Driving Inclusion with Intention: How Volvo Group India is Embedding Equity and Belonging Across the Workplace

By: Ayush Patel | Published: 23-Aug-2025

Ms. Radhika Nair, Head – People & Culture at Volvo Group India

In today’s evolving workplace, fostering true inclusion requires more than symbolic gestures—it calls for deliberate action, policy reform, and leadership that leads with empathy. As diversity, equity, and inclusion (DEI) become central to organizational culture, companies are reimagining how they support employees across all identities and experiences.

In this insightful conversation with TheCSRUniverse, Ms. Radhika Nair, Head – People & Culture at Volvo Group India, shares how the organization is integrating LGBTQIA+ inclusion into its core values—from policy transformation and leadership visibility to allyship programs and inclusive hiring. With active Employee Resource Groups, a robust DEI strategy, and growing employee participation, Volvo Group India is shaping a workplace where every individual feels seen, supported, and valued.

Scroll down to learn how inclusion at Volvo Group India goes beyond Pride Month—creating year-round impact through people-first practices, cultural transformation, and community engagement.

Q&A

Q. Volvo Group India marked Pride Month with several activities promoting LGBTQIA+ inclusion. What were the key objectives behind this year’s #PrideAtWork campaign, and how do you measure its impact internally?

A. At Volvo Group India, this year’s #PrideAtWork campaign reaffirmed our unwavering commitment to building an inclusive, inclusive, and psychologically safe workplace—especially for the LGBTQIA+ community. Over time, our focus has strengthened: we are cultivating awareness, fostering allyship, and amplifying visibility through thoughtful and meaningful interventions.

To measure the campaign’s impact, we rely on internal engagement surveys, employee feedback and testimonials, and participation trends. Encouragingly, we have been seeing growing support not only from members of the LGBTQIA+ Employee Resource Group (ERG) but also from allies across the organization. This broader engagement is a strong indicator of the cultural shift we are fostering at Volvo Group.

Remarkably, V-EAGLE (Volvo – Employee Alliance Group for LGBTQIA+ Employees and their Allies) in India, has become the third-largest ERG across all Volvo Group global sites. The emotional crescendo of the month was the second annual Pride March held at the Bagmane Tech Park, Bengaluru office. Rainbows waved high, leadership and employees over 550 people walked together, and the energy was electric—a true reflection of solidarity in motion.

Kamal Bali, President & Managing Director of Volvo Group India, captured the essence perfectly when he said:

“Volvo Group India is committed to creating a workplace that’s not only diverse by design but also inclusive by choice. Celebrating Pride Month is one of many steps we’re taking to ensure that everyone—regardless of identity—feels welcome, seen, and celebrated.”

What makes this year’s Pride movement truly inspiring is that it’s not an isolated moment, it’s a milestone in an ongoing journey. Each session, each shared story, and each step taken in unity is building a culture where psychological safety isn’t just a policy, it’s an everyday lived experience.

Q. The Pride March at Bagmane Tech Park received participation from employees, allies, and leadership. How significant is leadership visibility in advancing LGBTQIA+ inclusion within Volvo Group India's organizational culture?

A. Leadership plays a pivotal role in setting the tone for inclusion at Volvo Group India. What truly stands out is the genuine intent and strong endorsement from the country management team, which sends a powerful message across the organization that inclusion isn’t just a policy, but a core part of our culture and something we embody daily.

Leaders here consistently walk the talk, reinforcing our commitment to LGBTQIA+ inclusion by actively participating in initiatives and openly championing diverse perspectives. A standout example of this was the Pride March, where the CEO and most members of the country management team took part, visibly endorsing the cause.

Their presence was more than symbolic, helping us foster psychological safety and demonstrated that the organization embraces authenticity. Such leadership role modeling has a multiplier effect, inspiring employees and encouraging allyship at all levels.

Q. Storytelling circles and awareness sessions were part of the celebrations. Could you share how these formats help in building empathy and fostering a psychologically safe environment at the workplace?

A. These interactive formats have been instrumental in humanizing the LGBTQIA+ experience within Volvo Group India. Led by LGBTQIA+ employees, the sessions featured personal stories and real-life challenges, both at work and beyond. These conversations helped break down stereotypes, normalize vulnerability, and build trust across the organization.

