Insights Success Magazine, we have introduced The 10 Most Admired Corporate Recruitment Companies, in order to assist businesses to choose their right Corporate Recruitment Companies

1. ™
Placewell HRD Consultants
Providing Effective Talent Recruitment Consulting Service
DS Reddy
CEO
The
ADMIRED
CORPORATE
R E C R U I T M E N T
C O M P A N I E S
MOST
Behind The
Scenes
Software Outsourcing
Issues and Blunders
Editor’s Pick
Stumbling Blocks before
Management
Consulting Firms
www.insightssuccess.in
March 2018

4. he best practice to be ahead in any business war would be
Tmaintaining the best talent within the firm. The talent is hard to
get and easy to lose, and also needs to be nurtured. To bring
success to any organization, be it a public or private organization, it
will have to compulsorily recognize that the employment assessment
and selection process must be viewed as part of a larger, inter-
connected talent management strategy; where emphasis is not only on
assessing, attracting and hiring top talent but also on retaining and
developing excellent employees.
Talent management implies on recognizing a person’s inherent skills,
traits, personality and offering him a matching job. Every person is
blessed with a unique talent that suits a particular job profile and any
other position will be a misfit if he is wrongly placed. The boom in HR
application and growth of technology has changed the view of the
industry and redefined the role of human resource. At present, the
crucial factor of identifying and managing the competitive
circumstances related to business lifecycle is able with the collection,
processing and analyzing of big data. To gain the increasing
competitive edge the companies must use analytics to gain data-driven
insights into the workforce trends and engage to achieve refine
recruitment, performance incentives, and compensation to arrange the
evolving interests and goals of the employees.
People have evolved to deal with uncertainty by the means of
cooperation, collaboration and utilizing the conflicts in a productive
manner. It is essential that business encourages their employee to grow
mindsets equipped towards conversation, connection, and
experimentation. Human resource management moving to the cloud is
hardly a new concept. Almost every major HR software dealer is
contributing or planning to offer its solution in the cloud form. Cloud
computing provides faster updates, increased flexibility, innovation and
decrease in the cost. The HR managers could be in respites who deal
with the expense of upgrading the system each year and downtime.
In the coming future, India is looking at some serious development in
human resources where ever talent lacks its place in any agenda.
Corporate recruitment includes workforce planning, talent gap
analysis, recruiting, staffing, education and development, retention,
succession planning, and evaluation. Talent management offering cloud
solutions in recruitment will ensure that the right people are in the right
place, and are engaged and focused on the right activities to achieve
targeted business results.
Editorial
Corporate
Recruitment-
The Backbone of
Changing Indian
Business Sector
Shweta Priyadarshini
Shweta Priyadarshini

5. Editor-in-Chief Pooja M. Bansal
Database Management Prashant
Technology Consultant Swapnil Patil
Circulation Manager Vivek
Research Analyst David
Business Development Executives
Joan, Tejaswini, Ashwini, Meera
Co-Editors
Sapana ShindeArt Editor
Business Development Manager Akansha Garewal
Visualiser Savita Pandav
Marketing Manager Dhruv Apte
Picture Editor Alex Noel
Art & Design Director Amol Kamble
Co-designer Rahul Kavnekar
Managing Editor Shweta Priyadarshani
Senior Editor Shraddha Deshpande
Sachin Bhandare
Copyright © 2018 Insights Success, All rights reserved. The content and images used in this magazine should not be reproduced or
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March, 2018
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Cover Price : RS. 150/-

6. C O N T
Placewell
HRD Consultants
Benchmarking Overseas Talent Recruitment
Evolving From CSR
(corporate Social Responsibility)
To CSV (creating Shared Value)
by Meena Vaidyanathan, niiti
consulting Pvt. Ltd.
Gender Sensitivity And
Sexual Harassment Of
Women at The Workplace
CXO STANDPOINT
ENTREPRENUERS SPEAK
08
22
38
COVER STORY

7. E N T S
Acreaty Management:
Focused towards Delivering
Effective Business Solutions
Rajesh Shethia Consultants:
Equipped with Experience
and Skills to Identify the Best
Talent
Stalwart Management
Consulting:
Creating Productive and
Profitable Organizations
18
26
32
Software Outsourcing
Issue and Blunders
TRENDING CHANGE
Business is Taking India to
the Next Level of Prosperity
BEHIND THE SCENES
Positive Changes that
are enduring the
Recruitment Process
EDITOR’S INSIGHTS
Stumbling Blocks before
Management Consulting
Firms
EDITOR’S PICK
20 16
28 34

8. ecruitment for corporate purposes may focus on internal or external job candidates who have the qualifications
Rneeded for the desired position. To perform effectively as a recruiter, it is important to understand the
organization’s recruitment process and procedures. Within the organization, corporate recruiters focus on
hiring talented individuals to fill in vacant positions that are available within the same company. For corporate
recruiters, daily staffing support is a main responsibility and a strategic thinking approach is necessary to create an
alignment between the organization’s objectives and the recruiting processes that are established to accomplish those
objectives. Strategic initiatives for recruitment within the organization can include many facets such as developing
recruitment policies, developing recruitment teams, determining job position tasks, responsibilities and qualifications,
advertising open job positions, determining compensation structures and creating opportunities for qualified job seekers
to learn about the organization.
Insights Success Magazine, we have introduced The 10 Most Admired Corporate Recruitment Companies, in order
to assist businesses to choose their right Corporate Recruitment Companies. Assessing the scenario in versatile
perceptions our magazine has brought into light the companies, who have flaunted some excellent Corporate
Recruitment. This examined list will lessen the search of organizations to have perfect Corporate Recruitment for them.
In this issue, we have specially featured Placewell HRD Consultants as Cover Story. They are quite known for
delivering business-ready, responsive and reliable overseas talent management solutions to valued clients on a
consistent and cost-effective manner, and foster long-term professional relationships with them.
Apart from this, we have chosen Stalwart Management Consulting which leverages its expertise in providing talent
that suits ones need and the range of talent solutions expands from talent acquisition, advisory and consulting solutions
to HR analytics and outsourcing. Acreaty Management Consultant which understands client’s businesses segments
and committed to deliver the customized cutting-edge outsourcing services. Rajesh Shethia Consultants Pvt. Ltd is
creating a connection between a good candidate and an organization so that both the firm and the candidate benefit and
succeed.
We have also encompassed, Spine Technologies, Artech, Aspiring Minds Assessment, AddRec Solutions, Ad Astra
and Superior talent India.
Our in-house editors have come up with some adroitly written articles such as Stumbling Blocks before Management
Consulting Firms.
Also, we have included articles on Gender Sensitivity and Sexual Harassment of Women at the Workplace, written
by Pooja Prabhakar, Executive Editor of BCP Associates.
So, flip through our magazine and explore interesting insights into the world of 3D Printing.
Corporate Recruitment Companies implying
to Recognizing People’s Inherent Skills,
Traits and Personality
1THE
Most Admired
Corporate
Recruitment
Companies

