Making the numbers count
By: Ranjay Radhakrishnan, Chief Human Resources Officer at Reckitt
Talent is the lifeblood of marketing. Brands need to meet their needs for a better lived experience if they want to attract and retain the very best. Ranjay Radhakrishnan, Chief Human Resources Officer at Reckitt, explains how the company is championing diversity and inclusion to make Reckitt a great place to work.
Inclusion is business critical. You cannot succeed today as a company if you are not responsible or if your culture does not embody the values that people cherish and seek. It is as simple as that.
People have a choice over where they work and for how long they stay. They are demanding a great, compelling lived experience. They care about what an organization stands for in society today. Because life is too short to work in an organization that cannot offer a great experience in line with one’s values.
At Reckitt, inclusion sits at the heart of our compass, and our strategy focuses on six areas: the work we do on Brands, Partnerships, Leadership, People, Procurement and Policies.
Leadership is critical because inclusion is core to the organization and therefore must be driven and led first by leaders and then owned by everyone. The first task of any leadership team is to deliver a day-to-day lived experience that meets their people’s demands. The work experience, or the lifestyle experience that you create for a colleague is going to be critical, and how inclusive you are as an organization is an exceptionally important element.
A key challenge in that process is leadership education and engagement in driving positive change. Almost all our senior leaders have now experienced our conscious inclusion program, learning what it takes from a leadership behavior perspective to build a sustainable, inclusive organization.
