D&I Leadership Interview: Vieshaka Dutta, Publicis Sapient

How would you link the terms strategy, innovation, and productivity to diversity?

A study shows that a gender-diverse organization is usually 15% more productive than other organizations in terms of strategy and innovation. In contrast, consistent studies over the years show that ethnically-diverse organizations are 35% more productive. This strategy promotes productivity. Further, propagating a monoculture would mean everybody is thinking alike, thus crushing creativity. 

“If organizations hire people of different life experiences and skills, it will provide an innovative edge required for high-end achievement.”

Diversity in an organization also protects it from unforeseen risks. For example, an organization I worked for suffered severe backlash from a particular section of society due to insensitivity in the marketing of a product. This was despite their monopoly in the industry and despite having the best advertisement agency and the best marketing minds. The organization thus runs the risk of losing a section of its client base. Diversity hence also acts as a risk-management strategy.

What policy level or other dimensional improvements should be made to existing policies to promote equity in the workplace?

Our organization endeavours to create happiness. So, we had to ensure our policies aligned with employees to create flexible policies where people can perform without being bound by very strong boundaries. Our benefits system is overarching and broad; they include not only hospitalization but also hormone replacement therapy, cochlear treatment, homeopathy, psychiatric treatment, etc. When organizations support them through sickness or mental health challenges, people will be super happy and charged to be back to work once they are better. That is the advantage you will have. That is where diversity, equity, inclusion, and the result of belongingness are something that we have to build.

How do you design a DI&B policy in an organization where the definition is so large or overarching? What are some such initiatives in your organization?

I think it comes with knowing who your stakeholders are and your context in the organization. And this includes your customers. First, it is necessary to do a SWOT analysis and assess data on how we function currently. Next, focus on providing a good platform - an equal and equitable platform to the underrepresented groups. Finally, take relevant and doable goals year on year. It takes about three to four years for every DI&B charter or program, or strategy to sink in, settle, and operate. Then it is a culture change or a cultural evolution.  People need to see their role models showcase that behaviour to emulate it. Finally, we take feedback for every initiative and program that we do, and hence the net promoter score kind of tells us how it has been received.

We have gender programs exclusively for women like Hawthorne, a Hackathon where 400 plus women participate. In addition, we have programs on mental health, the inclusion of the LGBTQ community, people with disabilities in the organization, and for employees who were recruited recently and the ones who have been with the organization for 20+ years to familiarize people with different experiences across multi-generations.

Tell us about the projects and initiatives you carry out personally.

I have multiple all-India groups on women, mothers, single parents, LGBTQI+, and their advocacy. 

“Urban families, as nuclear families, are more isolated now more than ever. I think community support can change people's lives and support people in times of need.”

When I was a new mother and a working woman, it came with its challenges. I was able to launch a community program for parents, which helped mothers as well as fathers. In addition, it started addressing issues of men having caregiving rules. I am also very proud of the work that I have contributed to the LGBTQI+ inclusion space in generating awareness and acceptance in people. I am also pleased with the work we are currently doing on accessibility.

What does it take to create a safe inclusive workplace and normalize the organizational experience for everyone at the workplace?

Creating a psychologically safe environment, being vulnerable and accepting our insecurities and biases. With that will come the will to create an inclusive environment. As long as we have that goal, we are building an empathetic workplace. I think that creates the culture for inclusion, diversity to thrive, equitable practices, and a sense of belonging for everyone.