We support companies in closing gender gaps across career levels, from emerging talent to C-suite. Our work includes:

• Inclusive sourcing frameworks to engage women candidates through job redesign, curated outreach, and partner ecosystems (e.g. women-led networks, alumni associations, returnship platforms).
• Leadership acceleration tracks with readiness assessments, mentoring plans, and succession mapping to support advancement to management and board-level roles.
• Returnship programs for women re-entering the workforce after career breaks built with flexible structures, skill refreshers, and reboarding support.
• Organisational gender audits to review hiring practices, job architecture, promotion patterns, and attrition trends identifying actionable areas for change.
  We don’t just drive representation. We build ecosystems for visibility, performance, and retention.

We help organisations move from policy-level inclusion to accessible, meaningful hiring of Persons with Disabilities. Our solutions include:

• Barrier-free hiring process design - inclusive JDs, alt-format application modes, accessible assessments, and sign language-enabled interviews.
• Infrastructure and technology audits to identify and bridge physical or digital access gaps.
• Capability-based role mapping that shifts focus from medical condition to skills, potential, and cultural fit.
• Post-offer follow-up (POFU) models designed specifically for PwD candidates to support onboarding, accommodation readiness, and early retention.
• Manager sensitisation and peer support models to foster everyday inclusion and performance enablement.

Our goal is not just hiring. It’s long-term participation and progression.

We design structured pathways for professionals looking to re-enter the workforce whether after caregiving breaks, sabbaticals, relocations, or career transitions.

• Flexible hiring structures that accommodate life-stage needs without compromising role impact.
• Skill refresh and digital upskilling modules tailored to market changes (e.g. agile project management, AI-assisted tools, hybrid work tools).
• Returnee mentoring cohorts to provide social capital and confidence in rejoining the workforce.
• Dedicated pipelines for lateral hiring aligned with performance, not “gap” bias. These programs enable organisations to tap into a motivated, mature, and often under-leveraged talent pool with high loyalty and low attrition.

More and more mid-career professionals are choosing to return to India driven by family priorities, global fatigue, or the opportunity to contribute to India’s growth story. We help organisations:

• Attract global-returning professionals with the right brand messaging, outreach channels, and role articulation.
• Bridge global practice and local scale by aligning returning talent into roles where international exposure can be a force multiplier.
• Enable smoother relocation and reintegration through concierge-style onboarding, family support advisory, and location-flexible onboarding models.

Veteran hiring is a critical inclusion strategy with wide-ranging applicability across industries, from logistics to strategy roles. This area continues to gain traction among leading employers in India. Veterans bring leadership, discipline, crisis-thinking, and team-first execution to every environment they join. We help translate that into high-impact corporate contributions.

• Veteran-to-corporate skill mapping for functions like logistics, operations, engineering, HR, and security.
• Resume and profile translation support that aligns military service records to civilian job language and role expectations.
• Veteran readiness workshops for managers and TA teams to better understand the value, work style, and strengths veterans bring.
• Onboarding and role ramp frameworks designed for a smooth transition with clear feedback loops and peer support.

Advantage India is no longer a macro-economic term - it’s a recruitment reality. The growth of tier-2 cities, returnee professionals, and domestic GCCs is reshaping how and where businesses hire. India is fast emerging as a global talent engine, and DEI strategy must account for that. We help organisations:

• Leverage talent from tier-2 and tier-3 cities with targeted sourcing, local partnerships, and mobility-sensitive job design.
• Design return-to-India hiring strategies by positioning domestic opportunities that offer career impact with lifestyle flexibility.
• Build GCC and franchise hiring models grounded in local cost-value balances, retention advantages, and infrastructure readiness.
• Tailor inclusion practices to regional, cultural, and generational nuances building belonging, not just compliance. We enable a shift from centralised talent models to distributed, inclusive, and scalable ecosystems that reflect where India is headed.

DEI is not a checklist - it’s a systemic shift.

• Align: We assess your current diversity landscape, hiring challenges, and goals, setting a data-informed foundation for progress.
• Activate: We launch targeted sourcing, inclusive recruitment frameworks, and bias-reduction interventions across your hiring funnel.
• Sustain: We embed feedback loops, performance analytics, and team-led inclusion efforts to ensure DEI becomes an integral part of your culture, not just an initiative.

Successful DEI is not about optics - it’s about outcomes. We focus on creating environments where difference is valued, inclusion is operationalised, and performance thrives.

You benefit from:

• Innovation driven by diverse thinking and perspectives
• Improved retention, engagement, and talent brand value
• Access to high-potential but underleveraged talent pools
• A workforce that reflects your customers, markets, and future vision
• A measurable, scalable inclusion strategy embedded into business growth