How can organizations eliminate workplace biases and provide equal opportunities to all employees? What are some Diversity, Equity, and Inclusion (DEI) initiatives that are most effective for a diverse workforce? How can organizations identify the right roles for the right talent, free from the influence of gender bias? What employee experience strategies can organizations employ to foster work-life balance? These are the questions that consistently occupy the minds of dedicated HR professionals.

In an exclusive conversation with People Matters, Sandeep Banerjee, the CHRO at Eveready Industries India Ltd, addresses various concerns related to gender bias, women in leadership roles, learning and development to enhance productivity with emerging technologies. He also shared illustrative examples of promoting equal opportunities for individuals with the right skills and the appropriate attitude.

Here are the edited excerpts: 

Can you share your insights on why gender equality is of paramount importance in the modern workplace, and how it contributes to a more inclusive and successful organization?

Gender bias has persisted for an extended period, with certain roles traditionally associated with a male-dominated society, others with a female-dominated one, and some not even considered for individuals with disabilities. In my view, the crux of the matter is competencies. Our approach to assignments and roles should focus on the present and who best aligns with a particular task. We should adopt a completely gender- and diversity-agnostic stance. Selection should be grounded in who is the best fit for the role or assignment and how we can progress collectively.

For me, it's not merely about achieving specific numbers or rigid equality. I firmly believe it's about talent and competence, with a slight emphasis on diversity, which has often been overlooked for far too long. I believe this perspective is the path we should follow to become a more inclusive and successful organization.

Could you provide an overview of Eveready's commitment to gender equality, with a special focus on the journey and initiatives at the Maddur plant, as a case study?

In the context of gender equality, Eveready's transformation is artful, guiding it towards the future. Earlier, we used to have a significantly low percentage of female employees and lacked diversity. 

At our headquarters in Calcutta, we now have a female population of 23%. However, there remains ample room for growth, especially in our sales teams and regional offices. We envision substantial opportunities for enhancing diversity and inclusion.

In our manufacturing sector, we've made commendable strides, particularly at our Maddur plant near Mysore. This plant employs approximately 129 lady employees, and what's remarkable is that they're not just working but also assuming supervisory and managerial roles. They contribute to production, quality control, stores, engineering, packing, and dispatching. These women have proven to be highly efficient, prioritizing quality standards and design excellence. We consider our experience with them a significant success, serving as a valuable case study. We've been fortunate to create an environment conducive to their productivity.

We've also taken steps to replicate this success at our Lucknow plant, where a specific section employs around 20 to 25 women who oversee a significant part of the production. This not only fosters a sense of security but also trust among our female employees, conveying that our company is a secure and welcoming place for them. In our efforts to support working mothers, we've set up creches for their convenience. We provide transportation facilities, recognizing that these employees often juggle both work and household responsibilities. We aim to ensure employees feel comfortable and empowered to be productive. 

How is Eveready actively working to encourage and support women in leadership positions within the organization, and what positive outcomes have you observed?

Women into leadership roles is a work in progress, and we are actively advancing along this path. Within our management committee, we already have a legal and company secretary who has been an integral part of our company for several years. Moreover, we have cultivated a cadre of leaders in various key positions. These leaders oversee operations, manage their verticals in marketing, handle HR responsibilities, and lead in IT. In essence, leadership roles now exist across all functions.

Our focus has now shifted towards augmenting leadership within our sales functions, which is our next pivotal step. We are determined to provide opportunities for our female employees in any segment, as long as they demonstrate the necessary competencies and talents. Their suitability for a role is our top priority, and they have the chance to ascend the ranks based on their merit. This growth is not limited to leadership positions as general managers or Vice Presidents; it extends to lady employees in core managerial roles across various functions. They are ambitious and aspire to take on leadership positions in the future. Today, we have a rich talent pool that is eager to grow, and this pool includes a significant representation of female employees. As of now, 23% of our female employees work at our head office, showcasing the healthy mix of talent and potential that we have nurtured.

Please share the strategies and practices that Eveready has implemented to ensure equal opportunities for both genders in the recruitment process, from entry-level to senior positions. 

We have a significant representation of female employees in our regional offices and assets. Today, there's a strong emphasis on the zonal managers in sales, including my zone, and the regional HR teams to drive change. Each region has its targets to meet, ensuring that a substantial number of female employees are integrated into the region, thus shifting the balance. While we've made considerable progress in manufacturing and HR, we acknowledge the need for improvement in our sales functions. This is an area we're actively exploring, and we're committed to achieving our targets.

• Secondly, we uphold the values of equality, rooted in talent and competence. If a female employee displays remarkable talent and competence, she will undoubtedly have a place within the organization. This is a fundamental aspect of our strategy. 
• Thirdly, and perhaps most importantly, we focus on growth for all. It's essential that every employee, regardless of gender, is provided with opportunities to showcase their skills and advance.

Our approach is not merely top-down; we embrace a bottom-up culture within our company. Every individual, irrespective of their background, has a voice, and everyone is encouraged to contribute solutions and innovative approaches, taking the organization forward. We promote this inclusivity across genders, exemplifying our commitment to providing equal opportunities for all.

How does Eveready foster a work culture that supports work-life balance for all employees, regardless of gender? Could you please share some of the best practices in this regard?

At Eveready, we are committed to not distinguishing between men and women when it comes to work responsibilities. We are staunch proponents of equal opportunity, prioritizing talent and competence above all else. This is a foundational principle that we wholeheartedly uphold.