10. DS Reddy
CEO

11. Placewell
HRD Consultants
Benchmarking Overseas Talent Recruitment
In today’s competitive world
where everyone is vying to
have an upper edge over the
others, quality human resource is
the key to the success and growth
of an organization. Recruitment of
people is like sowing the seeds for
the success, growth and image of
the organization. Recruitment
Consultants are business partners
critically connected with
meaningful recruitment.
TheGenesis
Consumed by the passion to ensure
the placement of appropriate talent
at the right place the nucleus of
Placewell HRD Consultants was
born in 2004, which commenced its
operations from the following year.
Since then it has enabled
innumerable institutions to write
their success stories. Known for its
high ethical standards, dedication,
focus and consummate services
Placewell was founded by DS
Reddy to provide unparalleled
enterprise solutions.
We believe
in clients delight:
Our clients
are not only
our audience
but also our
success partner‘‘
‘‘

12. We accomplish growth and
confidence of clients with our
quality driven services by
delivering excellence to our
global and domestic clientS
‘‘
‘‘
DS Reddy a Visionary Leader
The Founder, DS Reddy is an FCA (Fellow Chartered
Accountant) with distinguished career overseas as chief
executive for groups of companies.While being an NRI
working in East Africa he had helped over a 100 NRIs to
open up their career in African countries. He finds
tremendous joy helping people with career that gives them
comfortable life and handsome amounts as savings.
“Get closer than ever to your customers. So close that you
tell them what they need well before they realize it
themselves.”
-Steve Jobs
Conceptualizing this experience of Steve Jobs, DS Reddy
derived his inspiration while building Placewell HRD
Consultants to command loyalty and trust in client
relations. The recruitment process with Placewell HRD
Consultants is not just recruiting or giving the recruitment
responsibilities away to someone else. It is under the
guidance of DS Reddy that, recruitment process is much
more of a relationship and is committed to boost the
employment brand and to find the best talent possible,
instead of filling positions and merely finding people who
are qualified.
DS Reddy says, “I realized the tremendous potential and
demand for the Indian Professionals in Africa. There was
however a great deal of study, research and interaction with
various employers in Africa and Middle East where
hundreds of Indian expatriates were already placed well
before Placewell came into existence.”
Emergence as a Formidable Service Provider
“Over the years Placewell has emerged as a formidable
option for both employers and job seekers. The Skilled,
motivated and committed staff of Placewell together with a
large data bank of pre-screened human capital resource
have enabled Placewell to satisfactorily serve its clientele
with talented manpower in the prescribed time,” says
Shekar Reddy, Director of Placewell.
The team here keeps a close liaison with the Clients and
understands their needs. It helps to find befitting manpower
conforming to job descriptions, specifications and skills
required. Placewell is also supported through a strategic
network of associates and representatives globally. It is
licensed by the Ministry of External Affairs, Government of
India as an authorized international recruitment consultant.
Satisfaction of Stakeholders the Ultimate Motto
The recruitment services are offered to employers only after
verifying their credentials, working conditions and how
they treat their employees. For Placewell reputation of
employers is their own reputation. It is the same for
candidates too. Only when satisfied with their worthiness in
every sense that they are referred to the employers.
Satisfaction of the stakeholders is Placewell’s prime motto.
Placement with Perfection
Placewell works closely with the clients and ensure that the
right candidates are placed at the right place. The hiring
decision balances between the needs of the employers and
the priority of employees to fit into the successful execution
of the company’s business plan. Talent search and pooling
them is another great tool that they resort to. This makes it
easier for Placewell to locate the best suited candidates for
the job profiles in question.
Core Sectors of Staffing
Recruitment for the education sector has evolved as an area
of prominence for Placewell HRD Consultants over the past
few years. It has thus been serving hundreds of Universities
and Educational Institutions across several African
Countries as a very reliable partner for sourcing, screening,
recruiting and placing professors and lecturers and other

13. Assuring to put our
utmost efforts to maintain
higher levels of
professional excellence in
every aspect of service
‘‘
‘‘
1C O V E R S T O R Y
teaching faculty. The other areas of it’s focus has been Oil
& Gas, Engineering, Petrochemical, Construction and
Manufacturing Industries.
Africa and Gulf, the Two Eyes of Placewell
Placewell Team is well abreast with African and Gulf
regions and the clientele therein; the places from where it
learnt its lessons and grew up working closely. It knows the
pulse of the clientele and what they are looking for. The
team also knows how to source the best for the said
clientele. Today Placewell is the partner of success for
several employers in Africa and Gulf. Ethiopia stands out in
Africa for Placewell with more active participation.
Ethiopia & Universities
Ethiopia is one of two countries in Africa that has never
been colonised and maintains its cultural values in tact to
date. Government of Ethiopia is highly committed and
focused on promoting education as the part of its national
development. Policy is mainly aimed at expanding the
education sector, improving quality and ensuring that
educational content is harmonized with the country’s
economic needs.
Ethiopia, Placewell’s African Gateway
For Placewell Ethiopia has a special place and is like a
gateway to the African Universities. Placewell provides
platform to most of the Universities in Ethiopia to find the
right faculty from its pool of Talent. Every year a large
number of Professors and Lecturers are placed by Placewell
with the Ethiopian Universities.
Ethiopia and India share several cultural similarities and
have mutual respect. Indian Teaching Faculty is highly
respected in Ethiopia. There are a good number of
Ethiopian students in India who love the education system
here. Majority of Scholarships provided by the Indian
Government to the African continent goes to Ethiopians.
Placewell takes pleasure to contribute their part in
promoting the education through recruitment of teaching
faculty.
Constantly Evolving to Serve a Varied clientele
Earning total confidence and trust of the clients wherever
they are, Placewell HRD Consultants brings in ease in
manpower sourcing. Their team is always placed at those
centers overseas to be constantly meeting and discussing
with clients. Apart from the international clients company’s
varied and well-experienced team of subject and stream
specialists provide services towards their domestic clients
too. In the education sector, Placewell provides recruitment
services to the employers from the universities and
educational institutions across several African Countries -
Ethiopia, Eritrea, Somalia, Rwanda, Nigeria, Ghana,
Zambia, Malawi to name a few. In India too there are few
such employers whom the consultancy has served. All the
Manufacturing and Processing Industries, Business Houses,
Banking and other Commercial organizations fall under the
other sectors.
Providing Easier, Smoother and Faster Recruitment
Solutions
Placewell HRD Consultants provides reliable recruitment
solutions that helps employers with successful manpower
placements. The consultancy contributes to major part of
the process of recruitment making the employers’ job much
effective. Of late majority of the companies outsource their
manpower requirements to placement agencies who are
more focused and resourceful than struggling with in-house
facilities. As a result there has been a substantial increase in
the number of job consultants and agencies. Placewell finds
the key to their success in providing easier, smoother and
faster recruitment solutions.
Providing Proven Online Services and Placement
Placewell HRD Consultants provides lucid, flexible, high
class job portal making the recruitment process simple and
speedy and also plays a major part in finding the suitable
job for the job seekers in today’s world. India being one of
the rapidly growing economies in the world huge demand is
being created for qualitative manpower to take it further.
Placewell has the best access to those resources to serve the
demand on their part, through different media with state of
the art technology like social networking, LinkedIn, website

