2024 Community Business Awards - Finalists

As the final stage in this rigorous assessment process, all finalists have been invited to present to a Judging Panel comprising: 

• At least one external expert/experienced subject matter professional 

• One senior leader from the Award sponsor (if relevant) 

• At least two representatives from Community Business 

Winners from Asia Award Categories will be announced at the Asia Awards Ceremony at Soho House Hong Kong and virtually on Thursday 5 September; while winners from the India Award Categories will be announced at the India Awards Ceremony in Bangalore and virtually on Thursday 19 September, further details to be announced. We will celebrate and acknowledge their achievement and commitment to DE&I and wellbeing at these events. 

For details about the 2024 Community Business Awards, please click here. 

 (Sponsor: A&O Shearman)

To recognise a community leader in the public and social services sector (including not-for-profits and social enterprises) based in Asia who has demonstrated personal passion and used their influence to advance social change.  

Finalists:

Ahmed Imtiaz Jami, OBHIZATRIK Foundation
Ahmed Imtiaz Jami as social entrepreneur has devoted himself to aiding the underprivileged since 2010, striving for quality education, sustainable livelihoods and basic healthcare. He co-founded the OBHIZATRIK Foundation, a registered not-for-profit, to address the socio-economic barriers faced by Bangladesh's disadvantaged population. Recognising Bangladesh's challenges, Ahmed initiated short-term projects to positively impact those below the poverty line. These efforts evolved into larger, impactful projects focusing on Sustainable Development Goals (SDGs) for meaningful and sustainable change in Bangladesh. 
 

Brian Henderson, Whole Business Wellness Limited
Brian Henderson is a board member of The Women's Foundation, co-founder of a steering group, TWF Male Allies, a mentor for TWF Young Allies and the founder of MoveMEN!, the founder of Peer Support Group Leaders Community. He is also a mental health advocate, a yoga and relational mindfulness teacher and a corporate trainer and consultant creating cultures of compassion, connection and support in which people can thrive rather than survive. 
 

Faride Shroff, SENsational Foundation
Faridé Shroff, the founder and director of SENsational Foundation Ltd, has dedicated 30 years to special needs education in Asia. Recognising the lack of employment opportunities for individuals with disabilities in corporate organisations, particularly non-Chinese speakers in Hong Kong, Faridé established the SENsational Foundation in 2013, which aims to bridge this gap and ensure equal opportunities for differently abled individuals. Through workshops, panel discussions, fundraisers and other initiatives, the foundation empowers people with disabilities and promotes workplace equality.
 

Lindsay Davis, FemTech Association Asia
Lindsay Davis is the Founder of FemTech Association Asia, the region's first and largest specialist advisory and industry network with a mission to improve women's health through technology solutions. As an authority on femtech in Asia, she has been featured by NASDAQ, CNA, The Business Times, Rice Media, SCMP and MediaCorp. In 2023, Davis was commissioned by UN ESCAP to research what is needed to drive transformational and catalytic change in femtech in Southeast Asia. She serves on the Advisory Board for Women in Global Health - Singapore and is a multi-award-winning Founder & CEO. 

(Sponsor: A&O Shearman) 

To recognise a specific initiative driven by a not-for-profit or social enterprise that has had a positive and measurable social impact on under-represented or disadvantaged groups in the broader community in Asia. 

Finalists:  

Asia Pacific Youth Development Foundation Limited
D-Generation is a talent development house that supports youths in their school-to-work transition by working with impact organisations to carry out their missions and works. Since 2020, they have trained 120+ students to support 15 social projects to deepen their impacts, amplify their voices in the communities and support the communities they serve. The projects included impactful initiatives such as barrier-free hiking, cleaning worker's welfare and mental health promotion to ethnic minorities by both small NGOs and institutions like Caritas and HKUST, etc. 
 

Inspiring Girls Hong Kong
The Inspiring Girls Program is free for schools and empowers girls to challenge stereotypes and explore diverse career paths in STEM, Sustainability, Art & Culture and Finance. Partnering with 30+ companies like Google and HSBC, they offer unique experiences such as AI coding workshops and executive networking. Their co-ed workshop, Inspiring Education, fosters compassion and tackles bias for both boys and girls. Pre- and post-programme surveys reveal a 40% boost in confidence and 68% clearer career goals. Renewed school partnerships and a dedicated community of role models highlight their commitment to empowering the next generation in male-dominated industries. 
 

