International Women's Day: Taxing Tale Of Building DEI Culture In Indian Workplaces

Sunder Natarajan Mar 08, 2024

Cinema plays a fascinating role in shaping our contemporary culture. At the turn of this century, a Bollywood movie was released which weaved together the themes of patriotism, social issues, resistance against oppression, local politics and cricket, all seasoned with a dash of drama, romance and some amazing music. Lagaan, a story of the triumph of good, resonated deeply with audiences.

Apart from winning several accolades, Lagaan also serves as a compelling case study for building a robust Diversity, Equity and Inclusion (DEI) culture in Indian workplaces. The film’s underlying message of unity and triumph resonates deeply with the critical need for fostering a diverse and inclusive work environment in today’s Indian workplaces. No wonder then that it is used as a valuable training tool by several Learning & Development practitioners to drive home lessons in leadership and unity.

Let’s explore how the key themes translate into actionable principles for cultivating a thriving DEI culture in the workplace:

Lagaan observation

DEI application @Indian workplace

The strength of diversity in the wake of adversity. A widely diverse team made up of folks from multiple backgrounds, faiths, professions, and abilities is formed for a common cause.
The most underrated person converts their disability into an opportunity and spins a “hat trick.”
The team is coached by a lady who transcends barriers to uphold her values and sense of fair play. Her unwavering commitment to justice sets the tone for the team’s success.
While the antagonist personifies a total lack of empathy, the hero exemplifies the power of empathy and emotional intelligence.
A significant event is the collaboration by several villages who repose their faith in a common objective, highlighting the power of collective action.

If you are faced with a “Mission Impossible” task, assemble a team with diverse skillsets, backgrounds, age, and sex. A team that transcends pre-conceived notions and stereotypes is more likely to succeed.
Engage and respect each team member to unearth their unique potential and leverage the same. Merit and potential reside in individuals, irrespective of their background.
Merit doesn’t have a gender. Leaders in organisation must champion and actively support DEI initiatives. They must acknowledge and address social issues that may disproportionately impact certain employee groups.
A leader must learn to ‘remove their shoes to step into the shoes of this team’. They must cultivate emotional intelligence to understand the diverse experiences and perspectives of their team.
Fostering a culture of collaboration and teamwork is crucial for success. A common goal amongst a diverse set of people is a pre-requisite for sheer existence.

Support from the top

The support of the board and the tone adopted at the top is an essential in any organisation that aspires to practice DEI and benefit from the same. A board-approved DEI policy and an Equal Opportunity policy are good starting points. To ensure implementation, the policy must permeate into Standard Operating Procedures, become a way of life and get reviewed periodically.

Seeing is believing

Building a sustainable culture requires a sustained commitment from all stakeholders. While the human capital team can be a custodian, unless DEI is owned by the entire leadership and then the entire company, it will remain an annual power point slide in the strategy deck. The benefits of a DEI culture must be measured and communicated consistently to all stakeholders. (e.g., employee feedback survey results, productivity/ attrition/ gender gap trends and success stories). If a mid-manager sees the potential of a DEI culture across the board, it will motivate them to become a practitioner. Women in leadership positions and diversity in the senior management will help an organisation arrive at well-thought-out decisions and robust policies, which will eventually result into customer delight.

A case in point. If we aspire to build a proposition for a senior citizen, we should be able to think and feel like one. If we aspire to build a proposition for a young adult, we should be able to think like one. If we aspire to build a proposition for a mother who is at the peak of her career, we should be think like one. An easy way of doing this is employing a diverse workforce and practice equity and inclusion in spirit.

By embracing the principles of diversity, empathy, collaboration, social equity and strong leadership, Indian organisations can cultivate a thriving work environment where everyone feels valued, empowered and be able to contribute their unique talents and perspectives.