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Offset Measures, Implementation, Key to Tackle Climate Crisis

WriteCanvas News


Climate change was the core of an interesting panel discussion.

The key takeaways from the ASSOCHAM webinar titled, Leading the way: Driving environmental innovation held on the World Environment Day 2024.

The panel comprising Dr Mansa Nagabushanam – Chair DEI Assocham South Director, Centre of Excellence for Sustainability, and Director (Academics, research and administration), Ramaiah Institute of Management, Bangalore; L Sridhar, ESG Head, Bangalore International Airport Limited, Dr Suma Krishnaswamy, Founder President,  Cambium Biotechnologies, was moderated by Renjini Liza Varghese, CEO, WriteCanvas.

Renjini set the ball rolling for the webinar with startling statistics: India experienced over 165 deaths in June, highlighting the urgent need for fresh solutions and a collaborative approach to mitigate climate change. She initiated the discussion by highlighting the increasing number of climate casualties, particularly due to rising temperatures.

Key takeaways:
Dr. Mansa Nagabhushanam, Chair DEI Assocham South Director, Centre of Excellence for Sustainability, and Director (Academics, research and administration), Ramaiah Institute of Management: Political leadership vital to equip policymakers to create effective action plans
  • Rapid urbanization in Bangalore has led to a rise in groundwater levels, potentially disrupting the cosmic cycle if water is depleted.
  • The industry body has a significant influence on policymakers and stakeholders, but this awareness must be converted into action for the country’s future.
  • Political leadership is crucial for providing policymakers with the necessary information, data, and research to develop effective action plans.
  • Implementation is the main challenge, necessitating a mindset change and awareness, with a bottom-up approach being more effective in sustainability.
  • Incubation centers are fostering start-ups in the sustainability sector, both tech and non-tech-based. For example, we have created a self-learning course on sustainability for corporates, ranging from basic to mid-level and senior managers, featuring gamified content. The multi-stakeholder approach involves policy makers, industry bodies, and even MSMEs.
Dr. Suma Krishnaswamy, Founder President,  Cambium Biotechnologies: Synergy between self-help groups and NGOs needed to create a multi-stakeholder circular economy
  • Farmers face challenges due to excessive or insufficient water, long fertilizer usage, and ecosystem imbalance.
  • The green revolution has increased depletion of fertilizers, necessitating awareness and government support for reversing to natural farming.
  • Farmers must adopt organic methods to preserve soil, ecosystem, and consumers.
  • For 20 years, we have advocated for natural farming, requiring farmers to convert to natural methods instead of fertilizer or pesticides.
  • However, obtaining a license for plant-based pesticides is challenging due to their non-agrochemical category.
  • This creates a gap in efficiency and requires policy changes at individual levels.
  • Plant-based pesticides could be a starting point, with cooperative movements like women’s self-help groups attempting to manufacture these at a cottage level.
  • To market a circular economy, a synergy between self-help groups and NGOs is needed to create a multi-stakeholder circular economy.
  • Indigenous agriculture should balance conservation and productivity, focusing on species diversity and soil preservation.
  • Advanced agriculture may be profitable, but it may harm the ecosystem in the long run.
  • Traditional, healthy, and nutritive varieties are disappearing, while high-yielding crops may be profitable but detrimental to the ecosystem.
  • However, there is a gap in ideas and resources, as there is no consensus on how to effectively implement these solutions.
Use Case: Bangalore International Airport Limited
L Sridhar, Head, ESG, Bangalore International Airport Limited (BIAL): Addressing climate change risks and implementing a business continuity plan is crucial
  • Our airport sustainability strategy 2030 is focused on six key pillars: water stewardship, net zero carbon emissions, community-aligned noise management, sustainable procurement, sustainable mobility, and circular economy.
  • BIAL, a carbon neutral airport since 2017, is water positive with a 2.36 score and plans to achieve 100% of its portable water requirements through rainwater harvesting.
  • The organization is voluntary in contributing and taking up activities, not being regulated by many disclosures due to being a non-listed entity.
  • Management emphasizes the need for strong commitment and support for the organization’s sustainable agenda, emphasizing the importance of a methodology for identifying opportunities and collaborating effectively.
  • Economic sustainability is crucial for preserving people and the planet, and growth should not only be economic but also consider the people and planet aspects.
  • As passenger volumes increase, terminal expansion is necessary.
  • Addressing climate change risks and implementing a business continuity plan is crucial. Consistency is essential for sustainability journeys.
  • To manage the e-factor, the highest green-rated building is built, focusing on resource efficiency, circular economy, water stewardship, net zero emission energy efficiency, indoor air quality, and natural lighting.
  • Innovation is crucial for mitigation, and balancing the three Ps in infrastructure expansion strategy can help overcome challenges.
  • Sustainable growth and responsible growth are essential, and aspiring professionals should become sustainability professionals.
  • An architect should align with sustainability principles and contribute to innovation, especially in process areas.
  • Collaboration is key in delivering sustainability ideas, and a separate innovation team should collaborate across the organization.
  • Change effects should occur everywhere, and sustainability should be seen as a payback, regardless of the short, medium, or long term outcomes. Aligning with these principles can lead to fruitful concepts and successful implementation.

