Expanding DEI initiatives in India goes far beyond the familiar frameworks of gender balance and LGBTQ+ inclusion. In a country as diverse as India, addressing diversity, equity, and inclusion (DEI) demands a unique approach that takes into account complex layers of caste, religion, regional differences, and socio-economic backgrounds. Yet, recent studies reveal a disconcerting truth: nearly 90% of women in India feel uncertain about the effectiveness of current DEI measures. Additionally, the DEI narrative in India often appears to be driven by voices from privileged backgrounds. It leaves the needs of marginalised groups underrepresented and unaddressed.
This article explores how Indian companies can adopt a truly inclusive approach to DEI, one that resonates with the everyday challenges and diverse identities of their workforce.
The limitations of borrowed DEI models
Many DEI efforts in India stem from Western models that focus on gender and LGBTQ+ representation. While significant, these issues represent only a portion of India’s DEI landscape. As companies strive to create inclusive work environments, they must consider the unique socio-cultural dynamics that set India apart.
Why India’s DEI needs a broader scope
Caste and religion
Caste and religious backgrounds often impact hiring, promotions, and workplace interactions in India. For instance, the Sachar Committee Report (2006) highlighted the socio-economic disadvantages faced by some communities, which often translate into biases in the workplace.
Regional bias
India’s regional diversity brings challenges, from the North-South divide to stereotypes faced by people from the Northeast and Bihar. Northeastern Indians, for example, frequently experience discrimination in other parts of India, often being derogatorily referred to as “Chinki“. It is a term that reveals deep-seated prejudices.
Intersectionality in the workforce
DEI in India needs to incorporate intersectional frameworks that recognise how factors like caste, religion, and regional backgrounds intersect. It creates unique challenges for individuals in the workplace.
In short, expanding DEI initiatives in India requires going beyond borrowed templates and focusing on solutions tailored to India’s social context.
Expanding DEI initiatives in India: Key areas of focus
1. Gender inclusion beyond tokenism
While companies are making strides to increase women’s representation, much remains to be done. According to an ANSR and Talent500 survey, around 90% of women in India feel uncertain about their organisation’s DEI policies. This study of 3,000 women across IT teams in India found critical gaps in perceptions, with persistent gender stereotypes in interviews and unclear pathways for women’s career progression.
For true gender inclusivity, companies should focus on:
- Eliminating gender biases in hiring and promotions: Structured hiring practices, training for hiring managers, and transparent promotion policies are essential to address these biases.
- Empowering women for leadership: Creating clear pathways for women to assume leadership roles, with mentorship and leadership training programs to support their journey.
2. Addressing regional and ethnic biases
India’s regional diversity requires a nuanced DEI approach. From the North-South divide to biases against Northeastern Indians and individuals from Bihar, companies must actively work to bridge these gaps.
Examples of regional bias:
- North-South divide: Cultural and language differences create challenges for South Indians in North Indian offices and vice versa. It leads to miscommunication and, at times, exclusion.
- Discrimination against Northeastern individuals: Many Northeastern Indians face prejudices due to their distinct cultural and physical appearances, and they are often mistaken for foreigners. Training employees to be sensitive to these differences can create a more welcoming environment.
3. Caste and religion as key DEI dimensions
Although caste-based discrimination is illegal, biases persist in subtle forms, especially in hiring, promotions, and workplace interactions. Religions that are minority groups also face workplace biases, often linked to cultural misunderstandings and stereotypes.
- Incorporating caste and religious sensitivity in DEI policies: Anti-discrimination policies should explicitly address caste and religious biases. Companies must provide grievance redressal mechanisms for affected employees.
- Sensitisation programs for awareness: Regular DEI workshops and awareness programs focused on India’s diverse caste and religious backgrounds can foster an understanding of inclusivity among employees.
4. Fostering an inclusive culture through sensitisation programs
Sensitisation programs are crucial for building an inclusive culture that values diversity. For example, workshops that highlight challenges faced by marginalised communities, like Northeastern Indians and specific communities, can help foster empathy and reduce stereotyping.
Impact of sensitisation:
- Empathy building: Sensitisation sessions encourage employees to view issues through others’ perspectives, helping to create a culture of respect and empathy.
- Reducing harassment: Sensitisation can also prevent workplace harassment and discrimination, creating a safer environment for all employees.
From tokenism to tangible change: Building DEI for impact
For DEI initiatives to be effective, Indian companies must move beyond tokenistic measures and embed DEI within their organisational DNA. Here’s how they can do this:
1. Policy-driven DEI frameworks
Develop clear policies that prohibit discrimination based on gender, caste, religion, and regional origin. It will ensure that these are enforceable through stringent anti-harassment protocols.
2. Diverse hiring and career development pathways
Partnering with institutions and NGOs working with marginalised communities can help build a more diverse talent pipeline. Equitable promotion practices also ensure that underrepresented groups have the same advancement opportunities as their peers.
3. Leadership accountability and DEI metrics
Successful DEI initiatives require the active involvement of leadership. Setting diversity goals, implementing DEI metrics, and holding leaders accountable are essential for progress. Leaders should also actively participate in DEI programs to reinforce their commitment to inclusion.
4. Employee Resource Groups (ERGs)
Creating ERGs focused on different communities allows employees to connect, share experiences, and address specific challenges. For example, ERGs for women, LGBTQ+ individuals, or caste and religion-based groups provide spaces for support and advocacy.
The path forward: Making DEI truly inclusive
Expanding DEI initiatives in India is not just about addressing gaps; it is about setting the stage for a more inclusive, equitable future. DEI efforts must reflect the diversity of India’s workforce, moving beyond imported standards to address local realities. To achieve this, companies need to:
- Prioritise Intersectional DEI: Acknowledge the overlapping identities of employees and ensure that policies support every individual holistically.
- Close the knowledge gap: Since nearly 90% of Indian women feel unsure about DEI policies, companies should communicate their DEI initiatives clearly and regularly. The idea is to ensure that all employees understand and engage with these efforts.
- Focus on practical outcomes: DEI must go beyond policies and programs to create visible, tangible changes in the workplace culture.
Summing up
As expanding DEI initiatives in India becomes essential, Indian companies have a unique opportunity to lead by example. DEI in India should reflect the diversity of its people and address the needs of all employees, including those from marginalised and underrepresented groups.
At Changeincontent.com, we are dedicated to advocating for meaningful DEI change that resonates with every part of Indian society. We believe that workplaces—being the face of society—must set an example for inclusivity, fairness, and respect. Now more than ever, Indian companies have a responsibility to create workplaces where every individual can thrive.
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.
