In the second instalment of our exclusive interview series, TIAA Global Capabilities' Executive Vice President and CEO, Ms. Oindrila Majumdar, continues to offer invaluable leadership insights and inspiration. Delving deeper into her leadership philosophy, from navigating industry disruptions to fostering a culture of collaboration and empowerment, she shares practical strategies for leaders aspiring to make a meaningful difference. Tune in to Part 2 of this enlightening conversation and discover the keys to leadership success with Ms. Oindrila Majumdar.
For more information on a career opportunities with TIAA Global Capabilities https://careers.tiaa.org/tiaagbs/global/en
[00:00:00] Welcome to the second episode of the Leadership Jour think about a young woman who's trying to make a successful career, interfaces are equally diverse and it is time to match up to that. And for me, there can be no greater business case than that, that we have to be as diverse as our clients. Absolutely. That is lovely. That is a great opening note, I think, and really loved getting your perspectives on IOST inclusion and a bunch of these important topics really.
[00:03:02] But I want to bring focus to TIA global capabilities now and in what ways do you believe you are policies and practices that support and give the right infrastructure for folks to be comfortable and we have policies like the reasonable accommodation policy for our PWD colleagues, we have allyship programs to provide mentoring, guidance, and support wherever we need it. So all of these aspects really are helping to create a supportive infrastructure where everyone
[00:05:40] is comfortable about bringing their whole service to work.
[00:05:43] Now, there are some other aspects as well. leaders, given it's such a huge organization, how should they look at this journey of inclusion? How do they make sure in their own capabilities, within their own teams, how should they approach this journey of inclusion? Believe it or not, the first and foremost thing is for all managers, I feel to be aware of the policies and practices they must promote.
[00:07:00] And always ensure that their team members are aware of these policies and practices
[00:07:05] and can leverage them where required. that you've learned and how do you then, you know, how do you benchmark this, right? Because inclusivity for one organization might be different, for your own organization might be different. So how do you benchmark this and create a diverse and inclusive workplace? And that is a very important aspect. Thank you for asking that question. We constantly benchmark with thought leaders and industry leaders.
[00:08:23] And we conduct several interventions where we bring in legal advisors from the industry coming and talk to our women colleagues. So we constantly do these things to raise awareness and reinforce that support structure which I talked about. Well, thank you so much for answering that question, Andela. I think it's so interesting that you're getting not just the perspective within the organization,
[00:09:40] but even from outside and that really helps you sort of benchmark things very clearly. through their entire life with with TI Global Capabilities, whether that is in hiring or career progression, their learning journeys and how they experience the entire that diverse workplace that we've gotten some great insights. But if you have any anecdotes, perhaps any examples that could exemplify all of these points, I think that'd be lovely for everyone to hear. I will share a few things here. Let me talk about the
[00:13:28] between the mother and the father in our maternity and paternity policies. We also do a lot of these awareness interventions, if you will, which are theme-based celebrations of diversity.
[00:13:36] And any of our peers do this, to be fair, have celebrations of diversity month, pride month,