Divya Amarnath

Navigating Workplace Harassment: Awareness and Carefulness for Female Employees Sexual harassment in the workplace is a troubling issue that affects countless women around the world, including in Indian corporates. While legal frameworks like the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act) exist to protect employees, it is crucial for female employees to be aware of their rights and to take proactive steps to protect themselves. This blog aims to raise awareness and provide guidance on how female employees can navigate and safeguard themselves in the workplace. Real-Life Scenario: A Case Study Meet Asha, a senior software developer at a leading IT firm in Pune. Asha had worked at the company for four years and was known for her dedication and professionalism. However, her situation changed drastically when the company owner, Mr. Kapoor, began making inappropriate comments and advances. The harassment escalated to physical molestation, with Mr. Kapoor touching Asha inappropriately. Asha felt trapped, fearing retaliation and doubting whether her complaint would be taken seriously without hard evidence. Awareness: Know Your Rights You can familiarize yourself with the POSH Act: The POSH Act requires that you form an Internal Complaints Committee (ICC) in companies with more than 10 employees. This committee is responsible for addressing complaints of sexual harassment. Understand the provisions of the POSH Act, your rights under the law, and the procedures for reporting harassment. Know the Reporting Channels: Identify the designated points of contact for reporting harassment within your organization. This could be a member of the ICC, the HR department, or an external helpline. Carefulness: Proactive Steps for Safety Seek Support from Colleagues: Confide in trusted colleagues or friends within the workplace. Having a support system can provide emotional strength and corroborate your experiences if needed. Set Boundaries: Be clear and assertive in setting personal boundaries. If someone’s behaviour makes you uncomfortable, communicate your discomfort directly and firmly. Avoid Isolated Situations: As much as possible, avoid being alone with individuals who make you uncomfortable, especially in isolated settings like after-hours meetings or social gatherings outside of work. Educate Yourself and Others: Participate in training sessions on workplace harassment and encourage your peers to do the same. Knowledge empowers you to recognize and respond to inappropriate behaviour effectively. Together, we can build workplaces where respect and safety are paramount. If you have faced a similar situation or have insights on how to handle it, please share your experiences. #WorkplaceSafety #SexualHarassment #Empowerment #POSHAct #WorkplaceCulture #Accountability #Support Let's create safer workplaces, one step at a time. 🌟

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Evolution of the #CHRO role in India is an insightful article. Of the trends highlighted in the article, two stand out and make me curious. Firstly, the rise of female CHROs is encouraging, but what is the underlying factor? Is it merit-based hiring or positions set out for women only? Additionally, we should deep dive into the impact of this trend on business performance. The quote, "CEOs and boards expect CHROs to be their proactive and strategic advisors, bringing a 'business ownership' mindset as opposed to focusing only on the HR agenda," should be a wake-up call for all #HumanCapital professionals. Another valuable insight is the underrepresentation of CHROs on #boards. The strategic value of Human Capital professionals goes beyond hiring and retention and is an untapped potential. I hope several people read this article and give CHROs a chance. 😀 #breaktheglassceiling Thank you, Atul and Sachi, for your astute viewpoint.

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Along with my colleague Bhaskar Das, I facilitated a client workshop with their top team. The HR head is a keen OD practitioner as well, and was (as per his note) learning from us along the way. Facilitation skills are learnt over time and each of us need to develop our own style. But some core concepts are useful to remember. At Think Talent Services, we tend to use some principles in facilitation, as in much of our Talent Management work. 1. The Carl Roger's philosophy : Help the helpee help themselves. (Our translation: Any individual or team must set their own agenda and actions, and work through the path themselves, with some nudges and insights from facilitators) 2. The Flow Model : Happiness comes from a deep immersion in one's work and challenges, and should be in the zone of stretch capability. (Our translation: The individual's or team's capability is a key ingredient in the equation of optimal performance, and must be examined with an clinical eye of external facilitators. There is no point in taking any team down a garden path) 3. The facilitator must first think of the client and the effectiveness/outcome of their work than creating an impression of goodness only. (Our translation: Sometimes facilitators can get caught in their own worldview, survival needs and the need to be appreciated as a facilitator, and can lose the larger purpose) We work with many clients and have a pool of great facilitators who work as part of our extended team. They all have their own styles, akin to leadership. There is no one facilitation style, one has to learn to develop one's own style and be comfortable with it. Not all those who come across you as a facilitator will 'like' that style, and many will love it, and find it useful. So choosing one's own path as a facilitator and coach is key to effectiveness. Here is a video about different styles of "orchestrating". This is one of my favourites and has helped me learn a lot in working with teams, as a leader, and as a facilitator. #facilitation #leadership #topteams Saurav R Mohanty Supreet Malhotra Rustom Vesavevala Shivin Tikoo Bhaskar Das Joe Chacko https://lnkd.in/gK3iq9Wm