14. Placewell CEO with Staff
“We successfully tackle all the challenges and maintain
a big edge over others in satisfying client needs”
and job portals. Placewell HRD Consultant is considered as the thought-leaders in providing industry-rich online
employer services to cater to their specific recruitment and placement needs. It has an extensive expertise in recruiting
executives, professionals, technicians, support staff, draftsmen, etc. in diverse industry verticals.
In the Pursuit of Excellence, Striving for a Better Tomorrow
Every year the Team handles profiles of tens of thousands of job seekers and in the process of screening and
evaluation come up with special data bank of 1000s of Candidates who are so smart that any employer would dream
of such. The process and the methodology are again continuously evolving far reaching the expectations of the
Clients. The outcome is very much satisfying which is expressed in terms of clientele appreciation.
Placewell has a fair understanding of the future of the Corporate Recruitment. However, it is too volatile and nothing
can perfectly be predicted in which direction the technology would emerge tomorrow. Automation is taking the place
of manpower and that requires much more advanced manpower to handle the automation. Placewell HRD aims to
evolve with the changing times, offer customized, cost-competitive, value-driven recruitment services to the clients
while understanding candidates’ comfort levels and aptitude, so as to ensure their higher productivity and longevity.

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17. Management BriefCompany Name
Acreaty Management
Consultant Pvt Ltd
www.acreaty.com
Paramjit Anand
Co-founder & Director
Acreaty Management Consultant which understands client's
businesses segments and committed to deliver the customized
cutting-edge outsourcing services.
Ad Astra
www.adastraconsultants.com
Nirupama V G
MD
Ad Astra Consultants provides end to end HR Solutions to both
candidates and clients exceptional HR services & practices,
enabling them to reach for the stars.
AddRec Solutions
www.addrecsolutions.com
Aditya Jain
Founder & CEO
Artech Infosystems
Private Limited
www.artechinfo.in
Ajay Poddar
Executive
Vice President
Artech is a women-owned business enterprise (WBE)
committed to maximizing global workforce solutions on
behalf of its clients.
Placewell HRD
Consultants
www.placewell.in
DS Reddy
CEO
Placewell HRD Consultants delivers business-ready,
responsive and reliable overseas talent management
solutions to valued clients on a consistent and cost-effective
manner, and foster long-term professional relationships with
them.
Rajesh Shethia
Consultants Pvt. Ltd
www.rajeshshethia.com
Rajesh Shethia
Punita Shethia
Founders
Rajesh Shethia Consultants Pvt. Ltd creating a connection
between a good candidate and an organization so that both
the firm and the candidate benefit and succeed.
Spine Technologies
(I) Pvt. Ltd.
www.spinetechnologies.com
Nilesh Shah
Director
Spine Technologies aiming to be leading Indian brand for
HR, assets & value-added softwares by technologies
leadership, worldwide distribution network, customer-
centricity, brand & organization building.
Stalwart Management
Consulting
www.stalwartmanagement.com
Divyashikha Gupta
Founder & Director
Superior Talent India
www.superiorgroup.in
Navin Gautham
Director
Superior talent India delivers a full suite of comprehensive HR
and Recruitment ProcessOutsourcing services to leading
companies in INDIA.
Addrec Solutions specializes in project based hiring, and this
service offering is well suited for large number hiring, and
targeted for large customers. Under this unique service offering
we take the complete responsibility of hiring entire team in time
bound delivery schedules.
Stalwart Management Consulting leverages its expertise in
providing talent that suits ones need and the range of talent
solutions expands from talent acquisition, advisory and
consulting solutions to HR analytics and outsourcing.
Aspiring Minds
Assessment Pvt Ltd
www.aspiringminds.com
Himanshu Aggarwal
Co-founder & CEO
Aspiring Minds Assessment is a leading assessment
companies that helps organizations, governments and
institutions measure and identify talent to create a level
playing field in education & employment by introducing
credible assessments.
1
THE
Most Admired
Corporate
Recruitment
Companies

18. March 2018|16

19. March 2018| 17

20. Acreaty
Management:
Focused towards
Delivering Effective
Business Solutions
The Indian recruitment industry is driven by
numerous factors including the growth of key client
industry, entry of multinational companies in the
Indian markets, large conglomerates entering into new
business domains among others. Indian economy has been
growing at an attractive rate supported by growth in its key
customer industries like retail, banking, IT, ITES,
hospitality and health care among others. Moreover, the
industry is characterized by the increasing trend of private
equity transactions and a number of M & A (Mergers and
Acquisitions), Join ventures, etc. Besides, myriads of
companies mainly SMEs have started outsourcing their
recruitment/ hiring processes to third party recruiters.
With an outlook on changing needs, hiring would not be
only about tracing, interviewing candidates, and getting the
vacancy filled. Instead, employers will utilize data analytics
and artificial intelligence tools, to increase diversity, and
target passive candidates.
Acreaty Management Consultant is a leading HR
Consulting & Manpower Outsourcing Company providing
a wide range of staffing solutions to its clients. The core set
of offerings include Business Strategies, Process and People
Outsourcing, Recruitments/ Executive Search, Training &
ITES. Working on a strong technology platform, Acreaty
Management Consultant has the capability to perform job-
candidate matchmaking and deliver world class experience
to the client’s while simultaneously managing cost and time
efficiencies. It is increasingly adapting to innovative tools
like video interviewing, job mobile apps (job portals, job
boards, etc.) and online assessments tools (performance
appraisals, etc.) that not only will increase the efficiency.
The consultancy has built a strong brand position through
successful business associations & delivery of quality
services to various industry verticals i.e. Construction,
Healthcare, Automobile, Real estate, IT, Oil & Gas,
Pharmaceutical etc. The vision is to be one of the premier
and international player in global hiring solutions
worldwide and the main purpose is to deliver result oriented
services for the most prestigious customers. It is a multi-
national company with global presence across countries like
Africa (Ghana, Nigeria, Uganda, Kenya, and South Africa),
United States and the Middle East (Bahrain, Philippines and
UAE).
An Exceptional Leader Delivering Highly Innovative
Solutions
Paramjit Anand, Co-founder & Director, has over 20+
years of experience, in general management of small to
large size organizations, corporate development, complete
HR operations, business operations, product marketing, and
strategy across the globe. He is leading the global
management consulting firm with a core set of offerings
Paramjit Anand
Co-Founder & Director
March 2018|18