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DEI, Women empowerment, Inclusion

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How far has India fared in terms of DEI?

Sonal Desai


What is the status quo of DEI in India?

That may be a very difficult question to answer. Different agencies have reported different data. For example, People Matters says that 63 percent of companies hosted events and DEI-related discussions. 50 percent of companies have a DEI mission statement. 49 percent have a DEI strategy in place.

This data can present a different view. For some, it may be a half-glass full, and some may view that as a half-empty glass. But if you consider the two main focus elements of DEI: women and persons with disabilities, the scenario tilts in favor of the former since Women Empowerment is in vogue.

Speakers at a recent webinar organized by the DEI Committee of the Southern region of ASSOCHAM conceded that organizations are a lot more aware of inclusion as a part of what they do for social responsibility. The regulatory mandate provides the impetus.

Leading the charge, Dr. Manasa Nagabhushanam, Chairperson, ASSOCHAM Southern Regional Council on Diversity & Inclusion & Director of Ramaiah Institute of Management, Bengaluru, pointed out the challenges women and persons with disabilities face in getting employment that fits their educational qualifications.

The future of inclusion is very promising and the lines are blurring pointed out Ankit Jindal, Marketing Advisor, NTT DATA Services, whose narrative was laced with practical examples of how DEI is an organic and seamless part of each organization at NTT DATA.

Mythily Ramesh, Co-Founder and CEO, Mahendra NextWealth, also supported her discussion with narratives from her organization’s endeavor to support women (especially in the rural areas). “The aim is to make them independent and self-confident. We have taken the strides, and are seeing results.”

I am taking this as a positive signal, that somewhere we have made a start. With technology as the biggest enabler, organizations are also upgrading infrastructure to accommodate the needs of persons with disabilities. Many organizations have organized special initiatives for women wanting to return to work after a maternity break. Many offer creche facilities, flexible hours, or even part-time work besides continuous training and upskilling programs to provide women equal opportunities to climb the corporate ladder.

I admit that the push for DE&I is growing in both the private and government sectors. The private sector has started making concerted efforts in recent years to support workplace diversity including improved access to physical and digital infrastructure to enable a conducive workplace. The government is also being sensitized toward DEI. I am happy to note that DEI is a strategic policy at the central, state, and local government levels.

However, this is just the beginning and I am sure that soon, DEI will be a part of our parlance, an integral part of our daily lives.

Some concerns:

Women’s labor force participation in India still stands at 22.3% vs the Global average of 47%. Do surveys on women’s participation focus on their mental and physical well-being? Each of these surveys must mention homemakers, who are a vital component of our day-to-day lives. They slave the hardest, work OT, and yet feel guilty as they are not stepping outside their homes to earn! Many of these women have volunteered to take a back seat, and that takes a lot of courage. But as a collective, I believe it is our responsibility to make them feel valued, respected and their work, appreciated.

Similarly on DEI, how many persons with disabilities have jobs that match their skill sets? How many organizations are willing to employ them? Is the HR or the respective business units sensitive toward their needs? Do we understand that they do not need our pity, but empathy, respect, and equal treatment?

As a species human beings first need to remove the mental barrier and stop looking at persons with disabilities as different people. They are people. They have skill sets, are educated and therefore, they have the job. THEY DESERVE IT AS GOOD AS ANYONE ELSE!

Thankfully, there is a rising ecosystem to support DEI. This comprises NGOs, social enterprises schools, and colleges who are preparing and training the talent, making them market-ready.


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