Resolve Foundation 
Resolve's Fellowship fills an unmet need in Hong Kong for a leadership programme for community changemakers from under-represented or disadvantaged backgrounds, for whom development opportunities would not otherwise be readily available. By adopting a strength-based and outcome-focused approach, Resolve's Fellowship nurtures and unites diverse emerging leaders, empowering them to drive positive community change on behalf of a common interest anchored within each annual theme. The fellows will go on to do great things; however, by becoming part of Resolve's Fellowship, they can do it more strategically, effectively and collaboratively and with far less loneliness along the way.
 

Science and Technology for Autism Remediation (STAR) Limited
The full-fledged and evidence-based robotic intervention Robot for Autism Behavioral Intervention (RABI) has significantly promoted the social and emotional wellbeing of autistic individuals and their families by 25-30%. Its curriculum, from self-care to vocational skills, meets their diverse and special learning needs. A charitable organisation offering RABI, established in 2020, has served over 2,500 autistic individuals. 200 speech therapists were trained to implement RABI at work. During the pandemic, RABI was delivered online and identified by the Hong Kong government as one of the key services supporting autistic children. The technological R&D contributions and social impact have been recognised locally and internationally. 

(Sponsor: A&O Shearman)

To recognise a specific initiative driven by both a not-for-profit/social enterprise and a corporate in partnership that has, through its overall strategy and wider approach, had a positive and measurable impact on under-represented or disadvantaged groups in the broader community in Asia. 

Finalists:  

Caritas Hong Kong and Hongkong Land Limited 
On average, a sub-divided unit (SDU) costs at least HK$5,500 to rent 60 square feet for a 4-person household. The SDU families lack space and resources for everyday activities like cooking, washing clothes, studying and family activities. When disaster strikes and the SDU families lose their homes suddenly, it is hard for them to find temporary homes due to financial difficulties. Through this programme, the overall wellbeing, resilience and social capital of SDU residents will be enhanced by providing multi-purpose living space, developing their mutual support network and pulling different community resources into the Hub.
 

Dentsu, Kreaby Studio Indonesia, Spotify and Sun Eater 
Dentsu’s operating principle of Sanpo Yoshi – what is good for people, will be good for society and business was brought to life through this campaign. Their creative team in Dentsu Indonesia recognised that autistic people translate the world differently especially through art. They worked with Kreaby studio's autistic creatives to unlock their creativity through music, using binaural beats to help them create art that became a visual expression of the music they were listening to. Together with Spotify, these creations were broadcast to millions of music lovers, showcasing the power and potential of neurodivergent creativity.
 

FWD Group Holdings Limited and JA Asia Pacific 
JA SparktheDream is a programme that integrates financial, social and life skills education for students to help boost financial literacy in Asia. FWD’s partnership with JA Asia Pacific supports primary and secondary school students to develop essential financial literacy skills. JA SparktheDream gives students access to volunteer-led financial management lessons, an interactive online learning platform, as well as family activities, community events and an annual regional student exchange. 
 

HELP Limited and Linklaters
HELP for Domestic Workers (HELP) aims to empower migrant domestic workers in Hong Kong to access their rights through education, advice, community and employer engagement. Through preventing crises, responding to needs and building resilient communities, they support the building of stable employment relationships, improved employment outcomes and greater economic empowerment for both migrant domestic workers and their employers. Linklaters has been a key supporter of HELP over the years, contributing financial backing, pro bono legal services and legal-tech and innovation expertise. Through this partnership, HELP provides comprehensive support to migrant domestic workers and their employers by addressing immediate and long-term needs and creating solutions that address the complex challenges faced by these communities. Investing in Hong Kong's caregivers is a commitment to Hong Kong's future and a valuable investment in the wider region.  
 

(Sponsor: Citi) 

To recognise a leader/senior executive in the business sector based in Asia who has demonstrated personal passion and used their influence to advance DE&I business practices in their organisation and beyond.  