21. including Business Strategies, Process and People
Outsourcing, complete HR solutions, Training & ITES. He
also co- founded Ascentaz, a global business consulting &
advisory firm with the focus to serve organizations globally,
tend to enter specific geographies and to scale up their
businesses worldwide. Prior to Acreaty & Ascentaz, he was
into Strategic Sales marketing and brand empowerment
with leading national & international brands like Gillette
Group, ITC Limited, Cavinkare and Unilever for over 12
years.
Staying Uniquely Competent
As one of the leading recruitment agencies, Acreaty has
faced a variety of challenges on a daily basis. Recruitment
companies act like catalysts, constantly mediating between
employer and potential employee. The connected pressures
on this mediation of a fast-paced recruitment process and an
increasingly saturated job market should not be
underestimated. So, in order to stay at the top of their game,
the consultancy mainly concentrates on considering what
the best brands can do and then try to implement new
strategies to improve the quality of hiring. Candidates are
relatively easy to track down through different sources;
Acreaty Recruitment Consultant is jumping up into new and
leading-edge software and HR tools.
The experts provide entirely unique hiring services. For
junior level positions, they personally engage in field work.
On the flip-side, for mid-level or C-suite, the specialist
recruiters personally meet the clients, and thoroughly
research about the specific roles and job descriptions. The
consultancy also handles any recruitment needs, by giving
one the access to resources and expert staffs and that to with
timely delivery. To set services apart from the competitors,
the recruitment consultancy completely analyzes the
spokesperson; and creatively analyzes the client’s specific
requirement. Acreaty always takes a complete responsibility
while recruiting the best talent- starting from screening,
shortlisting to employing, reference/ background check, etc.
and provides HR solutions for almost all major industry
verticals.
Innovating Future with Exceptional Services
The war for quality talent is bound to strengthen and
intensify in the coming decades, with more & more
companies tapping to new innovative forms of screening
candidates or exploring newest forms of technologies. The
focus is on diversified corporate solutions & services.
Companies can deliver good recruitment solutions, but
can’t perform up-to-the mark, as compare to the companies,
who are into hard-core HR outsourcing business.
Acreaty global recruitment team is operating across
different continents with an established network of potential
candidates. The consultancy is concentrating more on
innovative technologies to widen the networks and
communicate with potential candidate and to stay at the top
of the recruitment game. Acreaty Recruitment Consultant is
keenly focused towards delivering exceptional services for
our clienteles.
Strategizing to improve and retain
the talent and to deliver both
efficiency and experience
‘‘
1
THE
Most Admired
Corporate
Recruitment
Companies
March 2018| 19

22. March 2018|20

23. O
ver a short span of time, software outsourcing
offshore has become an inseparable part of the
modern IT business. Perhaps this is the time to
look back on the usual blunders committed during offshore
outsourcing.
While approaching order fulfillment companies, always
keep in mind initially, not entering into long-term contracts.
One must have an IT strategy, which has a patrollable
boundary between the outsourcing firm and your
responsibilities. Also, on the basis of an established
objective, get a contract which spells out performance
measurements. And, it will be the corner stone of the
process.
Once a service or work is outsourced, leave the service
provider to do his work. Never try to mess up his work by
implementing unnecessary control. Always outsource your
work to a firm who has an established track record or else
your whole software outsourcing could end up in a disaster.
Also, stay clear of offshore software outsourcing blunders
as this will save you against whole lot of problems. There
are several issues with respect to software services
outsourcing.
Starting the Contract:
While considering the umpteen number of problems that
may come across when an IT service provision is handed
over, it will be wise to have a well-defined transition period
in terms of the contract and decide the commencement date
as soon as possible.
Ownership:
Ownership is another significant matter about software
services outsourcing. In order to avoid disputes, the
ownership of information and data should be cleared.
Licensing and Third Party Suppliers:
While involving a 3rd party software supplier, care must be
taken to get appropriate license. Licenses currently held by
the purchaser must be extended to include the activities of
the outsourcer. It must be agreed upon as to which party
will administer the terms of any agreement going on
between the purchaser and 3rd party supplier. Maintenance
contracts also must be transferred to the outsourcer.
SLA and Management:
SLA’s (service level agreements) is the minimum level of
service that must be provided; is the basis to measure the
outsourcer’s performance. It may also be noted that both the
parties must be aware about the flexibility of SLA’s and
review period in the SLA to cover changing purchaser
requirements and new technology.
System Requirement Specification:
The defining of the system as well as service specifications
must be done well when it comes to software services
outsourcing.
Insurance:
The outsourcer should have public liability insurance, in
case of loss or liability through injury or damage.
Warranties:
The warranty must contain service quality and compliance
with specification.
Moreover, effective management includes reporting and
review of the performance of the outsourcer, through
consultation between both the outsourcer and the purchaser.
So, those seeking opportunities offshore ought to be aware
of the many aspects of software services outsourcing.
Behind the Scenes
March 2018| 21

24. The Need
ndia is the world’s second most populous country in the world, and the fifth largest economy in terms of GDP
Iwhen adjusting for international price differences. However, its per capita income in 2011 is only $3,600, placing
India 129 out of around 184 countries. Despite this, India’s economy grew at a pace of 7.45% between 2000 to
2011, making it the world’s second-fastest growing major economy, according to, “Indian Social Enterprise Landscape
Survey 2010”.
The increasing urgent need to tackle social issues in more effective ways. At present, India’s rapidly growing economy
has not managed to alleviate the extreme poverty of nearly half the country’s population that lives below the $1.25 per
day poverty line. There are several reasons for this, including non-uniform infrastructure, low quality public good
provision by the government (especially in health and education), and resource limitations. Successive governments
have dealt with the complex problems at the root of tackling and alleviating the social challenges. Despite several
initiatives, social inequalities remain even as we begin 2016 and we are very far from resolving some of our urgent
social challenges like homelessness, malnutrition, illiteracy, substance abuse, gender-based violence, etc. The social
sector has admirably addressed many of these burning issues but they have also been woefully underfunded, despite
the CSR Bill and increasing Philanthropic donations. It is imperative that we look at addressing the social challenges
in an innovative manner.
In the traditional bifurcated system, social needs are primarily met through grants, CSR funds, non-repayable
contributions, while capital markets are focussed on financial returns and economic growth. In addition, while the
industry deals remarkably with economic consequences but more often than not, it largely doesn’t take into account
social consequences in its primary business models. In recent times, however, a new sector that is bridging private,
public and social sector is emerging.
Emergence of a New Converging Economy
A rising wave of social entrepreneurship is seeking to make meaningful difference to people’s lives. India’s vibrant
CXO Standpoint
March 2018|22

