“We are very proud of this significant honor,” said Shirin Salis, vice president of Human Resources, at Trane Technologies India, “At Trane Technologies, our purpose is to boldly challenge what’s possible for a sustainable world, and we’re relentless in building a culture that is diverse, equitable, inclusive, and provides opportunity for all. As part of this commitment, we value, include, and support women every step of the way – from providing appropriate benefits to flexible work arrangements to meaningful growth and development opportunities – all to help women thrive at work and home.”

Trane Technologies offers efficient climate solutions for buildings, homes, and transportation. It also advances engineering and technology support for the company’s global research and development in India. It is committed to creating a diverse and inclusive workplace for women through a multifaceted approach to achieving gender parity. This includes dedicated programs and transformative learning experiences designed to advance women, a heightened commitment to diverse recruiting, and a robust support system for nurturing women’s talents, including initiatives led by the Gender Diversity Employee Resource Group.

Trane Technologies became the first company in its industry to join Paradigm for Parity, a coalition of businesses dedicated to addressing the leadership gender gap. The company also achieved gender parity on its Board of Directors in 2023, with women holding six out of 12 seats.

Trane Technologies’ inclusion in Top 100 India’s Best Workplaces for Women 2024 further solidifies its world-class culture. Additionally, the company has also been certified as one of the Top 100 of India’s Best Companies to Work For 2024 and recognized as one of India’s 50 Best Workplaces for Fostering a Culture of Innovation.

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In recent years, CDK Global has consistently featured on the list of Best Workplaces for Women, reflecting its focus on policies that provide flexibility, inclusivity, and growth opportunities for women in the workplace. These efforts support women as they navigate both personal and professional responsibilities.

“As workplaces evolve, it is essential to adapt policies to meet the changing needs of women in the workforce,” said Mr. Sandeep Kumar Jain, Managing Director, CDK Global India. “This recognition reflects our ongoing commitment to creating an environment where women can succeed and reach their full potential. Our success is driven by the strength, passion, and dedication of the incredible women in our workforce”.

An important initiative at CDK Global is the SuperMom program designed to support mothers returning to the workforce. The internal Diversity, Equity & Inclusion core committee Team (Spectrum-All in) has been working with Leaders and returning mothers to ensure the comeback is seamless and a pleasant experience for the employee. Be it refresher training, staggered timelines, flexible work timings, and structured guidance, the program helps them transition seamlessly back into their careers, with ample support from mentors to recapture their previous success. This is not all. With a women-in-facforce ratio of 33%, there is a robust women leadership training program and opportunities to liaison with the industry’s best Women in Technology forums to upskill and create the right avenues for learning and growth.

Additionally, CDK Global’s employee development, inclusion, and wellness initiatives have been featured as a culture case study by the Great Place to Work® Institute. The study, titled ‘Decoding the Culture Fundamentals of a Consistent Great Place to Work,’ highlights how these programs have contributed to positive employee experiences, reinforcing the company’s focus on empathy and well-being.

“We believe that egalitarian treatment that values fairness, opportunities for development, and timely recognition are crucial to building a great workplace,” said Sandeep. “It is these principles that have laid the foundation for our organization and our policies are built on a firm belief that a great workplace should cater to the growth and well-being of employees regardless of gender, ethnicity, or disability. Since commencing operations in India in 2015, we have worked diligently to create an environment where women can excel professionally while achieving a healthy work-life balance. “

The Great Place to Work® Institute is a global authority on workplace culture, recognizing companies that prioritize their employees’ well-being. CDK Global’s consistent inclusion in its rankings reflects its ability to continuously evolve its policies in response to the needs of its workforce, promoting professional development and a balanced work-life culture.

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Recognized as India’s Best Workplaces Building a Culture of Innovation by All 2024 by the Great Place To Work® Institute

PUNE: Gera Developments Private Limited (GDPL), pioneers of the real estate business and award-winning creators of premium commercial and residential projects in Pune, Goa, and California, including the innovative ChildCentric® Homes, has been ranked amongst India’s Top 50 Great Mid-Size WorkplacesTM 2024 for the 7th consecutive year, certified by the Great Place To Work® Institute. This year, GDPL has also been honored with two other titles – Best Workplaces^TM in the Real Estate Industry, and Best Workplaces^TM in Building a Culture of Innovation for All.

This recognition is based on confidential survey data assessing over 250 employee experiences at GDPL across metrics of trust, innovation, company values, and leadership.

Rohit Gera, Managing Director, Gera Developments Private Limited, stated, “We are honored to be recognized by the Great Place to Work^® Institute. This acknowledgment attests to the collective purpose of our team to create a work environment that fosters trust, innovation, and excellence towards raising the standards of real estate in the country. At Gera Developments, our motto is “Let’s outdo”, and we are committed to building a high-trust, high-performance culture with a promising future for talent.”

