Today, we are thrilled to speak with Kaushiki Srivastava (she/her) – Human Resources Director for Ubisoft India.
With over 15 years of leadership experience across various industries, Kaushiki is based in Pune, where she leverages her expertise to drive an inclusive HR strategy within our Indian studios.
As an HR Leader, she navigates the complexities of talent management, diversity, equity, and inclusion, driving strategies in talent acquisition, employee development and engagement, social sustainability, and people and business strategies. In this interview, Kaushiki gives us an inside look at how DEI is at the heart of everything we do at Ubisoft India.
Hi Kaushiki, can you describe a typical day for you as the HR Director?
My day kicks off with planning and prioritizing tasks, reading, and responding to emails and identifying priorities that need my immediate attention; I attend some early morning calls with different partners, from different time zones.
My team is my priority, and I ensure that they get the most out of our planned weekly one-on-one meetings. It’s a chance for all of us to recalibrate, connect beyond deliveries, address concerns, and keep things running smoothly through proactive solutioning.
I have a broad network of stakeholders that also form an important part of my day. I collaborate with colleagues from different global studios to share insights and solutions. I engage with Centers of Expertise, Finance, Tech & Legal teams locally and globally. I engage in regular discussions on topics like change management, tools and technology, data analytics, risks, and solutions.
In my interactions globally, my key focus areas are:
• Representing India: showcasing India’s culture, context, and capabilities on the global stage; it’s essential for our sustained global presence and acknowledgement of talent the country offers.
• Data, Dashboards, and Technology: I can’t help but be excited about innovation, data-driven decision making, and how automation can increase process-efficiency.
• Learning and Development: Change management is always ongoing, requiring constant learning, unlearning, and relearning. People’s development is crucial in a company that thrives on innovation and creativity, and where employees are at the core of business.
What initially attracted you to Ubisoft, and how have your experiences here shaped your perspective on diversity, equity, and inclusion?
My professional background is rooted in Human Resources, but I must confess that I have been an avid gamer! In 15 years, I traversed various industries like Manufacturing, FMCG, Telecom, Lifestyle, Entertainment – Music and Media. Irrespective of the sector, I have observed that certain tenets of effective people management remain constant, while others are influenced by business nuances.
The decision to join Ubisoft came very naturally to me owing to my experience through the many interactions during the process. There was a consistent warmth, sense of accountability and trust in interactions, drive for business – and most importantly, being people-first – irrespective of who I interacted with.
I took a leap of faith and moved cities. It is a testament to the exceptional culture at Ubisoft that made me feel like I was stepping into a familiar place that values my authenticity and expertise.
How do we approach the topic of D&I at Ubisoft India, and what initiatives have been implemented to foster an inclusive workplace?
Our approach to DEI is deeply ingrained in our organizational culture and forms the core of our values. It’s not just a checkbox, it’s the cornerstone of everything we do, starting from HR roadmaps all the way to business and people processes.
We promote a culture of empathy as the bottom-line. We’ve established a D&I council that is representative of diverse demographics and departments, ensuring miscellany of thought perspectives. Our approach and initiatives include but are not limited to embracing inclusive language, cross-cultural sensitization, inclusive policy review, and providing flexible work arrangements to suit as many diverse needs as possible.
We strive for a delicate balance in promoting underrepresented groups without overemphasizing positive discrimination. We ensure recruitment & career advancement practices are fair and unbiased, providing equal access to job opportunities, and merit-based selection. We actively engage with different communities to familiarize them with industry nuances, proactively reviewing and adjusting job requirements to ensure they don’t inadvertently exclude potential candidates from underrepresented backgrounds.
At Ubisoft, we also acknowledge that caretaker roles are not limited to one gender. Our platforms support all parents, regardless of gender or family status. To support gender equity and shared parenting responsibilities, we’ve expanded parental benefits and policies that suit everyone’s reality. We prioritize trust and accountability when promoting flexibility, especially in exceptional cases that may need additional consideration.
Our anti-harassment & discrimination policies have a wholistic coverage to any form of harassment, bullying, retaliation, or discrimination – inclusive of all genders. Our commitment to DEI is not just about numbers; it’s about creating a workplace culture where every person feels valued, supported, and empowered to contribute their best.
What does it mean to you to create a welcoming culture for all team members, and how do we ensure that this is embedded in our ethos on all levels?
