Reflections

 Reflections 

What if our hopes too have reflections....

What if those reflections amplifies our hopes.

What if our hopes too have reflections....

What if those reflections catalyze our hopes.

What if our hopes too have reflections....

What if those reflections magnifies our aspirations.

What if our hopes too have reflections......

What if those reflections help us to understand hopes with reflections.

Faith 

Amol 

Seedlings - Dried Days of Life

Seedlings - Dried Days of Life

Dried Day 1

Dried Day 5

Dried Day 10 

Dried Day 15

 

Dried Day 20 

Day Day 25

Dried Day 30 

By Amol Nakve

The Season of Love....The Season of Dance.

The Season of Love.

The Season of Dance. 

MyDIB initiative(Diversity, Inclusion & Belonging- a case construct)

Instructions

As diversity and inclusion gaining momentum across the globe, At MY (organization name) we are trying to rip off the benefits of diversity, inclusion, and belonging. India is a diverse country with myriad languages and religions spread across geographies. A most suitable product we developed has to be most inclusive also, for that reason our internal resources have to be most diverse and the same time most inclusive. Diversity, Inclusion, and Belonging has become imperative for the success of the corporation. HR function will play a pivotal role in terms of managing the talent. One of the most important HR strategies is to focus on processes. An inclusive process shall ensure an inclusive environment.

Inclusive Process Strategy

The most inclusive process can be built around the HRM function. Bias (conscious and unconscious) less inclusive process will help us to ensure we remain inclusive in people’s function. We can make inclusive processes by collecting 360⁰ feedbacks from a diverse set of people (internal-frontline and middle-level managers or external) who can help us to integrate more inclusive parameters. Also, we have to add favor of transparency in whatever we are doing. Feedback and transparency are the most effective pillars of inclusive process strategy.  This would help us to create a business case for an inclusive workplace where employee engagement is high for shared organizational objectives. Diverse and inclusive work culture will be ensuring high business performance with minimum risk and quality defects.  

Stakeholders and Support

At MY, CEO is chairing the diversity, inclusion and belonging initiative. We called this flagship initiative as MyDIBTM. The top to bottom approach will ensure bottom-to-top execution of the initiative.  In accordance with MyDIBTM, HR processes had been reviewed and appropriate necessary changes has been embedded into existing processes. Going forward out mantra would be “whatever we are doing is only inclusive only”.  Senior leadership has been trained and strengthen on HR processes which will support and lead the program at. All the hiring manager have given their buy-in for inclusive hiring process and the D&IB has become one of the KRA for hiring managers.  

Organization has invested adequate resources in term of technology(ATS, Resume masking, inclusive JD’) and skill set (trained inclusive hiring managers)

Focus Areas

Recruitment & Selection

Status	Actions	Notes
In process	Use ATS to filter candidates, based on qualifications directly related to the job without any biases	ATS and resume parsing, inclusive JDs
In process	Interviewers have a specific process for objectively evaluating job candidates when selecting who to hire	Inclusive Panel interview may help to arrive at most appropriate level
In process	Interviewers following a standardized interview and evaluation process that is used with all candidates that is bias sensitive	Interview panel may brainstorm and arrived at conclusion. Lets have divers set of interviewing styles in order to have unbiased answers from the candidates.
In process	Defined what “cultural fit” means in terms of competencies, ensuring these competencies do not prevent inclusion	Absolutely no affinity biases, Organizational competencies and values has to be in synergy.
In process	Interviewers trained on unconscious bias in the selection process	Priority area
In process	Sourcing market appropriate diverse candidates	Done
In process	Sourcing candidates using multiple channels to ensure a diverse job pool

Performance Management

Status	Actions	Notes
In process	Train managers on your Performance Management process and ratings, making sure managers are evaluating performance without bias	Priority area
In process	Managers/evaluators of performance are thoroughly trained on Performance Management process and ratings before completing any performance reviews	Priority area
In process	Review overall performance ratings to be sure there are not any managers consistently scoring diverse employees lower	Review of rating by next-level manager
In process	Review data on diverse employees ensuring they have similar performance rating averages as non-diverse employees	Yes

