Backed by K Raheja Corp, Mindspace Business Parks is at the forefront of transforming traditional workspaces into vibrant communities for global businesses, under the leadership of Urvi Aradhya as the Chief Human Resources Officer. With a focus on diversity, equity, and inclusion (DEI), Urvi plays a pivotal role in shaping the organisation's approach. Her extensive experience spans over two and a half decades, during which she has spearheaded human capital management initiatives and introduced innovative recruitment approaches. At K Raheja Corp, Urvi's strategic interventions have led to the establishment of policies benchmarked to global standards, fostering an environment recognised for enabling growth and nurturing careers.

In this exclusive conversation with Urvi, we aim to uncover the strategies and best practices implemented in promoting DEI within Mindspace Business Parks.

Here are some excerpts from the conversation.

Mindspace Business Parks is renowned for its commitment to sustainability and community-building. How does the organisation integrate diversity, equity, and inclusion (DEI) principles into its overarching philosophy, and what role does HR play in driving these initiatives forward?

At Mindspace Business Parks, we prioritise providing an exceptional environment that fosters growth and development for all. By integrating diversity, equity, and inclusion (DEI) principles into our core values, we ensure every individual feels valued and respected. Our commitment to inclusivity is evident through initiatives like the 'Pride Side Policy', which actively supports LGBTQ colleagues and discourages discrimination based on sexual orientation or gender identity. Additionally, our regular gender sensitisation workshops contribute to cultivating a culture of inclusion and mutual respect among our community members.

Our HR team plays a pivotal role in advancing these initiatives, and implementing policies and engagement programs designed to support comprehensive employee development. This includes establishing a reporting system for policy violations and providing financial support for gender-affirmation surgery. Furthermore, our 'WeCare' platform and 'Human Rights Policy' offer quarterly opportunities for employees and site staff to voice grievances directly with HR through our 'Reach Out' program, demonstrating our commitment to addressing concerns promptly.

Could you provide insights into Mindspace Business Parks' approach to fostering diversity within its workforce, particularly in the context of hiring practices and talent development? Are there specific programs or practices aimed at nurturing leaders who champion diversity and create inclusive teams?

At our organisation, we prioritise qualifications, performance, skills, and expertise as key criteria for hiring and career progression. Our emphasis on diversity, gender equality, and equal opportunity strengthens our commitment to fostering an inclusive workplace culture. We are committed to empowering women to assume leadership roles, exemplified by initiatives such as our SHEROES program, specifically curated. This program is designed to equip selected women employees with the necessary skills and support for seamless transitions into leadership positions, ensuring their success and contribution to our organisational growth and excellence.

Our recent inclusivity campaign, #IncludeHer, represents our ongoing commitment to workplace equity, diversity, and inclusion. This initiative offers essential support, such as Pre-Maternity Support, reduced work hours and medical expense reimbursements, along with Official Travel Support, allowing women colleagues to bring their child and caretaker on business trips at the company's expense until the child reaches one year of age. Additionally, we provide adoption support through financial assistance and paid leave. Furthermore, our Shikhar program is a leadership training program that fosters career growth by providing opportunities to explore roles beyond core functions, amongst teams that showcase leadership potential. This program focuses on customer delight, people development, innovation, and strategy, supplemented by tailored assignments and learning modules.

What measures does Mindspace Business Parks take to ensure equity and fairness regardless of background or identity?

Mindspace Business Parks is dedicated to fostering professional growth and inclusivity through comprehensive sensitisation workshops, career development initiatives, mentoring and leadership programs. We champion diversity and inclusion, offering extensive training and support through employee resource groups.

For instance, our Aanchal maternity support program exemplifies our commitment to work-life balance for new mothers, promoting both personal and professional support. Additionally, we prioritise accessibility with facilities designed to accommodate employees with disabilities, ensuring an inclusive workplace for all.

How does Mindspace Business Parks measure the impact of its DEI initiatives, and what key performance indicators (KPIs) are considered in assessing progress towards diversity, equity, and inclusion goals?

Mindspace Business Parks measures the impact of its DEI initiatives through a multifaceted approach, focusing on key performance indicators (KPIs) that reflect progress towards diversity, equity, and inclusion goals. Our evaluation framework includes metrics such as representation of underrepresented groups at all levels of the organisation, pay equity analyses, employee engagement surveys and tracking of diversity training participation. Additionally, we assess the effectiveness of our initiatives through qualitative feedback mechanisms, including focus groups and one-on-one feedback sessions. By regularly reviewing these KPIs, we ensure that our DEI efforts are aligned with our organisational goals and are making meaningful progress towards creating an inclusive workplace.

What are the future aspirations and goals for Mindspace Business Parks in advancing DEI within its workforce and community? How do you envision the organisation’s role in driving positive change and creating inclusive environments in the commercial real estate sector?

Our goal is to amplify diverse voices, celebrate our differences, and ensure equal opportunities for all our employees. We believe that by cultivating a supportive and inclusive environment, we can harness the collective potential of our workforce and drive sustainable growth. 

We are dedicated to making a positive impact in our communities by supporting various social causes and not-for-profit organisations, such as mid-day meals for disabled children through Vipla Foundation, setting up a school in Hyderabad’s Gambiraopeth district, supporting athletes through United Way of Hyderabad, supporting healthcare through Parkinson's Disease and Movement Disorder Society, setting up of a centre for Women’s welfare – called Bharosa Centre, building a hospital in Hyderabad and many more. For us, it is about creating an environment of positivity and inclusivity not just for our people, but our partners and the communities in which we operate.