As a people-centric organization, DIMO is driven by the purpose of fuelling the dreams and aspirations of the communities it serves, across crucial sectors like agriculture, education, healthcare, power & energy, water, construction, industry and mobility. The foundation of DIMO’s success lies in the strength and dedication of its people.
Dilrukshi Kurukulasuriya, Executive Director & Chief Human Resources Officer of DIMO, delves into DIMO’s people-centric approach that prioritizes employee empowerment, inclusivity, well-being, and mental health, and the strategies for fostering a supportive workplace, re-evaluating training for career growth, integrating diversity and inclusion, incentivizing talent amidst market challenges, and maintaining a culture aligned with core values and business success.
Kurukulasuriya begins by explaining the people-centric ethos that defines DIMO’s culture:
Our people-centric ethos is fundamental to DIMO’s organizational culture. This ethos centres around fostering an environment where employees feel valued, empowered, and motivated by a shared purpose to contribute to the group’s success: at its core are employee transformation, inclusivity, well-being, and sustainability.
With our employee value proposition “Making Work Enjoyable and Rewarding” we prioritize empowering our people by offering opportunities for personal and professional growth. This includes training programmes, mentorship, and career development initiatives that enhance their skills and capabilities while equipping them to navigate a dynamic business landscape. We also promote a culture of inclusion and celebrate diversity so every employee feels respected and heard. Recognizing that a healthy and satisfied workforce is more productive and engaged, we focus on the well-being of our people. Additionally, we believe in recognizing and rewarding employees for their contributions and achievements.
Our leadership is deeply committed to upholding the core values that define DIMO—integrity, accountability, customer delight, people centricity and excellence. These values guide decision-making and behaviour throughout the organization, providing a solid ethical foundation for all business operations.
Overall, DIMO’s people-centric ethos fosters a strong, engaged workforce that aligns seamlessly with the company’s purpose and values. This alignment drives employee motivation, fuelling their contributions to DIMO’s success and advancing the organization’s broader business objectives.
What are the latest trends in creating a safe and friendly workplace, and how is DIMO integrating these trends into its workplace culture to ensure the well-being of its employees?
There is an increasing recognition of the importance of mental health in the workplace. At DIMO, we have implemented comprehensive mental health programmes across the organization, providing access to counselling services, mental health days, workshops, and stress management resources. We prioritize creating an environment where employees feel safe to speak openly about mental health issues without fear of stigma.
We also focus on enhancing health and safety protocols to ensure the physical well-being of our employees, covering aspects like workplace hygiene, providing personal protective equipment (PPE), and implementing health monitoring systems to maintain a safe and healthy work environment. By integrating these measures into our workplace culture, DIMO ensures the overall well-being of all our employees.
How does DIMO ensure that employees are well-supported by their managers and have the freedom to perform their jobs effectively?
At DIMO, we cultivate a culture of open communication where employees feel comfortable sharing their ideas, concerns, and feedback with their managers. We facilitate regular one-on-one meetings, team check-ins, and employee surveys to ensure managers are attuned to their team members’ needs and can provide timely support. We empower employees by granting them the autonomy to make decisions within their roles, fostering a sense of trust and ownership. This approach encourages a results-oriented mindset and allows employees the flexibility to manage their tasks in a way that best suits them.
Continuous training and development is a critical component of our leadership strategy. Equipping managers with essential leadership and professional skills ensures they can effectively support their teams. Additionally, we provide employees with the necessary resources to perform their jobs effectively, including access to the right tools, technology, and support systems to work efficiently and comfortably, be it the shop floor, field, office or remotely.
How are you re-evaluating and evolving your training strategies to equip employees with the skills and tools for their career advancement and industry needs?
We are constantly re-evaluating and evolving our training strategies across the group to equip our people with the skills necessary for their career growth and to meet industry demands. That involves several key initiatives:
We conduct regular skill audits to assess the current capabilities of our workforce and identify any skill gaps to understand the skills we already have within the organization and plan effectively for future training needs. Additionally, we actively seek employee feedback through surveys and one-on-one discussions to gain insights into the areas where they feel further development is needed. This feedback enables us to tailor our training to meet the specific needs of our workforce, offering customized learning paths aligned with individual career goals and job roles.
