Diversity is magic. It is the first manifestation, the first beginning of the differentiation of a thing of simple identity. The greater the diversity, the greater the perfection. - Thomas Berry
India is home to multiple cultures, languages, religions, and ethnicities, all under the notion of unity in diversity. When such a plethora of beautiful differences coexist in harmony, the nation is embraced and admired.
Diversity, equity and inclusion are three different but interconnected concepts. They work together to create an environment of respect and fairness.
The concepts of diversity, equity, and inclusion (DEI) are important for the better progress and harmony of a nation. When we are presented with diverse choices related to anything, whether it is a product, career options, clothing, or more, we feel delighted to have these diverse choices.
The same goes for people. Diversity is the spice of life.
DEI involves initiatives promoting equal access, opportunity, employment and a sense of belonging for underrepresented people in the workplace. It plays an important part in promoting an inclusive workplace culture and ensuring an effective recruiting and hiring process.
Meaning And Origin
First, let's talk about the meaning of each term here. Diversity refers to all how people differ - cultures, beliefs, identities, sexuality, age, experiences, ability, and beyond.
The concept of diversity has ancient origins, but it began to gain prominence during the civil rights movement in the United States in the mid-20th century.
Equity refers to just and impartial treatment in access, opportunities, and resource distribution, implying that one’s identity cannot predict the outcome. The term equity gained prominence during the industrialisation and urbanization of the 19th century.
Equity means everyone gets what they need, not just the same, says Ava DuVernay, an American filmmaker. It is not about levelling the playing field; it is about ensuring everyone has access to it.
Inclusion refers to the fact that every voice, opinion, and culture matters. It provides a sense of belonging in any environment. According to Janine Garner, inclusion is not just about numbers, it is about making people feel valued and welcomed.
In 2016, former United States President Barack Obama emphasized the power of diversity and inclusion, noting that research demonstrates diverse groups excel in problem-solving compared to homogeneous ones.
He highlighted that inclusive policies enhance talent recruitment, foster innovation, and increase employee engagement, thus enabling society to effectively address its most complex issues.
Sardar Vallabhbhai Patel said Little pools of water tend to become stagnant and useless, but if they are joined together to form a big lake, the atmosphere is cooled, and there is a universal benefit.
India is a country of contrast. Therefore, values such as inclusion and equality in diversity become all the more precious and sacred to us.
We frequently take immense pride in the diversity of our nation's regions, cultures, languages, religions, and beliefs, as well as its vegetation, climate, cuisine, and even how people dress. As a result, maintaining this diversity in all societal institutions becomes an additional duty.
Diversity management in India is entirely voluntary and self-initiated by the companies; any favourable action policies are enforced through incentives at the workplace. There are no strict affirmative actions for private sectors.
However, there are general laws safeguarding the interest of every citizen of India, whether at the workplace or outside.
Social safeguarding provisions are included in Articles 15 and 16 of the Indian Constitution for all Indian citizens. Article 15 forbids discrimination based on religion, sex, ethnicity, caste, or origin of birth.
Equal opportunity in matters of public employment (which does not specify the private sector) is mandatory under Article 16(1).
Article 16 (2) ensures that no one is discriminated against for any position or office under the state based on religion, race, descent, place of birth, caste, sex, residency, or any combination of these grounds.
In recent years, LGBT (lesbian, gay, bisexual, and transgender) rights in India have seen significant advancement.
Removal of its colonial-era legislation, directly discriminating against transgender people, and interpreting Article 15 of the constitution to forbid discrimination based on sexual orientation and gender identity is the significant step taken by India in this direction.
Transgender people in India are protected under the constitutional right to change their legal gender and register as a third gender, per the legislation adopted in 2019. In 2014, transgender people were legally recognized by the Supreme Court of India as the third gender.
Lessons From History And Real-Life Cases
1. Delhi University - A Hub Of Diversity, Equity, And Inclusion
One of the best real-life examples where diversity, equity, and inclusion are observed is Delhi University. Students from across the corners of India with different cultural heritages enrol at Delhi University for higher studies.
The university continues to provide equal treatment and a sense of inclusion to every student, making it a diverse hub of students.
2. Kudumbashree Mission
The Kudumbashree Mission is a unique example of empowerment and gender inclusion, billed as the largest women’s network in the world.
In 1997, the Kerala government launched the Kudumbashree program for the empowerment of women and the eradication of poverty at the grassroots level.
This community-driven program focuses on poverty eradication by involving women in various income-generating activities, enabling them to actively contribute to their households and communities.
Kudumbashree has empowered poor women in Kerala and also made them politically and socially active by honing their leadership qualities. Over the years, many of them have taken a leading role in Kerala society, says T.N. Seema, former Rajya Sabha MP, to IndiaToday.
3. Brown v. Board Of Education (1954)
Brown v. Board of Education was a landmark United States Supreme Court case in which the justices ruled unanimously that the racial segregation of children in public schools was unconstitutional.
The Supreme Court ruled that separate but equal education and other services for Blacks and Whites were unconstitutional. In fact, they were not equal at all.
