Technology gives us the tools to dismantle barriers and create pathways for genuine inclusion: Dr. Ishani Roy, Serein

In the heart of India's burgeoning aerospace research sector, a pivotal realization struck Dr. Ishani Roy, a leading scientist with a background in Applied Mathematics. The gender imbalance in her own lab, with only five out of ninety scientists being women, ignited a passion for change. It was during her maternity leave that the seeds of Serein were sown.

In an illuminating conversation with Dr. Ishani Roy, the visionary founder of Serein and recipient of the prestigious Cartier Women’s Initiative Fellow in 2023, we explore the intersection of technology and diversity, uncovering the innovative strategies and robust infrastructure that power Serein's mission to revolutionize Diversity, Equity, and Inclusion (DEI) initiatives. An accomplished scientist who’s now reimagining diversity solutions for today’s enterprises. Passionate about connecting people to their calling. In the process hoping to make a dent in India's diversity ratio at the workplace.

This is Dr. Ishani Roy, the visionary founder of Serein, a leading SaaS company specializing in driving organizational change through data-driven approaches and behavioral science. Excerpts:

Can you share the pivotal moment that led you to transition from a leading scientist to a founding engineer?

Dr. Ishani Roy: That's an interesting story. I studied mathematics, completed my PhD at Brown University, and then did my postdoc in Oxford on biomathematics. After spending many years abroad, I decided to move back to India to contribute to the scientific field here. When I started working in the aerospace research field in India, it became very apparent that there were very few women scientists. This struck me, considering that women were studying mathematics, physics, and aerospace engineering, but few were choosing to stay in scientific research. They were either leaving or opting for less technical managerial roles. It surprised me, especially when in my own lab, out of about 90 scientists, only five were women. So, during my maternity leave, I realized how skewed the situation was for men and women. Even with just a three-month maternity leave, I experienced various explicit and implicit biases affecting my career. That's when I decided to take action. Instead of conventional gender training, I wanted to leverage my background in science and data science to bring sustainable change to the Indian workforce. I believed in studying organizations' data, implementing policies, and interventions that would make a real impact, not just for women, but for any minority group.

How did your background in Applied Mathematics and experiences at institutions like Brown University and Oxford shape your approach to addressing DEI challenges?

Dr Ishani: It's important to understand the relevance of my background in applied mathematics and my experiences at institutions like Brown University and Oxford in addressing DEI challenges. You might wonder how mathematics ties into the field of AI, but the key here is that any intervention we undertake is grounded in rigorous research. This means that whether we're engaging with managers or leadership, our approach is never arbitrary.

For instance, when we collaborate with the manufacturing sector, we don't apply a one-size-fits-all solution. Instead, we conduct a detailed analysis of the sector, examining the actual challenges, the level of female participation, and the specific hurdles faced by managers. This informs our strategies, and we even have behavioral scientists on our team who help translate this information into actionable plans for managers.

Moreover, we utilize statistical models to comprehensively measure diversity metrics. This module doesn't just focus on numbers; it also delves into the broader concept of inclusion within a company. It's a thorough process that allows us to accurately understand where companies stand and provide meaningful benchmarks for progress. If you'd like, we can dive deeper into this module later on.

Can you elaborate on the role of data and technology in redefining DEI through your innovative SaaS model?

Dr Ishani: Let me explain the role of our SaaS (Software as a Service) module in redefining Diversity and Inclusion. Traditionally, when we talk about diversity, we might look at basic metrics like the percentage of women in a company, or break it down further to see the percentages in different management levels or entry-level positions. These are important but fairly surface-level analyses.

Our SaaS model takes a much deeper dive. It allows us to dissect the data and gain a nuanced understanding of diversity in various business sectors. We examine whether companies are actively hiring from minority groups and what the pipeline for hiring looks like. We also analyze time series data to track hiring trends over several years. This includes examining hiring patterns in different sectors, organizational levels, and even across different geographic locations, such as cities versus small towns.

But we don't stop there. We scrutinize the recruitment process itself. Are there specific stages where diversity candidates might be falling through the cracks? Is it in the job description, the face-to-face interview, or perhaps during salary negotiations? This level of granularity is crucial for identifying and addressing biases.

And then there's attrition. We pinpoint which levels and roles are experiencing higher attrition rates among minority groups. This detailed analysis allows us to not only show companies where they currently stand in terms of diversity and inclusion, but also guide them on where to allocate their resources for the most impact, at the right time and in the right place. It's about making strategic interventions that lead to meaningful change.

Can you elaborate on the technological aspects that underpin Serein's platform?

Dr Ishani: Absolutely, technology plays a crucial role in our platform. There are two key facets to it. Firstly, the infrastructure needs to be robust to handle large volumes of users concurrently. For instance, when companies send out notifications for courses, we often have thousands of people logging in simultaneously. This demands strong servers and a robust engineering framework to ensure seamless interactions. Our courses are designed to be highly interactive, incorporating quizzes and various engagement options to promote active learning.