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Action from last week - Wrapping up an insightful two-day L&D Conclave at IiPM, Indian Oil Corporation, with a powerful valedictory address by Pavitra Singh, CHRO at PepsiCo. She emphasized that transformation begins with a personal commitment—no one can truly be taught to transform without it. Key points included: - 70-20-10 Model: While on-the-job learning remains pivotal, AI-driven context, agility, and curated engagement are reshaping the 10%. - Coaching and Peer Learning: Embracing digital coaches, reverse mentoring, and platforms like Gloat to foster networked learning. - "Outside-In" Approach: Bring industry insights through guest speakers, externships, and cross-industry tours. - On-the-Job Adaptation: Driving growth with cross-functional projects, shadowing, and real-world exposure. Her message underscored the evolving nature of L&D in today’s agile, AI-enabled world. I am thankful for this enriching experience! Thank you, Vipin Jain and Shiv Shivakumar, for enabling this session. Surajit Bit - Thank you #LearningAndDevelopment #Transformation #GreenEnergy #Leadership

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A rather nice thing happened to me last Friday. As we were winding up after completing an employee engagement festive quiz for a corporate client in Kolkata, a senior participant came up to me and said, "Souvik, I really enjoy your quizzes. You ask questions from things that are known to us, yet often unknown to us in some way. I always felt that quizzes were difficult and questions were asked on nerdy subjects, but your quizzes have changed my perceptions. This is the third year you hosted this quiz for us and I have liked them every year. Also, I like the way you encourage the teams to attempt your questions and you look genuinely happy when someone gets it right. Hope to participate in your quiz next year too." Thank you Sir for your nice compliments and I also hope to see you next year. You made my day! As a quizmaster, I have always believed that most questions in a quiz, if not all, should be from topics which majority of the participants have heard of. And, this is something I try to incorporate in every quiz I do. Also, I am REALLY happy when my questions get answered as a correct answer always shows a connect among participants, audience and quizmaster. Thank you Sir for your kind words, they will serve as encouragement for my future quizzes. #Quiz #Quizmaster #TriviaTales #employeeengagement #funatwork #corporatequiz

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Can technology solve needs of all what humans want in workplace? I was part of a round table moderated by Mrigank Tripathi yesterday as part of Future Forward conference curated ETHRWorld. While the discussion was all about how & what can tech enable in HR space. Many usual and innovative expectations right from recruitment marketing to attract talent upto giving right exit experience. It's a journey where end expectation is an ideal state of tech taking care of right talent to be picked from market with JD in place TO doing a level 3 of Kirk Patrick assessment for L&D funtion TO derive insights from talent heat mapping to unearth potential attrition with all of it having reliability score of 100 and the goal post keeps changing. Basically, digitalization and democratizing HR processes so that HRs become more strategic & transformational and less transactional. There is another question for which many vague answers came but nothing concrete to my personal view which is about Humans, satisfying mind, heart and soul in workplace. How much future forward we go with what ever technology we bring, satisfying mind soul and heart is never possible without authentic humane touch. It's imperative for HRs to clearly understand where to pause Tech interaction with employees and where HRs need to begin their intervention & interaction with employees. We should not forget HR is in the business of managing humans and not merely technologies. Thanks Madanmohan Mahendru Aditya Chopra★ Ayush Kumar for making me be part of this and seamlessly ensuring delegates presence. #hrtech #chatgpt #genai #llm #futureofwork #futureofworkplace #futureofHRM

