Inclusivity and Diversity in Tech: How Companies Can Lead the Change | Madhu Murty Ronanki | Co-Founder and Head of India Operations | QualiZeal)

In recent years, diversity and inclusion (D&I) in the tech industry have moved beyond just corporate buzzwords to become essential pillars for organizational success. However, the road to achieving a truly inclusive and diverse workforce, particularly in India, remains challenging. While we see some progress, significant gaps in representation across gender, race, sexual orientation and disability still exist. By addressing these gaps and adopting inclusive strategies, Indian tech companies can be at the forefront of a more equitable and innovative future.

The Persistent Gaps in Diversity, Especially in Leadership
Diversity in the tech sector continues to face significant challenges, especially in leadership roles. A recent report highlights that while women make up 36% of India’s tech workforce, only 8% hold C-suite positions and 11% occupy senior leadership roles. This discrepancy becomes more pronounced at higher levels, pointing to systemic barriers impacting women and other marginalized groups in advancing their careers. Even though 43% of STEM graduates in India are women, their representation in senior roles drops sharply, echoing a broader trend in the tech industry. Globally, women represent only 27% of the tech workforce, with numbers dipping further in certain specialized sectors in India, emphasizing an urgent need for focused initiatives to close diversity gaps across all levels.

The Business Case for Diversity: Driving Innovation and Profitability
Beyond the ethical imperative, fostering diversity offers tangible business benefits. According to McKinsey, companies with diverse executive teams are 33% more likely to outperform their peers on profitability. In India, increasing female workforce participation could potentially boost the GDP by up to $770 billion. Diversity fuels innovation, broadens perspectives in decision-making, and strengthens organizational resilience. By bringing in individuals with varied backgrounds, orientations and experiences, companies create a foundation for robust, agile strategies that adapt to a complex and evolving marketplace.

Leadership Accountability&Inclusive Hiring
For true transformation, commitment must start at the top. Tech leaders play a crucial role in embedding diversity within their organizational fabric. This includes setting measurable diversity goals and holding leadership accountable for achieving them. For instance, clear targets on gender and racial representation, transparent reporting on D&I progress, and regular assessments of policies can demonstrate an organization’s commitment to diversity. Leaders who champion these goals inspire trust and signal that diversity is not a fleeting priority but a long-term investment.

An inclusive workforce begins with inclusive hiring. Indian tech companies can cultivate diverse talent pipelines by partnering with educational institutions that cater to marginalized communities and initiating mentorship programs aimed at underrepresented groups. Addressing unconscious biases in recruitment processes is equally critical; this can be achieved through structured interview techniques, diverse hiring panels, and bias-awareness training.

Efforts to broaden recruitment criteria and expand candidate pools to include individuals from different socioeconomic and educational backgrounds can also enhance diversity. Moreover, creating equitable internship and apprenticeship opportunities can open doors for individuals who may not have traditional qualifications but bring valuable skills and perspectives to the industry.

Fostering an Inclusive Workplace Culture
Inclusivity is an ongoing commitment that extends beyond hiring practices. A welcoming workplace culture ensures that all employees feel valued and respected. Initiatives like Employee Resource Groups (ERGs), regular bias training, and open channels for feedback foster an environment of inclusivity and belonging. Tech companies in India can take cues from global practices that establish “safe spaces” within the workplace, where employees from various backgrounds can share experiences, support each other, and amplify their voices.

Additionally, integrating inclusive communication in company policies—such as gender-neutral language and cultural sensitivity training—promotes a respectful workplace that values diversity at every level.

Retaining Diverse Talent: Career Development and Equitable Pay
Attracting diverse talent is only the beginning; retention is equally crucial. To support career progression, companies should offer mentorship programs, provide career development opportunities, and ensure equitable pay. Employees from underrepresented backgrounds often face unique challenges that can impact their career advancement. Recognizing these challenges and providing resources, such as mentorship and professional development, can help talented individuals thrive and feel valued within the organization.

Equity in pay and career development can enhance retention rates significantly. Studies indicate that employees who feel fairly compensated and see clear pathways for growth are more likely to stay committed to their organizations. By creating supportive and equitable workplaces, Indian tech companies can retain talent and foster a community that values each individual’s contribution.

The Future of Diversity in Tech: A Path Forward
The future of diversity in tech is promising, with companies increasingly recognizing the long-term benefits of inclusivity. In India, we can expect to see more diverse leadership teams, as organizations realize the value of leaders who reflect a variety of perspectives and experiences. Moreover, as younger generations—who prioritize inclusivity—enter the workforce, there will be an even stronger push for equitable policies.

Companies that take diversity seriously today will set the standard for tomorrow’s tech landscape. As D&I metrics continue to evolve, organizations with proactive approaches to inclusivity will not only build more resilient workforces but will also lead the industry in innovation, profitability, and social The path to an inclusive tech industry in India is challenging, but it is also full of potential. By acknowledging the current gaps, leveraging diversity as a strategic advantage, and fostering a workplace culture of inclusion, Indian tech companies can make substantial progress. Leaders who champion diversity, inclusive hiring practices, and support systems for retaining diverse talent will drive this transformation. The future of tech in India is diverse—and the sooner companies commit to this vision, the stronger their contributions will be in shaping an equitable, innovative, and prosperous industry.