To me, it’s all about making sure that when someone joins us, they don’t just find a job; they find a community that supports their growth and development. Everyone should feel valued, respected, and included, regardless of their background, position, or experience. Here, managers, team and HR members partner equitably. We engage with selected candidates from before they join us. Our Buddy programs across departments have newcomers paired with experienced colleagues to help them acclimate to their role and surroundings. Our general induction program fosters a sense of community by bringing together new members from different departments and having them meet with different colleagues and leadership. Our managers also play a pivotal role here, and we invest in continuous capability building for them.
Social interaction and community building is especially vital in a post-pandemic world, where social anxiety is real. For many young team members, Ubisoft is their first step into the professional world and it’s our responsibility to make this experience memorable and worthwhile.
In terms of diversity and inclusion, how do we educate our managers and mentors to ensure they are equipped to support all employees effectively?
It’s crucial to ensure that leaders and managers are well-equipped and continuously learning to initiate and support the DEI charter with ownership. Our formal L&D programs and educative material consistently covers self-awareness, diversity, inclusion, unconscious bias, and other evolving concepts.
The HR team organically integrates diversity and inclusion into conversations between employees and managers. The Employee Resource Groups (ERGs) provide different community havens for employees. Our DEI Council is dedicated to influencing on the ground acceptable inclusive behaviors. Their insights and recommendations are invaluable in shaping our approach.
Our leadership walks the talk in promoting diversity and inclusion. We actively participate in subject matter forums and internal dialogues and enforce this formally across teams too.
Can you share details about the initiatives aimed at increasing female representation in different areas of our company and addressing the underrepresentation of women in STEM roles?
Firstly, it’s essential to recognize the unique and creative industry we are part of. It provides us with a broad spectrum to discover talent from all backgrounds. Our approach is multifaceted, considering the unique challenges of underrepresentation in the pipeline, and reality of life stages impact to a gender.
Our job descriptions and advertisements reflect our commitment to being an equal opportunity employer. The HR and Communications team collaborate closely to ensure that our message reaches a wide audience, consistently.
During periods of volume hiring, we conduct campus activations and hiring drives to remove entry barriers and engage with potential candidates of all representations; gender-inclusive, industry-agnostic approaches are taken to bring potential candidates with the right attitude to a level playing field before selections are done. We have mixed panels and objective behavioral interview techniques for fair, objective, inclusive hiring outcomes.
Women often face unique challenges related to evolving life stages, such as maternity and family responsibilities, health/hormonal changes. Our policies aim to support individuals during these periods, and we ensure career breaks don’t hinder individual progress, or access to opportunities and accolades. Peer networks are encouraged for the support one may need, and our mental well-being focus is consistent.
Recently, we organized an open public session for women having taken career breaks and aimed at providing guidance and support on how to re-enter the workforce.
We have witnessed an incredible collaboration with our CSR partners, TWEET Foundation. Can you elaborate more on our combined efforts?
Our partnership with the TWEET Foundation has been humbling and has a profound impact on our workplace culture and thought leadership. The synergy of Social Responsibility with Diversity & Inclusion is important to be true ambassadors of the charters. For us, it wasn’t just about charitable contributions, but to have a sustainable impact on the community through volunteering and engagement.
TWEET Foundation caught my attention through an ex-colleague’s social media shout-out on another collaboration. I have been impressed with and trust their approach to building and supporting the transgender community for a better, inclusive future. The community has faced a lack of recognition and equitable access, for many reasons. Our intent with this partnership is to step in with the intention of making a difference through sustainable impact.
When the idea of partnering with TWEET was presented, everyone from our CSR committee to our MD, without hesitation, embraced it completely. We assessed the role we could play and delved into the practical aspects of partnership. Through the SkillMATE program with TWEET, we support TWEET’s vision for training transgender trainers who, in turn, train members of the community to become job-ready and support their mental health. It’s a multi-tiered approach that not only provides livelihoods but also equips individuals with valuable skills and confidence for employment, as well as emotional resilience.
One remarkable aspect of our partnership is that the individuals we support through TWEET keep changing, which means our impact is not static. We reach people from various backgrounds, cultures, and regions across the country. The collaboration with TWEET felt like a force of nature, where the right people, the right cause, and the right organization came together at the right time.
It has brought forth a sense of empathy, understanding, and inclusivity even across our organization, and I am touched by the number of people that come forth to offer their support as volunteers.
I hope this conversation has elucidated our focus on People and Talent at the core of business, and how we are continually striving to make Ubisoft India the best workplace for you. Don’t hesitate to apply and kickstart your journey in the gaming industry with Ubisoft India Studios. I look forward to welcoming all you creative and talented folks.
Let’s create amazing gaming experiences together.
Do you want to be a part of the Ubisoft Indian studios? Check out our job openings here. Join us and create the unknown!