‘Belonging’ can break barriers, build lasting connections!

We spend a sizeable portion of our active time at work, where we are able to foster many professional connections. The COVID-19 pandemic has reshaped and brought in what we call the “new normal”. It has not only been a health crisis, but a socially and mentally challenging time as well. We have had to get used to new realities and new ways of working. The line between work and home responsibilities has blurred and therefore all of us have been putting in longer hours. Decreased engagement, a heightened sense of isolation and reduced social interactions have become a big reality. 

Therefore, fostering greater inclusiveness has become even more critical for a diverse set of employees who face different challenges. In addition to an inclusive work culture, we need to build a support system where employees feel that they ‘belong’. At Diageo India, we always put people at the heart of everything we do. We believe when employees feel accepted and connected to their peers and co-workers, a sense of purpose is effectively established.

It is important to build ‘Belonging’ as an integral part of the work culture  

‘Belonging’ ensures a feeling of connectedness to a group or community. In the context of the modern workplace, it signifies the fact that one can bring their authentic self to work. People feel supported and cared for and have the confidence to speak up. It is about creating a work culture where we can amplify people’s voices, clear out barriers and appreciate each other for our unique backgrounds. It also means inspiring people to be compassionate to each other.  

Inclusion, Diversity & Belonging are at the core of Diageo India 

We truly feel that people’s wellbeing, stronger connectivity and greater inclusion make for better business and a better world. This is evident from our progressive policies such as the 26-week paid Family Leave Policy, which is applicable for all new parents, irrespective of gender and/or sexual orientation. Our Wellness Policy focuses on insurance benefits for same-sex and live-in partners, along with surrogacy and fertility treatment benefits for all. 

We have been setting benchmarks in the Alco-Bev industry consistently. 50% of our executive leadership team and 31% of the top India Leadership Team are women. Last year, our employees launched “EKA”, an employee resource group, which works together to further our I & D agenda. We also have the “Spirited Women’s Network”, a “By women, For women” resource group. The aim is to support women to overcome workplace biases and barriers, empowering them with the right information and support to be able to thrive. 

At Diageo India, managers and team leaders have been at the forefront of the cultural transformation. We are committed to building a space where employees feel empowered. We understand that the presence of open discussions, positive feedback and encouraging mentorships, can lead to an environment where employees can be their authentic selves. In line with this, we understand that “Belonging” needs to be ingrained within our organization to resonate amongst employees; this is the need of the hour.

Building 'Belonging' through Diageo India’s INC (Inclusion) week celebrations 

Providing equitable opportunities and ensuring that employees are heard has been our focus for several years now. As part of our continuing efforts and to generate the right conversations at workplace, Diageo hosts ‘INC (Inclusion) Week’ globally. This yearly event shares insights, actions, and commitments on how as an organization, we can build a culture which continues to bring inclusion, connectivity, and belongingness across the organization. Befitting the time, this year’s INC week centres around the theme of “Belonging”. This is an occasion to encourage people to work towards creating a culture collectively and purposefully where everyone feels supported.  

I look forward to INC Week every year as we participate in various events and sessions together, all led by employees for employees. It’s a great platform for us to get outside-in perspective, to open our minds and encourage our team to understand how they can influence a culture which celebrates inclusion.

 “Belonging” is, after all, about how you feel at work. It is the emotional outcome of Inclusion & Diversity efforts, that creates a sense of purpose and community. When people feel like they “Belong” at work it means that they are likely to work better in teams, feel more included and therefore contribute wholeheartedly, resulting in their own success and for those around them. 

The one thing each one of us can remember is that creating a sense of belonging is about displaying our human values. It is about appreciating each other for our unique backgrounds, about being compassionate and kind to each other. Above all, we should never forget that what makes workplaces tick, is our human touch.