When we talk about inclusion, we often think of it as a corporate buzzword. But at Pernod Ricard India, inclusion is a business priority-because a diverse, empowered workforce is not just fair, it’s smart.
From gender diversity in manufacturing plants to training programs for the transgender community, PRI is showing how businesses can be catalysts for opportunity.
Why inclusion is different at PRI
Most companies stop at diversity hiring. PRI goes further-it’s building systems that enable underrepresented groups to thrive. Over the last few years, nearly 50% of new hires at PRI have come from diverse cohorts, demonstrating commitment at scale.
Three pillars of inclusion at PRI
1. Hiring and career growth
PRI has rolled out D&I policies across corporate and manufacturing locations-traditionally male-dominated spaces. By investing in safe infrastructure, mentorship, and training, the company is creating workplaces where women and minorities don’t just enter, but grow.
2. Skills for employability
In 2023, PRI partnered with the National Skill Development Corporation (NSDC) to train 240 transgender individuals in Mumbai for retail and hospitality jobs. This program included not just technical training but also soft skills, counseling, and employer sensitization-ensuring real pathways to employment.
3. Governance for inclusion
PRI’s work extends beyond the private sector. Through the Chief Minister’s Good Governance Associates (CMGGA) programme in Haryana, run with Ashoka University, the company helps young professionals drive state-level initiatives on women’s safety, nutrition, and digital inclusion. It’s a unique way of linking governance to equity.
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Stories of transformation
One powerful story comes from the Transformation Fellowship, a six-month program designed with institutes like TISS. Fellows, many from marginalized groups, gain classroom training and corporate exposure, preparing them for long-term careers.
These stories prove that inclusion is not charity-it’s empowerment.
Why this matters for business
- Diverse teams are innovative teams. They read culture better and create products that resonate with consumers.
- Consumers trust inclusive brands. Initiatives like NSDC skilling show communities that PRI is walking the talk.
- Policy alignment. PRI’s inclusion agenda complements government goals on skill-building and gender equity, amplifying its impact.
Beyond hiring: cultural inclusion
Inclusion isn’t limited to policies-it shows up in brand storytelling. Campaigns like Seagram’s 100 Pipers “Be Remembered for Good” celebrate changemakers, while platforms like True Legends amplify voices driving social impact. By weaving inclusion into brand narratives, PRI normalizes equity in mainstream culture.
The ripple effect
When a company like Pernod Ricard India makes inclusion central to its strategy, the ripple effects go beyond the office. Families see women in leadership. Communities see transgender individuals employed with dignity. Governments benefit from better governance systems.
Inclusion, then, is not just about numbers-it’s about opportunity. And at Pernod Ricard India, everyone belongs.
