The genesis of The Outcast Collective is the urgent need to make aware the principles of Diversity, Equity and Inclusion , (DEI) and to calibrate the differences that exist in organisations.
Our experts are sensitive human beings, subject experts and collate science, data and life experiences to bring to the table the best methods to assimilate the tenets of DEI into the culture of the organisation.
At the collective we understand the need for every employee to embrace diversity and be an equal opportunity partner in the growth process
Our mission is to reach that goal where diversity is embraced to create healthy work environments for maximum growth.
We enable affirmative action and fair employment objectives at workplaces for individuals with intersecting and overlapping social identities.
We specialise in assessing your internal work culture, policies and practices through the lens of our four core pillars: gender, race, inter-generations, and employee well-being.
Less than 1% of Indian Corporate workforce are PwDs, there is an urgent and acute need to implement progressive measures to include and tap into the PwD talent pool. Despite increased awareness towards disability-friendly workplace at global level, accepted inclusion of Persons with Disability (PwD) is still a challenge in India. Disability inclusion means understanding the relationship between the way people function and how they participate in society, and making sure everybody has equal opportunities to participate in every aspect to the best of their abilities and desires.
From sourcing to rolling out focused initiatives -The Outcast Collective partners with organisations.
Workplace diversity has been in vogue for some time, but many companies are still struggling to define what it means for their organization, why it is important, and how to include LGBT+ persons in their talent management strategy. A well-managed diverse workforce will both reduce costs and generate greater profit, with companies that employ a diverse workforce having 35 percent higher financial returns than national averages.
TOC not only helps to define diversity and inclusion charter but collaborates and aids at every step of the implementation process.
Today, most organisations are truly global with remote teams located at far locations. Organisational leadership is now being challenged to place its focus on inclusivity, rather than delivering on agendas that centralize diversity. Racial inclusion, as a continuous organizational objective, must be at the forefront of organizational discussions.Instead of trying to change some people to fit the organization, focus on transforming organizations to fit and accommodate all people.
Neurodiversity is a kind of diversity that embraces a range of differences in individual brain function and behavioral traits. It regards these differences as part of normal variation in the human population.It is estimated that 15-20% of the population is neurodivergent and around 1 in 45 people is on the autistic spectrum. Too often neurodivergent persons are noted as under-performing. Feedback is often focused on what the individual needs to do in order to improve, instead of looking at environmental factors which could be limiting their ability to be successful. TOC helps organisations ready for neurodivergent persons.