Total Compensation

Status	Actions	Notes
In process	Verified there are no pay inequities between men and women	We have equal pay
In process	Verified there are no pay inequities for diverse employees	We have equal pay
In process	Verified that employees that earned higher performance ratings and receiving larger raises and/or bonuses are diverse	We have equal pay
In process	Clear performance metrics defined to ensure unconscious biases don’t affect pay equity	Training require on unconscious biases

Learning & Development

Status	Actions	Notes
In process	All employees have the opportunity and access to drive their own Learning and Development through online resources	Personal, Professional Learnings to insure individual growth clubbed with organizational growth
In process	All employees have development plans that point out learning resources the employee can use to complete their development plan	Annual learning plan integrated with learning calendars.
In process	Train employees and managers on unconscious bias, micro-aggressions, diversity, inclusion, and equity	Next important agent in this year’s calendar.
In process	For development opportunities that require manager/leader sponsorship, verifying that these opportunities are being awarded without bias	Two-step review of  learning need to be recommended by manager/leader.

HR Communication

Status	Actions	Notes
In process	Images in your communication diversely represent all employees, to include those with visible disabilities	All form of communication including brail/sign language.
In process	Consider the range of communication to your employees, whether printed, online, or in apps, and ensure your employee base is accurately displayed in these communications	Online in a app

Talent Management

Status	Actions	Notes
In process	Have an internal job posting board allowing employees to self-identify for job opportunities	Done
In process	High Potential talent is well represented across all diversity attributes	Next step once the we start MyDIB.
In process	Succession planning is well represented across all diversity attributes	Need to integrate in plan.

Engagement & Employee Surveys

Status	Actions	Notes
In process	On a cadence, survey your employees to check in on: ●        Inclusion ●        Being treated equally ●        Perceive they have equal opportunities	Need to do survey before and after the MyDIB initiative which will give us an opportunity to review the status/update of the program.
In process	Analyze any engagement survey data to ensure diverse groups are answering questions in a similar fashion as the non-diverse groups	Encouraging for honest feedback and their contribution for creating more inclusive system.

  

 Action Plan

Based on the top priorities you’ve identified, share your the action plan below:

1. Create a Mission statement for HR for inclusive work culture. One liner moto statement.  
2. Get buy in from CEO and Senior leadership team.
3. Create a Diversity Management committee which includes 50% leaders, 25% divers group, 25% non-diverse group.
4. Create a cultural diversity calendar integrate with the annual holiday calendar.
5. Create organizations own diversity day to celebrate inclusivity.
6.  Training for all on unconscious biases, the business case on diversity.
7.  Roleplay and dramas for employee awareness.
8.  Periodical review for on process and practices.
9.  Run reward and recognition for driving diversity initiates.  
10. 100% participation for middle-level managers since they are the pillars.

When I wake up with chirping of birds.

Chirlping of Birds (for Audio)

When I wake up with chirping of birds, cacophony of day ahead turned into melody.....

When I wake up with chirping of birds, my worries of life turn into concerns to be resolve.....

When I wake up with chirping of birds, my nightmares of neglect turn into dancing dreams of joy......

When I wakenup with chirping of birds.....my fozen legs turn into wheels to march on less traveled path.....

When I wake up with with chirping of birds......

- Amol Nakve

The girl on the Train

Just happened to watch psychology thriller 'the girl on a train' on Netflix. The movie is based on the novel with same titled authered by Paula Hawkins. Ribhu Dasgupta has written and directed the movie which in turn successful kept viewers spellbound. Albeit, it could have been directed and edited to some more great extend. 

The cast and crew of the cinema had did justice to their roles in the film. The movie set is Europ where set of couples struggling to survive in married life as one of the partner succumbed to unrequited desires. Parineeti has performance her role true to her character. Cinematographically the movies has been great to eyes. 

Although I watch the movie with great zeal. But at the same time also felt that movie could have much better. I am with no hesitation to say that 'movie lost the opportunity to among best psychological triller. 

Faith 

Amol