Secondly, there's the data aspect. We handle sensitive company data, akin to HR tech handling payroll and leave management. Data protection is paramount for us. We adhere to every data protection law in each country we operate in. Transparency with companies regarding data usage is a priority. We anonymize data to meet international standards and maintain high levels of security.

The analysis of the data is equally crucial. It's not just a simple set of questions and a final score. Our platform conducts thorough analysis, providing users with insights into their DEI journey and their standing. Additionally, we offer tailored course suggestions based on the user's progress, which can be forwarded to managers or employees to further drive diversity and inclusion initiatives. So, it's not only about providing data and analysis, but also about enabling actionable steps for progress.

Can you share a success story or impactful moment that stands out in Serein's journey, demonstrating its positive influence?

Dr Ishani: We've witnessed significant positive impact, particularly in our long-term partnerships with nearly 500 startups in India. We've seen unicorns grow from small teams with little female representation to organizations with comprehensive policies promoting diversity. They've implemented anti-discrimination measures, promoted women into managerial roles, and provided extensive training to mitigate biases. Being a part of their journey and witnessing this transformation has been truly rewarding.

What were the initial challenges you faced while bootstrapping the company and disrupting the traditional DEI landscape with a tech-driven approach?

Dr Ishani: Initially, we were fortunate not to face significant challenges in our approach. We had established a successful model early on by working with investors and managing compliance for their portfolio companies. This provided us with the revenue needed to grow our team and expertise. We also developed an educational platform, similar to an academy, where individuals could access courses. This platform later evolved into a comprehensive solution for diversity and inclusion.

How does Serein envision further expanding its global reach and impact in the coming years? Are there specific regions or industries you are focusing on?

Dr Ishani: Now, in terms of our global footprint, we've organically established a presence in 25 countries. Post-COVID, we took significant steps to enhance our online content. We introduced gamification to engage a wider audience and ensured that our materials were available in 10 different languages. This strategic move allowed us to effectively reach and impact the blue-collar workforce as well.

We then began creating courses in various languages spoken in Southeast Asia, such as Indonesian Bahasa. This expansion allowed us to solidify our model and prove its effectiveness. With this validation in hand, we've set our sights on further growth in three key regions. Southeast Asia is seeing significant growth, with the US and UK as our next targets. Additionally, Africa has emerged as a region with substantial demand for diversity and inclusion initiatives. While there's interest, penetration is still developing, so we're actively expanding our presence in both Western and Eastern Africa. These three areas—Southeast Asia, the US and UK, and Africa—are currently our primary areas of focus.

As a Cartier Women’s Initiative Fellow in 2023, what does this recognition mean to you personally? And how does it reflect on Serein's mission and accomplishments?

Dr Ishani: Personally, It's truly heartening to hear your pride and satisfaction in the work we've accomplished. It's not just about the business success, but also about the tangible impact we've had on individuals and organizations. The recognition from Cartier validates the significance of our efforts. It allows us to reflect on the substantial number of lives we've touched – women who've found their voices against discrimination, individuals from various minority groups who've come forward to address issues of class, caste, and religion.

The transformational policies we've advocated for, especially in areas like LGBTQ inclusion, have made a real difference. The cases of sexual harassment that my team has handled represent another facet of the impact we've had. It's a testament to the fact that what began as a dream and an idea has evolved into something that's fundamentally changed people's lives.

On a broader scale, this recognition provides us with a global platform. It's not just about growth, but about the doors it opens for meaningful partnerships and collaborations, particularly as we continue to expand in the US and UK. A platform like this amplifies our ability to drive positive change on a larger stage. It's a powerful testament to the importance and effectiveness of the work we're doing.

Can you provide a glimpse into the future plans and initiatives that Serein is working on to continue driving positive change in the DEI landscape?

Dr Ishani: Absolutely, the focus on geographies with high demand for DEI initiatives is critical. Especially in regions where there may not be comprehensive laws against sexual harassment, empowering organizations to address any form of discrimination is paramount. Ensuring a fair and just process for addressing these issues is our core mission. We've assembled a formidable legal team, including a number of experienced lawyers, to ensure that we're well-versed in the specific laws of each country we operate in. India, Singapore, Indonesia – we understand and comply with the unique legal frameworks of each.

You've also raised an essential point about discussing caste and religion, which are sometimes overlooked topics in DEI conversations. It's true, these can be sensitive subjects, but they're integral to fostering a sense of belongingness and inclusivity. Some forward-thinking companies, like Airbnb, have recognized this and are actively working on caste inclusion. Your goal of initiating conversations around class, caste, and religion is incredibly important, even if it's in small ways. It's about addressing aspects that others may not have tackled yet.

It's heartening to hear about the positivity and receptiveness you've encountered in different geographies. The willingness of entrepreneurs and founders to engage in these conversations and seek ways to implement positive change, even in smaller companies, is a sign of progress. In India, particularly, there's a palpable sense of wanting to do the right thing. It's encouraging to see the enthusiasm and drive for positive change in the country. It truly speaks volumes about the potential for meaningful impact.