The Greek Goddess #Athena has left a legacy that is immortal and timeless. The lessons from 7000 BC are valid, even today for all #womeninLeadership positions. According to legend, the Athenian King Cecrops decided to have a contest amongst the Gods of the Acropolis, the winner of which will lend their name to the glorious city. The two most prominent Gods of that time, Poseidon and Athena, were the fiercest contenders.

The contest between them was so intense, they nearly went to #war with each other. Then, Athena had an idea. She #proposed that she and Poseidon present the city with a gift and the best gift would become the patron. King Cecrops and the people
of the city would decide the winner.

#Poseidon was the God of the Sea and gave the gift of #water, in the form of a massive foamy stream. This excited the people. But they found out quickly, the water was sea water and unfit for human consumption.

Athena, presented the city with an #olivetree. The olive seed bore fruit and proved to be a wonderful gift. It provided the people with sustenance, fuel, wood and a crop that was trade able. Athena was proclaimed the winner.

Thus #Athens got its name and Athena’s wisdom was immortalised.

Athena is considered the #GoddessofWisdom and a #War. She was a #prudent and #wise battle strategist.

1. She #creatively turned what could have been a destructive war into a gift for the people.
2. She ensured irrespective of who won the contest, the city and people won and #benefitted by default.
3. Athena is also considered the #Goddessofstrength, leadership, crafts (specially spinning and weaving) and was known for her generosity and kindness.

As women, in leadership roles much can be imbibed from these myths and legends of Athena. She embodied courage, wisdom as well as kindness and domesticity.

For us women striving to balance the home and workplace, we could, like Athena, embrace our feminity and yet, fiercely lead from the front line.

A beautiful example to bring out the difference between #diversity and #inclusion. “Diversity is being invited to the party. Inclusion is being asked to dance”. There lies a vast #difference between diversity and inclusion, terms that are used interchangeably quite often.

Focus on diversity will ensure your organization has a #Mix, policies and focus on inclusion will ensure that this #Mix works in a way that is #meaningful to both the employees as well as the company.

While various hiring and retention #manifestoes can help companies achieve diversity, focused policy and #mindset changes are required for the purpose of inclusion.

#GodrejIndia Culture Lab has been working on a project that specifically makes the case for corporate India to embrace the 4.9 lakh documented #transpeople in India, 92% of whom are still unable to participate in the formal economy, according to
the #National Human Rights Commission.

A paper titled, ‘A #Manifesto for Trans Inclusion in the Indian Workplace’ was presented by Shahani, head of Godrej India Culture Lab.

This manifesto, makes a case on why #hiring and inclusion of LGTBQ community into mainstream corporate world can have many #financial and other #benefits for an organization.

Yet, the process of including and #integrating them into the workforce is one that can pose many challenges and obstacles.

The Manifesto also has #guidelines for companies to adopt #inclusivehiringpractices
sensitizing current employees, widening the scope of health insurance and medical benefits, rethinking restroom infrastructures…..

There are real cost implications in the short term; in the long term companies which
demonstrated a clear focus on inclusion have reaped many #benefits:

1. Coveted employer #credibility
2. More wide spread #revenue streams
3. Greater #employeeengagement and retention