How Regional Nuances Shape DEIB Strategy in Indian Workplaces

Because in India, inclusion needs a local dialect.

Designing a Diversity, Equity, Inclusion, and Belonging (DEIB) strategy for India is not a global copy-paste job. It’s not a template you pick off a Western DEI shelf and plug into an Indian boardroom. Because the India you see in Delhi isn’t the same as the one in Hyderabad, Kochi, Ranchi, or Guwahati.

One country. Many cultures. Countless realities. That’s India. And trying to run a one-size-fits-all DEIB initiative here is like trying to speak every Indian language with Google Translate — clumsy, shallow, and doomed to misfire.

So, the real question Indian companies (and MNCs with an India presence) must ask is this: How do we tailor our DEIB strategy by region without losing the plot nationally? 

Let’s dive into why a regional DEIB strategy in India isn’t just smart — it’s necessary.

Diversity by Region: The Elephant (and Tiger, and Peacock) in the Room 

When we say diversity, most companies still think gender. Some stretch it to include PwDs or LGBTQIA+. Fewer touch caste, religion, or language. But here’s the catch — diversity in India is deeply local. 

• In Tamil Nadu, local language fluency may be seen as a proxy for belonging. 

• In Maharashtra, Maratha vs. non-Maratha sentiment can influence hiring. 

• In Assam or Nagaland, underrepresentation is not just a statistic — it’s a lived reality. 

• And in states like Bihar or Jharkhand, social mobility and workplace equity start at access. 

A DEIB strategy that doesn’t understand this will never work beyond the metros. Because it’s not about slogans, it’s about systems. And systems are shaped by regional cultures, histories, and power structures.

Cultural Inclusion is Not a Campaign – It’s a Compass 

Let’s be real. DEIB without cultural nuance is just HR theater. 

Here’s how culture impacts DEIB strategy in Indian companies: 

• Hierarchy: In some regions, age and designation matter far more than skill. Speaking up in a meeting might be seen as disrespect — not initiative. 

• Gender Norms: In Tier-2 towns, women dropping out post-marriage or maternity is normalized. Retention? That’s a regional challenge. 

• Language Bias: English fluency is often a proxy for competence. That alone shuts doors on large swathes of brilliant, regional talent. 

If your DEIB playbook doesn’t factor in these cultural norms, you’re not solving for inclusion — you’re just renaming elitism.

Regional Challenges in DEIB Implementation: Not All Roads are Smooth 

Implementing DEIB across India is like running a marathon across a minefield. Some of the biggest challenges?

• Infrastructure Gaps: Hybrid work sounds great… until you hit broadband dead zones in the Northeast or power cuts in central India. 

• Tokenism vs. Transformation: Hiring a “diverse” candidate from a marginalized region without enabling them to thrive is just optics. 

• Urban-Rural Divide: DEIB in Gurugram and DEIB in Guntur aren’t playing on the same field — or with the same rulebook.

Which means: tailoring inclusion strategy by Indian region is not optional — it’s strategic survival.

 

The Fix: Tailor, Don’t Template 

So, what does a functional regional DEIB strategy look like in India? Not perfect. But precise. Not performative. But practical. 

Here’s the checklist that actually works:

🗸 Decentralized Listening: Host regional listening circles. What’s inclusive in Pune might be irrelevant in Patna. Don’t assume — ask. 

🗸 Regional Talent Partnerships: Tie up with colleges, NGOs, and training institutes in underrepresented regions. Source where others don’t look. 

🗸 Localized Policy Levers: One maternity policy across India won’t cut it. Account for regional challenges — be it transport, safety, or childcare support. 

🗸 Train the Managers, locally: DEIB fails or flies at the manager level. Invest in cultural competence across regions — not just at HQ. 

🗸 Celebrate Regional Identity: Inclusion is not just about “accepting” difference. It’s about celebrating it. From festivals to food to language — create space. 

In short? Don’t design for India. Design with India. Region by region. 

Final Word: Inclusion with an Accent 

DEIB in India isn’t about ticking boxes. It’s about understanding that someone’s ability to belong, to thrive, to rise — is often shaped by where they come from, the language they speak, the social identity they carry, and how much the system sees them as “one of us”. 

A DEIB policy without regional context is like a Hindi movie without subtitles — loud, confusing, and easy to switch off.

So, if you’re serious about equity, don’t just look at gender or disability or sexual orientation. Zoom in. Get local. Speak the language. Understand the nuance. And build inclusion that sounds like India — in all its accents.

Because in the end, belonging doesn’t come from HQ memos. It comes from knowing that who you are — and where you’re from — actually matters.