Serein is founded on belief that diversity and inclusion is a science not art. We are a team of scientists and sociologists who are passionate about driving better business outcomes through diversity. We partner with innovative and fast-growing companies to implement practical diversity solutions. By leveraging your employee data and the latest research, we identify conscious and unconscious barriers to an inclusive culture.
IN THE NEWS
Ishani puts it simply – “We don’t. We think physical is the only form, but sexist jokes are also sexual harassment – even on SMS, WhatsApp, or email messages.” She believes that it is an issue of culture at the company.
Ishani Roy, Founder, and CEO, Serein, a Bengaluru-based consulting firm that is using a data-driven approach to promote diversity and inclusion at the workplace, says, “The Uber incident highlights that ‘growth at all costs’ approach that has been glamourised doesn’t really work in the long run."
Ishani and Chryslynn of Serein are positively changing work culture, dealing with sexual harassment and taking diversity beyond the two genders.
“Most victims do not report due to fear of retaliation, embarrassment, lack of awareness and lack of confidence in the complaints mechanism,” says Ishani Roy, founder of Serein, a diversity and inclusion consulting firm in Bengaluru.
Class has many facets that affect employee’s recruitment and promotion in an organisation. In India, language, the accent with which English is spoken, sense of dressing and presentation are likely to influence a recruiter’s decision. Candidates that are assumed to belong to the higher class are thought to be worthy of being responsible for money, excelling at a task or seen as a representative of the best.
The Ladies Finger
Speak up against powerful, abusive men. Don’t cover for them, even if they’re mentors, family members, colleagues, or friends.They don’t need your support. Their victims do.
In a survey, Ficci and EY found that 36 per cent of Indian companies and 25 per cent of multinational corporations in India are not compliant with this Act. Even when companies form PoSH committees, parochial attitudes persist. It’s not uncommon to hear a business leader gripe that women use the law to their advantage or that it’s an unnecessary overhead for a business.
According to Chryslynn D'Costa, Head: Diversity and Inclusion at Serein, “Some companies believe that merely having an anti-sexual harassment policy or forming an internal committee (IC) implies compliance with the law. A common misconception of many employees is that the law only covers physical forms of misconduct." She told YourStory,
How then does one explain the helplessness of the victim or the urgency of the law to someone who had never experienced harassment? How do you explain the need for gender parity to someone who has never been on the receiving end of gender inequality?
Addressing microaggressions is not a finite endeavour but requires consistent efforts to build a culture where microaggressions are recognised in the moment and addressed immediately by leadership and colleagues. It balances the onus of building an equitable space to all members of the organisation.