25. Meena Vaidyanathan, has a double Masters degree in biotechnology and business
management and a certicate holder in Social Entrepreneurship from INSEAD, has worked
with Monsanto, Honeywell and HCL Technologies. She founded niiti consulting Pvt. Ltd. in
2010, with the aim of supporting and enabling programmes and organisations that create
large scale social impact. Meena has led many projects with educational and healthcare
institutions, NGOs, corporates and social enterprises alike. niiti also conducts training
workshops on topics of social relevance for professionals like sexual harassment at work
place, monitoring and evaluating social impact, CSR reporting, leveraging social media for
community mobilization, etc. through its programme called Doer's Labs.
About the Author
social enterprise space is young in terms of years of operation, and nascent in terms of revenue size per enterprise.
According to the Beyond Profit 2010 survey, about 68% of SEs have been in existence for five years or less.
The social enterprises have several innovative business models. Enterprises could have a for-profit business models like
Udhyogini; include collective ownership structures such as cooperatives and producer companies, like Waste Ventures,
which “incubates solid waste management companies owned and operated by waste pickers”, not-for-profit structures,
which make up a fifth of all social enterprises, such as Aravind Eye Care Hospitals, or have a business model that can be
categorized as hybrid, wherein two or more entities, while not legally bound, work in close synergy with each other,
usually because they are both founded by the same individual or individuals, like LifeSpring Hospitals.
By definition, a social enterprise is a means to achieve sustainability through earned income. However, it is important to
note the financial objectives differ among organisation. Social enterprises do not need to be profitable to be worthwhile.
They can improve efficiency and effectiveness of an organisation by:
Meena Vaidyanathan
March 2018| 23

26. • reducing the need for donated funds
• providing a more reliable diversified funding base; or
• enhancing the quality of programmes by increasing market discipline
Globally, there are multiple experiments in this space linking CSR, entrepreneurship and livelihood, including helping
existing/traditional community businesses as CSR (e.g. Indian public sectors like Oil and Natural Gas Corporation-
ONGC- trying to promote local craft); using/leveraging social innovations/businesses as an extension of the company’s
business strategy with tighter alignment (e.g. U.S. company Patagonia using recycled denim for their textile products);
and linking social innovation with entrepreneurship, while keeping and treating them distinct from core businesses (e.g.
Tata Steel / Usha Martin’s effort to empower local communities through entrepreneurship). Many companies in India are
looking to this model for bringing about sustainability to their programmes.
The Concept of Shared Value could lead to Large Scale Social Innovation
The concept of shared value seeks to promote inclusive growth as a key agenda in India’s economic growth story.
Corporations are finding new ways to accelerate growth and increase competitive advantage through innovative business
models that meet societal needs and help create impact at scale. A well-known shared value example is that of Nestle,
that decided to train and assist cocoa smallholder farmers to foster rural development while ensuring a reliable supply of
high quality raw materials. This rural development strategy has had a direct impact in furthering the company’s business
goals while at the same time ensuring sustainability of critical stakeholders in the supply chain.
Small-scale initiatives of this nature could also be important test-beds for large-scale sustainable solutions. Strategically
implementing and networking among small scale initiatives can create an environment that supports large-scale change
by connecting relevant stakeholders and groups, such as from the policy or business domain. Many new emerging
businesses like solar energy storage and distribution, waste management, etc. were considered as small scale social
innovations just a few years ago. But they are considered the sunrise industries of today. The impact investment market is
currently worth around $50 billion (£30 billion) globally, but it is estimated to be worth $1 trillion (£600 billion) in the
next five years. This is because the lines between investment portfolios and philanthropic objectives are becoming
blurred and impact investing could soon be part of everyone’s asset allocation, according to blue and green tomorrow.
This trend is gaining ground in India as well. Mahindra Finance and Marico have partnered with social venture fund
Villgro to finance startups by using their corporate social responsibility (CSR) budget. The new Companies Act
amendment allows such funding though incubators as CSR contributions, according to economictimes.
Companies can create shared value opportunities in three ways:
• Reconceiving Products and Markets – Companies can meet social needs while better serving existing markets,
accessing new ones, or lowering costs through innovation
• Redefining Productivity in the Value Chain – Companies can improve the quality, quantity, cost, and reliability of
inputs and distribution while they simultaneously act as a steward for essential natural resources and drive economic
and social development
• Enabling Local Cluster Development – Companies do not operate in isolation from their surroundings. To compete
and thrive, they rely on an ecosystem of players, all collaborating to create enhanced value and improved
sustainability.
Our future ability to meet growing needs in education, healthcare, energy, climate change, and the inclusion of vulnerable
populations such as seniors, people with disabilities, requires an integrated approach to link and unlock economic and
social value.
CXO Standpoint
March 2018|24

28. Rajesh
Shethia
Consultants:
Equipped with
Experience and Skills to
Identify the Best Talent
Recruitment in India comes with its own set of
challenges. Finding the best candidate for a given
position is an arduous task given the changing
trends in the hiring industry. The recruitment segment poses
a whole set of new challenges. The traditional “classified”
approach of online job portals is not optimal for these job
seekers. Many of them are not comfortable making a CV
and even when they are, employers are much keener on
evaluating job seekers for these roles on soft skills and
preferences, which are difficult to obtain from a regular CV.
Employers, are looking for solutions that help them filter
and select “suitable” and “interested” candidates for the
interview process. Several of these job seekers are not in a
position to indicate their presence to employers. Hence a
“reach-out” mechanism is needed to find these job seekers
and match them against suitable jobs.
Rajesh Shethia Consultants is a premier team of experts
providing the best of recruitment solutions for excellence. It
is a team of industry experts and HR professionals with
specialization in various sectors and a believer in
professional, dependable, affordable and result oriented
partnerships. Working in nearly every industry sector across
India, the consulting firm has succeeded among recruiting
firms because it knows that success requires an
understanding of local markets and have industry connects
in all major cities. The enriched experience in recruitment
makes it the most instrumental job consultancy in finding
right candidates for the organization.
The Boatswain of the Organization
Rajesh Shethia Consultants was founded by Rajesh
Shethia and Punita Shethia. Rajesh Shethia Consultants
was born out of their own experience of managing large
team. After spending over 17 years in the corporate sector
with proven record in start-ups and scaling-up off
companies in the field of Business Development and
Marketing and despite obvious successes Rajesh took a leap
of faith and started this organization with the objective of
delivering high quality sales professionals for organizations
across industries. Punita has been into the field of
recruitment for over a decade now starting from freelancing
to setting up her own consulting firm and later joining
Rajesh to fulfill their vision to build a brand that provides
most reliable, customer friendly and cost-efficient solution
for Talent recruitment.
With the objective of delivering quality and result-oriented
talent recruitment services for corporates, Rajesh started the
Rajesh Shethia Consultants Pvt. Ltd. in the year 2014. They
started the humble journey in 2014 and over the period of
time have been able to carve out a niche for themselves,
while building a rock solid reputation with multiple clients
that the consultancy works with. Rajesh is one of those
dynamic and result oriented marketing person who is
always on the job looking for greater opportunities to
improve business along with enhancing his marketing
skills. Punita is equipped to offer the best of leadership with
her Management Programme for Women Entrepreneurs
Divyashikha Gupta
Managing Director
March 2018|26

