India is a country of remarkable diversity, and every region has its own unique identity. Differences exist in religion, cuisine, festivals, languages, clothing, and countless other aspects. However, such diversity has also led to people making assumptions or judgments about others based on where they come from. The long-standing issue of regional and linguistic bias in India is an example of the same. That is likely why 7 out of 10 Indians say religious, ethnic, and caste discrimination is a significant issue in the country.
These societal biases naturally impact workplaces, with stereotypes influencing perceptions of an employee’s work ethic, behaviour, or abilities. For example, recruiters might view someone from a small town in a less-developed state unfairly as less skilled or capable than someone from a metropolitan city like Mumbai or Delhi. Another one is assuming that Goans are “susegad” and less committed to their jobs because of the state’s tourist image.
These generalisations, rooted in myopic perceptions, reduce diverse identities into monolithic labels.
Regional stereotyping: A barrier to true inclusion
In workplaces across India, it is common for employees to move to different states for better opportunities. Unfortunately, most of these employees find themselves labelled with an offensive stereotype tied to their region. Take South India, for example. It consists of five unique states: Andhra Pradesh, Telangana, Tamil Nadu, Karnataka, and Kerala. Yet, people often lump them together under the outdated and generalised term “Madrasi.“
Imagine an employee from Kerala joining an office in a different state. Despite being from Kerala, they might find themselves referred to as “Madrasi.” If they correct this and explain they are from Kerala, the next label they might hear is “Mallu,” another pejorative label used for Malayalis (people from Kerala).
When someone calls you a “Mallu,” what image are they really picturing? Perhaps someone who only eats idli-sambhar, sporting hair slicked with coconut oil, and speaking in a supposed mallu accent?
The issue isn’t limited to South India. People from Northeast India are often referred to with derogatory terms like “Chinki.” This word does not only erase their individuality but also carries racist undertones. A similar case for ‘Biharis’. Or calling someone a Marwari is often an indirect way of reinforcing the stereotype of being miserly, overly concerned with money, or stingy.
Some may think these labels are jokes or harmless nicknames, but they perpetuate ignorance and bias. They make employees feel undervalued and disrespected, and their regional identity is reduced to a stereotype. Discrimination based on regional identity is not just about slapping on a blanket label. More often than not, it also leads to linguistic bias.
Linguistic groupism: The unseen effects of linguistic bias
Bengaluru, India’s IT hub and the core of its startup ecosystem, often finds itself at the centre of debates about regional and linguistic bias. Despite being home to a diverse population, where many startup founders and employees come from across India, non-Kannadigas are sometimes labelled as “one of those Hindi-speaking people” by locals.
Bengaluru is just one example of linguistic bias in India. Many similar instances across the country unintentionally foster an “us vs. them” mindset. Dividing people into “our own” and “outsiders” weakens inclusivity and creates unnecessary barriers in workplaces, communities, and daily life.
Linguistic bias is a subtle but significant issue in Indian workplaces, often overlooked by HR. This form of bias arises when employees or managers show a preference for individuals who share their linguistic background. While it may seem harmless at first, linguistic bias frequently results in linguistic groupism, where employees naturally form cliques with those who speak the same language. Though understandable in a country as linguistically diverse as India, this behaviour can create divisions within the workforce.
Regional bias in the Indian job market
There has been a noticeable rise in regional bias in the Indian job market. In December last year, a consulting company in Noida sparked controversy on social media with a discriminatory job advertisement. The ad outlined general technical requirements, such as working with stakeholders and delivering data solutions. However, it concluded with a shocking statement: “South Indian candidates are not eligible for this position.” Many criticised the job post as a clear example of regional bias in hiring.
The India Working Survey (IWS), a joint effort by researchers from Azim Premji University, the Indian Institute of Management Bangalore (IIMB), and the University of Western Australia, revealed another concerning trend in job interviews. Candidates from various regions in India often face bias due to their accents. Accent bias particularly impacts candidates from regions where the native language or dialect significantly influences their spoken English or Hindi.
Overcoming regional and linguistic bias in India
Organisations must implement effective strategies to eliminate these biases to promote inclusivity and create fair opportunities for all candidates. Here’s how:
Write inclusive job descriptions
Writing inclusive job descriptions involves using language that is clear, neutral, and free from biases. It ensures that people from diverse backgrounds feel encouraged to apply. By avoiding gendered, age-specific, or culturally biased terms, job descriptions become more welcoming to a wider pool of candidates.
Train hiring teams on DEI
Training hiring teams on diversity, equity, and inclusion (DEI) is essential to creating a fair and unbiased recruitment process. This approach can ensure that candidates are evaluated based on their skills, experience, and potential rather than subjective factors.
Expand the talent pool
Partner with diverse communities, organisations, and networks that support marginalised or less-represented individuals. These partnerships help connect job opportunities to those who may face barriers to accessing mainstream job platforms.
Diverse interview panel
Include a diverse interview panel that represents various regions to help mitigate the influence of regional bias. When the panel itself is diverse, it becomes more likely that hiring decisions will be fair and inclusive of candidates from all regions.
Regional representation in leadership
Showcasing diverse leadership from various regions within the company can encourage candidates to feel that there is a place for them, regardless of their regional background. When potential candidates see role models from their region in leadership positions, it reduces feelings of exclusion.
Regional and linguistic bias in India: The final thoughts
The regional bias in India often involves favouring one’s own region or mistreating people from different regions. In the long run, this kind of environment can damage the overall productivity and morale of the organisation. Recognising and addressing regional discrimination, whether through inclusive job descriptions, diverse interview panels, or targeted DEI training, is crucial for building a workplace where every employee feels valued and respected.
Regional and linguistic bias in India: Changeincontent’s perspective
At the heart of addressing regional and linguistic bias lies the understanding that diversity is not a challenge to overcome but an opportunity to embrace. The biases tied to language and region often stem from ignorance and the unchecked perpetuation of stereotypes.
As Saransh Jain, Founder of Changeincontent, aptly notes:
Bias, in any form, thrives on silence. It is only through respectful communication, informed dialogue, and an inclusive mindset that organisations can dismantle stereotypes and foster unity across diverse identities.
The journey to combating bias starts with language—both in how we communicate and in how we shape organisational culture.
For further insights on fostering inclusivity through language, read our articles: Promoting Respectful Communication and Misogyny in Society. Together, let us strive for workplaces where individuality is celebrated and every voice, regardless of its accent or origin, is heard with respect.
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.
