INDIA DIVERSITY FORUM
EDELMAN
Employee Strength (India): 295 Full Time employees
DEI&B At Edelman
At Edelman, we know diversity, equity, inclusion, and belonging (DEIB) are integral to creating a vibrant culture and providing innovative solutions to our clients.
Diversity of thought, perspective, experiences, and background are key ingredients of a strong organization. Our success lies in our values and the ability to provide clients with strategic communications marketing counsel and
effective programs driven by a diverse and multi-faceted workforce. Our culture helps to foster an inclusive environment wherein differences are welcomed, appreciated, valued, and integrated into every part of our organization’s operation.
Global Initiatives FY 23-24:
Week of Belonging
Connecting across cultures is essential to navigating change in the world and driving success in our business. Some highlights from WOB 2024 included-
Cultural expert, Erin Meyer, helped us to decode various cross-cultural contexts to work more effectively across global cultures.
Numerous markets from every region hosted a Regional/Local Day of Action to connect and build community locally. Some activities included the “Human Library” in London, India’s Culture Speak initiative and Culture Potluck, Canada’s food tastings and culture boards, Latin America’s inspirational cross-market panel event, and many other moments.
Celebrating Women’s Day
GWEN recognized this moment by highlighting the voices of women from around the world through empowering panels. In addition, we also participated in a social campaign uplifting the year’s theme, #EmbraceEquity
Inspiring Inclusion with G.W.E.N
GWEN honored the resilience, achievements, and contributions of women worldwide. From insightful regional panels to exciting local events like speed networking and book giveaways, they defined, celebrated, and inspired inclusion this International Women’s Day and beyond.
Key Focus Area for DEI at your organization for 2023-24:
Ability’s mission is to create a culture and community where the unique expertise and strengths of people with disabilities, chronic illnesses and/or those who are neurodivergent can thrive. Through enriching experiences, we
shine a light on individuality and our collective power as colleagues, advocates, and allies for Ability and the value they bring to our work.
Equal’s mission is to inspire a diverse and inclusive environment that enables LGBTQIA+ employees to be their authentic selves and drives forward the firm’s business within the context of an evolving global society. The group
focuses on employee advocacy, business development and organizational culture.
Uplift champions and honors our diverse faith communities and their allies, recognizing we have more in common than not. We model kindness and encourage respect of spiritual beliefs and practices. We build bridges of
understanding to advance the common good and celebrate our diverse faiths. In doing so, we create a safe space for colleagues to comfortably live their beliefs and discuss faith in the workplace, to help normalize religious
conversations, and educate colleagues about inclusive faith-based practices and observances.
The Global Women’s Equality Network (GWEN) is an internal initiative with a mission to continue to foster an environment where women of all backgrounds can enjoy equal opportunities to grow, lead and succeed in and beyond Edelman. Since its inception in 2011, GWEN’s goal has been to achieve gender parity within our firm’s most senior levels, which was reached in 2021 with now more than 50% women in senior leadership around the globe.
Leading DEI Initiative: (up to 800 words)
Edelman’s Global Women’s Equality Network: Leading the Charge in DEIB Initiatives
Edelman’s Global Women’s Equality Network (GWEN) is an internal initiative with a mission to continue to foster an environment where women of all backgrounds can enjoy equal opportunities to grow, lead and succeed in and beyond Edelman. Since its inception in 2011, GWEN’s goal has been to achieve gender parity within our firm’s most senior levels, which was reached in 2021 with now more than 50% women in senior leadership around the globe. Efforts are underway to establish new goals and programs to provide opportunities, access and growth for women across all career levels at Edelman.
GWEN’s impact is evident through a variety of initiatives designed to empower women at all career levels.
Looking Ahead: New Goals and Programs
Having achieved gender parity in senior leadership, GWEN is now focused on establishing new goals and programs to further enhance opportunities for women across all career levels at Edelman. The network aims to provide more access to leadership development, mentorship, and professional growth initiatives. By continuously evolving its strategies, GWEN ensures that it remains at the forefront of promoting gender equality and fostering an inclusive work environment.
Conclusion
Edelman’s Global Women’s Equality Network is more than just an internal initiative; it is a testament to the firm’s unwavering commitment to DEI&B principles. Through a range of thoughtfully designed programs and events, GWEN empowers women to lead and succeed while fostering a culture of inclusivity and equity. As GWEN continues to set new goals and expand its initiatives, it serves as an inspiring model for other organizations striving to achieve gender parity and create supportive workplaces for all.
Your advice for organizations looking forward to working in this area: (key challenges, mistakes to avoid, what worked well for you, etc. brief answer up to 300 words)
Navigating diversity, equity, and inclusion (DEI&B) programs can be complex, but there are evidence-based actions that can be taken to create a more inclusive workplace. Here are some tips and pointers:
1. Express C-suite Commitment and Formalize Accountability:
• Leadership commitment is crucial. C-suite executives should publicly endorse DEI initiatives and hold themselves accountable for progress.
2. Adopt a Skills-First Approach to Talent Acquisition:
• Focus on skills and potential rather than traditional qualifications. This approach widens the talent pool and promotes diversity.
3. Diversify Talent Pipelines Through Work-Based Experiences:
• Offer internships, apprenticeships, or other work-based programs to individuals from underrepresented backgrounds. This helps build diverse pipelines.
4. Provide Family-Sustaining Wages and Benefits:
• Fair compensation and benefits are essential.
5. Communicate Skills-Based Career Pathways:
• Clearly outline career progression based on skills and competencies. This encourages employees to develop and grow within the organization.
6. Offer Voluntary DEI&B Training for All:
• Regular training on DEI&B topics helps raise awareness and fosters a more inclusive culture.
7. Listen to and Learn from Experiences of Employees:
• Create safe spaces for employees to share their experiences. Actively listen and use feedback to improve DEI&B efforts.
8. Invest Resources in Cross-Training and Upskilling:
• Provide opportunities for employees to learn new skills. Cross-training and upskilling enhance career mobility.
9. Create Mentoring and Sponsorship Programs:
• Pair employees with mentors or sponsors who can guide their professional development. This is especially beneficial for underrepresented groups.
10. Thinking Of DEI&B As a Function Of HR:
• Often, DEI&B initiatives reside solely within the HR department. Unfortunately, this can lead to their stagnation or eventual demise. To prevent this, organizations should integrate DEI&B policies and programs into all aspects of day-to-day operations, including marketing, internal communications, customer and supplier relationships, promotions, bonuses, conflict resolution, and team dynamics.
11. Classifying Diversity, Equity and Inclusion Together:
• While related, diversity, equity, and inclusion are distinct concepts. Diversity focuses on representation, equity addresses fairness, and inclusion emphasizes creating a sense of belonging. Organizations should address each aspect separately to create a comprehensive strategy.