Over the past few years, Diversity, Equity, and Inclusion (DEI) has become a global buzzword. It symbolises progress and the push for a fairer, more inclusive world. People also term it as the path to genuine inclusion in India. However, not everyone agrees with the concept or its implementation. In fact, DEI has faced significant backlash from some of the most influential voices, including Elon Musk. Elon recently sparked controversy by declaring that “DEI must DIE.“
Musk’s criticism and similar sentiments have prompted a wave of reassessments, with corporations and institutions scaling back their DEI programs amidst debates over their relevance and impact. Closer to home, many organisations in India have adopted DEI as a corporate buzzword. They often emulate Western practices without addressing the unique realities of our country.
But here is the truth: DEI—or whatever you choose to call it—is not just about an acronym. It is about recognising and addressing the inequities that persist in society and the workplace. In India, the need for inclusion is not just a matter of corporate policy or compliance; it is a matter of addressing deep-rooted inequities that hold back millions of people every day.
The stereotypes and biases faced by women, Persons with Disabilities (PwDs), the LGBTQIA+ community, older workers, and other marginalised groups in India are starkly different from those in the West. Ignoring this ground reality in favour of imported terminology and frameworks dilutes the transformative potential of inclusion.
So, what does genuine inclusion in India mean? Why does the backlash against DEI in Western contexts fail to resonate here? Let’s explore.
The global backlash against DEI
DEI initiatives have come under fire globally. In 2024, companies like American Airlines and Walmart scaled back their DEI efforts due to growing criticism from conservative groups. Over 200 universities in the U.S., particularly in states like Florida, Texas, and Alabama, dismantled DEI offices in response to legislative pressure. Critics argue that DEI practices can feel forced, divisive, or even counterproductive.
Elon Musk’s statement, “DEI must DIE,” reflects this growing scepticism. He criticised DEI as discriminatory and unnecessary. Such arguments raise important questions: Are DEI programs effective? Are they inclusive enough? While these critiques may be relevant in some contexts, they fail to account for the unique challenges faced in societies like India.
In India, the debate around DEI is less about its shortcomings and more about its necessity. Here, inclusion is not just a policy; it is a lifeline for millions of people still battling systemic biases, lack of opportunities, and cultural stereotypes.
Why DEI matters more than ever for genuine inclusion in India
In India, the challenges of inclusion are far more nuanced. While global debates rage on, the ground reality here is that we are still struggling to dismantle centuries-old biases. Consider these examples:
The gender divide: The persistent barrier to true inclusion in India
The challenges women face in India go far beyond representation. The World Economic Forum’s Global Gender Gap Report 2023 ranked India 127th out of 146 countries, with women’s labour force participation stagnating at just 20%. Despite corporate initiatives to improve gender parity, biases often creep in unintentionally.
Consider a recent example: an Indian bank launched a credit card exclusively for women, heavily promoting its rewards for shopping but excluding benefits for fuel purchases. While likely unintentional, the exclusion perpetuated a stereotype—that women shop but don’t drive or need fuel. This oversight highlights the need for organisations to align their inclusivity efforts with ground realities.
Challenges for PwDs
India is home to over 26.8 million PwDs (Census 2011), yet their representation in the workforce remains dismal. Infrastructure remains largely inaccessible, and PwDs are rarely portrayed in empowering roles in advertisements or media.
When was the last time you saw a corporate advertisement featuring a PwD in a professional setting or even a workplace with ramps in the background?
Representation of marginalised communities
Media and advertising play a critical role in shaping perceptions. However, in India, marginalised communities—be it the LGBTQIA+ population, economically disadvantaged groups, or older workers—are often absent or tokenised. For instance, kitchen advertisements rarely feature men unless they are presented as “extraordinary” helpers in the kitchen. Such narratives reinforce traditional roles instead of challenging them.
Opportunities for older workers
In India, ageism is another silent barrier. Many older workers, especially women, struggle to find jobs or restart their careers after taking breaks. Inclusivity must also address this demographic, ensuring opportunities are not confined to younger generations.
Beyond acronyms: Genuine inclusion in India must be a practice, not a term
If the term DEI feels alien or redundant, let us focus on what it represents: equal opportunities, respect for all individuals, and an environment where everyone can thrive. Call it inclusion, merit-based hiring, or simply equal opportunity—what matters is how you practice it.
1. Addressing ground-level biases
Inclusivity in India must tackle everyday biases. Why can’t kitchen advertisements show men cooking without fanfare? Why are women not shown in leadership roles in corporate advertisements as often as men? These are not minor oversights; they are missed opportunities to normalise equality.
2. Opportunities for all
- Women deserve recognition beyond tokenism.
- PwDs need more accessible workplaces and proactive hiring practices.
- Older individuals must be given avenues to resume and grow their careers.
- Gen Z and millennials need spaces that encourage their innovative potential.
3. Representation matters
Inclusive storytelling can drive societal change. Brands and organisations must go beyond tokenism and showcase diverse individuals in empowered roles—not as exceptions but as the norm.
Change begins at home
As individuals, we have a role to play. Inclusion starts with how we raise our children and share responsibilities at home. Let boys contribute equally to household chores without being praised for doing the bare minimum. Let girls take ownership of family finances and independence. These small but significant changes can dismantle ingrained biases over time.
What corporations must do
Corporations are the mirrors of society. They must:
- Build inclusive workplaces where diversity is celebrated, not merely tolerated.
- Address biases in hiring and promotion practices.
- Invest in training programs that encourage empathy, collaboration, and authentic leadership.
A McKinsey study revealed that companies with diverse executive teams are 33% more likely to outperform their peers in profitability. Inclusivity is not just a moral imperative—it is a business advantage.
Advocating for real change: The role of Changeincontent
At Changeincontent.com, we are committed to driving these conversations and sparking meaningful action. Our mission goes beyond DEI as a term or framework. We aim to build a repository of narratives that challenge stereotypes, simplify systemic theories, and inspire measurable change.
Through our in-depth articles, case studies, and policy analyses, we advocate for equal opportunities for all. Whether we highlight corporate success stories or critically analyse biases in media and advertising, our platform catalyses change.
We firmly believe that no acronym can fully capture the essence of inclusion. Call it diversity, equity, or equal opportunity—what matters is creating environments where everyone can thrive.
The final thoughts on genuine inclusion in India
The backlash against DEI may stem from scepticism about its implementation, but its principles are more relevant than ever—especially in India. Whether you call it inclusion, equal opportunity, or merit-based growth, the goal is clear: to dismantle barriers and build a society where everyone can thrive.
At Changeincontent.com, we are committed to advocating for genuine inclusion. Together, let us move beyond acronyms and focus on the actual work—because inclusion is not a term; it’s a necessity.
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. We broadly define inclusivity as 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.
