Millennials Going To Write A New Success Story: Mona Tyagi | |
Staff Writer |
According to the Chartered Institute of Personnel and Development in the UAE, age and racial discrimination are also issues for UAE companies. Therefore, it is imperative that DE&I policies in the region focus on accommodating the wide range of ages, genders, and cultures that make up the region's workforce. Companies in the Middle East with a diverse group of CEOs witnessed a big rise in revenues from innovation, according to Kearney.
Millenials According To Mona Tyagi
HR Outsourcing At A Next Level
“We help our customers find qualified individuals by giving them access to a pool of candidates. Partnerships with employment boards, networking events, and social media sites are all viable options for reaching this goal. We aid our clients in rapidly and effectively fill open positions by sourcing applicants from a wider pool of prospects.”
“Our screening and evaluation services aid in the identification of promising individuals. Tasks in this category include assessing applications, conducting first interviews, and giving aptitude tests. The outsourcing provider can save the client time and effort by conducting this preliminary screening and supplying them with a shortlist of qualified applicants,” said Tyagi.
Human resources positions may evolve throughout time as a result of shifts in the economy, legislation, and even popular culture. To adjust to these shifts, businesses must examine their current HR job descriptions to determine which parts need to be modified. To ensure that their job descriptions are up-to-date and in line with best practices, they may consult with human resources consultants, survey current employees, and analyse industry benchmarks.
As per Tyagi, “HR personnel should be given the chance to learn new skills and expand their knowledge base in preparation for the new responsibilities that have been assigned to them. Human resources professionals who want to keep up with the ever-evolving nature of their field will need to be proactive, conduct regular assessments, and strive for constant progress. Organizations that are nimble enough to adjust to these shifts will be in a stronger position to both compete for and retain the best employees.”
Region’s Cultural Diversity Can Play A Big Role
There are many ways in which the Middle Eastern economy might profit from the region's linguistic and cultural diversity. Here are a few illustrations:
Improved conversation: Businesses in the region benefit from the region's linguistic diversity, which includes Arabic, Farsi, Turkish, and Kurdish.
Customer satisfaction and stakeholder relationships can both benefit from an organisation's increased awareness of and ability to adapt to local cultural norms and practices.
When employees from different cultures work together, they often come up with novel approaches to old problems.
The area's ethnic diversity also presents opportunities for firms to expand into untapped consumer bases. Companies can enhance their market share and revenue by catering to the demands of a wider range of client demographics by developing an awareness of, and sensitivity to, cultural differences in consumer tastes.
Need To Fill The Technological Expertise Gap
According to Tyagi, this gap can certainly be filled by adopting the right approach and by solving the issue at the root cause level. She suggests that governments, private sector companies, and educational institutions can work together to develop and implement training programs that teach the necessary digital skills. This can include coding, data analysis, artificial intelligence, and cybersecurity, among others. These programs can be offered to students, professionals, and anyone else who is interested in learning these skills.
“Also, studies have shown that diverse teams are more innovative and effective. By promoting diversity and inclusion in the tech industry, more individuals with different backgrounds and perspectives can be brought in to fill the talent gap.
“Entrepreneurship can be a way to attract and retain talent, as individuals are given the opportunity to create their own businesses and develop their own innovative solutions to digital disruption. Governments can create policies that support entrepreneurship, such as tax incentives and access to funding.
“Collaboration between different organizations, including public and private sectors, can help to create a more robust tech ecosystem. This can include collaborations on research and development, sharing of resources and expertise, and joint initiatives to address the talent gap.
“Women's underrepresentation in technology industry leadership positions, like that in other fields, is a major problem that requires fixing.
“Women confront considerable obstacles on the path to becoming corporate leaders, as evidenced by the fact that only 4% of Fortune 500 CEOs are women. This possible underrepresentation could be due to a number of things. One is the pervasiveness of gender bias, which can lead to women being underrepresented in leadership roles or treated unfairly because of their gender.
“In addition, women may find it difficult to succeed in their careers because to a lack of access to networking opportunities and mentorship,” said Tyagi.
Women in the MENA region, despite being highly educated and skilled, are grossly underrepresented in the workforce. Establishing a culture of diversity, inclusiveness, and respect in the workplace together with equal training and creating promotion opportunities irrespective of gender, can also assist reduce gender gaps in the workplace.
Despite her busy and tight schedule, It's intriguing that Mona Tyagi, who is a single mother and so prioritises spending time with her child and trying to catch up on her housework together with reading.