• The happiness of our employees is of paramount importance to us. An enthusiastic and motivated workforce is crucial to the success of any organization. We often ask a fundamental question: "Do you eagerly look forward to coming to the office every day?" A positive response to this query typically indicates strong engagement and dedication to one's work, a quality we highly value.
• In terms of work-life balance, we acknowledge that there are days when extra effort is required from our employees. Eveready operates on a five-day workweek, from Monday to Friday, with some Saturdays occasionally designated for collaborative brainstorming sessions. Our corporate culture strikes a balance between professionalism and informality, exemplified by our relaxed dress code.
• While we honour our roots as a traditional legacy company with 117 years of experience in manufacturing and sales, we are actively transitioning into a contemporary, new-age organization. As for work-life balance, we believe we are heading in the right direction. We recently conducted a comprehensive employee feedback study, which revealed that while work-life balance remains a challenge for all, we are making positive strides in this regard. Our leave policy is structured to encourage employees to take time off, with leave accumulation capped at a maximum of 15 days per year. This approach ensures that our team members utilize their entitled leave, enabling them to spend quality time with their loved ones.

Furthermore, we have introduced a parental leave policy that extends leave benefits to fathers, acknowledging the importance of paternity leave. In all our endeavours, we strive to create a supportive and comfortable environment, where our employees can be active participants in the Eveready journey.

To achieve sustainable success, what reskilling and upskilling initiatives does Eveready implement for its employees to adopt new technologies and enhance productivity?

Any organization striving to progress must bring its employees along, as it's imperative to provide opportunities for their growth. In today's world, technology plays a pivotal role in our lives, and it has permeated every aspect of our operations. For instance, a few years ago, our HR operations were entirely manual, but within a short span, we transitioned to a mobile app system. This mobile app empowers our employees to manage their HR functions independently, reflecting our belief that HR is not just an operational function but a strategic business role.

• Another key development is the complete digitization of our performance management system, which is now accessible online. In the realm of sales and marketing, we've seamlessly integrated operations onto a comprehensive dashboard.
• Additionally, we are in the process of transitioning from an Oracle-based platform to an SAP-based one, illustrating our commitment to embracing and integrating technology. What's vital in this journey is the inclusion of our existing employees. They are an integral part of our technology adoption and adaptation efforts.
• For example, one of our regional sales heads, a critical position in our organization, was cultivated from within our ranks. We have seen management trainees evolve into general managers of marketing, now responsible for handling entire categories. This exemplifies the wealth of talent within our company and numerous instances of employees transitioning across roles and regions, continuously exploring and harnessing their potential. Our goal is to ensure that our employees evolve with us, as we all collectively grow and thrive.

Are there any innovative initiatives or programs on the horizon at Eveready Industries that aim to further advance gender equality and diversity within the organization?

We prioritize diversity with a strong emphasis on key aspects such as our strong commitment to our corporate social responsibility (CSR) activities. We actively collaborate with numerous non-governmental organizations (NGOs) that are dedicated to advancing inclusivity. We aim to support these NGOs in nurturing talent, creating sustainable livelihoods, and fostering valuable skills. This strategic partnership allows us to harness these talents and skills within our organization, creating a platform for employment. This represents our approach to fostering inclusion moving forward. Our journey in this regard began a couple of years ago, and we are confident that, in the coming years, we will witness a more inclusive and diverse workforce. 

Regarding diversity, our focus is crystal clear. While we undoubtedly prioritize recruiting individuals with exceptional skills and competencies, there is a unanimous consensus among our management team that we must enhance the representation of women in leadership roles within our company. Every member of our workforce, both male and female, possesses significant competence and consistently delivers valuable contributions to the company. Our commitment is to encourage and empower every employee, especially women, to continue delivering productive work.

Regarding innovation, our strategy involves several components. First, we have the traditional pipeline from the campus. We also maintain an internal growth program that is already operational. Simultaneously, we conduct skills training as part of our CSR initiatives, and we provide internal training to facilitate professional development. All these aspects combined create a multi-pronged approach that positions us favourably. We are currently on a promising trajectory, outperforming many other companies in the manufacturing sector. We acknowledge the industry standards, but we aspire to continually improve and enhance our approach.

While this journey is centred around diversity and inclusion, I'd like to emphasize that my conviction drives my commitment to these principles. It's not just about achieving a specific percentage or fulfilling an obligation; it's about recognizing and appreciating the remarkable contributions that women have made in various roles over the years. This isn't a mere statement; it's a reality I've witnessed firsthand, not only during my tenure as the HR head of Eveready Industries but also in other organizations.

Without bias, it's evident that when the right person is in the right role, we witness sincerity, dedication, punctuality, speed, and high-quality work. We firmly believe in offering equal opportunities without pigeonholing employees into specific roles based on their gender. The mindset that dictated which roles were suitable for women and which were not has evolved significantly, and this transformation is embraced by all. For example, we've notably shifted our focus to sales and marketing, which traditionally involved more outdoor activities. We acknowledge concerns about whether female employees could handle the physical aspects of these roles. However, we firmly believe that gender should not be a determining factor.

Any individual, male or female, with the talent, competence, ownership, enthusiasm, and the right attitude, should be allowed to excel in any role. Our commitment to providing equal opportunities is what propels our organization forward, enabling us to reach new heights.