Aligning DEI And Corporate Governance: Perspectives From General Counsel

The panel ‘Aligning DEI and Corporate Governance: Perspectives from General Counsel’ discussed the importance of going beyond just creating DEI policies. The panelists emphasised actively implementing these initiatives and creating a culture of inclusion. The session was moderated by Pooja Sehgal Mehtani, General Counsel, Sun Life Global Solutions.

Manjaree Chowdhary, Senior Ex Dir and GC, Maruti Suzuki India talks about diversity, equity, and inclusion (DEI). It's a topic that's been getting a lot of attention, and for good reason. It's critical, and it's becoming even more important because of new regulations and reporting requirements," she says.

But here's the thing: DEI can't just be a box we check. We can't just write policies and call it a day. We need to actively implement and practise these principles in our organisations.

Policies are great for getting people invited to. We need to make sure our policies are actually working, that there's no discrimination or subtle harassment happening despite the rules. Microaggressions are a real thing and unless we train people to be aware of them, we might not even realise we're doing them or being impacted by them.

So, as lawyers, we're all on board with creating strong policies and procedures. We review them, make sure they meet legal requirements. But that's just the first step. Now, management and the board need to step up. They need to understand the consequences of not taking DEI seriously, not just the reputational damage but the potential financial hits too.

Regulations are getting stricter, reporting requirements are increasing and soon there will be audits. We can't just have these programs in place; we need to show they're working. We need examples, demonstrations that DEI is truly embedded in our organisation.

This is about more than just checking boxes. It's about creating a workplace where everyone feels valued, respected, and included. And that's something I believe in strongly. 

CV Raghu, Former Group General Counsel, Samvardhana Motherson Group said, “I've spent my career in both large corporations and Indian startups and let me tell you, there's a big difference between policy and practice. We all talk about diversity and inclusion, but are we truly valuing people's talents? Focusing on quotas for women on boards is performative. Show me a company with five women at the top. True inclusion is about building strong teams. In my experience, the best teams are built on merit, where everyone contributes their unique strengths."

Having a diverse team isn't just about checking boxes. When you have people from different backgrounds and experiences, you get a wider range of perspectives. That leads to better ideas and better decision-making. But it's not enough to just hire a diverse team. You have to create a culture where everyone feels valued and has a chance to contribute. That's the real challenge, and it's something we all need to work on.

Priyanka Walesha, Head Legal, Yum! Brands India,  said, “While policies are a start, they aren't enough to create a truly inclusive and equal environment. Our focus should be on building a welcoming space, not just making people conform. Unconscious bias training can help us achieve this by raising awareness and equipping people to overcome these biases. Just having policies and implementing them isn't enough for lasting change. I'm glad to hear that some organisations are already offering training, but it's not widespread. Traditional organisations often resist these efforts, focusing only on meeting basic requirements. For inclusivity to become the norm, not just a box to check, training is essential. In my experience, organisations that actively involve people in inclusion programs and help them learn inclusive language and practices see real progress in overcoming unconscious bias.”

Roop Loomba, Legal Head India and Senior Legal Counsel, Akzonobel said, “In my role as General Counsel, I believe promoting diversity and equity across the company is an important responsibility. It starts with advocating for these values before the board and getting their support. But it goes beyond that. We need to create a workplace where everyone feels welcome and respected. That's why I work closely with HR and other departments on initiatives like diversity training. A recent example was training for employees before welcoming new LGBTQ+ colleagues. These efforts need to be continuous, so we can create a lasting change in mindset and behaviour that fosters inclusivity. One way I contribute is by being part of the diversity and Inclusion committee and helping develop policies that promote equal opportunity. We're also exploring ways to expand our talent pool by being more inclusive geographically, taking advantage of remote work possibilities. And of course, we want to ensure an inclusive environment for differently-abled people. This includes having proper support systems in place. Overall, I believe companies are becoming more aware of the importance of D&I and I'm committed to playing my part in driving these efforts forward.”