The DEI landscape in India has evolved significantly. It reflects a strong commitment to fostering workplaces that embrace diversity, equity, and inclusion across various sectors. While these efforts are growing, India’s unique cultural and social landscape presents both challenges and opportunities for creating inclusive work environments. In this article, we examine the current DEI landscape in India. We highlight the initiatives that are making an impact and explore what still needs to change to build a more inclusive workforce.
Understanding the DEI landscape in India
Diversity, Equity, and Inclusion (DEI) are foundational principles that Indian organisations increasingly adopt to foster inclusive growth. However, understanding DEI within India’s context requires a close look at the country’s diverse demographics, socioeconomic disparities, and cultural sensitivities. DEI in India encompasses various dimensions. The dimensions include gender, disability, LGBTQIA+, caste, regional differences, and generational diversity. These are all crucial in shaping how organisations build inclusive spaces.
The current state of DEI in Indian workplaces
According to a 2023 Well-being Programmes India Survey by WTW, DEI initiatives are a part of the social well-being strategies adopted by 71% of Indian organisations. These efforts include diversity training, accessible office designs, gender-neutral communications, and inclusive benefits options. It is a positive indicator of the increased focus on DEI initiatives. However, there are still pressing issues that we must address to move from policy to practice effectively.
Gender inclusion: Overcoming persistent gaps
India’s gender equality journey has seen notable progress, but substantial disparities persist. These disparities are particularly in workforce participation, pay equity and leadership representation. India ranks 135th out of 146 countries on the Global Gender Gap Index (2022). These rankings place India below neighbouring countries such as Bangladesh and Nepal.
While 95% of NIFTY 500 companies have at least one female board member, less than 5% have female chairpersons. These statistics also highlight the need for greater representation at executive levels.
The low female labour force participation rate (approximately 22.3% compared to a global average of 47%) reflects socio-cultural barriers and the lack of accessible childcare options. Initiatives like the Companies Act and SEBI mandates have encouraged gender diversity on boards. However, expanding DEI efforts to promote gender parity across all levels is essential to ensure that women can progress within organisations.
Disability inclusion: Progress and challenges
In India, people with disabilities (PwDs) face significant barriers to employment. Only around 11.3% of PwDs are employed across organised sectors, government programmes, and self-employment.
The Rights of Persons with Disabilities Act (2016) was introduced to improve access to employment. However, PwDs still account for less than 0.5% of the workforce in most organisations. Inclusive infrastructure, which supports accessible office spaces, gender-neutral restrooms, and dedicated transportation, is crucial to improving the DEI landscape for PwDs.
Organisations leading in technology-driven accessibility are setting an example. For instance, assistive technology tools like automatic wheelchairs, hearing aids, and text-to-speech software are now integrated into some workplaces. However, the high costs of retrofitting and a lack of awareness among employers are often obstacles to adopting comprehensive accessibility measures. Ensuring a disability-inclusive workplace requires policy support, infrastructure investment, and cultural sensitisation at all levels.
LGBTQIA+ inclusion: Navigating social and cultural barriers
In recent years, LGBTQIA+ inclusion has gained traction in India’s corporate sector following the decriminalisation of homosexuality in 2018. Nevertheless, full integration remains a work in progress due to longstanding social biases. The inclusion of transgender individuals in affirmative action initiatives by the Indian government and the appointment of India’s first transgender judge in 2019 are promising steps toward broader societal acceptance.
In the corporate world, companies are increasingly adopting inclusive policies that provide equal treatment regardless of sexual orientation or gender identity. However, workplace representation of LGBTQIA+ employees remains minimal, and several organisations have yet to develop inclusive policies to address this gap fully. Addressing this aspect of the DEI landscape in India requires more than policy—it demands a cultural shift that normalises diversity in sexual orientation and gender identity.
