Location: Mumbai

About the Role:

The DGM - DEI will build and lead Godrej Properties' diversity, equity and inclusion agenda - moving it from intent to measurable impact. This role is responsible for designing the DEI strategy, embedding it across talent processes, driving representation goals, and building an inclusive culture where every employee can do their best work. The role reports to the Head COEs and works closely with business and HR leadership.

What You Will Do:

Strategy & Roadmap:

- Design and own the GPL DEI strategy - short and long-term roadmap with clear goals, interventions, and measurable outcomes.

- Conduct a DEI diagnostic across the organisation - representation data, pay equity, inclusion sentiment, policy gaps - to establish baseline and priorities.

- Benchmark GPL's DEI position against real estate sector peers and identify aspiration gaps.

Representation & Hiring:

- Partner with Talent Acquisition to embed DEI into sourcing, screening, and selection - diverse slates, structured interviews, bias mitigation.

- Set and track representation targets across gender, differently-abled, LGBTQ+, and other dimensions across levels and functions.

- Build pipelines for underrepresented groups - campus partnerships, return-to-work programmes, industry collaboration.

Inclusion & Equity:

- Audit and improve people processes - performance, promotions, pay, development - for equity and bias.

- Design and run inclusion interventions - safe spaces, employee resource groups (ERGs), allyship programmes, inclusive leadership development.

- Ensure policies (maternity, paternity, POSH, flexible work) are not just compliant but genuinely inclusive in spirit and practice.

Culture & Capability:

- Build DEI awareness and capability across the organisation - workshops, toolkits, leader conversations, manager nudges.

- Partner with L&D to embed inclusive leadership into all people manager and leadership programmes.

- Drive visible DEI moments through the internal communications calendar - days of significance, storytelling, recognition.

Measurement & Reporting:

- Own the DEI scorecard - representation metrics, inclusion index, pay equity data - reported to leadership and Board as applicable.

- Track progress rigorously and course-correct with data.

What We Are Looking For:

- Batch of 2019-2021 from premier b-schools.

- Strong understanding of the Indian DEI landscape - gender, disability, LGBTQ+, generational diversity - and what works in practice, not just in theory.

- Experience designing and running DEI programmes at scale in complex organisations.

- Data fluency - comfortable building representation dashboards, analysing pay equity, and presenting insights to leadership.

- Excellent influencing and communication skills - able to build conviction without mandate.

- Knowledge of POSH, statutory compliance, and relevant Indian regulatory context.

- Real estate or infrastructure sector experience preferred; large, multi-site, blue-collar-inclusive organisations a strong plus.

What Success Looks Like in Year One:

- Representation targets set and tracking live across gender, LGBTQ+, PWD.

- At least one ERG or structured inclusion programme launched and active.

- DEI embedded into at least two core talent processes (hiring, performance, or promotions).

- Inclusion sentiment score established as a baseline for future measurement.