2. 2
Cycle of life is like a circle.
‘Full Circle’ is about fulfilment of work life within
the circle of life. The perfect work life circle is the
one where equal opportunities are provided based
on equitable policies for all employees to achieve
superior organizational results.
The way forward is to build organizations that offer
such policies; ensuring mutual respect, fair play and
justice for all, creating an environment where men
and women coexist in harmony, complement each
other’s skills and lend equally strong shoulders to
each other in their pursuit for excellence.
Welcome! To ‘Full Circle’; a platform for a fulfilling
future, where its architects advise the organizations
how to create the perfect work life circle within
which will blossom every man and woman’s dreams.
Introduction
3. Mission
‘Full Circle’ aspires to:
• Create an environment conducive to retention and growth of
women in organizations, through equal opportunities based on
equitable policies
• Develop skills of women and men employees in organizations to
handle leadership roles
• Improve organizational effectiveness by enhancing employee
engagement
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4. Vision
‘Full Circle’, by engaging with organizations, aims to instill a sense of
fulfillment in employees. It would do so by impressing organizations to:
• Recognize the values and skills women employees add to an organization
• Provide equitable opportunities to women employees suitable to their work
life cycle
• Promote and educate all employees about benefits of workforce diversity
• Foster a culture of discretionary work by employees for improved
organizational outcomes
• Develop leadership skills in society and organizations through external
interventions in work life of individuals
4
5. Streams of work
1. Imparting awareness and skill
enhancement training in
Prevention of Sexual
Harassment at workplace
2. Gender sensitization of Senior
Management on why Gender
inclusivity is critical for business
3. Creating women leaders
through mentoring and
imparting executive education
5
4. Facilitating women, who have
taken a break from work, to build
a Second Career
5. Assist in Enhancing Employee
engagement in organisations
6. Executive Coaching of senior
employees
6. In this area ‘Full Circle’ conducts following workshops:
A. Awareness program for Senior Management, HR and members of
Internal Complaint’s Committee and other employees
B. Orientation Programme for legal and counselling skill
enhancement of Internal Complaint’s Committee for putting in
an effective complaint mechanism and complaints handling .
C. Practical advice and support on various compliances under the
law
6
1. Workshops on Prevention of Sexual Harassment in
(POSH) workplace
7. 7
Benefits of POSH Workshops…
•Sensitization on stereotypes due to cultural and historical background
•Handling Expectations, Anxieties, Perceptions & Causes of misunderstandings
• Do’s and Don’ts for women, men, observers and employee
• Rights and obligations of Employer under the law
• Practices on how to make workplace safe and secure from SH
A
Awareness
for Sr. Mgt,
HR ,
members of
ICC and
employees
B
Orientation
program for
skill
enhancement
of ICC
members
•Understanding SH through case studies
•Learning to deal with Reported or Unreported incidents
•Informal and Formal process of dealing with complaints
•Understanding the legal aspects through national and international judgements;
• Improve skills to handle complaints based on fairness, confidentiality and tests of
