In India’s evolving workplace culture, efforts toward Diversity, Equity, and Inclusion (DEI) are becoming more prevalent. However, these efforts often reveal significant blindspots that slow progress toward true inclusivity. DEI blindspots in India include deeply entrenched social, cultural, and systemic issues such as gender disparity, insufficient focus on employee wellbeing, and a failure to implement humanitarian approaches to diversity. Hence, it is imperative that organisations look beyond surface-level diversity metrics to tackle these underlying issues.
Gender representation and women’s safety: The persistent gap
One of the most glaring DEI blindspots in India is the underrepresentation of women in leadership roles and the ongoing issue of workplace safety. Research shows that only 8.16% of those in senior leadership roles were women in 2022. Although the number has improved, we are still far from offering equal opportunities to women in senior leadership roles.
Many organisations still view DEI as a checkbox exercise. They implement policies without addressing the root causes of gender inequality. Despite the presence of laws and guidelines aimed at preventing workplace harassment, many women continue to feel unsafe. This is particularly true in male-dominated industries.
Women’s safety in the workplace is not just about creating policies; it is about fostering a culture where women feel empowered to report misconduct without fear of retaliation. More robust mechanisms, such as independent grievance redressal systems, anonymous reporting options, and stringent enforcement of Prevention of Sexual Harassment (PoSH) guidelines, can be game-changers in ensuring safety for women. To truly close the gap, companies must go beyond policies and create environments where women can thrive, both professionally and personally.
Employee wellbeing: More than just perks
In today’s corporate landscape, many companies are quick to offer benefits like flexible work hours, remote options, and mental health resources. However, these perks often miss addressing the deeper issue of employee wellbeing, especially when the focus is limited to superficial solutions. DEI blindspots in India around wellbeing stem from an inability to understand that employee wellness must be holistic.
A more humanitarian approach—where the focus extends to emotional, physical, and psychological wellbeing—is necessary. Companies must foster inclusive environments where employees feel heard, respected, and valued. Encouraging open conversations about mental health, offering professional counselling services, and creating a work culture that supports time off for mental and physical recuperation are essential.
Case in point: In certain industries, especially marketing and media, employees often face overwhelming deadlines and toxic work environments that can be detrimental to their mental health. By integrating comprehensive wellness programs and offering ongoing support rather than temporary perks, companies can make meaningful contributions to their employees’ long-term wellbeing.
Unconscious bias in hiring: The silent barrier
Despite the growing awareness of DEI, many Indian organisations still struggle with unconscious bias, especially in their recruitment and retention processes. DEI blindspots in India are often rooted in traditional hiring practices that favour certain demographic groups—men, individuals from privileged castes, or those educated in elite institutions.
To address these biases, organisations must leverage data-driven tools and advanced technology, like AI-powered recruitment platforms, designed to eliminate biases in candidate selection. However, it is crucial to remember that even AI needs to be trained on diverse data sets to ensure it doesn’t perpetuate existing biases.
For example, tech-driven hiring tools can help anonymise applications, stripping away identifying information that could trigger unconscious bias and allowing candidates to be judged solely on their skills and qualifications. In addition to technical fixes, training for hiring managers on unconscious bias, gender sensitivity, and inclusion should be a priority.
Beyond policy-making: Making DEI a core value
Many Indian companies fall into the trap of treating DEI as an isolated corporate social responsibility (CSR) initiative or a compliance requirement. However, such DEI blindspots in India reveal the need for organisations to embed inclusivity into the very fabric of their corporate culture. It goes beyond token hires and one-off diversity programs.
Organisations need to embrace DEI as a core value, driving every decision, from recruitment and team management to leadership development and employee retention. Creating mentorship programs for marginalised communities, offering leadership pathways for women, and promoting internal role models who have successfully overcome systemic barriers are all steps toward dismantling these blindspots.
For example, Flipkart’s initiative of establishing an all-LGBTQIA+ delivery hub is a commendable step toward inclusion. However, companies need to go beyond such singular achievements and focus on building an environment that supports diversity across every level of the organisation.
Intersectionality and representation: Addressing the complex layers
While diversity efforts in India often focus on gender and caste, DEI blindspots frequently emerge from a lack of focus on intersectionality. This means not recognising how multiple identities—such as gender, caste, class, and sexuality—intersect to create unique experiences of marginalisation. Intersectionality needs to be a lens through which companies view all DEI initiatives. We must ensure that the voices of those facing the most complex forms of discrimination are heard and valued.
Companies should also focus on creating more representation across different sections of society. When we talk about representation, it can be women in leadership roles, LGBTQIA+ individuals, people with disabilities, or those from economically disadvantaged backgrounds. Representation in boards, senior management, and decision-making roles ensures that inclusivity is not just a peripheral goal but a guiding principle.
The final thoughts: Breaking DEI blindspots in India
At Changeincontent.com, we believe that organisations are the face of society. They play a critical role in shaping the future of inclusion. True diversity, equity, and inclusion must be about more than just policies. Organisations need to address blindspots around gender, intersectionality, and employee wellbeing. By adopting a comprehensive approach that includes humanitarian and intersectional principles, we can create a more inclusive workplace that mirrors the equitable society we all strive for.
It is time for Indian companies to identify these blindspots. Besides identification, companies must actively work toward dismantling them. We should not see DEI as a corporate mandate but as a foundational value that propels both the company and society forward.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
