Beyond Layoff

I have been reflecting on the untimely death of Indian professionals due to “high pressure” at work – first it was Anna from E&Y and now there’s news of Sadaf Fatima from HDFC who died mysteriously. A few years ago, I returned to India after spending several years living and working in the US. My wife and I had quit our jobs and moved back to India to be closer to my aging parents. After exploring various options, including entrepreneurial ventures, and networking extensively I was eventually offered the role of IT Director at a services company. The team I was leading focused on managing internal systems and application platforms like ERP, HR, and Finance. Mohan's viewpoint on YouTube Returning to India was quite a culture shock, and the traffic was a real eye-opener. I found myself commuting 1.5 hours each way to the office at a tech park, which meant spending 3 hours daily just on the road. After working 9 hours in the office and commuting, I was expected to join ‘manage

 Membership in a corporate Employee Resource Group (ERG) can be a mixed bag, offering both significant advantages and potential drawbacks. On one hand, ERGs provide employees with a supportive space to connect with colleagues who share similar backgrounds, identities, or interests. This sense of community can foster belonging, elevate diverse voices, and create opportunities for mentorship and professional development. ERGs often play a critical role in driving inclusion within a company, giving members a platform to influence policies, shape workplace culture, and even impact business strategies that align with their values. The National Institutes of Health (NIH) defines ERGs as non-union, voluntary employee organizations led and comprised of members of the organization, formed around common interests. ERGs are often based on shared backgrounds, such as gender, race, ethnicity, sexual orientation, age, or disability. In this brief video, Mohan shares his views on an ERG at a multinat