Raj Das, Global Co-Founder and CEO, Hirect India

Raj Das is the Global Co-Founder & CEO of Hirect India which connects talents to startups without any middleman. At the company’s helm, Raj is responsible for overseeing end-to-end business operations, primarily the management of Product & Marketing in India. Through Hirect, Raj strives to encourage youngsters to join startups and build wealth for the nation as well as for themselves. With the startup culture growing leaps and bounds, he aims to make Hirect the go-to hiring partner for startups with promising talents to unlock unmatched growth opportunities. Raj is also a cricket fan, music buff and loves to binge-watch movies and TV series in his downtime.


Today’s businesses must embrace diversity and inclusion because a wide range of people from various cultures and origins gives us the variety of perspectives and voices we need. First, diversity helps to create a more innovative and creative work environment. When people with different backgrounds and perspectives come together, they can share their unique ideas and opinions, which can lead to new and innovative solutions. Second, diversity and inclusion promote a sense of belongingness. When employees feel like they belong, they are more likely to be engaged and committed to their work. Finally, diversity and inclusion help to create a more equitable workplace. With a diverse workforce, companies can tap into a wider range of skills and perspectives, which can lead to better decision-making and stronger innovation. 

What is diversity and inclusion in the workplace?

The term “diversity and inclusion” describes the makeup of a workforce and the policies and processes used to remove barriers and ensure that every employee has equal access to opportunities and support at a company. The ultimate objective is to promote justice and equality for all workers, regardless of characteristics like gender, race, nationality, sexual orientation, and age; nevertheless, diversity and inclusion is a continuing process rather than a destination. With a well-designed diversity and inclusion policy, a firm may not only make better and fairer decisions at the recruiting stage but also build a healthier workplace where employees feel heard and supported.

Inclusion should naturally reflect a company’s wider aim to strive for justice and equality in all aspects of the business. When it comes to how a company interacts with consumers, how it works with clients, and how it develops its goods and services, this goes beyond the workplace. 

Implementation of diversity in the workplace has various advantages, some of which include:

  1. Improved Company Culture: Diversity in the workplace has a tremendous impact on both the company’s performance and its overall culture. A key advantage of diversity in the workplace is that new ideas, approaches, and methodologies may be introduced. This not only attracts new clients but also keeps businesses expanding and generating revenue.
  2. Enhanced creativity and innovation: Employing people from diverse backgrounds will allow the team to become more innovative, productive, and creative. The benefit of becoming organizationally inclusive is creating the ability to quickly grasp the diverse perspectives and experiences of each employee, which helps to innovate new products and user experiences. An innovative and creative work culture encourages employees to be experimental without the fear of failing. Empowering employees to be experimental without the fear of blame or failure fosters more employee engagement and organizational success. 
  3. Diversity boosts profitability and cuts down on turnover: Diversity promotes stability and reduces turnover. Employee retention rates in diverse and inclusive workplaces are 19% higher, according to research from the Corporate Leadership Council. It’s yet another of the many advantages of diversity, especially in light of the tendency of younger generations to switch jobs frequently. According to McKinsey’s analysis, businesses that are ethnically and culturally diverse are 33 percent more likely to be profitable.

There are many ways to create a more diverse workplace, but it starts with ensuring that everyone feels valued and respected. To create an inclusive workplace, the following steps can be followed: 

  1. Assess Your Company’s Current Reality: Understanding the core value of the workplace is very crucial. If an inclusive culture statement isn’t already one of your core principles, get leadership support to make one and put it into action.
  2. Set Goals and KPIs: One must identify success determinants, provide a simply desired result, and understand the causes as per the expected outcomes. It is very important to use the balanced scorecard to understand the D&I strategy for improving diversity and inclusion in the organization.
  3. Evaluate Progress: There is no standard tool used to measure D&I. It depends on each company which metrics they want to measure for evaluating D&I. Pre-employment assessment tools, analytics or business intelligence tools, and performing team surveys are some of the metrics a company can use to measure D&I.

Overcoming challenges to workplace diversity and inclusion:

  1. Educate your organization. Create a board or committee that includes people of different ages, genders, and ethnic backgrounds in order to inculcate diversity and inclusion. Using data-driven business cases may make it easier to show people why diversity is important.
  2. Set up mentorship schemes: Initiatives in coaching and mentoring make minorities feel encouraged, boost their confidence, and motivate them to advance in their careers. Mentorship in the workplace can create a feeling of connection among the employees. Employees that have mentors benefit from having an outlet to voice concerns or solve problems. Sometimes having someone to talk to can really help. 
  3. Eliminate hiring biases:  To achieve this ultimate goal of diversity in the workplace, recruiters have to ensure that certain people or groups of people are not favored over others during the hiring process. Eliminating hiring biases in the workplace is not just beneficial for the company but also for employees. It helps to create an environment with mutual respect for each other. Studies have shown that a diverse workforce yields more profit for the company than uniformed employees. Please write about how eliminating hiring bias helps corporations.
  4. Promote teamwork: Encourage employees to focus on each other’s strengths and create cross-functional teams so that individuals from different backgrounds can work together. Employers should encourage and help their workers so that they feel like they have a voice and that their opinions are heard.


A varied workforce is an indication of how the globe and the economy are evolving. Organizations benefit greatly from having diverse work teams. Respecting individual variations will enhance workplace efficiency and provide employees with a competitive edge. When an organization is inclusive, it creates an environment where people can show up as themselves. DEI isn’t all about making the hiring process more equitable or establishing a business case for diversity—although those are important aspects of inclusion. It’s also about encouraging employees to be their authentic selves at work and allowing them to bring new experiences that can help your organization grow in unexpected ways. 

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