4. Mizo Peace Accord (1986)
The Mizo Peace Accord of 1986 was an official agreement between the Government of India and the Mizo National Front (MNF). It marked the end of decades-long insurgency and violence in Mizoram, India.
The accord acknowledged the importance of recognizing the unique cultural and diverse ethnic identities of the Mizos within the Indian framework. It paved the way for peace, development, and inclusivity in the region.
The Mizo Peace Accord stands as a significant example of conflict resolution through mutual understanding and the recognition of diversity.
5. Malala Yousafzai and Girls’ Education
Malala Yousafzai, a Pakistani activist, courageously promoted girls’ education in the face of the Taliban’s attempts to deny education to girls.
She survived an assassination attempt due to her encouragement of girls’ education.
Her activism and unwavering dedication have led to policy changes in Pakistan and other countries, highlighting the importance of inclusive and equitable education systems.
Various problems in specific areas like recruiting are discussed below -
A colleague told me about her experience interviewing for a new role internally and mentioned that the interviewer started the conversation by saying that the focus of their interview would be determining ‘culture fit.’
That alarmed my colleague because she is Latina and the interviewer is White, so she immediately felt that she was not going to receive an offer because she is not of the same ethnic background. She felt that she performed poorly in the interview and, ultimately, did not receive the offer.
The interviewer may not have explicitly meant that ‘culture fit’ meant White, but her approach brought bias into the interview when it shouldn’t have.
Oh. My. Goodness. I worked for a firm where every female candidate who had thoughts was considered a bit too ‘headstrong and opinionated.’ It was clearly gender biased.
We also hear how challenging it can be for certain people to participate in meetings -
I have been in several senior management meetings where the number of men far outnumbered the number of women. In one such meeting, when a woman spoke up, a comment was made to the effect of, You always have something to say, don’t you? Although this comment was made jokingly, I did feel it came across as somewhat sexist, albeit subconsciously.
One of our most talented analysts was soft-spoken in meetings and as a result, was not heard. After mentoring, employees gained confidence and offered up ideas and suggestions clearly and articulately.
Bias also makes social interactions in the workplace awkward -
Most of my colleagues are men, and they seem to want to hang out together all the time. They huddle and laugh about stuff regularly, high-fiving, and hugging. Although they are very nice to me and laugh with me as well, they are much more guarded in conversation, avoiding one-time in general.
Certain people (white) are left out of offsite lunches (Asian). They are not invited to join in.
Bias can also cause managers to make decisions that impact individuals and the broader team -
We let go of an extremely talented analyst back in June of 2016 because of a perception that he was not focused enough on business value.
My sense is that this was the perception of his manager because the manager had come from a business consulting background and the analyst had not.
Also, I don’t believe that the analyst had been given this feedback and allowed to address it. I’m not sure if the fact that the analyst was raised in China had an impact on the manager’s perception of him, but it might have.
My director, who is otherwise awesome at promoting diversity, only seems to ever ask a couple of my male counterparts out for drinks. This gives them face time with him that I don’t get, and will probably impact my promotional opportunities.
A former boss routinely noticed and referred to Asian team members and candidates as such, and also seemed to perceive them differently, with a low level of trust.
He also referred to past coworkers who were Asian that he didn’t trust. The same boss also seemed uncomfortable with a gay member of the team. I get the sense that he was not aware of it.
We see stories of bias in performance assessments, whether it be formal or informal feedback -
In feedback, I’ve seen some comments that seemed like they reflected gender-related bias – for example, I had a female employee who was described as ‘impatient’.
I was uncomfortable taking that at face value and felt that an impatient man would be described as appropriately challenging his team to step up and deliver.
Ultimately I took the ‘impatience’ as a positive attribute of my employee, but also gave her feedback that she sometimes shows her frustration more than she intends (which it turns out she had been told before).
And stories that show how companies send signals about the right type of leader -
A woman in a senior role resigned and was replaced internally by a man; his status, title and role attributes were immediately elevated compared to the prior person-woman in the role, although there is no indication he is more qualified for the role than she was.
Final Thoughts
There are several reasons why we need to explore unconscious bias and bubble up those lingering impressions, stereotypes, and assumptions to our consciousness. But perhaps one of the most important reasons is to attract and retain high-potential talent.
Diversity, Equity and Inclusion have surpassed their ancient origins and revolutionized the way people engage with each other, resulting in the flourishing of personal growth, human experiences, empathy, innovation, and a better future.
The more that people, managers, teams, managers, departments, and organizations can learn to recognize and appreciate differences—across gender, race, ethnicity, mental and physical abilities, work styles, and lifestyles—the more inclusive they’ll grow to be.
They’ll discover and unlock the potential of their talent in a way that moves the business forward and creates an environment that makes their most talented people feel more engaged, energized and ready to deliver on the next challenge.
The lessons and examples mentioned above are just a few of many that celebrate diversity, strive for equity, and promote inclusion. They remind us that progress toward a more inclusive world is an ongoing journey that requires continuous effort.
Written By - Dhruvi Solanki, Surbhi Gole
Edited by Soumi Chatterjee
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