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Equity, Diversity, and Inclusion at Tata Steel: Employment of Transgender Individuals
內容大綱
In February 2022, Sudhir Kumar Singh, head of human resources (HR) at Tata Steel Limited (Tata Steel)—one of India’s oldest and largest steel producers—was meeting with the vice president of HR to discuss how a unique pilot project to employ transgender people at the mine could be rolled out across the entire company. The long-term objective of the initiative was to improve diversity, equity, and inclusion (DEI) and contribute toward achieving a 25 percent diverse workforce by 2025. Although the pilot project had been successful, how could the HR team now scale up the transgender initiative across Tata Steel? Singh understood that to overcome these challenges he needed to adopt a multi-stakeholder approach, plan holistically, and integrate all the learnings from the pilot project to create a clear, consistent, and comprehensive plan that could be discussed with the vice president of HR.
學習目標
This case is suitable for undergraduate or graduate-level management programs. It can also be used for creating awareness about DEI in executive education and training programs aimed at organizational leaders, general managers, entrepreneurs, and human resource managers. After working through the case, and assignment questions, students will be able to do the following:<ul><li>Explain the significance of setting and making public a company’s diversity, equity, and inclusion targets.</li><li>Understand the challenges involved in employing transgender individuals in companies in developing countries such as India.</li><li>Understand the role of leadership and human resource policies in promoting DEI goals.</li><li>Ensure the successful organization-wide scaling-up of a pilot initiative.</li></ul>