Finalists:  

Ashwani Bhargava, Boeing 
Ashwani Bhargava, Senior Director - Supply Chain at Boeing India Private Limited, is strongly committed to diversity, equity and inclusion (DE&I), which is evident through the transformative initiatives he has helped contribute to across Boeing's supply chain. Focusing on supplier engagement, skill development and sustainability, he has helped strengthen relationships and empower individuals with disabilities. Managing all supply chain activities in India, he has helped drive growth and DE&I awareness across Boeing's business units. From logistics to sustainment supply chain, his leadership emphasises inclusivity and wellbeing practices. 
 

Sarada Vempati, Wells Fargo 
Sarada Vempati Heads Enterprise Functions Technology, Wells Fargo India and Philippines (I&P). She is a strong proponent of diversity, equity and inclusion (DE&I) and plays various formal and informal roles within the organisation to accelerate progress. She co-chairs the I&P DE&I council and is the executive sponsor of the India GLIDE Relaunch programme for returning women. Ms Vempati drives DE&I efforts in Technology, including the Neurodiverse Programme and represents the region in multiple internal and external global forums. Sarada's dedication to fostering inclusion has brought about a cultural shift over the years. She is a trailblazer in setting examples amongst her peers for inclusive leadership and serves as an inspiration to embody inclusion in day-to-day behaviour. 
 

Susheela Rivers, DLA Piper 
Susheela Rivers is a partner at DLA Piper and the Head of Real Estate for Asia Pacific. Being a wife and a mother of four, she has over 28 years of experience assisting clients with complex, cross-border and domestic real estate transactions throughout Asia and the UK. Susheela is the Managing Partner for DLA Piper Hong Kong office and heads up the firm's global gender balance network, LAW (Leadership Alliance for Women). She is also the Chair of Urban Land Institute Hong Kong, a non-profit membership organisation aimed at shaping the future of the built environment in Hong Kong.

(Sponsor: Citi) 

To recognise a specific business initiative that demonstrates a bold, new, different or creative approach to advancing DE&I practices in Asia. 

Finalists:  

EY 
Recognising the value of diversity and acknowledging the gaps in attracting and retaining diverse talent, EY pioneered the Neurodiversity Inclusion programme as part of its Abilities Strategy. Based on research and industry best practices, EY teams created the first Neurodiversity Centre of Excellence (NCoE) at EY firms in the Asia-Pacific region. In collaboration with teams across Asia-Pacific, including neurodiverse people, a programme was created with three pillars: awareness, accessibility and advocacy. The programme has successfully fostered a neuro-inclusive environment and is sharing its journey to inspire others toward greater acceptance and inclusion.
 

MTR Corporation 
At the heart of MTR's transformative vision lies the 'Smart and Inclusive Journey' – a strategic pillar that powers their aspiration towards smart mobility.  

This programme enhances a seamless and self-empowered commuting experience for all through the following:  

- The MTR Care App, a brand-new mobile app for older adults and customers with special needs  

- Pre-Door Closing Indicator for hearing-impaired passengers  

- Virtual Tour Guide, Call Centre supporting Virtual Service Ambassador (VA) and Station Cityline, operated by people with disabilities (PwD) 

Driven by technological excellence and a customer-centric mindset, this programme has earned widespread recognition globally, including the prestigious UITP Award 2023 for Technological Innovation. 
 

Talawakelle Tea Estates PLC
Talawakelle Tea Estates PLC initiated the groundbreaking 'HerLead' female field supervisors project to promote gender equality in the plantation industry. Over 450 women applied, showing a strong desire to challenge gender norms. After rigorous selection, 24 women underwent training marking a historic moment. The first batch completed their training on 27 December 2023, graduating in the presence of top management, industry leaders and community members. The project, in collaboration with esteemed institutions, equipped the supervisors with the necessary skills and addressed plantation management, worker relations and women and child rights. Recognised for its impact, the project won the CRIB challenge and set a commendable precedent.
 

To recognise an employee network that has played a strategic and proactive role in advancing DE&I business practices in Asia.

Finalists:  

Boeing
The business resource group operates on four pillars: talent engagement, professional development, business alignment and community involvement.  

Boeing Women Inspiring Leadership Network was created to provide opportunities and avenues for employees seeking skill development, networking, career guidance, mentoring and leadership avenues for women and allies to aid in achieving the Boeing Company's Equity, Diversity and Inclusion goals. The resource group fosters an environment that enables diversified learning, advances common understanding and shares experiences and mutual respect through workplace seeking, speaking and listening habits.

