DEI in India is a very different picture compared to other countries. Indian society’s approach to caste, women empowerment, disability, and LGBTQ identity continues to reflect deeply ingrained biases. Unfortunately, these biases manage to make their way into businesses too. Many companies proudly claim that their decisions are based solely on merit. However, it is hard to ignore the gap between what organisations claim and what the numbers show. That is what the 2025 vision for DEI in India should address.
There is a glaringly low representation of disadvantaged castes in higher management roles. It also brings attention to the underrepresentation of women in leadership roles. While there may be more women entering the workforce, a disproportionate number of them still find themselves in unpaid roles or jobs with limited career growth. Furthermore, the inclusion of individuals with disabilities in the workforce is another area of concern. While some companies have made efforts to hire people with disabilities, these hires often make up far less than 50% of the workforce and, in many cases, not even 25%.
Even in 2024, India’s DEI efforts are still far behind where they should be.
The vision for DEI in India: How effective are India’s DEI policies?
So, is India making any steps towards better DEI? The country’s Constitution certainly sets the foundation for equality and anti-discrimination. Articles 14, 15, and 16 guarantee equality before the law and prohibit discrimination based on religion, race, caste, sex, or place of birth. Additionally, the Constitution ensures equal employment opportunities for all citizens. However, when it comes to translating these policies into meaningful action, the results are often limited or inconsistent.
Disability representation in the workforce is still lacking
Despite having a legal framework in place, challenges in DEI implementation continue. For example, while the Rights of Persons with Disabilities Act (2016) has improved access to employment, PwDs make up less than 0.5% of most workforces. Barriers like lack of accessible infrastructure and high costs of retrofitting continue to limit progress.
A recent SEBI-mandated report filed by 1,062 firms revealed that 87% of companies claim their workplaces are accessible. Yet, only 0.6% of their permanent staff are people with disabilities. What’s more, 45% of these companies didn’t have a single person with a disability on their payroll. It highlights a significant gap between accessibility claims and actual inclusion in the workforce.
Barriers to women’s workforce participation
Traditional gender roles continue to affect work-life balance, particularly for women, who bear a disproportionate caregiving burden. India ranks 135th out of 146 countries for gender equality. The percentage of women in senior leadership roles rose from 16.6% in 2016 to 18.7% in 2023 but slightly decreased to 18.3% in early 2024. The low women labour force participation in India, especially compared to the global average, highlights socio-cultural barriers.
About the MB Act
The Maternity Benefit Act 1961 (MB Act) allows women to take 26 weeks of paid maternity leave during pregnancy without losing their jobs. The act also requires employers to provide crèche facilities and lactation breaks to support working mothers. However, the situation hasn’t improved much.
Aon’s 2024 Voice of Women study, which surveyed 24,000 women in India across more than 560 companies, shows data concerning this. It shows that 75% of working mothers faced a career setback of one to two years after returning from maternity leave. Nearly 40% also reported a pay cut, and many found their roles changed to positions they didn’t prefer.
POSH Act: Underreporting and stigma add a barrier to the vision for DEI in India
Eleven years have passed since India introduced the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act (POSH Act) in 2013. While the law aims to prevent and address workplace sexual harassment, cases continue to surface, and enforcement remains weak. Key challenges include a lack of awareness about the legal procedures, a lack of trust in the system, and poor adherence to the enforcement guidelines.
Nearly 40% of working women are unaware of the protective measures offered by the POSH Act, and 53% of HR professionals do not clearly understand it.
The International Labour Organisation (ILO) points out that just because cases of sexual harassment are not widely reported doesn’t mean they don’t happen. The truth is that many survivors feel too unsafe or uncomfortable to come forward. It is due to privacy concerns, fear of social stigma, and the potential for retaliation. It is especially true when the perpetrator holds a position of power.
Building better workplaces: DEI Policies India should prioritise in 2025
While India’s existing policies and laws around DEI have potential, their impact often falls short. The primary reasons are limited awareness and inconsistent implementation. At the same time, another concern lies in the complete absence of regulations in several critical areas that directly impact inclusivity. As the 2025 vision for DEI in India, companies should consider implementing these two key policies:
Address ageism
Respecting elders is a deeply rooted cultural value in India and across much of Asia. But step into the workplace, and the story flips entirely. Age-related biases frequently marginalise older working adults, limiting their opportunities and contributions. Nearly 92% of Indian companies fail to integrate age into their inclusion strategies. It leaves a significant portion of the workforce vulnerable to age discrimination.
Ageism starts early in the recruitment process, particularly in job advertisements. A recent study revealed that 61% of job ads in India openly display age biases. These include specifying an upper age limit or setting years of experience tailored to younger candidates. Notably, 57% of these ads express a preference for individuals aged 25 to 34. This trend suggests that beyond a certain age, older professionals are perceived as less desirable, regardless of their skills or experience.
Age bias also affects women throughout their careers, with middle-aged women feeling its impact the most. This bias isn’t just about being too young or too old. For women, the problem is often worse because they also face gender bias, which makes them more likely to be passed over for promotions or new opportunities as they age.
Currently, India does not have a codified law specifically addressing age discrimination in the workplace. The Age Discrimination in Employment Act of 1967 states that refusing to raise or promote an employee simply because they are 40 years old or older constitutes age-based discrimination. However, little data is available to show how effectively this law is being implemented or how many individuals are unaware of such regulations. Companies should include anti-ageism measures in their DEI policies to address age discrimination just as they would any other form of workplace bias.
Right to disconnect policy
A toxic work culture in India has become a significant concern, and SEBI has recently been accused of serious misconduct. A leaked letter to the Finance Ministry revealed concerns over micromanagement, unrealistic targets, and intrusive monitoring. Staff argued that senior management’s aggressive approach caused stress and a lack of trust, severely affecting their mental well-being and work-life balance. In response, SEBI denied the allegations but did little to address the underlying causes of discontent within the workforce.
As work-life boundaries continue to blur, especially with the rise of remote work, organisations expect employees to be available beyond office hours. This constant pressure can lead to burnout, stress, and decreased productivity, particularly for marginalised groups. A formal Right to Disconnect policy would ensure that employees can genuinely disconnect after work, creating a healthier, more inclusive work culture.
Companies must recognise that respecting personal time is not just a matter of convenience but a necessary factor in retaining talent and supporting overall employee well-being. Without such a policy, organisations risk perpetuating toxic work cultures.
The final thoughts on the 2025 vision for DEI in India
It is not enough to simply have policies in place. For real DEI progress, there must be a willingness to change deep-seated attitudes, challenge outdated practices, and invest in creating an inclusive work culture. The key lesson from 2024 is that the lack of an action plan for DEI can lead to a cycle where policies are introduced but never really enforced. In 2025, we must break this cycle. Otherwise, it is just another “we’ll get to it later” situation that will only hurt the company as well as the employees in the long run. Changeincontent advocates for taking meaningful action to ensure that policies on paper do not remain mere empty promises.
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.
