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.
Serein partners with fast-growing companies to implement practical safety and inclusion solutions. We leverage your employee data and the latest research, to identify conscious and unconscious barriers to an inclusive culture.
Serein implements all mandated steps towards building a safe workplace in accordance to the Prevention of Sexual Harassment laws. Our team currently serves as external members for over 80 organizations. Our interactive, sensitization workshops on the law have trained over 10,000 participants. Additionally, our content on prevention of sexual harassment and culture are used by over 100 companies.
IN THE NEWS
Serein helps organisations overcome their conscious and unconscious barriers of inclusive culture through their e-learning platforms, inclusion labs, women acceleration and gender sensitisation programmes.
It is important that you find out if your company has a ICC in place. —Chryslynn D’Costa, head, diversity and inclusion, Serein
“our mind relies on short-cuts, which include making quick and snap judgements,” says Chryslynn D’Çosta.
“Since startups are focused on skill they can actually look at returning mothers as a great talent pool,” Ishani says.
The study focused on startups in India, and how they are building inclusive climates and organizational cultures to ensure employee engagement and retention.
With rapidly growing participation of women in the workforce, it is imperative for organisations to ensure that they provide safe workplaces, free from any form of sexual harassment, to their female employees, in order to further improve this welcome participation.
In the past, we thought of sexual harassment as isolated cases of bad behaviour by a few individuals. But it is becoming clear that a male-oriented workplace culture figures very heavily in a majority of these cases.
“It is natural to be attracted or feel a sense of closeness to a colleague since we spend most of our time at the workplace,” explains Chryslynn D’Costa, head, diversity and inclusion, Serein Inc.
Start by calming the voice in your head that makes you wonder, “Am I overreacting?” “Why am I so sensitive?” Take a moment and acknowledge your discomfort—it’s a start to respecting your own personal boundaries.
There is something innately wrong about the way harassment is portrayed in the media and the effect it has on the reader
80% of women who experience harassment leave their jobs within two years. These women often choose to work in an environment perceived to be safer, but perhaps disconnected from their field of interest.
Recognizing the impact that even subtle acts of harassment can have on the mental and emotional welling of the person facing the harassment, the law recommends an innovative redressal mechanisms. The institution of an IC in every organization ensures that complaints are addressed to in respectful and diligent manner
In my work on organizational inclusion and safety, I have met an increasing number of leaders who believe that the success of an organization is not only dependant on business development or productivity alone but also on the culture of the workplace.
Chryslynn D’Costa, head, diversity and inclusion, at consultancy firm Serein, says recommendations for disciplinary action have to focus on correcting behaviour.
While the cleanliness of the Mumbai local or the Delhi Metro may be up for debate today, this incident taught me a lot about organizational culture – It starts with picking up the little chocolate wrapper
With the current attitude towards women in workplaces, we have to equip ourselves with stronger weapons to fight implicit biases and explicit social norms.
Despite advances, including legislation, over the past few decades, many companies still don’t do enough to contain workplace sexual harassment.
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."
“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.
Ishani and Chryslynn of Serein are positively changing work culture, dealing with sexual harassment and taking diversity beyond the two genders.
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.
Inclusive hiring not only improves employee morale, but also impacts the bottom line as people prefer to do business with companies that look out for the disabled,” says Chryslynn D’Costa, who heads diversity and inclusion at Serein Inc.
There is a gap between good intentions and effective outcomes. Here's how a data-driven approach can help your organization track and meet its diversity and inclusion goals