Cultural sensitivities in the DEI landscape in India
India’s rich cultural diversity calls for DEI strategies that are sensitive to language, regional differences, caste, and religious beliefs. Implementing DEI initiatives in India requires an understanding of these cultural nuances to build workplaces that genuinely respect diversity. Here are some areas where cultural sensitivity plays a critical role in DEI:
Language diversity
India’s linguistic diversity poses unique challenges and opportunities for DEI. Multilingual communication tools and translated materials can foster inclusivity by accommodating employees from different linguistic backgrounds.
Caste sensitivities
While illegal, caste-based biases persist in various forms across workplaces. Addressing these issues involves promoting a culture of equality, transparency in hiring and promotions, and providing support for employees facing caste discrimination.
Gender sensitivities
Understanding India’s traditional gender roles helps organisations create gender-inclusive policies, such as comprehensive maternity and paternity benefits and programs to support women returning to the workforce post-childbirth.
The role of technology in transforming the DEI landscape in India
Technological advancements have the potential to significantly enhance DEI efforts in Indian workplaces. For example, 71% of organisations in India use AR/VR technologies to train employees on DEI, creating an immersive experience that addresses unconscious biases. Additionally, assistive technologies, such as screen readers and automated mobility tools, help provide PwDs with the resources they need to participate fully.
Digital tools are also being leveraged to ensure equity in recruitment. By using AI-driven platforms that focus on skills rather than traditional qualifications, companies can attract diverse talent and reduce hiring biases. However, organisations must approach these tools carefully, ensuring AI systems are free of inherent biases that could undermine DEI efforts.
Equity vs equality: Bridging opportunity gaps
One of the key distinctions in DEI is between equity and equality. While equality provides everyone with the same resources, equity recognises that some individuals require additional support to reach the same outcome. For instance, while offering paternity leave alongside maternity leave is a step toward equality, offering flexible working hours or childcare facilities addresses the specific needs of working mothers, ensuring equity.
According to the People at Work 2022 report by ADP Research Institute, 85% of young Indian workers believe that current DEI policies lack fairness. Bridging this gap requires transparent communication and regular pay equity assessments, with many employees advocating for equal pay and inclusive leave policies. Organisations in India are starting to adopt gender-neutral parental leave policies, challenging the traditional notion of caregiving being solely a woman’s role.
Programmes and initiatives transforming DEI in India
In addition to foundational policies, Indian organisations are adopting a range of DEI programmes, such as:
Allyship and Employee Resource Groups (ERGs)
ERGs are gaining popularity. They provide employees with shared identities and a platform to support each other. These groups can drive positive cultural change by educating others and advocating for their members’ unique needs.
Unconscious bias training
Training programmes to counteract unconscious biases have become commonplace, encouraging employees to recognise their biases and fostering a more inclusive workplace.
Inclusive leave policies
Leading organisations are offering gender-neutral parental leave, equal benefits for adoptive parents, and leave policies that accommodate various family structures.
DEI in the future: Building accountability and measuring impact
The future of DEI in India lies in the creation of accountability frameworks that hold organisations responsible for their DEI commitments. Transparent reporting, third-party audits, and data-driven goals can help track DEI progress. The rise of data analytics and AI can assist in evaluating DEI metrics, enabling organisations to make informed decisions that create measurable social impact.
Additionally, promoting DEI goes beyond policies; it requires leaders to actively engage in fostering a diverse and inclusive environment. Inclusive leadership, where managers take responsibility for the well-being and success of all employees, will be key to the sustainability of DEI initiatives.
Changeincontent’s perspective on the DEI landscape in India
As we look at the DEI landscape in India, it is evident that while progress has been made, there is still much to achieve in building inclusive and equitable workplaces. At Changeincontent.com, we believe in amplifying voices that advocate for real change in DEI and holding organisations accountable for their promises. The future of DEI in India depends on a collaborative approach, where companies not only establish inclusive policies but also actively work to dismantle the systemic barriers that hinder true equity.
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.
