We’re leading the way in gender equality across verticals, says The Lalit Group’s Poonam Tyagi

In today's rapidly evolving business landscape, the empowerment of women and the integration of progressive human resources practices are crucial drivers of organisational success and societal progress. Empowering women in the workplace not only promotes gender equality but also brings diverse perspectives, innovative ideas, and enhanced productivity. Effective HR practices play a pivotal role in fostering an environment where women can thrive, contribute meaningfully and achieve their full potential.

The Lalit Suri Hospitality Group, under the leadership of its executive director Deeksha Suri, who has carved a niche for herself as a dynamic woman leader in the hospitality industry, aims to empower women across verticals and roles in her organisation and beyond. Suri has diligently crafted and implemented diverse policies that ensure all team members, particularly women, feel valued and empowered. Her focus on inclusivity has transformed The Group into a model organisation recognised for its supportive and progressive culture. At the operational level, on a day to day basis, Poonam Tyagi, Corporate General Manager, The Lalit, carries out Suri’s dream and vision into action with other team members. Speaking to Bizz Buzz exclusively, Poonam Tyagi, Corporate General Manager, The Lalit, explains this vision and how it helps in improving oerall productivity, quality of services and so on

How many operational hotels do you have at this point in time? Anything in the pipeline?

The Lalit Suri Hospitality Group is engaged in the business of operating and managing hotels, palaces and resorts, with a focus on the luxury segment. At present, the Group operates 12 luxury hotels, palaces and resorts under The LaLiT brand and two midmarket segment hotels under The LaLiT Traveller brand across India’s key business and leisure travel destinations. Besides this, we also have The Lalit Suri Hospitality School, which is centre of excellence for the hospitality industry. We do have The Lalit Ahmedabad which is currently under construction and will be operational in the next couple of years.

What is the total headcount - all properties, all verticals together? What is the man-woman break-up (at least in percentage terms)?

The Group currently employs over 3000 team members across all properties and verticals. Being an inclusive and diverse organization, we are proud to hire from all spectrums. For us the numbers and percentages does not limit to male-female but we go beyond the two genders. We are extremely proud to say that we have the largest number of trans team members employed in the hospitality industry. We have over 200 team members from queer communities. We also actively hire people with disabilities, people from neuro divergent spectrum and acid attack warriors. For us, giving opportunities to the various marginalized communities and enabling them to live a life of dignity is of prime importance.

What is your idea of women empowerment? What are the key initiatives you have taken towards women empowerment?

Women empowerment is about creating an environment where women can express themselves freely, contribute meaningfully and reach their full potential. It involves recognizing and addressing systemic barriers that hinder women’s potential and working toward gender equality.

I am proud that 50 per cent of our senior leadership team comprises of women. We have implemented progressive HR practices and policies with a focus on inclusion, support and respect. We foster a collaborative and innovative culture. Our flexible work policies and work-life balance ensure that all team members, especially women, are valued and empowered, driving overall organizational success. We actively engage in policy advocacy to promote gender equality in the workplace, equal pay and Safe Work Environments and ensure a safe, inclusive workplace for women.

At The Lalit we have launched “SheLeads@TheLalit” campaign to encourage skill development, mentorship and leadership programs that connect young women with successful female leaders, providing guidance, support and opportunities for career advancement.

What has been your experience so far in this regard – regarding the progress of these initiatives, responses from women employees, and so on?

At the Lalit Suri Hospitality Group, our initiatives and a supportive culture has enhanced teams’ morale, increased retention rates and achieved overall business excellence. The women team members are comfortable and adaptable to new growth opportunities, leadership roles and work-life balance. They appreciate the flexibility, support and recognition that have enhanced their professional growth and overall satisfaction.

What is the importance of having more representation of women at the senior management level?

Having more women in senior management is vital for fostering diverse perspectives and driving innovation as they tend to bring emotional intelligence and collaborative approaches to decision-making, which enhance team dynamics and innovation. Studies have consistently shown that companies with gender-diverse leadership teams tend to perform better financially, demonstrating stronger growth and profitability. Moreover, women leaders serve as role models, inspiring and mentoring future generations of female professionals. This not only enhances the organizational culture but also contributes to a more equitable and inclusive society, breaking down barriers and challenging stereotypes in the corporate world.

What is the role of HR in all these?

HR is an essential vertical that defines the culture and fabric of any organization. By implementing policies that promote gender equality, HR ensures equal opportunities in recruitment, career development, and leadership roles. They drive initiatives such as mentorship programs, leadership training, and flexible work arrangements, all designed to support women's career progression. Furthermore, HR plays a key role in fostering an inclusive culture by addressing pay equity, combating workplace harassment, and providing family-friendly benefits

Do you have anything (any innovative ideas/thoughts) at the back of your mind to make these initiatives more successful?

We are continually exploring innovative ideas and redefining norms to ensure equity and inclusion in our organization. Inclusion has been at the forefront and at the heart and helm of all our endeavors, way before it became the norm. At The Lalit inclusion is not just empowering women, but providing opportunities to all marginalized communities. We recently introduced Apna Heera scholarships for neuro divergent students and also provide Aditya Nanda scholarships for LGBTQIA+ team members in our hospitality school.

Under “Sheleads@TheLalit” campaign several initiatives have been undertaken to bring the limelight back on women empowerment in our Group. We are also considering implementing advanced analytics to understand better and address the unique challenges women face in the workplace. Additionally, we are nurturing partnerships with organizations focusing on women development programs. These strategies aim to build on our current achievements and ensure that our initiatives remain impactful and change minds.

Do you think that these initiatives should be carried out in some specific verticals or across all verticals?

I firmly believe that these initiatives should be implemented across all verticals to maximize their impact and help achieve the desired results. The progressive HR practices and women-focused initiatives ensure that every department benefits from diverse perspectives and talents. By integrating these across all levels and functions, we create a cohesive and supportive work culture that drives the organization.

How do these initiatives help improve overall quality of services, overall employees; productivity, and so on?

These initiatives significantly enhance the overall quality of services and employee productivity. The inclusive practices we implemented leads to higher job satisfaction and motivation among team members, improving their performance and productivity. Diverse perspectives from women in leadership roles contribute to more innovative solutions and better decision-making. A collaborative and inclusive workspace fosters a sense of belonging, driving higher level of commitment and efficiency.