CareerNet launches Prism to help organizations build inclusive workplace with diverse talent

Bengaluru: CareerNet, India’s leading talent acquisition organisation, has announced the launch of CareerNet Prism, a suite of solutions for organizations to build an inclusive workplace with diverse talent and make employees feel accepted and valued. Prism, with a unique Diversity and Inclusion solution (D&I), will enable employers to hire diverse talent from among Women, Persons with Disabilities (PwD), LGBTQ+ (PRIDE), Veterans and create inclusion-led engagements.

According to a study conducted by CareerNet’s research wing, Software/Technology, BPO/KPO, Retail and BFSI sectors lead the D&I hiring. Software Developers, Customer Support Executives, HR Generalists, Financial Consultants and Sales Executives are a few of the functional domains for which employers are hiring talent even as they ensure diversity. The data pool further indicates that Bangalore, Mumbai and Hyderabad are the top 3 cities in India that have a greater diversity in hiring.
Speaking on the occasion, Anshuman Das, Co-founder & CEO, CareerNet, said “We believe that eligibility is all that matters. CareerNet Prism will empower organizations/communities to represent Women, Persons with Disabilities (PwD), LGBTQ+ (PRIDE) and Veterans, and set up the workplace with an uncommon labor-force diversity and work culture. The initiative will enable organizations to generate a feeling of acceptance among their employees. It will allow companies to have an enhanced talent mix leading to better productivity.”

CareerNet Prism aims to turn organizations into multi-talented and robust workforces through its end-to-end services which include consulting, candidate access, assessments, selection and onboarding. The consulting phase would consist of industry benchmarking, market mapping, organization design, budgeting and JD workshops. Similarly, the access phase would focus on talent Landscape, requirement plan, search strategy, brand sourcing and Head-hunting. Under the assess phase, the organization will provide solutions for assessment development, assessment platform, multi-skill content library, interview services, scoring and qualification; while the selection phase will focus on assessment management, stakeholder management, funnelling and selection, decisions and negotiation, and reference checks. Finally, the onboarding phase will offer background checks, documents verification, candidate engagement, analytics and reporting, SLA and compliance. 
Richa Singh, Head- Learning, Development and Diversity, Keshav Suri Foundation, The LaLiT Suri Hospitality Group, says “The act of inclusion in companies and organizations can be accelerated by hiring folks from the LGBT+ community.

Representation is crucial and that itself acts as a great awareness for the rest of the workforce. Organizations must ensure the environment is sensitized to accept and create a welcoming atmosphere with the help of inclusive policies, gender neutral washrooms and safe spaces. It's proven time and again that a diverse workforce is better at problem solving, more innovative in their approach and attracts a wider customer demographic. This is closely linked to increased profitability. Hence D&I is no longer a HR responsibility but should be ingrained at the strategy level of the organization.”