There are about 8.7 million species on this planet. This
diversity, which spans across ecosystems and organisms,
illustrates nature’s intricate wonder. Similarly, in human
society, diversity encompasses diverse identities, cultures, and
experiences.
In historical perspective, diversity has been a constant
throughout the evolution of civilization. In the empires of
Mesopotamia, Egypt, Persia and Rome, diversity existed which
helped in the exchange of ideas and goods. People from vast
ethnic backgrounds existed together, fostering cultural exchange
and tolerance. Asia, in particular, has been a cradle for
diversity. From Indus Valley civilization to the Silk Route,
Asia has always been a melting pot of cultures, religion and
philosophies. In India, the Buddhist principles of compassion
and nonviolence, the Hindu concept of “Vasudhaiva Kutumbakam”
which means “World is one family” exemplify the rich history in
diversity. Hindu texts such as Rigveda, talk about the
interconnectedness of all species. Nalanda University can be a
notable example of diversity in Ancient Bharat. Nalanda
University was the center of learning that attracted students
and scholars all across Asia.
As a concept, diversity started gaining recognition during the
1960’s both, in the sphere of education and workplace. During
this time, top universities like Harvard decided that they
needed to bring change and start enrolling students who were
different from white.
During the same time, workplace diversity initiatives had
started after the civil rights movement. The American Civil
rights movement can be considered pivotal in shaping the
perspective around diversity in global context. In Asia, the
rapid economic growth and globalization post colonial era led to
greater awareness and appreciation of culture and diversity.
Post independence India saw the emergence of nation-building and
governance ideas and diversity was the key principle behind it.
Policies were formed to remove social injustice and promote
social inclusion. Initiatives like the Panchayati Raj system saw
decentralization of power and empowerment of local communities
recognizing diversity across India’s socio-economic landscape.
The ideas of diversity, inclusion, and equity are rapidly
changing in the twenty-first century. In Asia and India, the
notion of diversity has mostly focused on gender and culture,
with comparatively less emphasis on other characteristics.
Moreover, inaccessibility to infrastructure for those with
impairments further marginalizes them. In a similar vein,
diversity in the workplace is becoming increasingly important
for fostering creativity and productivity. However, inequality
in decision-making results from the underrepresentation of
different backgrounds in leadership roles. The governments
across Asia, while having promoted diversity and inclusion via a
number of programs across a number of sectors, lack a cohesive
plan that can address the obstacles encountered by excluded
people.
There have been noteworthy projects that support diversity and
inclusion across a range of sectors despite these obstacles.
Employers and governments everywhere are putting in place
recruiting and training policies with the goal of encouraging a
diverse and inclusive work environment. There are mentorship
programs that aim for providing guidance to underrepresented
groups and empowering them to participate more in the decision
making process. There are EBRGs (Employee Business Resource
Groups) that promote a more hospitable and inclusive workplace.
In the field of Education, management programs have seen a
significant shift towards adopting more diverse selection
practices for professionals. Institutions like IIM Ahmedabad are
leading these changes. In general management as a course is now
attracting people from diverse educational, professional, gender
and socio-economic backgrounds. Hence it holds immense potential
in bringing change in society. Since there is no “one size fits
all approach” when it comes to diversity, having professionals
from different backgrounds and empowering to champion diversity
and equity causes can help channel changes across all the
fields. Additionally, these professionals can promote the
initiatives that address systemic barriers to diversity and
inclusion in their respective industries. This may involve
advocating for policy changes, collaborating with industry
partners to develop equitable practices and standards, or
investing in programs that provide opportunities for
underrepresented groups to enter and advance in the field.
In addition to morally the right thing to do, accepting
diversity is a strategic benefit in today’s interconnected and
dynamic globe. In the field of education, creating a diverse
learning environment can enhance their overall learning
experience and nurture skills that are necessary to succeed in
the global marketplace and society.Promoting diversity and
equity at the workplace can not only boost morale of employees
but also makes sense financially. A team that is diverse and
acknowledges the contributions of people with diverse
backgrounds has the advantage of making better decisions because
they have more creative, inventive and flexible ideas. Having a
more diverse and inclusive approach in governance and policy
making will help governments to promote social cohesiveness and
legitimize their efforts towards building trust in people. The
government can promote this by formulating policies and programs
that are more equitable and proactive by including perspectives
and interests of people from diverse backgrounds.
Having a diverse and inclusive approach in businesses,
governments and educational sectors is about creating a more
fair, resilient and affluent community for all, not just
checking a few boxes. This way, a fair and cohesive world can be
built in which all of us have equal contribution in shaping the
way our society changes. We can all share our viewpoints and
experiences, and support our uniqueness and diversity.
