Building a future-ready workforce – The role of HR in shaping equitable workplaces
The recent stock market scenario and the change in policies serve as a good indication and go on to prove the adage - Change is the only constant! The world of work is in constant flux, and across the industry the only critical skills that remain are ‘resilience’ and ‘adaptability’ - Learning to Stay Relevant!
To thrive in this dynamic environment, organisations need a workforce that is not only diverse and inclusive but also future-ready. In the era of modern workforce, the role of Human Resources (HR) as a function stands as the architect of equitable workplaces, where every individual, regardless of their gender, has the opportunity to thrive. Building a future-ready workforce demands a proactive, data-driven approach, and HR is the key driver of this transformation. The focus needs to be on a few key areas to create equitable workplaces.
Inclusive hiring and bias-free policies
The value of equality at work is only realised when there is an absence of it. Equality is a mindset and not just a set of practices implemented. Policies and processes, and culture collectively shape this mindset. A truly equitable workplace begins with inclusive hiring practices. Ideally, any intent of equality in a business context starts with Why do you want it? What is the value it adds to business? It is more than emotion and has a hard-practical side to it. In the absence of answering these questions, it may just be a tick mark where consistency becomes a challenge. For example, the current debate on DEI policies, and one after another global organisations just dropping it from their agenda have a huge impact on how the world is changing. Post this alignment, then it is about finding processes, mandates, and culture which can be woven through the organisation. Key processes which can help are:
Championing inclusive hiring practices
This means going beyond traditional recruitment methods to actively seek out diverse talent. Utilising tools like blind resume screening, skills-based assessments, and diverse interview panels can help mitigate unconscious bias and ensure a fair and equitable hiring process. Using the new technology with AI which minimises bias, focusses on the competence and continuous training of managers is essential.
Fostering open communication and psychological safety
Creating an environment where employees feel comfortable speaking up, sharing ideas, and providing feedback is crucial. HR can facilitate this by implementing clear communication channels, promoting active listening, and addressing concerns promptly and transparently.
Driving diversity and inclusion training
We need to look beyond urban independence and deep-dive into smaller cities to learn about women across socio-economic backgrounds. Hence, focusing on diversity is a continuous process. Regular training programs are essential for raising awareness of unconscious bias, promoting cultural sensitivity, and fostering a deeper understanding of diverse perspectives.
Flexible & supportive work models
Flexibility isn’t always about genders, women do bear a disproportionate share of caregiving responsibilities, and these models are particularly beneficial. HR must champion hybrid work arrangements, flexible hours, and generous maternity and paternity leave policies. Moreover, offering childcare support, eldercare assistance, and mental health resources demonstrates a commitment to employee well-being and fosters a culture of care.
Accountability & DEI metrics: Measuring progress, driving change
Meaningful change requires accountability. HR must establish clear goals of what are equitable workspaces- what is important for diversity, and track progress using measurable metrics. Most important is to secure a business buy in, this includes monitoring representation at all levels of the organization, analysing pay equity data, and measuring employee satisfaction and engagement. According to a report by Boston Consulting Group, companies with diverse management teams have 19% higher revenue due to innovation. In the life insurance sector also, women make up just 33% of insurance agents in India. They consistently outperform their male counterparts—proving their unmatched potential. For instant, at Bharti AXA Life, we have witnessed this growth and increased our DEI hiring from 27% in FY24 to 34% in FY25.
Implementing robust reporting mechanisms and transparent communication about DEI progress are crucial for building trust and driving sustainable change.
Therefore, building a future-ready workforce requires a concerted effort to create equitable workplaces where everyone thrives. HR plays a pivotal role in driving this transformation by championing equal pay and career advancement, implementing inclusive hiring and bias-free policies, promoting flexible and supportive work models, leveraging technology for fairness, and ensuring accountability through measurable DEI metrics. All these efforts can contribute to a more prosperous and equitable future. This Women's Day, let's commit to building not just a better workforce, but a better world.