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<p>The internship module includes a nine-month learning in the same role, a structured performance feedback every three months, a mentor and buddy assigned to all interns and a permanent role with the company on successful completion of the internship. Godrej Properties is looking at absorbing 75% of the interns by the end of a successful completion of the stint. Of the total hires across the company, Godrej Properties targets to have 5% from both the LGBTQIA+ and PWD (persons with disabilities) cohorts by the year 2025.</p>
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<p>Godrej Properties CHRO Megha Goel said, &ldquo;Currently, the &lsquo;Pride&rsquo; internship is a pilot for us. The paucity of profiles from the LGBTQIA+ community is a big challenge. We are currently sourcing profiles via online promotions of the programme and also by partnering with consultants specialised in LGBTQIA+/diverse cohort hiring.&rdquo; Over the last six months, the company has seen a double-digit hiring under this programme.</p>
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<p>Achal Khanna, CEO, Society for Human Resource Management (SHRM) India, APAC &amp; MENA, said, &ldquo;With internship programmes targeted primarily at LGBTQ+, HR&rsquo;s view is to not just skill them in the line of work but truly celebrate diversity of their life experiences.&rdquo;</p>
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<p id="2">Sunit Sinha, head of people, performance and culture at KPMG in India, said, &ldquo;IDE is a business imperative for us and our efforts will be to consciously embed it in everything we do &mdash; right from expanded understanding of IDE to reaching a level of maturity. From attracting &amp; retaining more individuals from under-represented groups (gender, PWD, LGBTQIA+, veterans) into the profession , onboarding diverse talent with intentionality to prepare them to succeed, to creating consistency of experience and eventually being the clear employer of choice for underrepresented groups as well.&rdquo;</p>
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Godrej co takes in LGBTQ+ interns

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