29. from IIM–Bangalore. Punita plays the central role in
defining and implementing the plans. She is instrumental in
helping clients in realizing our effectiveness. She is actively
working on improving the performance and motivating for
the same.
Staying Competent and Facing the Challenges
The biggest challenge that Rajesh Shethia Consultants has
faced is the increasing skill gaps between the changing
organizations needs and the talent available in the market.
Skill upgradation is at a very nascent stage amongst
working professional even today. The consultancy is under
a constant learning process and the learning is primarily
related to the changing industry trends in business that
helps the consultancy to understand and predict the human
resources requirements very well in advance.
Effectively Addressing the Requirement of the Clients
The evolution period for employees to deliver is reducing
with every passing day, keeping this fact in mind, Rajesh
Shethia Consultant’s search for candidates for client’s
requirements is getting more and more focused on
candidates who have handled similar roles and whose time
to deliver is lowest, helping companies make better choices
quickly. They find pleasure to effectively address the
requirements of the clients’ most difficult business issues
and this makes them the best consultancy. More than 90%
of the engagements come from returning clients or referrals;
and the consultancy takes pride in the successes. Every
client, Rajesh Shethia Consultants have worked with is
different and so has varied the engagement with them but
every time the focus has been on generating impact for the
clients.
Benefits and Support to Clients
Rajesh Shethia Consultants help companies build better job
descriptions as preparing a compact job description is one
of the finer ways of effective human resource management.
It also helps them with drafting HR policies and processes
as a well-defined company policy which is a smart strategy
for business success. When it comes to offering the right
solutions, the consultancy invests in the resources with
detailed research and extensive analysis. It strongly adheres
to the dynamics of the clients’ organization to deliver the
outcome. The efforts are directed at providing the best
recommendations and not merely numbers to the clients.
The Future of Corporate Recruitment Companies
The Rajesh Shethia Consultants is a concrete group of
expert professional with years of experience in managing
human resources, business operations and related areas. The
consultancy senses that the technology will help in
streamlining the entire process but the organizations will
need specialized recruitment consultants to meet there
demands as the skill gaps are only going to rise and the
availability of good resources will reduce. To find the best
resources especially passive candidates, companies will
have to outsource their talent requirements. Corporate
recruitment companies who have good network,
understanding of the latest human resource trends and a
good internal database are only going to grow.
Customer friendly and cost-efficient
solution for talent recruitment
‘‘Punita Shethia
Co-founder & Chief Success Officer
March 2018| 27
1
THE
Most Admired
Corporate
Recruitment
Companies

30. BUS NESS
NDIA
PROSPERITY
is
NDIA to the Next
of
March 2018|28

31. India is poised to become the
world’s fastest growing major
economy in 2017, according to the
survey. Economic fundamentals stand
strong, and global investors are on the
rise to invest in India. India has
emerged as the number one FDI
destination in the world during the first
half of 2016. With FDI capital inflows
of US$290.9b, India has outpaced all
other economies, moving up to the
premier position from being in the fifth
spot during the corresponding period
of the previous year. The investors
ranked India as the biggest market this
year, the 60% investors placed the
country among the top three
investment destinations.
Manufacturing has regained its share in
FDI capital flows in 2016, amounting
to 46% approx. Investors are most
optimistic about the sector, with 62%
of those interested to expand market or
to enter in India over the next few
years, saying that they plan
manufacturing activities. In few
months, 55% of the surveys will reflect
that the organizations were aware of
the Make in India investment and
growth and 69% of those who are
aware of the initiative are likely to
invest in manufacturing in the next five
years. Business is found more
attractive in 2016, compared with 2015
India attractiveness survey. Investors
see India growing up the pace of
becoming one of the world's top
destinations for manufacturing and
investing, as well as a regional hub for
operations. A number of government
offers are being well received by
investors, who expect them to increase
India’s FDI attractiveness significantly.
India is on the way to provide many
facilities to start-ups, according to the
latest survey it’s been proved that
Indian business is on the rise and
global investors are heavily investing
in the projects in India. Even the small
organization or start-ups they are
getting the working environment to
grow and expand their business in
India.
Business Scope in India
The 59% of startups in India are in the
B2C space, 37% are in the B2B space
whereas the remaining 4% are a
combination of B2B and B2C.
According to a leading chain report in
2014, India’s B2B e-commerce
industry will grow from $300 billion to
$700 billion by 2020. B2B business
works in the areas of logistics,
commerce, assisted commerce, and
financial products distribution. These
platforms challenge to reach the
fragmented customer base.
‘Make in India’ Program a Boon for
Start-Ups
The government policies regarding
start-ups have become friendlier. There
is also great anticipation on the
government support for the sector. The
government has already set
expectations from the entrepreneurial
sector to drive big employment
opportunities. Start-ups are expected to
create 2,50,000 jobs in India by 2020,
up from 80,000 now, according to the
latest report. This, in turn, can be
achieved through big investments in
start-up companies while nurturing
innovation and bright ideas across
sectors.
‘Make in India’ a Bigger Move in
Business
The initiative focuses on sectors like
information technology,
pharmaceutical, electronics, textiles.
These sectors are globally competitive.
These sectors also drive huge interest
from entrepreneurs and are also
attractive from FDI viewpoint.
Fostering innovation is the basic
objective of the initiative. It aims to
support new ideas which will also
bring forth the young talent in India.
Building further capacity for
innovation which includes new youth-
focused programs and institutions
dedicated to developing specialized
skills. Ease of application processes
such as integrating services of central
government departments and, a single
window IT platform for clearance of
services. Filing of e-returns through a
unified form and making use of
digitization to make things hassle-free
which give strength to Intellectual
Property regime through up gradation
of IT infrastructure in compliance with
global standards.
The prime reason is that the situation
in India is very attractive where
entrepreneurs are looking for investors
to buy stakes in their ventures. They
have the drive to get into a business
and take it to a level beyond which
they need to tap the capital markets for
growth. Also, companies seeking
venture financing in India have
typically been middle- to late-stage
companies, not true start-ups like those
that are financed in the US. So it is a
better proposition and relatively less
risky.
Make in India, flourished many
businesses in India and the concept of
the program is to raise the employment
and to make stable economy by
manufacturing products and goods in
India. The main motive of Make in
India program is to promote the
external investors to invest in India and
flourish the business aspects.
Trending Change
March 2018| 29