He further added, “At GDPL, we strive to create a diverse and inclusive workplace that values individual employee characteristics, beliefs, experiences, and backgrounds. This approach has been fundamental to our success, and is reflected in the positive feedback from our team in the survey.”

GDPL practices an open and transparent culture, encouraging employees to share their ideas, knowledge, perspectives, and styles. This inclusive approach not only empowers employees to excel but also provides the company with a competitive edge. Guided by the “Let’s outdo” philosophy, and reinforced by core values and initiatives such as the Leadership Framework and Collaborate to Outdo, the company continues to nurture a thriving and dynamic workplace culture.

The Great Place to Work Institute^® is the global authority on employee experience, workplace culture, and leadership behavior required for a market-leading position, employee retention, and innovation.

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Since its establishment in Pune in 2004, Dale Carnegie has become synonymous with excellence in professional development and training, leaving an indelible mark on the city’s dynamic business landscape. Over the years, the organization has forged successful collaborations with esteemed clients, including industry leaders such as Bajaj, Alfa Lava, Bharat Forge, Gera Developments, Piaggio, and many others.

Pune, known as the “Oxford of the East” and a thriving hub for various industries, holds immense promise as a market. The city’s vibrant economy, coupled with a skilled workforce, makes it an ideal location for WPFL’s expansion strategy. As Pune’s premier destination for professional development, Dale Carnegie continues to play a pivotal role in shaping the skills, attitudes, and capabilities of professionals, contributing to the overall success and resilience of businesses in the region.

Commenting on the expansion Pallavi Jha, Chairperson and Managing Director of Walchand PeopleFirst and Dale Carnegie Training India said; “Our collaboration with Reset Learning marks a significant stride in our commitment to empowering individuals and businesses. Pune, with its dynamic business landscape, aligns perfectly with our mission to foster growth and excellence. Through this partnership, we look forward to unlocking new possibilities, driving professional development, and creating a positive impact in the vibrant Pune workforce.“

Commenting on the same Vinod Khot shared his vision for Reset Learning’s role in Pune, stating, “We aim to build on Dale Carnegie’s legacy in the city and contribute to the professional development of individuals and organizations. This partnership opens up exciting opportunities for collaboration and growth opportunities.“

With this expansion, WPFL sees significant opportunities for its Walchand Plus verticals, including Corporate Social Responsibility (CSR), Education and Skilling, HR Consulting, and more. The move reflects WPFL’s commitment to holistic business development and creating a positive impact on the communities it serves and underscores Dale Carnegie’s effectiveness in addressing the evolving needs of the corporate world and facilitating a culture of excellence and continuous improvement.

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The statement emphasized the importance of a professional workplace that respects and values the contributions of all employees. It also condemned any conduct that is inappropriate or unprofessional and called for accountability for those responsible.

As Board Members, Hill and McKernan emphasized their obligation to ensure that the FDIC holds all responsible employees and managers accountable for any inappropriate conduct. They also stressed the importance of protecting employees who have experienced unprofessional conduct and providing appropriate avenues for reporting misconduct.

The statement also called for an independent review of the agency’s workplace culture, initiated by the Chairman, to be effectively overseen by the Board and given the time and latitude needed to conduct a thorough, holistic review. The Board should be appropriately informed throughout the review process.

Finally, the statement emphasized that ensuring a professional work environment throughout the agency and providing transparency and accountability for employees and the public must be top priorities for the Board.

The FDIC does not send unsolicited emails, and recipients who no longer wish to receive this service can unsubscribe. For questions or concerns, subscribers can contact FDIC Subscriber Services.

The joint statement by Vice Chairman Hill and Director McKernan underscores the FDIC’s commitment to a professional workplace culture that values all employees and condemns inappropriate conduct. The statement emphasizes the importance of accountability, transparency, and protecting employees who have experienced unprofessional conduct. The Board’s commitment to ensuring a professional work environment and providing transparency and accountability must remain a top priority.

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PUNE: International SOS, the world’s leading health and security services company, has reported an almost 15% increase in requests for dengue-related information and assistance in the first half of 2023 compared to the same period in 2022. With dengue fever on the rise globally, organizations are advised to take proactive measures to safeguard their workforce from the potentially severe viral illness transmitted by mosquitoes.

According to the World Health Organization (WHO), around half of the global population is at risk of dengue, and there is a potential for a record level of cases worldwide. India is of particular concern, where the spread of dengue has increased by 1312% since 1996. In 2022 alone, over 233,251 cases were reported from 35 states. The neighboring country of Bangladesh is also witnessing a surge in dengue cases linked to prolonged periods of rain and flooding.

