (EAPs) that address emotional well-being, post-maternity support, and women’s health

The company also has specific policies to ensure safety during work-related travel, further reinforcing its commitment to creating a secure, supportive ecosystem.

Inclusion as a Cultural Imperative

Priya sums it up powerfully, “An inclusive culture where respect and empathy ride alongside trust and accountability goes a long way in building a sustainable business.”

At Titan, inclusion is not a one-time initiative. It’s an ongoing, evolving commitment embedded in policies, culture, and leadership behaviour. With its focus on systemic transformation, Titan offers a blueprint for organisations seeking to create meaningful, lasting change—where women, and indeed all employees, can thrive on their terms.