The sessions offered a unique perspective on what Volvo Group India looks like through the eyes of LGBTQIA+ employees and explored how peers and managers can foster a safe, inclusive, and supportive environment in their everyday interactions. These curated dialogues created space for open sharing, allowing individuals to speak candidly about their journeys and the barriers they have overcome.

We ensure that these values are not only deeply embedded within our existing workforce but are also passed on to new employees through a dedicated focus on inclusion during onboarding. This early exposure helps build awareness from the outset and encourages managers and peers to actively practice allyship, fostering a workplace culture where everyone feels safe to be their authentic selves.

Q. Volvo Group India began its Pride movement in 2023. How has the journey evolved since then in terms of policy transformation, employee participation, and cultural shift?

A.The transformation has been multifaceted, and we continue to evolve. Historically, our policies were shaped by gender-specific norms and societal stereotypes. As part of our inclusion agenda, one of the first and most critical steps was to revisit and reframe these policies, making them all-encompassing, gender-neutral, and designed to promote equality, equity, and eliminate discrimination based on gender.

At Volvo Group India, we have since implemented several inclusive and progressive policies, such as:

Volvo Parent Program applicable to all genders
Adoption benefits regardless of marital status or sexual orientation
Medical coverage for same gender/live-in partners and their families
Coverage for gender affirmation surgery and extended post-operative care
Equal Opportunity Employer policy
Gender-neutral washrooms and inclusive PoSH and crèche policies

Alongside policy changes, we have been driving a broader cultural shift. We have been witnessing greater openness, increased psychological safety, and enhanced visibility of LGBTQIA+ employees, who now feel more poised sharing their personal journeys without fear of judgment or bias. Their stories are not only inspiring but also affirm that we have been able to foster an enabling environment where they can thrive.

Participation in Pride Month celebrations and related initiatives has grown year after year, extending even to our factory floors, where industrial workers are also now actively involved. For us, this stands as a testament to a deepening cultural integration and a significant reduction in workplace stigma around LGBTQIA+ inclusion.

Q. Author and LGBTQ+ advocate Vasudhendra Shroff’s session on identity and belonging was a key highlight. What were some of the takeaways from that talk, and how have employees responded to such authentic voices?

A. Vasudhendra Shroff’s session was a truly unique and impactful initiative, centered around themes of identity, resilience, and belonging. His talk deeply resonated with employees, as he shared powerful real-life stories drawn from both his personal journey and his counselling experience. Through this, he encouraged reflection, nurtured empathy, and highlighted the importance of authenticity at the workplace.

His openness challenged common myths and misconceptions about LGBTQIA+ identities, and employees responded with genuine appreciation for his vulnerability and storytelling. It took immense courage to share such an honest and personal narrative, especially his presence, his voice, and his energy, made the session deeply human and profoundly touching.

Q. Could you elaborate on how the Pride Month celebrations align with Volvo Group’s broader global strategy on diversity, equity, and inclusion (DEI)? Are there any India-specific challenges or opportunities that guide your DEI roadmap?

A. Volvo Group’s global DEI strategy emphasizes that we create an environment where you can bring your true unique self to work every day. Because we know when each one of us gives our whole selves, we all receive more. We boost our performance with better decision making and cutting-edge innovation. We are better at listening to and connecting with our diverse customer base.

Through such interventions as celebrating Pride Month, we strive to break stereotypes and harness the strength of diversity and inclusion. In India, Pride Month in June provided a powerful opportunity for employees to come together and reflect on what inclusion truly means. It wasn’t just about events or activities, but also about engaging in honest conversations, deepening understanding, and standing in solidarity with LGBTQ+ colleagues every day.

In India, we realise that mindset shift remains a challenge, while Section 377 has been decriminalized, same-gender marriages are not yet legal, and societal pressures still discourage openness. However, opportunities lie in the organization’s inclusive policies, education programs, and leadership support. Volvo Group India is also leveraging its visibility to influence broader ecosystems beyond the workplace.

Q. Volvo Group India emphasizes being “inclusive by choice.” What systems or frameworks have been put in place to ensure inclusion is not just celebrated during Pride Month, but integrated year-round into hiring, retention, and career growth?

