India has DEI policies and laws, no doubt. Many schemes, initiatives, and policies promise to prioritise diversity, equity, and inclusion. It is not limited to DEI at work but across society. However, as we approach 2025 and reflect on the past year, there has been little measurable progress or tangible outcomes from these policies. These are the areas that our DEI policy 2025 needs to address.
So, why do so many well-meaning policies fail to deliver the desired results in India? The problem is narrowed down to two core issues: They do not truly understand the people they are supposed to help and often do not inform those same people that these policies exist.
The biggest barrier to DEI policy 2025: India’s workplace laws are not reaching women.
The POSH Act, designed to protect women employees from sexual harassment, suffers from a significant awareness gap. This gap leaves many working women unaware of their rights. According to the Walchand Plus report, about 40% of women don’t know about the protective measures offered by the Prevention of Sexual Harassment Act. How do you benefit from a policy you have never heard of?
The 2013 Sexual Harassment Act also includes domestic workers, regardless of whether their work is temporary, permanent, part-time, or full-time basis. However, out of 655 districts, only 161 have set up the required committees to handle the POSH complaints of domestic workers. This slow progress is mainly due to a lack of awareness among women, especially those from rural areas or who have migrated from other places.
The lack of awareness becomes even more glaring when we consider the gender pay gap, even with laws like the Equal Remuneration Act (ERA). Indian women earn only Rs 39.8 for every Rs 100 earned by men. The latest Periodic Labour Force Survey (PLFS) 2023-24 reveals that self-employed men earn about three times more than women, salaried men make roughly 1.2 times more, and male casual workers take home 1.5 times the earnings of women.
One key reason women in India remain marginalised at work is their lack of awareness about legal protections. That’s why, in 2025, the focus should be on increasing awareness. To get a basic idea of the 5 critical laws that protect women’s rights at work, read here.
Real change starts here: Listening to lived experiences
DEI policies, whether in India or elsewhere, are often designed by policymakers who may not fully understand the day-to-day struggles of the people these policies aim to support. These policymakers assume they know what is best for the target groups. However, the reality on the ground is very different. For example, a woman in a rural area facing safety issues or a marginalised group fighting for basic access to education isn’t concerned with the technical language of DEI policies.
There is a disconnect between policy creation and lived experiences. Therefore, it is time to start listening to what the target group actually wants. There is clear evidence showing that listening to the target audience makes DEI policies more effective. For instance, the Greater Chennai Corporation (GCC) established India’s first Gender and Policy Lab, which prioritises addressing women’s concerns through active engagement. In other words, they first listen to what the women want and what their concerns are.
Through surveys and safety audits, the Lab gathers feedback directly from women, ensuring that its policies are based on real experiences, not assumptions. This approach proves that real change comes from listening to those who are affected.
For more information on how the Gender and Policy Lab is contributing to a safer Chennai, read here.
From Beti Bachao to SHe-Box: The real issue DEI policies are not addressing
DEI policies often fail because they focus on surface-level issues without tackling the deeper societal norms that cause oppression. Take the Beti Bachao Beti Padhao scheme. It’s been a decade, and what’s changed? The sex ratio at birth remains essentially unchanged, and a July 2024 study revealed no significant impact on girls’ school enrollment, grade completion, or education-related spending. Why? Because the real issue, patrilocality in Indian society, was ignored.
Patrilocality refers to the practice of expecting sons to stay with their parents, provide financial support, and care for them in old age. However, daughters are often seen as temporary members of their families, eventually marrying and becoming part of their husband’s household. It creates a cultural preference for male children, who they see as long-term assets. At the same time, society considers daughters to be economic liabilities due to dowry practices and other societal expectations.
Even with access to education or awareness campaigns, many families may still prioritise their sons’ futures over their daughters’. Hence, policies that focus on educating girls or improving awareness cannot succeed unless this mindset is challenged.
The same goes for the SHe-Box portal. It is a portal by the Ministry of Women and Child Development to help women report workplace harassment. While it is a useful digital tool, stopping harassment requires more than technology. Workplaces need to change how they think and act. It means building a culture of respect, supporting women who speak up, and holding people accountable for their actions.
If society doesn’t change its mindset, policies like SHe-Box and Beti Bachao Beti Padhao might look good only on paper. Still, they will not improve women’s feelings of safety and value.
DEI Policy 2025: The final thoughts on what needs to change
While there is no shortage of well-meaning initiatives, from the POSH Act to Beti Bachao Beti Padhao, many of these policies have had little impact. The key issue lies not in the policies’ intentions but in their design and implementation. They are often disconnected from the lived experiences of the very people they are supposed to help. Awareness is another critical area for improvement.
The urgent need is not for more policies but for better implementation of existing ones. It is a shift that changeincontent.com is advocating for regarding DEI policy 2025.
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.