legal reasoning
•Dealing with false and malicious complaints
C
Practical
advice &
support on
compliances
under the
law
Organization will become compliant on Statutory provisions
8. Capitalizing on the talents of women has become a business imperative.
These sessions emphasise on the Business case on ‘Why Gender Inclusivity is
Critical for Business’. Supported with powerful data ,they will allow your senior
management, HR, line managers and other employees to:
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2. Gender sensitisation and solutions for a
balanced workplace
•Implement the best practices to attract, develop
and retain talent
•Understand customer needs better
•Appeal to a diverse marketplace
•Become innovative
•Enhance productivity
•Become employer of choice
Benefits
9. 3. Executive education for career building
of women
This highly researched and tested program is for women employees to
advance their career through learning :
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• How to overcome the inner barriers
• Strategic career planning
•Navigation of the political environment with authenticity
•Harness the rewards of networking
• Building Executive Presence
• Building their own brands
•Influencing people and negotiating successfully
•Work life balance
•Importance of mentors, sponsors and role models
Benefits
10. 4. Facilitate off ramped women back to
workplace:
‘ Full Circle’ facilitates bridging the gap for women who took break with:
• A unique refresher course
and
• Opportunity to hone back skills through internships building knowledge,
sharpening skills and widening perspective
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11. 5. Coaching: Business coaching and Executive
C coaching
Business Coaching: primarily meant for business owners and entrepreneurs:
Guides them to recognize and make strategic interventions in their organizations
Through coaching, clients make their own road maps and programs for
implementations of initiatives by uncovering their own potential
11
Executive Coaching: Primarily meant for CXOs and CEOs having large
executive responsibility and authority
Coaching is for specific pre-agreed period and goals set by the client, usually of behavioral
nature
The client through powerful dialogue with coach, 360 degree feedback and outcome of
behavioral tests unveils his or her own potential to make strategic changes towards set
goals
Coaching benefits the client to improve his own performance, which
results in visible improvements in the organizational outcomes
Benefits
Benefits
12. 6. Employee engagement
Employee Engagement is most talked about but less acted upon aspect in human
resource management
‘ Full Circle’ offers to enhance employee engagement as long term intervention in the
organizations entailing:
(I ) Base measurement of engagement level
(ii) Data analysis for prioritized intervention
(iii) Individual and group interviews to identify drivers of engagement
(iv) Developing strategic road map with senior management for intervention
(v) Measurement of engagement level after intervention
Performance Management System plays a significant role in the engagement. ‘Full Circl’e offers
to streamline the PMS by especially focusing on psychological barriers that affect the
effectiveness of robust PMS
Engaged employees put in discretionary work that
will lead to enhanced organizational outcomes
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Benefits
13. 13
Sunita Thawani , the Founder CEO of ‘Full Circle’ is an accomplished
professional with senior management and Board Room experience.
She has a rich 25 years of legal experience with Tata Group with last
10 years as Chief (Legal) Jusco.
For last several years she has been passionately working in the
space of gender inclusivity and women leadership in corporate India
Which has led to creation of ‘Full Circle’
Based on her combined practical experience as chairperson of POSH Committee of Jusco
for last ten years and legal background, She conducts comprehensive and highly
participative workshops for ICC members , Sr Management and Employees on the recently
passed Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal )
Act.
She also conducts Gender sensitization programs for organizations and advices them on
worldwide best practices to create an inclusive environment for women . She has taken
several Women Leadership programs over last several years for different organizations.
Founder CEO
14. His coachees
14
Suresh Thawani, the Chief mentor and coach at ‘Full Circle’ is a
Metallurgist from IIT, Kharagpur and a certified CEO coach from
CFI, Chennai.
He has 41 years of experience in Tata Group, with last 12 years as CEO and Managing
Director of three different companies.
During his tenure as CEO, he conceptualized and implemented very successful programs to
enhance employee engagement, some of which got recognized at Tata Group level as best
practices. Besides leading to superior organizational outcomes, these created enabling
environment for 360 degree feedback, boss-subordinate dialogues at regular intervals
resulting in improved PMS .
He has coached several CXOs’ and has been working on special coaching needs for women
executives. His coaches have reported positive improvement in their professional life
including benefit to organizations they work with.
Chief mentor and coach
15. 15
Founder, Mentor and Full Circle have worked with:
and various women’s organizations, NGOs’ and Educational Institutions
The Bengal Chamber of Commerce and Industry
16. Prevention of Sexual Harassment- Awareness and
Internal Complait Committee orientation workshops
Tata Sponge Orissa
World women congress 2014
Jamipol, Jamshedpur
Tata Steel Business Processing
&Distribution Kolkata
Tata Motors
Bengal Chamber of Commerce ICRA Online Kolkata
Tata Technologies PuneDUPONT -Gurgaon
JamshedpurTata Motors Jamshedpur
17. 17
Prevention of Sexual Harassment- Awareness and Internal
Complaint Committee’s orientation workshops
Tata Blue ScopeICRA ONLINE Navi Mumbai
National Skill Development Corporation Delhi
ICRA ONLINE Bombay Stock Exchange
Tata Consultancy Services Bangalore
Metal Junction
19. Creating women Leaders- Executive Education
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XLRI -global students
Tata SteelBengal Chamber of
Commerce
JuscoTata Steel Group Companies
Receiving WILL National award
2010