EY 
The EY GDS Families Network is an expansive 8,000+ member body created to foster discussion regarding personal life matters. It empowers employees to define their concept of family and then supports each through webinars, counselling, workshops, sensitisation programmes and policy enablement to promote an inclusive culture. Conversations typically focus on relationships, love, conflict and parenting, but they also provide a platform for discussions on sensitive and/or less-spoken-about topics such as menopause, infertility and pet parenting. 
 

Intel 
The Intel Disability & Accessibility Networks (IDAN) Malaysia chapter is an employee resource group committed to fostering an inclusive work environment. Their goal is to empower individuals within the disability community, including people with disabilities, caregivers and allies, to thrive through inclusion, belonging and accessibility. By supporting Intel's culture transformation and inclusion goals, they aim to maximise business results while championing diversity and equity. Together, they strive to create a workplace where everyone can reach their full potential and contribute to a more inclusive future. 
 

J.P. Morgan 

At J.P. Morgan, we are dedicated to advancing equitable opportunities for the LGBTQ+ community, within our organisation and on a global scale. Our Office of LGBTQ+ Affairs and its full-time, dedicated team provide resources and tools for our communities to thrive. PRIDE, our official LGBTQ+ business resource group, offers local expertise, events and personal development opportunities. Interested in learning more? Visit us at https://www.jpmorganchase.com/impact/diversity-equity-and-inclusion/lgbtq-plus

To recognise an organisation that has made a positive and measurable impact in achieving gender (including nonbinary, trans and intersex) equality in the workplace in Asia. 

Finalists:  

Deacons 
Deacons have been driving gender diversity, reflected by having approximately 50% female representation firm-wide since 2021 and 50% of women in leadership positions in 2023. Despite having achieved gender balance within the firm, they have further developed and implemented innovative programmes and practices over the past year to engage their employees and clients in their gender equity initiatives. They also ensure that their female employees reach their full potential at work by providing resources supporting their work-family commitments, health and wellbeing.
 

Luüna 
In an equitable modern workplace, menstrual health would be visible and supported. LUÜNA is making this a reality by implementing eco-conscious menstrual care amenities and providing training on menstrual equity in large Asia-Pacific organisations. Each workplace partnership helps provide free or subsidised menstrual products and body literacy resources to low-income communities, ensuring every workplace contributes to gender equity in Asia. 
 

Michael Page International 
With a quote like "Driving equality and fair opportunities for success regardless of gender." at Women@Page, Michael Page International doesn't just accept the difference, they celebrate it. Their team are committed to building inclusive, diverse workplaces where everyone can thrive. Over ten years ago, Women@Page was launched as an employee network and part of their overall inclusion strategy. The committee exists to champion gender diversity in the workplace. The programme focuses on engaging, retaining and improving the progress of female employees. In line with their commitment to the UN Global Compact, they target 50% female representation at the senior leadership level by 2030. 

To recognise a leader/senior executive in the business sector based in Asia who has demonstrated personal passion and used their influence to advance DE&I business practices in their organisation and beyond. 

Finalists:  

Amy Hanly, Morgan Stanley 
Amy supports the Asia-based employee networks and is based in Hong Kong. As part of this, she directly supports Asia Pride & Allies, the firm's LGBTQ+ employee resource group, works alongside the co-chairs and executive sponsors to deliver a comprehensive programme of ally engagement, community enablement/engagement and advisory on best practices for LGBTQ+ employee support. Amy is also a tireless supporter of the community outside of work and has been at the heart of the Pink Alliances' LGBTQ+ programmes for over five years and currently serves as Director of Fruits in Suits.
 

Edward Mears, DLA Piper
Edward Mears is a senior associate on the corporate team at the DLA Piper Tokyo office. He is the global co-chair of DLA Piper LGBTQ+ and ally Employee Resource Group (ERG), Iris. Edward has been a resident in Asia for over twelve years, with eleven years spent in Japan. He is a dedicated ally to the LGBTQ+ community. He has actively participated in pro-bono work and advocacy efforts in Japan and internationally for several years.  

Edward is a junior board member of the "Lawyers for LGBT and Allies Network" in Japan. He has generously contributed his time by translating Japanese judicial decisions related to LGBTQ+ rights into English and assisting with their programmes.
 

