In today’s rapidly evolving workplace, Diversity, Equity, and Inclusion (DEI) strategies must move beyond one-size-fits-all approaches. Human identities are complex, shaped by overlapping factors such as gender, caste, religion, sexuality, and disability. This is where intersectionality—a concept introduced by Kimberlé Crenshaw in 1989—becomes critical. It helps us understand how these overlapping social identities create unique experiences of privilege and marginalization.
For India, a country of unmatched diversity, embedding intersectionality into DEI isn’t just a progressive choice—it’s a necessity for fostering equitable growth.
Why Intersectionality Matters in DEI
Traditional DEI strategies often assume that all members of a social group face similar challenges. However, intersectionality dismantles this myth. Consider these examples:
- Compounded Discrimination: A Dalit woman’s workplace challenges differ from those of an upper-caste woman or a Dalit man. The intersections of caste and gender create unique hurdles that generic diversity policies often overlook.
- Policy Gaps: Gender-neutral diversity initiatives fail when they ignore how caste, religion, or disability amplify exclusion. For example, while 14% of Indian corporate leadership roles are held by women, this figure is even lower for women from marginalized castes or rural backgrounds.
- Economic Impact: The World Economic Forum estimates that closing gender gaps could add $770 billion to India’s GDP by 2025. However, this potential remains untapped without intersectional strategies that address caste, regional, and linguistic disparities.
India’s DEI Landscape: Systemic Barriers and Layered Identities
India’s socio-cultural fabric is deeply complex, making it crucial for organizations to consider the following intersectional dimensions:
1. Caste-Gender Dynamics
- Rural Dalit women are three times more likely to experience workplace harassment than their urban upper-caste counterparts.
- A 2024 survey by Avtar found that 68% of Tamil Nadu’s women factory workers from Scheduled Castes reported caste-based exclusion in promotions, compared to 22% of non-Dalit peers.
2. Religious and Ethnic Biases
- Muslim professionals hold just 2.3% of senior roles in India’s top 100 companies, despite making up 14% of the population.
- A Mumbai-based IT firm introduced prayer rooms and halal meal options after an intersectional audit revealed that Muslim employees felt excluded during team-building retreats.
3. Linguistic and Regional Marginalization
- In North India, 43% of non-Hindi-speaking professionals feel sidelined in meetings dominated by Hindi speakers.
- Companies like TCS and Infosys are now using AI-driven translation tools to bridge linguistic gaps in internal communications.
2025 Trends: How Intersectionality is Shaping India’s DEI Landscape
1. Data-Driven DEI
- The 2025 She Figures India report advocates for disaggregated data on caste, gender, and disability in STEM fields—a first for India.
- Mahindra Group is leveraging predictive analytics to identify pay gaps across intersectional lines, leading to a 19% reduction in disparities since 2023.
2. Policy Innovations
- Intersectional Impact Assessments are now mandatory for CSR projects under India’s revised Companies Act (2024).
- Kerala’s pioneering Gender-Plus policy allocates 40% of rural development funds to Dalit and Adivasi women-led initiatives.
3. Evolution of Employee Resource Groups (ERGs)
- Tech Mahindra’s Rainbow Parents ERG supports LGBTQ+ employees with caregiving responsibilities, addressing stigma around non-heteronormative families.
- Hindustan Unilever’s Project Asmita pairs Muslim women employees with mentors to counter Islamophobic microaggressions.
Best Practices for Implementing Intersectional DEI
How can organizations go beyond performative DEI and make intersectionality a driving force?
- Conduct Intersectional Audits
- Use surveys segmented by caste, gender, region, and disability to map employee experiences.
- Leverage the GENDERACTIONplus Intersectionality Matrix to assess policy impacts.
- Tailor Benefits Programs
- Example: Deloitte India provides caste-sensitive mental health counseling and scholarships for first-generation Dalit professionals.
- Revamp Recruitment Strategies
- Accenture India’s #HireForDiversity initiative reserves 30% of entry-level roles for women from low-income states like Bihar and Jharkhand.
- Hold Leadership Accountable
- Tata Steel ties 20% of executive bonuses to intersectional DEI KPIs, leading to a 34% rise in Dalit women in managerial roles since 2023.
The Road Ahead: From Awareness to Action
As India strides toward its $5 trillion economy goal, intersectionality must be at the heart of DEI efforts to ensure no community is left behind. The 2025 DEI agenda calls for:
- Collaborative Ecosystems: Partnering with NGOs like Gender Action to train HR teams on caste-gender dynamics.
- Legislative Momentum: Expanding the Rights of Persons with Disabilities Act to include intersectional protections for LGBTQ+ individuals with disabilities.
- Tech-Enabled Inclusion: Using generative AI to audit job descriptions for casteist or ableist language.
In the words of DEI strategist Saransh Jain, “2025 isn’t about counting diverse heads—it’s about making every head count through dignity and belonging.” By embracing intersectionality, Indian organizations can transform DEI from a compliance checkbox into a catalyst for innovation and social progress.
The future of work in India isn’t just diverse—it’s intricately, vibrantly layered.
