Diversity, equity, and inclusion (DEI) have evolved beyond corporate checkboxes—they're now central to business strategy, employee wellbeing, and sustainable growth. Today, leading organizations are proving that inclusion isn’t just a calendar event—it’s a culture that must be cultivated every day.

DEI by Design, Inclusion by Choice

Kamal Bali, President & MD - Volvo Group in India, shares that they aim to build a space that is both diverse in design and inclusive by choice, where everyone feels welcome, valued, and respected.

“DEI is essential for every company because when people from diverse backgrounds join together, they bring unique perspectives that spark innovation, helping build solutions for a better future,” says Bali.

To support this vision, Volvo has launched a global ally network (V-EAGLE), inclusive health benefits, and gender-neutral parental policies. Bali emphasises that progress in DEI requires “ongoing training, constant evaluation, and improvement.”

“Diversity is more than just a number—it’s a driving force for innovation and a true sense of belonging.”

Inclusion Through Life Stages

At Fidelity International, DEI is about nurturing a culture where everyone feels welcome and empowered to thrive.

“Everyone has a role to play in building a diverse, equitable, and inclusive organisation,” says Ankur Mongia, DEI Lead – India.

Fidelity’s multi-layered approach engages regional and functional leaders to embed DEI at every level. Key initiatives include:

Equalised parental leave for all expecting parents, regardless of gender

Paid leave for caregiving responsibilities

Menopause support through cafés and awareness programs

A ‘Working Families Network’ for caregivers

A Buddy Scheme within the LGBTQ+ network for confidential peer support

Employee Assistance Programs supporting physical, mental, and financial wellness

“These programs, coupled with our flexible work model, ensure DEI is not limited to policy—but experienced in practice,” adds Mongia.

Embedding DEI into Everyday Culture

For Hitachi Payment Services, DEI is a continuous commitment—not a calendar-driven campaign.

“True progress begins when DEI becomes an everyday commitment—not just a campaign. It must be embedded into hiring practices, leadership behavior, business strategy, and how we listen to our people,” says Kavita Shrivastav, Director – Human Resources.

Their focus areas include:

Building psychological safety

Training leaders in inclusive behaviors

Using data and dialogue to track and scale inclusion

“Inclusion isn’t just representation—it’s belonging that scales.”

Anchoring DEI in Health and Innovation

At Providence India, DEI is seen as a catalyst for trust, innovation, and impact.

“Pride Month gives us a chance to celebrate, but our DEI commitment is year-round,” says Anita Alexander, VP – Engineering (Healthcare Intelligence).

“Diverse perspectives lead to better health outcomes—and research shows diverse leadership can increase innovation revenue by nearly 19%.”

Providence’s DEI framework is anchored in its mission—Health for a Better World—and supported by a formal charter, DEI council, and LGBTQ+ committee. Initiatives span:

• Diverse hiring panels
• Training on unconscious bias and microaggressions
• Gender-neutral facilities and equitable benefits
• Employee resource groups and inclusive policies

“Inclusion without action is just a promise,” says Alexander. “We track our progress through DEI dashboards, sentiment surveys, and leadership accountability—because creating belonging requires more than good intentions.”

Making DEI Business-As-Usual

These organisations demonstrate that when DEI becomes a part of daily business operations—woven into leadership, hiring, culture, and community—real change happens. Pride Month may bring DEI into focus, but sustaining it requires intentional actions all year round. The future of work is inclusive, and it starts with the everyday choices we make.