Dr. Vikram Vora, Medical Director, Indian Subcontinent at International SOS, emphasized the critical need for widespread awareness of the disease and its prevention to minimize the impact of dengue on individuals and communities. While a majority of those infected are likely to have mild symptoms, some people can require hospitalization, and fatalities are not uncommon. The risk of severe dengue is higher in people who have had past dengue infections. Dengue is primarily prevented by avoiding mosquito bites, and organizations are recommended to conduct dengue risk and impact assessments of their locations of operation as well as the locations their employees travel to.

International SOS provides the top five guidelines for organizations to protect their employees from dengue fever, including pre-travel planning, mosquito bite prevention, environmental control, employee education, and providing medical support.

In conclusion, organizations are urged to be proactive in safeguarding their workforce from dengue, and prevention remains the best strategy against the potentially severe viral illness transmitted by mosquitoes.

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INDIA: “The Work From Home era may soon be behind us”. This and more are the findings of an extensive survey carried out by The Office Pass (TOP), the largest coworking and managed office operator for Indian Small & Medium Businesses (SMBs) in Delhi NCR. TOP’s ‘Workplace Sentiment 2023’ survey was conducted in the month of June and saw participation from 700+ employees and 72 SMB founders in India. 76% of the respondents were males, and 24% were females. 

As per the survey findings, 67% of employees want to work from the office (34% want to work from the office but only 2-3 times a week; whereas 33% want to work from the office regularly). 18% want to work from an office close to their place of residence (i.e. neighborhood coworking). The remaining 15% prefer working from home. 

Within the employees, the propensity to work from the office is the highest among senior management (77%) followed by middle management (66%) and finally junior-level employees (65%). 

Coworking is the most preferred working place for employees in human resources (88%), sales & marketing (70%), admin (69%), and procurement & logistics (67%) functions.   

Founder / Employer views on work preferences from that of employees. 54% of founders want their employees to come to the office regularly. Another 26% are open to their employees working out of a coworking space if that helps in bringing them back to work. 20% of founders are open to letting their employees work from the office in a hybrid manner (2-3 days a week). Surprisingly, none of the founders want to give permanent work from home to their employees. This suggests that the era of working from home may be soon behind us. This is especially true in the context of a funding winter for Indian startups, with lesser opportunities in both STEM and non-STEM roles. 

Founders / Employers who are planning to hire more than 50 employees in the coming year are keener to bring their employees back to formal work. Founders hiring 25-50 employees prefer a coworking office (67%) over a formal office, whereas employers hiring less than 25 people were split down the middle between coworking (44%) and traditional offices (44%), as long as their employees were comfortable. Some employers (12%) with small teams are even open to permanent work from home. This demonstrates that as organizations grow, they start to place more focus on productivity and business momentum. 

“Networking opportunities” with their colleagues were highlighted as the main driver for going to a formal office, whereas “a strong community to overcome loneliness and isolation” was highlighted as the main reason for opting for a coworking space. Put together, both these insights may point towards some employee burnout on the back of 24 harsh months of lockdowns and permanent WFH, with employees now eager to network and be a part of a larger community.  

The ‘Workplace Sentiment Survey’ is an annual initiative commenced by The Office Pass (TOP) in 2021. Last year’s findings revealed key insights into work trends triggered by the pandemic. Recognizing the positive impact on the economy, on society, and on general health, many businesses implemented a hybrid work model or allowed partial work from home after the COVID-19 era. However, the current survey’s findings reflect a shift in preferences to the pre-pandemic working patterns. 

Nikhil Madan, Co-founder of The Office Pass (TOP) said, “The challenges faced by the workforce and individuals during the pandemic era, now seem to be largely behind us. The 2023 survey demonstrates that employees prefer the fast-paced environment of an office over the cosy atmosphere of working from home. In this situation, both coworking centers and traditional offices are feasible options for transitioning out of the pandemic-induced lifestyle we have all experienced.”

The Office Pass (TOP) survey was started to gauge and analyze workplace trends so people at large could improvise on their workplace strategy. In the initial phase, the survey highlighted the numerous disruptions and possibilities employees encountered amidst the COVID pandemic. In the post-pandemic era, the survey has shed light on the different perspectives of occupiers, and the transition of workplace trends.  Moreover, the survey centers on employees’ preferences and assists in assessing the needs of contemporary offices. 

In 2020, the way people worked changed dramatically, as remote work became the new normal. However, companies have now resorted to reopening their offices nationwide.

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