34. Stalwart
Management
Consulting:
Creating Productive
and Pro table
Organizations
An organization is only as good as the people they
hire. The fate and future of any organization
therefore rests in the hands of these multi-faceted
human resources. Key industries such as IT, retail and
banking, pharma and manufacturing are growing at a rapid
pace and this combined with today’s continued focus on
innovation in the Indian economy, is an interesting eco
system that the country is currently observing. As a result,
the demand for unique talent is increasing across many
sectors to deliver rapid and sustained growth. Keeping a
hawk-eye on this trend Stalwart Management Consulting
has a strong industry focus, with multi-discipline teams
dedicated to key industry groups in both global and national
markets. Debunking the “One size fits all” approach,
Stalwart Management Consulting partners with companies
to hire these future ready human resources by offering
customized and curated talent solutions that are industry
aligned.
At Stalwart Management Consulting, the aim is to offer a
distinct and comprehensive array of workforce and talent
solutions ranging from talent acquisition, advisory and
consulting solutions, HR Analytics and outsourcing. With a
definite effort at partnering with the clients to build a highly
engaged and motivated workforce, Stalwart Management
Consulting contributes and enhances the brand value of the
clients. It is committed to partnering with clients on their
growth journey by designing recruitment and talent
solutions that pre-empt and meet any business challenge
that is encountered. The integrated strategies are designed
to increase workplace productivity by developing improved
processes for attracting, developing, retaining and utilizing
people with the required skills and aptitude to meet current
and future business needs.
Relentless Determination and Thoughtful Approach for
Leading the Organization
As the Founder, Director and Principal Consultant of
Stalwart Management Consulting (SMC), Stalwart Business
Consortium LLP (SBCL) and Stalwart Learning Solutions
(A vertical of SBCL), Divyashikha Gupta is the one
behind the company’s signature characteristic. While her
approach is thoughtful, open, analytical and often
challenging; her insight, integrity, and candor to the
partnering process have become renowned throughout the
industry.
Divyashikha has 15 years’ of vast experience in various
facets of Human Resources and has held critical roles
across APAC and Indian sub-continent in global
organizations like JP Morgan, Temasek Holdings (through
Fullerton Financial Holdings) and Hutchison 3 Global
Services (now acquired by Tech Mahindra). Her expertise
rests on Staffing (Including Leadership / CXO Level),
Learning and Organizational Development, Change
Management, Talent Engagement and Talent Development.
At Stalwart (Group Companies), her responsibilities are
client management, strategic planning, evaluation of
operational capabilities, risk assessment along with
monitoring and assuring profitability of the group. With an
excellent analytical ability, Divyashikha has been a pioneer
in her field who dares to dream and achieve the impossible.
Divyashikha Gupta
Founder
March 2018|32

35. Staying Competent and Facing the Challenges
Stalwart Management Consulting started their journey in
2009 as a traditional recruitment company and over the
years has added some very unique solutions to their talent
consulting cartel and these solutions have helped maintain
the UVP(Unique value Proposition). Since its inception,
Stalwart has been very particular about the UVP offered
rather than USP (Unique Selling Proposition). Although
Stalwart uses Technology, AI, Machine Learning and other
disruptive technologies to make recruitment extremely fast
paced, the company retains its core values by not replacing
the human connect in recruitment and talent solutions.
The team at Stalwart Management understands that in a
constantly evolving and changing business environment, a
good recruitment and talent solutions company should help
clients to be prepared for VOLATALITY, UNCERTAINTY,
COMPLEXITY, AND AMBIGUITY – commonly known
as VUCA in the business world today.
Innovative and Disruptive Solutions
Stalwart’s bespoke, highly customized and solution based
approach ensures that recruitment and talent strategy is
aligned with the client’s core business. The team of
functional and technical experts is committed to one of the
lowest turnaround time for delivery in the industry. The
consultancy provides innovative and disruptive interview
solutions such as Video Interviews, Virtual Screening that
has gone a long way in satisfying the clients. The mature
retainer solutions of the consultancy have consistently
saved 15-20% of the client’s talent sourcing budgets.
Stalwart’s in-house outreach initiative extends educational
and social support to the underprivileged and poverty struck
masses of the society. WOW which means Women of
Worth is Stalwart’s signature campaign to encourage and
promote gender inclusion in the workplace. The WOW
Stalwart initiative ensures that the client's diversity
inclusion targets are met within the budgeted time lines.
Stalwart provides exhaustive data base encompassing active
and passive talent which ensures that the client's never
compromise.
Delivering Support and Providing Benefits to the Clients
Stalwart Management Consulting offers Stalwart
Assessment Sheet, which is a scientific, AI- based and
professional assessment of the candidates' capabilities and
suitability for the respective role. This is a premium
offering and it helps the clients to make an informed
decision about the suitability of the profiles being shared. It
is a comprehensive talent solutions company that maps the
right talent for organizations.
Stalwart Management Consulting offers recruitment
services such as Permanent Hiring, Contract Hiring, Payroll
and Compliance, Staffing Solutions. The talent firm has
various solutions to be provided in Learning and
Development such as Training, Signature Modules that are
experiential and impact based. Functional, Behavioral and
Excellence Modules are designed and curated to meet
industry and role demands. Art-Based modules which are
based on Drama, Theatre, Music, Films and Reflections are
provided by Stalwart. Candidates need to be assessed to
determine their suitability for specific types of employment,
Stalwart provides Assessment Centers with Biometric
Testing, Graphology Supported Assessments, Psychometric
Tests that are used for recruitment as well as Learning and
Development.
The fastest way to build trust, especially with a new or
potential client, is to provide clear evidence of the
professional values. Value Based Consulting provided by
Stalwart has Advisory & Consulting (Technology &
Analytics in Human Resources), Capability Building,
Learning & Talent, Change & Culture Transformation,
Executive Search, Design Thinking and Innovation, CEO
and Leadership Coaching.
As the demand for quality talent surges, Stalwart
Management Consulting continues to leverage its expertise
by providing talent that suits one's needs. Their range of
talent solutions expands from talent acquisition, advisory
and consulting solutions to HR analytics and outsourcing,
which allows the talent firm to remain the most preferred
talent solutions partner for the esteemed clients.
Only a highly engaged and motivated
workforce can contribute to and
enhances the brand value of the clients
‘‘
March 2018| 33
1
THE
Most Admired
Corporate
Recruitment
Companies

36. Positive Changesthat are
Recruitment
enduring the
Process
For any organization, recruitment process is a major and crucial part of
developing and maintaining an effective and efficient team. A well
planned recruitment strategy will cut down the wastage of time and
money, which would have incurred for extensive training and development of
unqualified resources.
According to the few reports in US “Organizations are recruiting more
numbers of candidates because the organizations are expanding which require
more workforces.”
The companies are growing and there is a more work for HR team to recruit
more who can work towards the organization development. A Report says
that the growth of hiring will be more than last year. In 2017, 56% of the
recruiting teams hired candidates but the survey predicts in 2018, 61%
approx. will hire and only around 10% are planning to reduce.
The company always require a young dynamic talent, recruiting more
candidate will help in rise to the company’s strategy and it will also help to
deliver more on the concept of 'More input always result’s maximum output’.
The US leading magazine survey shows that 70% Organizations think, if they
have more employees the success ratio will be more because they think the
more employees will show more results which results in Company growth.
Hiring more means more engage in work for Hire Team, their job is to give
good talents to the Organization which results in growth.
March 2018|34

