Mumbai, 09 May, 2024 – In a continued effort to foster an inclusive workplace, DBS Bank India announced a program aimed at women who are transitioning back into the workspace, including new mothers. This initiative is part of DBS’s ongoing focus, as part of its responsible business practices, to develop a more diverse workforce and support employees through different life stages. By providing equitable career opportunities and empowering employees to grow to their fullest potential, DBS Bank India aims to attract the best people, build the best teams and deliver the best customer experience.

Individuals who re-enter the workplace after a career break may find it difficult getting back to the demands of corporate life, particularly given the pace at which technology and the workplace are evolving. In addition to this, women particularly, could also face challenges with unconscious bias or balancing work-life demands. Recognising this, DBS Bank India has developed a special six-month internship program wherein shortlisted returnees will engage in projects, receive guidance from seasoned industry leaders within a supportive environment, aimed at enabling a smoother transition back to work. The DBS program involves valuable hands-on experience in a workplace that has been honoured by Avtar and Seramount as one of the ‘100 Best Companies for Women in India’ for eight consecutive years. This recognition marked the third consecutive feature in the ‘100 Best – Hall of Fame’ category. The bank’s ‘Reimagine’ program also supports the participants with suitable training programs during the returnship journey so that they can develop their skills for continued success.

Kishore Poduri, Managing Director, and Country Head – HR, DBS Bank India, said, “A diverse talent pool and a well-supported workforce is a foundational reason why DBS prides itself on being a future-ready bank. We have introduced this six-month internship for women returning to work in a very intentional way so that we can build a pipeline of skilled talent, while helping employees grow their careers in the long-term. While this is one more step in our journey, some of our earlier programs have already shown promising results. For instance, in 2023, the overall engagement score for women in DBS Bank India has increased by 13% compared to the previous year. These are signs that our efforts are paying off as we continue to focus on creating an environment where all employees are supported to thrive professionally and live fulfilled.”

DBS prides itself on being a different kind of bank, shaping its organisational culture so that employees are motivated to make banking joyful. The organisation strives to be a forerunner in the employee benefits space, by taking a hyper-personalised approach to cater to the evolving needs of a diverse workforce. Effective this year, DBS Bank India has extended its paternity and adoption leave for new fathers from 2 weeks to 4 weeks, in an effort to advance parity and enable a more balanced sharing of parental responsibilities. The benefit gives new fathers the time to participate more actively in the crucial early stages of parenthood, supporting a more equitable distribution of parental duties so that both partners can enjoy this formative time as a family.

Underlining the efficacy of the bank’s earlier diversity, equity and inclusion efforts, DBS has been featured on prestigious rankings such as the Bloomberg Gender-Equality Index for six consecutive years (2018-2023) and has been included in Kelp HR’s ‘25 Safest Workplaces for Women’ list for three consecutive years. In 2023, DBS Bank India was awarded ‘Best Employer for Women’ by ASSOCHAM at the Diversity & Inclusion Excellence Awards. Recently, the organisation was also recognised as a ‘Best Employer’ by Kincentric for the fourth consecutive time, marking its entry into the coveted ‘Best Employers’ Club 2024.

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Workplace environment and working hours can have a profound influence on the physical and mental health and wellbeing of employees.² Individuals spend a substantial portion of their lives at work, some potentially exposed to risk factors such as hazardous materials, long working hours, or cigarette smoke. Workplace habits can also contribute to physical inactivity and unhealthy eating patterns³, both known risk factors for cancer. Consequently, the workplace can play a critical role in shaping health habits and mitigating cancer risks.

While genetics are likely to play a part in the rise of cancer cases in young people, experts suggest that smoking, alcohol consumption and obesity are key risk factors. Based on trends over the past three decades, researchers estimate that in 2030, the global number of new early onset cancer cases will rise by 31%, while associated deaths will increase by 21%. Individuals in their 40s are predicted be the most at risk.⁴

Dr Vikram Vora, Medical Director at International SOS, India, comments “The fight against cancer in most cases is an individual story that begins after a diagnosis is made. World Cancer Day is a time to understand that collective efforts can prevent individual suffering. Employers can support their workforce by generating awareness, facilitating regular cancer screening, and partnering with medical providers to inform, identify and intervene early. This helps in reducing absenteeism, maintaining productivity, and ensuring sustainability.”

Dr Vikram Vora adds “Having a well-designed employee health and wellbeing program that includes periodic risk assessment for common cancers and onsite availability of health resources, helps employees make healthier lifestyle choices, which in turn can significantly reduce cancer risk..”

International SOS outlines some strategies to mitigate cancer risk for employees and how organisations can strengthen their workplace support:

1. Provide education and awareness:Educate employees about common cancer risks, warning signs and available resources. Host regular workshops and information campaigns to empower employees to be proactive about their health and seek prompt medical attention if they notice any potential symptoms.
2. Encourage regular screening: Early diagnosis of cancer nearly always results in better treatment outcomes. Ensure employees’ health benefits cover key screenings and that your organisation’s policy makes screenings feasible. Encourage employees to take time off for their annual medical exam.
3. Promote healthy habits: Provide access to healthy food options in your organisation’s cafeteria and onsite vending machines. Implement initiatives such as wellness programmes, step challenges and discounted gym memberships to encourage physical activity and healthy eating habits.
4. Encourage open communication:Create a safe and supportive environment where employees feel comfortable discussing cancer concerns and accessing resources. Offer confidential counselling services through Employee Assistance Programs (EAPs).
5. Conduct a workplace assessment:Analyse potential workplace hazards that might increase cancer risk, such as exposure to carcinogens. Implement control measures to minimise risks and promote a healthy working environment. Modern office work may also contribute directly to three cancer risk factors, including excess body weight, diet and physical inactivity.
6. Implement a smoke-free workplace: 25% of all cancer deaths are caused by tobacco use and providing employees with smoking-cessation support helps reduce the risk.⁵Enact a strict smoke-free policy to protect employees from second-hand smoke, a significant cancer risk factor.
7. Provide holistic care and support: Extend employee assistance programmes to include cancer-specific resources. Offer access to counselling, financial planning assistance and support groups throughout the cancer journey.

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