Holly McGhee, EY 
Holly is a long-standing advocate for LGBTQ+ progress in business and society and a thought leader in Asia-Pacific diversity, equity and inclusivity. She is passionate about enabling success for all through a strong sense of belonging.

To recognise an LGBTQ+ employee who has taken proactive and effective steps to promote an LGBTQ+ inclusive culture in the workplace and beyond in Asia. 

Finalists:  

Amita Karadkhedkar, Citi 
Amita, Senior Vice President in Citi Global Wealth Technology, is potentially the first out and proud transgender woman in Citi India's ecosystem. She holds the role of Co-Chair of the Citi India Pride Inclusion Network. As one of the pioneers who underwent gender transition - socially, legally and medically - whilst working in a leadership position, her journey led to framework reforms within Citi. Her continued advocacy on prestigious platforms such as TEDx, NASSCOM, multinational organisations and educational institutions helps humans see humans by breaking their cocoons, which might be filled with stereotypes and prejudices. She has chosen to be a spokesperson for her community.
 

Kevin Li, Citi 
Kevin Li, born in Fujian, China and graduated from the Chinese University of Hong Kong, is a Director at Citi Private Bank overseeing structured products. Additionally, he has been the Co-Chair of Citi Hong Kong Pride Network since 2021 and has made significant progress in promoting LGBTQ+ inclusion within Citi and the broader community. Under his leadership, Citi was awarded Gold Standard in Community Business LGBTQ+ Inclusion Index consecutively in 2021 and 2023. Before his role at Citi, Kevin was also an active pride committee member in his previous employment. 
 

Tanvi Nair, Northern Trust India 
Tanvi is an out and proud trans woman. She is a TEDx speaker and has been working towards creating safe spaces for the LGBTQ+ community with LGBTQ+ sensitisation and awareness, both within and outside the organisation.
 

Zhijun Hu, PFLAG China
Mr. Zhijun Hu, also known as Ah Qiang, is an activist and leader in the LGBTQ+ community in China. He co-founded PFLAG China in 2008 after giving up his business career to help an emerging but underserved community. The organisation, which shares its name with PFLAG in the United States but operates independently, has over 79 chapters in mainland China and an outreach task force spreading across 150 cities. It is China’s largest non-profit organisation serving people in the LGBTQ+ community and their families. 

Ah Qiang believes that diversity, equality and inclusion in the workplace are just as important as acceptance within the family. Ah Qiang and his organisation, PFLAG China, have collaborated with over 80 companies to promote DE&I initiatives and enhance work environments for LGBTQ+ individuals.   

To recognise a non-LGBTQ+ focused organisation that has built an LGBTQ+ friendly workplace culture with inclusive policies in Asia. 

Finalists:  

AMS 
At AMS, Diversity, Equity, Inclusion & Belonging (DEIB) is at the heart of everything the company does. Their commitment to LGBTQ+ inclusion is truly embedded into the organisational culture and policy. Their LGBTQ+ and Allies Employee Resource Group (ERG) is made up of 400+ members globally, with representation across APAC regions. They were proud to march in ten pride marches globally last year, including in Manila. They are committed to creating an environment where their community is visible, heard and PROUD, with an enhanced focus on those who are often underrepresented, particularly trans, queer and intersex people. 
 

Eaton HK 
Eaton Workshop is a global hospitality company, built to uplift the human spirit as they collectively pursue a better world for people and planet. Eaton advocates for LGBTQ+ equality and inclusion by creating safe and inclusive spaces that accommodate any ability level, gender expression, cultural background or other identity in their community. They offer equal employment opportunity and fringe benefits at the workplace regardless of gender and sexuality identity, to provide inclusive opportunities that individuals may otherwise be excluded from. 
 

Godrej Properties Limited 
Godrej Properties' Make Your Mark - Pride Internship is a pioneering programme designed to increase LGBTQ+ representation in the real estate industry. Through a nine-month on-the-job training and mentorship, they provide LGBTQ+ talent a comprehensive introduction to the industry while creating a pipeline of diverse professionals. This initiative has significantly increased their LGBTQ+ workforce and resulted in impressive conversion rates for interns. 

To recognise an organisation that has adopted a strategic and proactive approach to advancing transgender inclusion in the workplace in Asia. 