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I am delighted to share insights from our recent panel discussion at MMR by Retailers Association of India (RAI) on Redefining Your Organisation’s Employer Branding! A heartfelt thanks to my fellow panelists Aniruddha Mahajan, Binny Ashish Mathen and Nabamita Banerjee for thought provoking and value-adding insights.   We delved into the critical role of a well-defined Employee Value Proposition (EVP). When creating an EVP, it is important to ensure that the EVP helps to differentiate the organization from competition. Also, it is critical to ensure that the EVP attributes are attractive for the current and prospect talent pool along with believability that it exists in the organization. In case the attribute is aspirational, then there must be a clear plan of action to deliver it. This leads us to the importance of ensuring that the EVP is authentic and tailoring our employer brand to reach the desired talent pool effectively.   One powerful strategy we explored was leveraging employee advocacy. When employees are passionate about their workplace, they become authentic ambassadors, spreading the word to potential candidates and on social media. It is vital to encourage open communication at all levels, ensuring that every employee feels connected to the brand narrative.   We also discussed the necessity of creating specific brand promises that resonate with different generations. Understanding what drives each demographic allows us to build a more inclusive and appealing workplace.   Aligning our branding efforts with overall business strategy was another key point. Our employer brand should reflect and support the organizational goals, ensuring consistency across all messaging.   Finally, we must measure the success of our employer branding strategies. Employee referrals indicate how employees perceive our employer brand. Metrics and feedback loops are essential to understand what works and where we can improve.   This discussion was incredibly insightful and it was value-adding to learn from everyone. Thanks to Venkatesh GR for enabling the opportunity and Jeeva Balakrishnan for the guidance. A huge thank you to my fellow panelists and the organizers for creating such an engaging platform. #EmployerBranding #HRStrategy #hr #talent #rkbytes #EVP #mmr2024 #ManningModernRetail2024

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🌟 Did You Know? 🌟 A recent McKinsey report highlights a powerful insight: companies in India that embrace diversity, especially in leadership roles, experience a remarkable 35% boost in business performance. 💼📈 This statistic underscores the importance of gender diversity in the workplace. When we create spaces where women can lead, we drive not only equality but also greater innovation, decision-making, and overall success. At Aaraambh, we are committed to fostering inclusive workplaces where everyone has an equal opportunity to thrive and contribute to the company's growth. Let's empower more women to lead and witness the transformative impact together! 💪✨ Seema Chauhan #DiversityAndInclusion #WomenInLeadership #BusinessPerformance #Aaraambh #Empowerment #EqualOpportunity #LeadershipMatters

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🎙️ Episode 1 of my podcast "Decoding Mindset with Samyak Jain" is live!! It was a pleasure having Saurabh Shah, Director Head of People Ops at KRAFTON India, as my first guest. With over 20 years of experience in building high-performance teams and driving workplace innovation, Saurabh’s insights into leadership and organizational transformation were truly enlightening. We dive into: -The art of internal and external leadership, guided by timeless philosophies like Neetishastram, Samarpanshastra, and Netritva. -Reimagining people management in the age of AI. -Bridging the gaps in the current education system. -How technology and human empathy can coexist to shape the future of work. The conversation is packed with thought-provoking ideas and practical advice for anyone looking to lead with impact and purpose. Watch the full video here 👉  https://lnkd.in/gGMH7PsP I’d love to hear your thoughts! Share your biggest takeaways and let me know what topics or guests you’d like to see in future episodes. #DecodingMindset #Leadership #FutureOfWork #AIInHR #PodcastLaunch

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My insightful chat with Diksha Bhojwani on Employee Engagement I recently had a fantastic conversation with Diksha Bhojwani, a Senior HR Leader, about the secrets to unlocking employee engagement in today's ever-changing workplace. Here are some key takeaways from our discussion: * Engagement Redefined: We spoke about how engagement is no longer just a buzzword, but a crucial indicator of a company's health and employee happiness. * Building Connections: Diksha shared innovative initiatives that foster meaningful connections between employees and their leaders, promoting valuable conversations and knowledge sharing. * The Power of Recognition: We discussed the importance of structured recognition programs to celebrate achievements and milestones, boosting employee motivation and satisfaction. * Empowering Through Training: We explored the value of investing in employee development through training programs, both technical and personal, while providing clear career advancement opportunities. * Holistic Wellness Matters: Diksha emphasized the critical role of employee wellness programs in promoting mental, emotional, and physical health, leading to a more motivated and well-rounded workforce. This conversation really highlighted the importance of taking a comprehensive approach to employee engagement. If you're looking to transform your candidate-to-employee journey, be sure to check out Leap Onboard (https://LeapOnboard.com)! #EmployeeEngagement #WorkplaceWellness #CareerDevelopment #Recognition #Podcast #LeapOnboard