37. A company will be benefitting by hiring high volume recruitment because by hiring more candidates it helps to
complete work on time.
The developing countries like India where organizations growing rapidly thus there is a need of huge workforce,
according to India’s leading magazine “Organization like Reliance, Wipro, Adani Group and many more hiring
the large numbers of employees.
Changes hiring Process in India
Organizations in India are running in a growing period, therefore, it becomes important to recruit the suitable
candidate for the respective position. The government of India also releasing the job vacancy in the Government
sector and thus the Recruitment starts their process of selection.
Few media reports stated that “the recruitment process is the backbone of any successful organization”. The
success of any Organization depends on the selection of employees because HR Team put efforts towards the
success of Organization.
With the continually increasing economy and digitization, growth allows maximum job opportunities. The
strong economy has ability to fulfill their demand, 56% of employers are hiring to support business growth and
only 13% are hiring to backfill.
The latest report claims that 19% of employers are hiring to support account section department and 25% of
employers are hiring in a Technology field.
The responsibility has increased for the HR team to coordinate with the Organizations requirement. The
Recruitment team divides the selection criteria into few steps.
The main reason behind the growth of Organization is digitization and the rising of new technologies which give
Organization to expand and grow in various fields.
How Artificial Intelligence (AI) is transforming the hiring process
Artificial Intelligence (AI) is shaking up the recruiting procedure, changing the way recruiting agencies and
sources find and contract tech talent.
AI and machine learning empower experts to rapidly analyze huge amount of information and settle on choices
and expectations. Presently, recruiters are giving Artificial Intelligence something to work to define a job
postings “ideal fit,”and to enhance their capacity to fill opening quickly.
Finding the ideal individuals to changing new ideas into effective brands is depend on a test for HR offices in
relatively every industry, and achieving this objective inside the limited budget makes it difficult. AI makes the
task simpler, less demanding, and more effective through predictive calculations and data tool. Ensure with
accuracy and flawlessness.
HR software like ATS, Entelo, UltiPro and Vibe HCM are fostering quality hiring in tech-savvy enterprises.
They all are superheroes in their respective fields Hirevus is also very useful for assessing the personality of
applicants on various facial and verbal parameters in video interviews. Whereas UltiPro and Vibe HCM are
interactive software that communicates with applicants on chatbots and based on these virtual communications
they do the ranking of the candidates and help to schedule interviews with the department.
The AI process is the future technology started to use in recruitment process which makes it easy and convenient
in the process of selection. In the coming years ahead organization will more use the AI for hiring process.
Editor’s Insights
March 2018| 35

40. What is gender sensitivity? Is it the same as
gender equality? Are workplaces in today’s
India gender sensitive? Is sexual harassment of
women in the workplace on the rise? These are some of the
burning questions and issues at hand in today’s work
environment. Multiple companies across all industry sectors
are beginning to take note of these issues and address them.
While this proactive approach is seen in some
organisations, many others have been slow to recognize the
need while the rest have completely ignored it.
Gender sensitivity essentially refers to making women’s as
well as men’s concerns and experiences an integral
dimension of all policies and programs in an organization
so that women and men benefit equally and inequality is not
perpetuated. Gender issues are sensitive and complicated
and affect both women and men regardless of status. The
ability of an organization to identify and handle gender
inequality and gender discrimination underpins its success
in creating a gender sensitive and inclusive work culture.
Ultimately, the goal is to achieve gender equality.
What about sexual harassment? Sexual harassment at the
workplace has seen a steady rise in India. Though this has
undoubtedly been the case for a while now, it is being
reported more openly and bravely as opposed to a few years
ago. This radical shift can primarily be attributed to the
enactment of the recent law in India - Sexual Harassment of
Women at the Workplace (Prevention, Prohibition &
Redressal) Act, 2013. From a global standpoint, most
countries have adopted some form of legislation at the
national level that covers the issue of sexual harassment but
a growing number of countries like India have adopted a
specific legislation for the same. The International Labour
Organization (ILO) also has standards and guidelines on
prevention of sexual harassment at the workplace. So what
exactly is Sexual Harassment? Sexual harassment is a
manifestation of gender discrimination and is defined by the
law as:
• Unwelcome acts or behavior (whether directly or by
implication) such as physical contact or advances,
• Requests for sexual favours and
• Any other verbal or physical conduct that is of a sexual
nature.
The law mandates that every company that has 10 or
employees is required to formulate a Prevention of Sexual
Harassment policy in accordance with the Act, constitute an
Internal Complaints Committee to handle sexual
harassment issues, sensitize its entire workforce on
prevention, prohibition and redressal of sexual harassment
of women in the workplace and handle any incidents of
sexual harassment as per the inquiry procedure laid down
by the law. Failure to do any of the above is a serious non-
compliance and constitutes a violation of the law. There are
serious penalties for the organization including cancellation
of their business license apart from fines.
India Inc. is now in its third year of compliance with the
Act. While there are a large number of companies that have
implemented this law, there is still a long way to go before
we can achieve total compliance. Larger corporations, both
Indian and multi-national, are more pro-active and
compliant than the small and medium sized organizations.
Smaller companies have a tendency to think that the law
GENDER SENSITIVITY AND
SEXUAL HARASSMENT OF
WOMEN AT THE WORKPLACE
March 2018|38

41. does not apply to them and hence an
alarmingly large number of such
companies are non-compliant.
Therefore, awareness is the need of the
hour. Compliance to this law and
subscribing to the philosophy of zero
tolerance to sexual harassment at the
workplace must be more vigorously
advocated. Although national forums
and federations are broadly addressing
gender sensitivity and sexual
harassment issues, a greater thrust is
warranted from all the stakeholders –
the government, society, managements
of companies and the workforce itself.
Management personnel and employees
must be made aware of the
implications of sexual harassment, its
impact on the individual(s) and the
organization, identification of such
behavior, appropriate handling of
sexual harassment issues/incidents and
the manner of conducting oneself
within the work environment.
It is time to recognize that women are
an important and integral part of our
workforce. Women bring in balance
and diversity and more importantly
emotional intelligence which is an
essential element for corporate success.
It is therefore important for every
employee of every organization to be
sensitive, respectful, watchful and
inclusive. One must not be afraid and
must speak up against any form of
sexual harassment.
Despite the existence of an eclectic
attitude and approach to sexual
harassment in our country and
although a lot more needs to be done in
this sphere, sexual harassment free
workplaces can become a reality. Pro-
active, aware and empowered
companies along with their employees
can be agents of change and create a
sexual harassment free workplace
where both women and men are treated
with dignity, equality and respect.
POOJA PRABHAKAR
Executive Director
BCP Associates
March 2018| 39
Entreprenuers speak

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