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19 Companies Emerge as Inclusive Companies in 2019 in Pakistan

19 Companies Emerge as Inclusive Companies in 2019 in Pakistan


A five-member jury panel reviewed GDIB award submissions and declared 19 organizations as winners. These organisations include Engro Fertilizers Limited, METRO Pakistan (Pvt) Ltd, Pakistan Poverty Alleviation Fund, Standard Chartered Bank Pakistan Limited, Pakistan Tobacco Company Limited (PTC), Abacus Consulting Technology Pvt. Ltd, NESPAK, PepsiCo Pakistan, Pakistan Petroleum Limited, Bank Alfalah, Engro Energy Limited, Habib Metropolitan Bank, Khaadi Corporation (SMC – Private) Limited, Telenor Pakistan, British Council Pakistan, Gray Mackenzie Restaurants International Limited (KFC Pakistan), The First Microfinance Bank, HBL and AGP Limited.


The 2030 Agenda for Sustainable Development contains 17 Sustainable Development Goals (SDGs) with 169 targets. It expands the integration of environmental, social, and economic policies and raises the bar on the role that all types and sizes of organizations in various sectors should play in supporting the global sustainable development agenda. At least 6 SDGs mention and support workplace Diversity & Inclusion and describes People, Planet, Prosperity, Peace, and Partnership as its focus.

According to McKinsey & Company 2015 research, there is positive correlation between diversity and organizational performance. Companies in the top-quartile for gender diversity on executive teams were 21% more likely to outperform on profitability and 27% more likely to have superior value creation. Companies in the top-quartile for ethnic/cultural diversity on executive teams were 33% more likely to have industry-leading profitability.

What is GDIB

Global Diversity & Inclusion Benchmarks (Standards for Organizations Around the World) support organizations globally in the development and implementation of Diversity and Inclusion (D&I) best practices. GDIB was developed by 95 Expert Panelists from around the world, and co-authors Julie O’Mara (Former National President American Society for Training & Development) and Alan Richter, Ph.D. GDIB supports workplace D&I and describes People, Planet, Prosperity, Peace, and Partnership as its focus. While many would make the case that all 17 SDGs support D&I, at least six SDGs (4,5,8,9,10,16) are especially consistent with the GDIB standards.

Who Owns GDIB

The GDIB was written by its co-authors and The Centre’s founding board members Julie O’Mara, Board Chair and Alan Richter, Ph.D., and 95 global Expert Panelists. The Centre for Global Inclusion is the home of GDIB. It is a non-profit US entity under 501c3 public charity focused on education and research on diversity and inclusion around the world. Its mission is to serve as a resource for research and education for individuals and organizations in their quest to improve diversity and inclusion practices around the world. Details at

Purpose of GDIB Awards

An increasing number of organizations around the world have made commitments to sustainability and are engaged in sustainability initiatives. Aligning D&I initiatives with sustainability efforts will strengthen both the sustainability initiative and the D&I initiative, resulting in more focused use of resources and the ability to achieve goals. GDIB awards is a mechanism to recognize and encourage progressive organizations who use GDIB standards to align D&I with organizational policies and process for sustainable financial and social performance.



Who Conducts GDIB Awards in Pakistan

HR Metrics (Consulting firm) has developed Diversity Hub in Pakistan. Its mission is to help organizations become sustainable through inclusive cultural and behavioral change. Diversity Hub reviews emerging global best practices, carries out local research to understand industry need, produces data driven research reports and designs bespoke solutions to facilitate desired outcomes.

GDIB Awards Categories

GDIB Award exist in 14 categories.

1. Vision: Develop a strong rationale for D&I vision and strategy and align it to organizational goals.

2. Leadership: Hold leaders accountable for implementing the organization’s D&I vision, setting goals, achieving results, and being role models.

3. Structure: Provide dedicated support and structure with authority and budget to effectively implement D&I.

4. Recruitment & Development: Ensure that D&I is integrated into recruitment, talent development, advancement, retention.

5. Benefits: Achieve work-life integration and flexibility

6. Compensation: Ensure that job design and classification are unbiased, and compensation is equitable.

7. Learning & Education: Educate leaders and employees so they have a high level of D&I competence.

8. Assessment, Measurement & Research: Ensure that assessment, measurement, and research guides D&I decisions.

9. D&I Communications: Make communication a crucial force in achieving the organization’s D&I goals.

10. Sustainability: Connect the D&I and Sustainability initiatives to increase the effectiveness of both.

11. Social Responsibility: Advocate for D&I progress within local communities and society at large.

12. Products & Services: Embed D&I in product and service development to serve diverse customers and clients.

13. Marketing: Integrating D&I into marketing and customer service.

14. Supplier Diversity: Integrate D&I into marketing and customer service. Promote and nurture a diverse supplier base and encourage suppliers to advocate for D&I.

GDIB Award Levels

Each category of awards has following 5 levels of maturity. GDIB award exist for top three levels (Proactive, Progressive or Best Practice). There is no award for basic two levels (Inactive and Reactive)

Who Decides GDIB Awards

GDIB Awards submissions with relevant evidences are assessed by an independent jury, whose decision is final and binding for all. 2020 GDIB Awards Jury members are as under.

Benefits for GDIB Awards Winner Organizations

Organisation winning highest number of awards will get 1 gift registration pass worth 2170 $ for attending SHRM Annual Conference & Exposition at San Diego USA 28 Jun-1 Jul 2020.

Engro Fertilizers Limited, the winner of highest number of awards, gets the gift pass.

Zahid Mubarik is the CEO of HR Metrics and SHRM Partner in Pakistan. He is a global expert in workforce performance/productivity optimization data/metrics/analytics. Zahid is the only HR Leader from Asia to become member ISO Technical Committee 260 to develop global HR standards. ISO is an association of 162 countries. TC 260 initially comprised of experts from only 11 countries including USA, UK, Pakistan, France, Germany, Sweden, Switzerland, Austria, Norway, Netherlands and Portugal. Zahid actively contributed in HR standards development meetings at Washington, London, Melbourne, Rotterdam, Paris, Singapore, Bali and Milan. As a recognition of his contribution, Zahid got the honor of being elected as Global Convener of ISO HR Metrics Standards Working Group. During his leadership, ISO TC 260 published two global standards specifications including Quality of Hire and Impact of Hire”. Currently ICEE USA has appointed him as Executive Director HR Standards for three regions including Europe, Middle East and Central Asia. Zahid introduced Competency based SHRM HR Certification in Pakistan and facilitated more than 200 HR executives to earn global certification. Zahid is also member Board of Directors, The Centre for Inclusion USA. He introduced Global Diversity & Inclusion Benchmarks Standards in Pakistan. He was invited as speaker in international HR conferences/seminars at Las Vegas, Beijing, Moscow, Hanoi, Dubai and Baku. He is the Editor in Chief of HR Magazine “Workforce Tomorrow”. Email:

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