Finalists:  

PeriFerry
Revive Core is PeriFerry's 60-day Residential Corporate Upskilling Programme designed to hone the talent of the trans community and enable them to pursue inclusive corporate jobs. Beneficiaries receive a safe place to stay, daily meals and professional upskilling throughout the programme. As the trainees progress through the programme, PeriFerry works with their hiring partners to identify suitable roles and facilitate one-on-one placement consultations.  

Revive Tech implements Revive Core's approach in an online programme of three to six months and prepares trans persons who wish to drive their careers in the IT industry.

Publicis Sapient (TLG India Pvt. Ltd.) 
The Rainbow Internship Program is an extension of Publicis Sapient's LGBTQ+ inclusion movement. Through the Rainbow Internship, their team aims to help the trans community build marketable skills that can lead to secure employment. The internship is a six-to-eight-month training programme that gives the trainees exposure to the businesses and training on soft and business-specific skills. At the end of the programme, they evaluate people for open positions in their company. 
 

Transtalents Consulting Group 
The "ASEAN Transgender Professional Leadership Program" project addressed ASEAN trans professionals' socio-economic inequities and fostered representation and awareness. Through one mentorship and four seminars, it bridged leadership gaps and created true inclusivity from the margin. Remarkable outcomes ensued: 44 trans professionals and 56 business leaders joined the hybrid mentoring, while four transformative seminars attracted 630 attendees from public, private and non-profit sectors. The project received media recognition from 15 publicities, reaching over 30 million people and generating a PR value of about GBP 40k. Attendees’ feedback indicated skill improvement and expressed interest in future participation. The project promotes economic inclusion for transgender individuals in ASEAN's professional sector. 
 

Varun Beverages Limited 
Recognising the marginalisation faced by transgender individuals within the LGBTQ+ community, Varun Beverages is committed to combating stigma and fostering inclusivity. Their mission is to actively create employment opportunities and cultivate an inclusive workplace environment to give back to society.

(Supporting Sponsor: ConnectedConsult) 

To recognise an organisation that has implemented a strategic and proactive approach to promoting good health and wellbeing, in different aspects of wellbeing, including financial inclusion, mental wellbeing, physical wellbeing and social wellbeing. 

Finalists:  

EY 
EY's APACs Financial Services Women's Health programme prioritises employee wellbeing, driven by a clear business case and commitment to risk assessment and future performance. It fosters belonging, diversity, equity and inclusion while driving positive change. With leadership support and accountability measures, the programme combines internal/external collaboration with clients and community partners to proactively roll out targeted initiatives like awareness campaigns, flexible work arrangements and wellness challenges. Through these sustainable conversations and initiatives, EY has positively impacted employees' perception of inclusiveness and psychological safety and it was the first corporation in APAC to host the Certified Menopause at Work Training. 
 

Fair Employment Agency 
Fair Employment Agency (FEA) implemented a 4-day workweek trial as a response to the growing demand for workplace flexibility and productivity under Hong Kong’s pandemic measures. They presented the reduced workweek to inspire a work-life balance among FEA employees and address process inefficiencies. Recognising the benefits of completing tasks in four days without compromising customer service quality, FEA embraced the opportunity to take a third day off instead of following the industry standard five-day workweek. After 16 months in the trial, FEA successfully met our trial objectives and established the 4-day workweek as a permanent arrangement for full-time employees.
 

FWD Group Holdings Limited 
FWD LiveLife is a company-wide holistic wellbeing strategy with the mission and commitment to help FWD colleagues lead healthy and fulfilling lives inside and outside the workplace. There are five pillars of wellbeing at FWD including purpose and meaning, emotional health, financial wellness, physical health and social connectedness – are comprehensive and unique in that they help its people celebrate living, which is also its brand promise to its customers. FWD empowers their colleagues to cultivate a healthy lifestyle, whether it is physical activity, sleep, nutrition and more, through the activities within their physical health pillar. 
 

Sheraton & Four Points by Sheraton Hong Kong Tung Chung
“TakeCare” is Sheraton & Four Points by Sheraton Hong Kong Tung Chung’s associate wellness programme focused on providing the support needed to stay physically active and healthy enhance mental wellness and plan for the financial future. The programme is built on three foundational areas:  

- Physical Wellness: Through physical health nutrition and an active lifestyle 

- Mental Wellness: At work and at home and enjoy life while feeling a sense of purpose 

- Financial Wellness: To make sound financial decisions achieve goals and gain security 

(Sponsor: LSEG) 

To recognise an employee who has been a visible and committed champion of change by promoting DE&I in the workplace and beyond in India.  