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Just wrapped up an epic session last evening with two of the sharpest HR minds I know — Ramesh Soundararajan and Somnath Baishya— where we dove into their book, Thriving on Talent. We brought the real talk on HR, leadership, and everything that’s broken (and fixable) in talent management. Here’s a sneak peek of what we unpacked during the session: ⚡ Why cookie-cutter HR strategies FAIL in the Indian context—and what actually works. ⚡ The capability framework that’ll transform how you think about growth and change. ⚡ How to ditch policy-driven HR and build #humanfirst, experience-driven cultures. ⚡ The secret to balancing #purpose, #profitability, and #people strategies. Their stories, frameworks, and practical advice will make you rethink how HR and leadership should truly function in today’s evolving workscape. Missed the live session? Don’t worry, watch it here: https://lnkd.in/gAYfDM_D Trust me, whether you're in HR, a business leader, or someone who’s passionate about shaping the future of work, this session is a must-watch. Let me know what resonates most with you in the comments! 💬 #Leadership #TalentManagement #HRInsights #FutureOfWork #HR #PeopleStrategy #Leadership #Culture #ThrivingOnTalent #HRTransformation #GrowthMindset #RealTalk #HappinessHabits #HappinessAtWork #OurHappinessMatters

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Came across this article, "The Power of Proximity: How the Company You Keep Shapes Your Success" by Bala Sathyanarayanan in Fast Company. It discusses how the people around us impact our personal and professional growth. That success, intelligence, and work ethic are not developed in isolation but influenced by our social circles. Here is the link - https://lnkd.in/dwetjpvN Bala explains that the behaviors, attitudes, and even habits like work ethic, intelligence, and success are contagious, based on the concept of "social contagion." Studies show that we tend to adopt the behaviors and mindsets of those closest to us, whether it’s healthy habits or professional ambition. Key points include: Work Ethic: Surrounding yourself with hardworking, motivated individuals naturally elevates your own drive and standards. Intelligence: Engaging with intellectually curious people encourages you to question, learn, and grow, broadening your perspectives. Success: Being close to successful individuals exposes you to their strategies and mindsets, instilling confidence and the belief that success is achievable. He also stresses the importance of choosing your social circle wisely. You should seek diverse perspectives, engage in continuous learning, and prioritize relationships that push you to grow. And be courageous enough to make changes in your social circle if your current relationships don’t align with your goals. Thank you Bala. I am glad that I'm in your circle

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Hi folks, in this podcast with Nanjunda Palecanda P we look into the future of organisations and HR. Well I don’t think it is easy to predict the future, but I try and take a stab at it! 🙏🏽

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Did you know healthcare innovation in India presents a substantial $30 billion opportunity? Primarily driven by pharmaceutical services and health technology. While biotechnology and medical technology sectors are emerging, they show promising growth. In recent years, there has been a notable shift in investment focus. - Pharma services continue to attract significant interest, while investments in medical technology and biotechnology are gaining traction. - Investors are increasingly prioritising positive unit economics in health technology. Projections suggest that the innovation landscape could expand to a $60 billion opportunity by FY 2028. This growth is anticipated to be accompanied by structural changes in the ecosystem, such as consolidation, realignments in profit distribution, and collaborative partnerships. Follow: C-SUITE PARTNERS PL Website: www.c-suitepartners.com #CSuitePartners #Healthcare #India #HealthcareInnovation #HealthTech #BioTech #MedTech

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Did you know healthcare innovation in India presents a substantial $30 billion opportunity? Primarily driven by pharmaceutical services and health technology. While biotechnology and medical technology sectors are emerging, they show promising growth. In recent years, there has been a notable shift in investment focus. - Pharma services continue to attract significant interest, while investments in medical technology and biotechnology are gaining traction. - Investors are increasingly prioritising positive unit economics in health technology. Projections suggest that the innovation landscape could expand to a $60 billion opportunity by FY 2028. This growth is anticipated to be accompanied by structural changes in the ecosystem, such as consolidation, realignments in profit distribution, and collaborative partnerships. Follow: C-SUITE PARTNERS PL Website: www.c-suitepartners.com #CSuitePartners #Healthcare #India #HealthcareInnovation #HealthTech #BioTech #MedTech

