Lintas India Private Limited has formally announced it to become 50:50 by 2025. In the last two years, the organization has moved the needle from 2% to 39:61. The organization follows the DEI M.A.P. strategy to ensure commitment. Here are a few key examples to give perspective- Measure: The people and organization analytics dashboard has a diversity and inclusion lens across the employee lifecycle. Starting from basic metrics like vendor partner mix (partner diversity) to candidates' ratio and moving on to more specific aspects like hiring mix, promotion ratios, attrition split, and succession pipeline diversity is shared with the leadership team along with the mention of a healthy number across each of these. Awareness: Awareness is the greatest agent for change. Conscious Inclusion Playshop encourages all employees to be conscious of implicit biases that exist in the organization. Policies: The organization's conscious decision to continue with hybrid work is being received very well by their talent.