Key factors that will shape future of DEI in Indian workplaces in 2024

Investments in manager upskilling, remote onboarding, virtual team bonding, and mentoring are helping organisations address concerns.

As India's corporate landscape undergoes a transformation, the principles of Diversity, Equity, and Inclusion (DEI) are assuming a central role in shaping its future. In recent years, a confluence of societal shifts, regulatory changes, and organisational imperatives has propelled DEI to the forefront of discussions within the Indian workforce. Here are some emerging trends that are redefining the contours of DEI within India's corporate ecosystem, from boardrooms to bays, and paving the way for a more inclusive future.

1. Flexible Futures: Remote Work Driving New-Age Inclusion

The pandemic-induced remote work revolution has positively impacted diversity and inclusion trends by expanding opportunities for marginalised groups, including working parents, persons with disabilities, and tier II-III city talent.

A 2023 ADP survey of Indian employees found 74 percent reported higher productivity when working remotely; 43 percent had approval to work from anywhere globally and 42 percent within India; 27 percent prioritised flexible work hours at their jobs. The same year, Indeed's survey found 70 percent evaluated job opportunities based on hybrid/remote work availability.

Investments in manager upskilling, remote onboarding, virtual team bonding, and mentoring are helping organisations address concerns. Blending remote expertise with in-person collaborations can pioneer the future of work where flexible policies give rise to more empathetic and borderless workplaces.

2. Navigating the Nexus of Technology and Equity

Nearly two-thirds (65 percent) of CEOs surveyed for the 2023 EY CEO Outlook Pulse Survey saw the technology as a force for good. In the realm of hiring, Artificial Intelligence (AI) emerges as a double-edged sword, holding both promise and peril. While AI-driven skills-based screening offers a beacon of hope, it's human intervention that paves the path towards fairness. By leveraging responsible AI, India Inc can dismantle unconscious biases, creating a level-playing field for marginalised groups. Yet, heedlessly deployed, AI risks perpetuating real-world prejudices, exacerbating discrimination.

3. Fostering Workplace Equity through Compassionate Conversations

As Indian organisations stride towards greater diversity in hiring, simply onboarding a multiplicity of castes, faiths, and languages cannot guarantee truly inclusive cultures. Biases manifest as the exclusion of minorities in team activities or appraisals persist. An Azim Premji University report in 2023 showed SC and ST business owners are underrepresented relative to their overall workforce share. Moreover, SC and ST ownership is barely present among firms with over 20 employees, while upper caste overrepresentation rises with firm size.

While achieving genuine equity requires continuous self-interrogation, customised training would help balance compassion with accountability. As millennials and Gen Z vocalise expectations around belongingness, organisations must mirror their pluralistic worldview through equitable policies and non-discriminatory cultures.

4. Empowering the Underrepresented: A Paradigm Shift in Upskilling

A 2023 Korn Ferry report forecasts over 85 million jobs could be unfilled by 2030 due to inadequate skilled talent for 20 economies in the world, including India. The disparity is even more pronounced for marginalised groups, with only 28 percent of rural youth having technical training to qualify for these roles.

As the world hurtles towards the era of Industry 4.0, the imperative to bridge the skill chasm looms large. Proactive initiatives, whether by the government viz. Pradhan Mantri Kaushal Vikas Yojana, Jan Shikshan Sansthan, National Apprenticeship Promotion Scheme and Craftsman Training Scheme through Industrial Training Institutes, or corporates, are essential in ensuring marginalised communities are not left behind in the wake of digital disruption.

5. Empowering DEI in the Indian Workforce: Fortifying POSH Compliance

In the business landscape of India, prioritizing Prevention of Sexual Harassment (POSH) compliance stands as a pivotal feature. Specialised training, anonymous reporting avenues, and robust data monitoring are emerging as key factors in addressing workplace harassment, fostering a culture of safety, and enhancing women's participation.

A December 2022 analysis by the ILO, LRF and Gallup found that globally nearly 23 percent of employed people have experienced workplace violence or harassment. The analysis showed 17.9 percent reported psychological abuse and 8.5% physical, with more men facing the latter. With compliance legality and training on the growth scale, reporting and understanding of workplace abuse and more will be an important point for companies to take note of, today and beyond.

6. Empowering Mental Health: Breaking Barriers in Workplaces

Deloitte's 2022 India Workplace Wellbeing Survey underscores the urgency of mental well-being, revealing that over 80 percent of professionals grapple with anxiety, stress, or depression. Alarmingly, nearly half of respondents feel unsupported in navigating their mental health challenges within their workplace.

Employees in contemporary workplaces often face unique challenges, emphasising the need for tailored support mechanisms. Through initiatives such as personalised counselling services and sensitization programs, organisations can foster psychologically safe environments where individuals feel empowered to address their emotional well-being. However, the journey towards creating healthier, more equitable workplaces goes beyond mere acknowledgment; it necessitates a fundamental shift in organisational culture to recognize and accommodate the complexities of individuals' lives outside of work.

Conclusion

In India, the journey towards diversity, equity, and inclusion in the workplace is marked by a complex interplay of progressive and regressive forces. While legislative strides have been made, systemic biases persist. However, the rapid digital transformation, demographic shifts, and social disruptions herald a call for paradigm shifts. 2024 presents a pivotal moment where trends like mental health prioritisation and transparent leadership can accelerate progress. Can Indian companies become beacons of justice and empathy, transcending historical baggage? The challenge lies in fostering equanimity and genuine transformation. The future beckons for workplaces rooted in respect for all, shaping a more inclusive world, one step at a time.

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