Finalists:  

Dhanashri Jogal, State Street
Dhanashri Jogal is the Head of Global Realty Services (GRS) for State Street in India, with over 25 years of experience managing multiple geographies around the globe. Driven by her passion for sustainability, gender, diversity, equity and inclusion, she works intensively with various networking groups to emphasise the need for a mentality shift.  

She is the Chair of the Global Professional Women's Network and the Co-Chair of the Environment Sustainability Employee Network. Since 2022, she has played the role of Country Lead for the DE&I employee networks in India. She is at the forefront of DE&I initiatives and is committed to making a difference.

Dr. Kishora Shetty, Boeing 
Dr. Kishora is an Associate Technical Fellow and Global Technology Leader at Boeing India. He holds two PhD.s in Engineering and Management. An avid innovator, Dr. Kishora has presented more than 150 innovation ideas in his career spanning 26 years. He passionately contributes to Boeing's values and culture of diversity, equity and inclusion by actively participating in several DE&I councils as an inclusion ambassador and through the Boeing Global Engagement programmes across India, Asia and the world. He is a true DE&I champion, committed to championing change for Boeing and the industry across the world.
 

Shashwati P, Hindustan Coca Cola Beverages 
Shashwati leads Diversity and Inclusion efforts for Hindustan Coca-Cola Beverages. She continuously presents business cases, bridges gaps and levies for policy adoption. Shashwati has a keen understanding of the intersectionality of diversity and business success. Committed to creating equal opportunities for all and inclusive and psychologically safe spaces, she has led several initiatives and employee resource groups (ERGs) that promote understanding, awareness and appreciation of differences among employees. An alumna from the Faculty of Management Studies (FMS), Delhi, Shashwati is passionate about disability and LGBTQ+ inclusion in the workplace. She was awarded the prestigious NCPEDP-Mindtree Helen Keller Award and featured on LinkedIn Top Voices.
 

Vieshaka Dutta, Publicis Sapient (TLG India Pvt. Ltd.) 
Vieshaka L Dutta leads Diversity, Equity and Inclusion for Publicis Sapient in India and the Asia-Pacific region. She is a seasoned HR professional with strategic HR efforts, culture, diversity and inclusion for over 19 years. Dutta is passionate about building community support groups and manages large networks focused on support for women, mothers and single parents. She also mentors organisations and institutions on their diversity, equity and inclusion journey and operates networks of professionals. She is a strong ally of the LGBTQ+ support movement in India and supports advocacy for the community in the workplace.

(Sponsor: Goldman Sachs) 

To recognise a specific initiative that has had a positive and measurable impact on supporting and promoting the advancement of women in the workplace in India. 

Finalists:  

Aditya Birla Capital 
Aditya Birla Capital’s programme gives a platform for women employees to be mentored by senior leaders within the organisation. Their mentors possess significant expertise, industry knowledge and leadership experience that can provide invaluable guidance to mentees. This programme focuses on mentoring first-time female managers. This initiative is motivated by the need to cultivate the skills of women and reinforce the talent pipeline within the organisation. The mentoring programme has garnered praise and been used as a guide by other companies to create similar programmes within their organisations. 
 

Citi 
Citi's commitment to diversity, equity and inclusion (DE&I) is at the core of its values as a firm, and the company believes that transparency and accountability are crucial to its success. Citi aims to ensure gender representation across all levels of the organisation through recruitment, retention, advancement and the establishment of an inclusive culture for its diverse workforce. The company emphasises three key parameters for retaining diverse talent: equitable compensation, a supportive environment for its female employees to thrive in and ample opportunities for growth within the organisation.
 

EY 
At EY, DE&I is at the core of the organisation's values and operations. EY is committed to creating an environment where every professional can access equitable opportunities and resources to succeed. EY teams are dedicated to developing women at all levels and are actively working towards achieving DE&I goals by sponsoring women leaders. To do this, EY has implemented a gender equity programme focusing on a three-pronged approach: Programme, Process and Promote.
 

