Interweave’s inclusion survey is a proactive way to intentionally solicit feedback from employees and measure perceptions of how “included” employees feel in their work environment. The audit covers quantitative and qualitative information about- Perceptions, Levels of satisfaction and Specific experiences among employees in the areas of diversity, equity and inclusivity in workplace.

It will identify critical work group issues if any that need immediate attention on priority. It is an ideal starting point for organisations that are in the early stages of developing a diversity strategy and a benchmark to measure improvements and effectiveness of initiatives at a later date.

It can also be an effective tool for organisations that have rolled out various D&I initiatives and would like to run a dip-stick to check the extent to which these interventions are actually translating into practices. It would mean that the employees are truly experiencing an inclusive workplace.

This brief workshop is intended as a candid conversation with the Senior Leadership in order to prepare them for the D&I journey. Leadership plays a key role in setting the context for diversity and inclusion in an organization and thus leading the transformation. This workshop introduces them to the business case for D&I, current perspectives and some of the progressive practices in the industry including what has worked well and what has derailed initiatives in other organisations.

This workshop explores how to build a gender balance in organisations. It helps participants understand the complexities that gender brings into organizational dynamics. It also focuses on the results that each form of diversity brings, its manifestations at the workplace and how to build a gender-balanced workplace.

Essentially designed as a Gender Sensitization workshop, it helps build Gender Intelligence amongst the participants who may be either managing or working in mixed gender teams. It focuses on conveying an enhanced understanding of the complex play of gender beliefs and its impact on our communication, behavior and interactions at work.

Thanks to technology, we are still adjusting to “work anywhere, work everywhere” approach. While most organisations have flexible work policies, many struggle with implementing them in an equitable manner. Managers who are unable to provide flexibility are seen as unsupportive and a general sense on ennui exists in the organization that in spite of policies, everyone does not get its benefits. Implementation of flexible work options has therefore been a challenge for many organisations.

As there is no one-size-fits-all solution, Interweave’s approach simplifies this otherwise complex task into a transparent and collaborative process where the responsibility is owned by the individual manager and his/her employee. By focusing the process on the nature of a client’s business and it’s unique operating requirements like client contact hours, data security, workflow and workload peaks/troughs etc., the process weeds out irresponsible requests ensuring seamless and equitable implementation.

Do reach out to us to understand more of our unique approach, in helping organizations implement flexible work arrangements.

The hiring process presents a tremendous opportunity for your organization to increase diversity. Yet ironically, it is at this stage that diversity is most often filtered out.

Appreciate the value of diverse applicants and assessing a diverse talent pool with sensitivity to their differences is something every hiring manager should be aware of. Whether it is assessing the potential of different resume structures or behavioural expectations at the interview. This also covers conscious attention to possible biases for the age, gender identification, height and weight.

Of the various stages in a woman employee’s career, pregnancy and motherhood is possibly the most vulnerable where organisations run the risk of losing valued employees if they are not supported through the process.

By way of structured and thoughtful interventions, Interweave helps to create an enabling ecosystem that supports women going through this important life and career stage. It is designed to enable their managers to appreciate the unique challenges of this transition and guide them through the process in a positive manner. Similarly, we help women prepare for the changes involved and be equipped to make the required transitions seamlessly.

Interweave’s e-learning module “Nine Months and More” is a ready reckoner of customized maternity guidance for both Managers and Employees.

Taking a step by step, practical approach to the entire process from the time the employee shares this news, to her return and settlement back at work with guidance and tips for both the manager and the employee. With appropriate coaching on demand, we can support both, the women and their managers, in preparing for maternity transition and her re-engagement back at work. Additionally we can support her to navigate the new demands as a mother and the requirements of the job during this period.

Using online survey tools and/or Focus Group Discussions, Interweave can assess a company’s various policies, programs, processes and practices around the subject, in a fair and objective manner, to give feedback on what has worked well and what could be improved for better retention of women. Programs and policies around maternity, paternity and parental leave, flexible work options, lactation support, childcare and so on are critical factors in building the ecosystem.

Interweave can review these policies to identify/recommend the most relevant and impactful ones and help to implement and scale them in the organization.

Mentoring is a proven way to integrate, develop and retain diverse employees. Mentors also benefit from the relationship. In addition to the intrinsic satisfaction of having made a positive impact in another person’s life, mentors benefit with a greater understanding of the challenges from another person’s perspective.

For organisations that are getting started on the initiative, Interweave will help to prepare mentors and mentees on the concept and practice of mentoring and how to make the most of it. By mapping out a process that includes a tool kit (mentor log and learning journal) to track progress of conversations and new learning outcomes, Interweave will map out a seamless approach with scheduled touch points and activities to “Manage” the process with built-in mechanisms to assess if the partnership is on track and to pre-empt challenges if any and address early.

The value of employee networks for support on personal and professional development opportunities for diverse groups is well documented. These self-driven employee groups are great to also provide community outreach, mentoring and supplier diversity. Most progressive organisations have initiatives in this regard. If you are looking to put together a Resource Group for your organization, Interweave can support to make sure you have thought of everything to make it a success.

Our first building block in appreciating and sustaining an inclusive workplace.

This is designed to help employees explore unconscious biases and how our assumptions and beliefs impact our choices. Using workplace situations, participants will explore how it plays out at work and the resultant implications around communication, innovation, hiring, engagement, and building organizational culture. While a bias is not necessarily a problem, it can become one if it prevents a leader from behaving in an impartial way, hence the need for a focused discussion on this topic.