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Empathy : The Key to Organisation Success In today's fast-paced and interconnected world, the importance of empathy in the workplace cannot be overstated. An organizational culture that values empathy fosters stronger relationships, enhances communication, and ultimately leads to increased employee satisfaction and productivity. Let's explore the significance of building a culture of empathy in organizations and provide actionable strategies to cultivate this essential quality. First things first; Empathy is beyond sympathy! Empathy is the ability to understand and share the feelings of others, and willingness to see things from another person's perspective. In the context of the workplace, empathy involves recognizing and resonating with the emotions and experiences of colleagues, clients, and stakeholders. Benefits of an empathy driven Culture in organisations: 1. Enhanced Communication 2. Improved Teamwork 3. Increased Employee Engagement 4. Better Customer Relationships 5. Conflict Resolution 6. Innovation and creativity 7. Employee Wellbeing Let's dive into strategies for Cultivating Empathy in Organizations 1. Lead by Example: Organizational leaders play a crucial role in modeling empathetic behavior. By demonstrating active listening, showing genuine concern for employees' well-being, and practicing open communication, leaders can set the tone for a culture of empathy. 2. Provide Training: Offer workshops and training programs that focus on empathy, emotional intelligence, and effective communication skills. Encourage employees at all levels to develop their empathy skills through practice and feedback. 3. Encourage Perspective-Taking: Encourage employees to step into each other's shoes and consider different viewpoints. This practice can help cultivate empathy, broaden perspectives, and foster a more inclusive and understanding workplace culture. 4. Celebrate Diversity: Embrace diversity and inclusion in all aspects of the organization. Recognize and celebrate the unique backgrounds, experiences, and perspectives of employees, fostering a culture that values and respects differences. 5. Create Opportunities for Connection: Foster opportunities for team-building, social events, and collaborative projects that encourage interpersonal connections and relationship-building. Personal connections can deepen empathy and strengthen bonds among colleagues. Embrace empathy as a core value, and watch as your organization thrives on a foundation of understanding, compassion, and connection.

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Having quite a pathetic experience with #porter.in. Promised me a delivery between 8 and 12 days. I started following up from the 10th day. There were no status updates from them between Day 1 and Day 9. Day 10: Call center employee looks at the status and says date of delivery will be 11th (12 days after my pickup). I asked them to let me know the time at least 24 hours before. Day 11: I call them up once again to understand the status. Call Centre agent talks to vendor. Vendor was clueless and asked time to get back by 1 PM. Day 11 - 3 PM: I call Porter again as I did not receive a call from vendor. Call back did not come for the next 40 mins. Meanwhile a "Regret Text" comes that my delivery will be delayed and the new date is 12th (a day after the maximum committed time). Day 11 - around 5 PM: Call centre "call back" received giving the same old recorded update that the system shows the materials will reach me on 11th (the maximum committed date). No one has any clue on where the material is and each stakeholder is just making random commitments on when the material would reach. I, as a customer should be "understanding" as: 1. #porter.in can commit any delivery date and expect me to adjust my schedule as customers are assumed to have no jobs (and keep adjusting to their schedule) 2. #porter.in expects customers to also resort to expensive options as their vendors for packing and moving will take their own time to deliver the household materials 3. #porter.in will not keep a check on quality as they expect the customers are expected to follow up to show urgency in an already extended timeline of delivery committed 4. #porter.in should be made payments on time but they will not deliver materials on time. Customers should pay a "minimum benchmark premium price" and #porter.in will not be liable for any fines and refunds if they give poor service. Pranav Goel, Uttam Digga (update 11/11/2024): A call was arranged with your vendor in presence of your call centre associate today. The vendor has apparently not moved the item from the pick-up city and was rude in responses and unapologetic for missing timelines. The vendor is now not giving any timelines or deadlines for the same Pranav Goel, Uttam Digga Update (12/11/2024): Call Centre associate informed that the matter has been escalated and the materials will reach my residence tomorrow. However, I have asked for the approximate time of delivery. #porter should understand that customers like their employees have jobs too. Pranav Goel Uttam Digga Update (13/11/2024): Call received from call centre associate followed by the driver that material will come today. Driver connected to understand the suitable time of delivery.

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In our latest podcast, I had the pleasure of interviewing Diksha Bhojwani, a highly accomplished Senior HR Leader. We discussed the pivotal role of communicating a company’s culture, mission, and vision to new hires, both before and after they join. Here’s what Diksha shared: 🔹 Clearly Defined Company Values, Mission, and Vision: These are essential for communicating and assessing cultural fit in candidates. 🔹 Role Expectations and Growth Opportunities: Defining how candidates fit into the organization and highlighting growth opportunities can significantly enhance their connection. 🔹 Post-Hire Alignment: Regular check-ins, feedback, and engagement activities are crucial for ensuring new employees stay aligned with the company’s goals and values. If you’re ready to transform your recruitment process, reach out to us at Leap Onboard (https://LeapOnboard.com) and let us help make your candidate-to-employee journey smooth and efficient! #EmployeeOnboarding #CompanyValues #CultureChampions #LeapOnboard

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What a match to experience and profound learning. Snapshot of my learning. What is yours? Share & Inspire us!

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