From Diversity to True Inclusion: Unlocking India’s Talent Through Organizational Belonging

Verna Myers, vice president of inclusion strategy at Netflix, eloquently summed up the distinction between diversity and inclusion with her famous quote: “Diversity is being invited to the party; Inclusion is being asked to dance.” Diversity focuses on an entity’s representation and makeup, while inclusion is about how well different groups’ contributions, presence, and perspectives are valued and integrated into the environment.

A diverse workplace without an inclusive culture is like having a room full of talented musicians who are never given the opportunity to play their instruments. True inclusion means creating an environment where everyone feels equally involved, supported, and empowered to contribute their unique talents and perspectives regardless of their background.

A diverse and inclusive workplace is one in which everyone, regardless of who they are or what they do for the company, feels equally included and supported in all aspects of their job. The phrase “all areas” is significant.

Do you have diversity in your recruitment, departments, and leadership? Or do you have a diverse workplace where half of your employees are women, but none are managers? Do you have a strong representation of employees of colour overall, but they all work in the same department? (0)

Why are diversity and inclusion important in the workplace?

1. Greater Innovation and Creativity: A diverse workforce brings a wealth of different backgrounds, skills, experiences, and knowledge, fostering an environment ripe for innovative and creative ideas. This can propel businesses to new heights, helping them stand out in an increasingly competitive market. (1)

2. Range of Skills: By hiring people from diverse backgrounds, organizations tap into a broader pool of talents and skills, enhancing their ability to tackle complex challenges and adapt to changing market conditions.

3. Boosted Business Performance: Companies that prioritize Diversity, Equity, and Inclusion (DEI) are more likely to attract and retain top talent, as many job seekers today value an inclusive and diverse workplace culture. This, in turn, can lead to increased productivity, higher employee engagement, and, ultimately, improved business performance.

4. Understanding Customers: A diverse and inclusive team better reflects the diverse customer base businesses serve, enabling them to understand better and cater to the needs and preferences of their diverse clientele.

5. Higher Revenues: Research has shown that companies that successfully manage a diverse and inclusive workforce tend to experience higher revenues as employees feel more engaged, innovative ideas flourish, and productivity increases. (2)

The State of DEI in India:

While India has made strides in promoting DEI in the workplace, challenges persist, as evidenced by the country’s ranking of 135th out of 146 nations in the World Economic Forum’s Global Gender Gap Index 2022. However, initiatives such as SEBI’s mandate for women’s representation on corporate boards and the decriminalization of homosexuality in 2018 signal progress.

According to a recent report by talent platform Foundit, there has been a 26% increase in diversity hiring over the past year, with the IT-software sector leading the charge, accounting for 40% of available employment opportunities. The recruitment and staffing industry also contributed significantly, comprising 19% of the job market. (3)

Sectors like technology and services are pioneering the intentional employment of people with disabilities (PwD), but overall, PwDs account for less than 0.5% of the total workforce strength in organizations. Similarly, while major corporations are enacting policies to promote equality for LGBTQIA+ individuals, representation in this community remains minimal, with much ground to be covered.

The Journey Towards True Inclusion

Building a truly inclusive workplace is an ongoing journey, not a destination. Even with the best intentions, DEI initiatives can falter if organizations don’t actively cultivate a deep sense of belonging among all their employees.

You see, it’s not enough to just have diversity in terms of representation. People need to feel valued, respected, and like they are vital to the bigger organizational picture. Only then can you unlock the full innovative potential of your diverse talent.

That’s why I’m such a big proponent of Employee Resource Groups (ERGs). These employee-led groups give underrepresented communities a powerful platform to connect, share their experiences, and work together to address workplace challenges. ERGs provide critical development opportunities and foster that open, inclusive environment we all crave. (4)

But we have to think even bigger than the workplace itself. The reality is that our personal lives profoundly impact our work experience. So progressive companies are extending their DEI efforts to the “spheres of influence” that shape their employees’ daily lives.

This means offering specialized benefits that support families, promote holistic financial well-being, and cater to specific needs like maternity management or fertility treatments. It’s about seeing the whole person, not just the employee.

Look, embracing true diversity, equity, and inclusion isn’t just about checking some moral box. It’s a wise strategic investment that unlocks unrealized innovation, creativity, and the ability to attract top talent. An inclusive culture that empowers diverse perspectives is a powerful competitive advantage.

India has made some good strides on this DEI journey, but we have a long way to go. It will take sustained commitment over the years, continuous education to overcome biases, and a willingness to dismantle systemic barriers. (5)

But the rewards make it all worth it. A genuinely inclusive workplace isn’t just good for business metrics. It catalyzes a more equitable society where every voice matters, every talent thrives, and everyone has an unbridled opportunity to contribute at their highest level.