For years, organizations have strived to improve diversity, equity and inclusion (DE&I) in tech, yet progress has been frustratingly slow. Today, women make up only about 27% of the tech workforce, and even fewer hold leadership roles — a statistic that has remained the same for years. This continued stagnation raises a critical question: what can companies actually do to foster genuine and lasting progress?
According to Supriya Rao Patwardhan, Executive Vice President at DHL IT Services, the answer might lie in expanding the DE&I framework to include a fourth component: belonging.
Incorporating “belonging” into DE&I initiatives is essential for creating a work environment where people of all backgrounds feel valued, connected and empowered to contribute.
“You want to make people feel that they can contribute and that they have a purpose, and that purpose fits that of the organization. Creating that culture of belonging [means], regardless of your differences, you can still weigh in and make an impact,” she says.
Delivering effective change: A three-pronged approach to belonging
Rao Patwardhan believes that delivering effective change requires a three-pronged approach: legislation, organizational policies and individual accountability.
She explains: “Legislation does play a role in bringing it into focus, in creating the expectations, in actually making it clear to companies that diversity is not an option. It's something that we should really have as a core part of setting up a successful organization. The second aspect is organizations and how our policies and our frameworks and our culture make it easy to invite and keep great talent wherever it sits. And the third is up to individuals [understanding] about the biases that people and teams have, and how we break through and understand what's really holding us back.”
Together, understanding and addressing these pillars help bridge the gap between DE&I ideals and actionable outcomes, pushing organizations closer to creating an inclusive culture.
Crucially, Rao Patwardhan highlights that a focus on DE&I and belonging needs to be framed from a business context. “We're not doing this because of DE&I, but because it makes good business sense.”
DE&I in action: Initiatives at DHL IT Services
At DHL IT Services, fostering an inclusive and supportive workplace is more than a mission — it’s an ongoing journey backed by data and driven by innovative programs. With over 5,800 employees from more than 80 nationalities, DHL IT Services embraces diversity, yet Rao Patwardhan notes that gender diversity, in particular, remains an area of focus. Currently, the percentage of women hovers around 27%, which has prompted her team to act on multiple fronts.
The first step was to analyze the data at every stage of the employee life cycle — from recruitment to retention. This analysis found that, particularly during key life stages like starting a family, they were losing valuable female talent. A significant “talent drain” was taking place.
To address this, DHL IT Services introduced a series of targeted programs. For example, the “Women@ITS” network offers women a forum to discuss career growth and workplace challenges.
“We've all heard of the old boys’ club, and you don't have an old girls’ club, or even a new girls’ club. So, what we did was we created these virtual forums where women could engage, meet and discuss challenges, issues [and] really talk about anything that was meaningful from a career and growth viewpoint,” says Rao Patwardhan.
“She’s Back” is another initiative that provides support for women re-entering the workforce after taking family leave. “How do we ensure that they have access to the latest tech learning and training,” asks Rao Patwardhan?
By recognizing the unique needs of employees, DHL IT Services is cultivating a culture that values each person’s contributions and journey.
In addition to these gender-focused initiatives, DHL IT Services has expanded its policies to support all employees during critical life stages. The “Care Moments” program, for instance, provides flexible leave options for both men and women to care for family members, highlighting the organization’s commitment to supporting employees in balancing personal and professional priorities.
Beyond programs, DHL IT Services mandates unconscious bias training for all leaders, embedding inclusive practices into everyday decision-making. “Any new leader has to go through unconscious bias training, because we believe that makes for better leaders," confirms Rao Patwardhan.
Navigating a GenAI-enabled future in Transport and Logistics
As technology continues to reshape the transport and logistics industry, DHL IT Services’ commitment to innovation and inclusion is pivotal. To support this technology-driven future, access to tech talent is vital.
“The challenge is not about applying DE&I to tech talent. It's about getting adequate tech talent full stop, and that means you need to be able to reach talent wherever it lies, irrespective of geography or gender...How do I get the best talent? Where can I get the best talent? How can I access talent pools? DE&I become the answer,” explains Rao Patwardhan.
Transport and Logistics, like many other sectors, is shifting toward automation, artificial intelligence (AI) and data-driven operations. From robotics in warehouses to advanced data capabilities that provide real-time insights, DHL IT Services is integrating these advancements to create a seamless experience across the business. But, as Rao Patwardhan notes, the company’s approach to technology is not just about efficiency — it’s about empowering people.
"It's all about enhancing productivity, rather than replacing the workforce," she says.
Generative AI (GenAI) is providing unique opportunities to bridge generational and digital divides within the workforce, according to Rao Patwardhan. With five generations of employees, DHL Group is using GenAI to make technology more accessible for everyone.
Empowering women and building networks: Asian Women Tech Leaders Awards
Industry events like the Asia Women Tech Leaders Awards (AWTLA), where HCLTech is the Presenting Sponsor, play a crucial role in building visibility and community within tech. For women aspiring to grow in the tech field, seeing and connecting with successful female leaders can be transformative.
"When I was starting off in the tech field, there weren't too many women, there weren't too many role models. And this actually hinders us from bringing on new female talent. But avenues like this and platforms like the Asia Women Tech Leaders Awards make it really visible that women are successful, hugely successful, and making an impact," says Rao Patwardhan.
These events provide an invaluable networking platform, fostering connections and collaboration among women in tech across industries. In tech, ecosystems are very important, and Rao Patwardhan reveals that the winners of the AWLTA have a WhatsApp group where they share insights and support each other.
Awards and industry events like AWLTA not only spotlight the achievements of women in tech but also promote belonging, helping women feel connected to a broader community.
Reach for the sky
For women aiming to advance in the tech world, Rao Patwardhan encourages women to embrace challenges boldly and surround themselves with allies who can help them navigate the path forward.
“Reach for the sky. If you believe you can do it, you can. And along the way, ask for help. Don't be shy. Put up your hand if there's anything to be done. Boldly go where no man or woman has gone before," she says.
Looking ahead to addressing the challenge of instigating meaningful change when it comes to improving DE&I, creating an environment of belonging that supports employees to reach for the sky, where everyone feels they truly belong and can contribute authentically, is essential.
By integrating belonging into the DE&I charter, as a business imperative, companies can take a crucial step toward shaping a tech industry that is not only more equitable but also more innovative and resilient.
