What a labyrinth of dichotomies society is, and which narrative describes it more rivetingly than the epic of Mahabharat? The revered story, which resonates varyingly through the diverse landmass of India, is a long chain of tales with innumerable ‘what-if’ nodes. What if Drona’s school had not been exclusive to royal princes? Could rising above discrimination and accepting promising students like Eklavya have changed the outcome of the war? What if the Pandava princes looked past the station of a charioteer’s son? Could they have found an invincible ally? Conversely, what if there was a bias against Shikhandi? Was it possible for the unstoppable force of the ultimate winners to push back the immovable Bhishma? The Mahabharat is a mosaic of such conjectures — any of these playing out changes the motif. The mosaic depicts possibilities.
Pride Month evokes the same sentiment, asking the world to look beyond its biases and see potential. Though recognised as an emblem of the LGBTQIA+ community, the movement — at its core — calls for letting people be the best (and real) version of themselves without fear or shame. India is a potpourri of ethnicities and languages. However, while the country’s rich, diverse, and multi-coloured culture results from centuries of continuous assimilation, some sections still have not found a place in the mainstream.
India’s rich multicultural milieu is also a study in contrasts. The nation’s predilection for technology adoption and frugal innovation stands juxtaposed against its wealth and education gap. The long-followed traditions and deeply held beliefs sometimes make it harder for people to understand, empathise with, or accept confounding differences. But there is hope. Within echo chambers, the unheard voices are steadily becoming louder and the discourse more frequent.
That is where ‘corporate’ and ‘citizenship’ come together to help foster a society that recognises and encourages talent that shows potential to take the economy forward. Corporations are not just legal entities. By employing a workforce from across the country, they are also intersections of different ethnic cultures, acting as platforms to bring different opinions and backgrounds to the same table — the first step towards meaningful change.
Equally important is to create opportunities for a diverse workforce within their establishments. This not only means creating jobs but also an environment of respect, free from discrimination. Stereotypes beget discrimination. The biggest challenge for the companies to address is how to help discriminated groups fight and break those stereotypes. Creating safe spaces, infrastructural support, providing podiums, anti-discriminatory measures and celebrating their achievements are a few fundamental building blocks for an inclusive organisational culture.
For the manufacturing industry, the quest demands greater efforts. There are social and physical entry barriers in this male-dominated industry. Women constitute approximately 20% of the manufacturing workforce in India, with around 80% representation in electronics manufacturing. Legacy infrastructure in heavy manufacturing companies often deter the candidature of persons with disabilities. The LGBTQIA+ participation is still behind.
Ten years ago, at Tata Steel, we took a conscious call to transform the landscape. Recognising the potential of a low-tapped talent pool, we launched Mosaic – our signature DE&I initiative. Right from the beginning, we stepped beyond just hiring. Sensitisation, celebration, infrastructure building, and capability building formed the other lighthouses that guide our efforts to create an inclusive workplace for all, focused on gender, persons with disabilities, LGBTQIA+ individuals, and affirmative action groups. We are proud to have crossed the 20% diversity mark in India. The next frontier is our global operations.
With the changing demographics of a rapidly progressing world, Tata Steel, like many other companies, is on its journey to create a future-ready workforce. We know that the workforce of tomorrow will be dynamic, disruptive, and diverse. Workplaces will be compelled to evolve at their pace to remain relevant and conducive for their future occupiers. We may revisit Mahabharat time and again to ensure that for every Arjun, there is also space for Karnas, Shikhandis and Eklavyas destined for greatness.