A. At Volvo Group India, inclusion is a sustained, year-round effort, not limited to a single month. We consciously drive initiatives that strengthen workplace inclusion, as this being one of our organization’s core values. While our overarching goal is to build an inclusive environment, we also aim to cultivate a robust ecosystem that embraces diverse abilities, perspectives, and experiences. This diversity becomes a powerful driver for solving complex industry challenges and fostering a strong culture of innovation.

Having said that, our intention is also to embed inclusion into everything we do, making it a micro habit that leads to meaningful, long-term impact. Some of the frameworks and practices that support our journey include:

Data driven insights for informed interventions
Bias-free recruitment processes & Value based hiring
Diverse talent interview panels
Year-round support for active Employee Resource Groups (ERGs)
Ongoing awareness and sensitization sessions including targeted workshops like “All of Us” – tailored Inclusion workshops
The “IamInclusive” program, which promotes inclusion through continuous feedback and learning
Recognising inclusive behaviours through DEI awards

Q. Employee Resource Groups (ERGs) often play a vital role in driving LGBTQIA+ inclusion. Does Volvo Group India have any active ERGs, and if so, how are they supported and involved in initiatives like #PrideAtWork?

A. Yes, the V-Eagle ERG (Volvo – Employee Alliance Group for LGBTQIA+ Employees and their Allies), was launched globally in 2005 and in India in 2023. This is a highly active and impactful ERG that we have within the organization. In India, they connect with the global ERG network and are part of the interventions that are led globally, leading awareness campaigns, and relentlessly striving to create a safe space for LGBTQIA+ employees. They also draw inspiration and support each other as part of this global network thereby driving meaningful local initiatives.

With executive sponsorship and budgetary support and incubation from the Country DEI Council as well, ERGs anchor meaningful initiatives and drive community and advocacy internally. For campaigns like #PrideAtWork, they led initiatives that demonstrated that they don’t just talk about inclusion but also actively practice it and visibly participate in such engagements, further strengthening the collaboration and trust across the organization.

Q. How does Volvo Group India plan to extend the message of inclusion beyond the workplace—perhaps through community outreach, supplier diversity, or external advocacy?

A. At Volvo Group, our commitment to inclusion extends beyond CSR, it's about actively developing and empowering the broader ecosystem. Our community outreach and supplier diversity efforts are designed to create lasting impact and equitable opportunities. Some of our key initiatives include:

Sponsoring education for underrepresented groups
Supporting under-resourced schools to promote STEM education
Providing mobility solutions, such as scooters, for persons with disabilities (PWDs)

We also integrate inclusion into our core business strategy through a robust supplier diversity program. This initiative includes women entrepreneurs, persons with disabilities, LGBTQIA+ communities, and veterans. By involving diverse suppliers in our procurement process, we not only tap into a wide range of unique skills and perspectives but also strengthen our ties with local businesses. We also focus on specific targeted programs around gender diversity and promote STEM education amongst school students.

We also engage in external advocacy through benchmarking and thought leadership to influence broader business practices and champion inclusive growth across industries.

Q. What would your message be to other corporates who are still in the early stages of creating safe and inclusive spaces for LGBTQIA+ employees? What lessons can they learn from Volvo Group India’s experience so far?

A. Our journey at Volvo Group in India to build an inclusive and safe workplace has taught us valuable lessons. We learned how to create a diverse workforce and attract and retain top talent through a people-first approach. At Volvo Group India, being recognized as an inclusive employer means practicing what we stand for. We aim to embody the principles of inclusive leadership by incorporating trust, authenticity, and fairness into all our actions. This journey is based on principle-based and trust-based leadership. We also believe that Inclusion stems from conviction, not compliance. Our leaders model behaviours rooted in integrity and empathy, creating an environment where individuals feel seen, respected, and empowered to succeed.

For other organizations looking to improve LGBTQIA+ inclusion, our message is to start with genuine intent. Ensure strong and visible leadership commitment and maintain efforts through consistent, value-driven actions. Our experience shows that when inclusion is intentionally woven into the organization's fabric, it becomes a catalyst for meaningful and lasting change. Here are some key takeaways from our approach: