DEI- THIS TIME, FOR REAL

In our job-seeking experiences, we have often seen organisations affirm their commitment to diversity as a core value While this acknowledgement itself is a great leap from the era of a blatantly monolithic workforce, much of it is also mere lip service and tokenism How long before we can go beyond marketing gimmicks of showing smiling employees of colour and putting up public displays of rainbow flags?

Today Diversity, Equity and Inclusion (DEI) is a common phrase in business circles but it has undergone a long process of evolution This idea gained currency during the Civil Rights Movement in the United States in the 1960s. In the Indian context, Article 16 ensures that the state takes adequate measures to provide equal opportunities in matters of employment and makes special provisions for sections of the society who have suffered historical injustice. After the LPG reforms of the 1990s, western models of diversity and inclusion were introduced into the private sector.

Today, it has almost become fashionable to talk about DEI like it’s a trending Netflix series. However, statistics by NASDAQ show that 55% have experienced discrimination at their company, on various grounds. Only 15% of the Indian urban workforce is women. So what actually happens behind those inviting ad campaigns and promising job descriptions?

DEI is easier said than done. It is a Herculean task to create a welcoming environment for people not belonging to the dominant class, who occupy all the top decision-making positions. Management and accommodation of different interests can direct energy away from the task at hand. However, the benefits far outweigh the challenges. The benefits of DEI have been proven statistically.

From a commercial point of view, a BCG study has suggested that companies with higher diversity report 19% higher revenues Different approaches to problemsolving can only come from people with different backgrounds According to Taylor Cox Jr , diverse employees mean higher business by means of successful marketing to different types of customers

Even otherwise, social justice is every organisation’s responsibility and they can contribute to it by involving lesser-represented communities in their workforce It is well known that COVID-19 has worsened the already uneven situation. The 2022 edition of Oxfam’s India Discrimination Report has highlighted increased discrimination against members of Scheduled Caste and Scheduled Tribe communities, religious minorities and women. Here, DEI can help us deal with the rapidly changing work environment.

Workplace diversity is often misunderstood as just gender equality. A 2020 study by TimesJobs showed that up to 33% of Indian employees have faced age-related bias. According to a survey by Equality Human Rights, harassment at work is higher among disabled people. People identifying with the LGBTQIA+ community have often faced unfair treatment at the workplace The conversation has also shifted to include diversity in academic or industry backgrounds Today what matters is whether somebody embodies the core skill and experience needed to perform a job well, rather than the educational degree This way we can mix and match our talent pool

It is the duty of every employee to ensure DEI in its truest sense Some companies are now diligently compiling data and releasing reports publicly to highlight their DEI practices According to NASDAQ, 85% believe their company has no proper measures in place to prevent discrimination This is where the role of HR can come in handy- robust grievance redressal systems, and objective and transparent hiring and firing processes can prevent identity-based discrimination Data should be analysed to trace patterns in recruitments and dropouts

However, diversity should go beyond hiring. Unsupportive coworkers can be the biggest impediment to promoting a harmonious work culture. Unconscious bias can be very hard to detect and act on. Sensitisation towards this cause can go a long way in not just making everyone feel accepted but also encouraging everyone to learn to operate in a diverse environment, which is closer to the world beyond cubicles How you deal with people in the workplace, reflects how you deal with people outside it After all, work culture and business are ultimately about people

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