Hindustan Unilever Ltd. 
Hindustan Unilever Ltd. (HUL) is committed to promoting women's inclusion from the boardroom to the shop floor. With a vision to create a diverse and inclusive workplace, HUL has implemented various initiatives to empower women across all levels of the organisation. With a strong leadership commitment and more than 20 equitable policies, HUL has a holistic approach to creating a workplace where women thrive and contribute their best. 

(Sponsor: Publicis Sapient)

To recognise an organisation that has demonstrated a strategic and proactive approach to champion neurodiversity or build disability confidence in the workplace in India. 

Finalists:  

EY 
EY's neurodiversity efforts revolutionise hiring by embracing candidates with autism and ADHD, leveraging their unique capabilities in analytics and cybersecurity to help achieve the firm's purpose of "building a better working world". The tailored strategies have led to a triumphant 93% retention and 10% self-identification rate among neurodiverse professionals at EY Global Delivery Services (EY GDS) in India. Through focused pre-onboarding and professional training and by cultivating allyship, EY teams have achieved operational excellence and championed community engagement and awareness. This forward-thinking approach promises to escalate inclusive hiring, amplify community support, solidify equitable practices and meriting recognition for commendable impact and innovation. 
 

Godrej Properties Limited 
Godrej Properties' “ThisAble Me” initiative fosters disability confidence through a multifaceted approach. With leadership commitment, the programme sensitises employees through impactful stories showcasing colleagues with disabilities. It pioneers targeted hiring informed by job analysis and disability mapping to match individuals with suitable roles. The innovative "Silent Site" further promotes inclusivity for those with speech and hearing impairments. This ongoing initiative creates a truly inclusive workplace, empowering all individuals to thrive. 
 

Hindustan Unilever Ltd. 
Hindustan Unilever Ltd.'s disability inclusion journey is a testament to the company's commitment towards creating an inclusive workplace. The disability inclusion initiative goes beyond employment to address accessibility and accommodation. Furthermore, the company has fostered a culture of awareness and acceptance through regular training sessions and employee engagement activities. Unilever believes that by embracing diversity, they can unlock innovation, promote creativity and build a more equitable future for all. 
 

Wells Fargo 
Wells Fargo's neurodiversity programme is a strategic hiring programme embedded in the business and regional strategy to elevate diverse representation and position the firm as an employer of choice. The programme bridges systemic inequities and connects talent demographics with organisational opportunities. The senior leadership commitment has facilitated a multi-pronged approach to create a holistic ecosystem for success, with the hiring approach being a "Train-Intern and Hire" model. It includes enablers like equipping managers, fostering a supportive team environment, providing reasonable accommodations, job mapping and the industry-unique element of caregiver connections. The long-term vision of this programme is to mainstream neurodiverse talent while developing an industry-ready talent pool. 

(Sponsor: Moody’s Corporation) 

To recognise a non-LGBTQ+ organisation that has demonstrated a strategic and proactive approach to creating an inclusive workplace for LGBTQ+ employees in India. 

Finalists:  

Citi India 
Citi's commitment to diversity, equity and inclusion (DE&I) is longstanding. Having a diverse workforce that reflects the diversity of the clients and communities they serve is their business imperative.

Citi's culture of inclusion is demonstrated through inclusive policies, employee engagement, visible allyship and efforts to empower senior leaders on LGBTQ+ issues. They are committed to effecting positive change and ensuring their supply chain includes LGBTQ+ inclusive suppliers. DE&I is part of their operating DNA. They continue the journey with these fundamental values, making them a "bank with a soul'.
 

Morgan Stanley 
The India Awareness to Allyship initiative deepened the firm's commitment towards LGBTQ+ inclusion. As a firm, they recognised the need to move from awareness and recognition of their LGBTQ+ colleagues to practising active allyship across levels. This initiative culminated in multiple groups, such as the India leadership teams, the Pride and Allies Network and the human resource teams, coming together to bring about these changes at the employee, leadership and community levels. This initiative was a blend of institutionalising awareness and knowledge programmes and building on that knowledge by introducing active conversations from members of the LGBTQ+ community as well as leaders of the firm to showcase role modelling and advocacy at the highest levels. 
 

Northern Trust India 
Attracting, developing and retaining a diverse workforce and fostering a culture of inclusion is a strategic priority at Northern Trust India. The focus is to nurture a sense of belonging for the organisation's LGBTQ+ employees and allies.