We have also integrated technology as a core component of our learning strategy, utilizing digital learning platforms that provide a range of online courses, webinars, and training modules. This approach allows employees to learn at their own pace and convenience, making training more accessible and flexible. We also use VR and simulation-based training to help employees develop practical skills in a safe and controlled environment.
In addition to technical skills, we focus on developing soft skills such as communication, teamwork, problem-solving, and adaptability, which are essential for career growth and effective collaboration. We also provide leadership development opportunities, investing in programmes designed to identify and nurture future leaders within the organization. This focus on building leadership capabilities, strategic thinking, and decision-making skills, complemented by mentorship and coaching to foster leadership and growth.
What strategic approaches does DIMO employ to ensure respect and equal treatment are foundational to its workplace environment, going beyond compliance to create an inclusive culture?
Diversity, equity, and inclusion (DEI) are core values that influence our culture and everyday practices. We employ several strategic approaches to ensure respect and equal treatment remain central to our workplace environment by fostering an inclusive culture beyond mere compliance.
Leadership advocacy and role modelling are critical components of our approach, with leaders actively promoting and exemplifying inclusive behaviours that set the tone across the organization and underscore the importance of DEI in every aspect of our operations. Inclusive decision-making is also a priority to encourage diverse perspectives in an environment of equity and mutual respect.
We have established clear DEI policies, and our inclusive recruitment and hiring practices aim to build a diverse workforce by providing equal opportunities for all candidates. To support this, we offer continuous education and awareness programmes that help employees understand the value of DEI, promote cultural competency, and encourage inclusive behaviours.
Our Employee Resource Groups (ERGs) provide a platform for employees to connect, share experiences, and support each other, fostering a sense of belonging and community within the organization. To ensure accountability, we rigorously track DEI progress by reporting on key metrics such as workforce diversity, employee engagement, pay equity, and transparency, allowing us to measure progress and identify areas for improvement.
We regularly review and update our DEI strategies based on feedback, changing workforce demographics, and evolving societal expectations. We established an inclusive culture by integrating these strategic approaches where respect and equal treatment are foundational principles. This proactive and holistic approach supports a positive workplace environment and enhances employee engagement, innovation, and overall business success.
With the growing trend of employees leaning towards entrepreneurship and migration, how has DIMO re-looked at its rewards and recognition programmes to retain talent and acknowledge employee contributions effectively?
Given the increasing trend of employees pursuing entrepreneurship and migration, DIMO is re-evaluating its rewards and recognition programmes to retain talent and recognize employee contributions. We understand that a one-size-fits-all approach is no longer appropriate in a diverse workforce, so we have shifted towards offering personalized rewards packages that cater to individual preferences. These packages may include financial bonuses, extra paid time off, professional development opportunities, or wellness benefits, allowing employees to choose rewards that align with their unique needs and motivations.
Recognizing the entrepreneurial aspirations of many employees, DIMO has introduced intrapreneurship programmes that encourage innovation and allow employees to lead projects within the company. This initiative enables employees to develop entrepreneurial skills while contributing to business growth across the group, making them feel more invested in their roles.
To retain top talent, DIMO also invests significantly in learning and development programmes that support career growth. We provide access to online courses, workshops, certifications, and leadership development programmes that help employees build new skills and advance within the company.
In addition, we offer a comprehensive benefits package that includes health insurance, retirement plans, wellness programmes, and other market-competitive perks, constantly updated to ensure we satisfy the evolving needs of our workforce. We also involve employees in decisions related to rewards and recognition, ensuring these programmes remain relevant and meaningful. This participatory approach fosters a sense of ownership and engagement among employees.
By adopting these strategic approaches, DIMO ensures that its rewards and recognition programmes are dynamic, relevant, and aligned with the changing expectations of its workforce, helping us attract and retain top talent and foster a culture where employees feel valued, motivated, and committed to the long-term success of DIMO.