Beyond token diversity: How organisations are transforming DEI into systemic change
Despite growing conversations around DEI, the lived realities remain sobering. The representation of individuals with disabilities in India’s top 1000 listed companies is a mere 0.5%. In tracking gender diversity, 98% of organisations participate, yet only 48% offer maternity support, a crucial factor contributing to the leaky pipeline for women. Compounding these issues, women from LGBTQ+ communities face double the risk of sexual harassment, while individuals with disabilities encounter a 1.5 times higher likelihood of such experiences.
To explore how organisations can move from intent to impact, Aon and People Matters came together to host an expert virtual discussion on the theme “Beyond the Checkbox: Building DEI with Purpose in Indian Workplaces” as part of the DEI Collective. The session brought together key voices shaping inclusive cultures–Divya Srivastava, Head of Rewards & Equity, Diversity & Inclusion, Hindustan Unilever, Sukanya Hazarika, Director, Management and DEI Lead, Khaitan & Co, Sukanya Ramachandran, Head of Diversity, Equity, Inclusion and People Sustainability, Wipro and was moderated by Swetha Joseph, Director - DEI Practice, Aon.
From tokenism to transformation: Redesigning systems, not individuals
A recurring insight across the panel was that inclusion cannot be treated as an add-on—it must be embedded into how organisations hire, grow, retain, and reward talent. As Divya Srivastava pointed out, "We’re not fixing women—we’re fixing the system." HUL’s DEI journey reflects these priorities: beyond representation, the company has built structured interventions such as sponsorship programs and inclusive leadership training to ensure women and other underrepresented groups don’t just enter the workforce, but thrive. This shift from individual-centric to system-centric thinking is what distinguishes mature DEI strategies from performative efforts.
Equity in action: Grounding DEI in both policy and culture
For Sukanya Hazarika, the legal profession’s DEI journey requires confronting traditional hierarchies and normalising care responsibilities. She reflected on Khaitan & Co’s ambitious DEI journey, which launched initiatives across gender, LGBTQIA+ inclusion, disability, and mental health simultaneously. While acknowledging the initial strain of rolling out multiple verticals simultaneously, she emphasised experimentation's long-term value. “If you want to embed DEI into the DNA of an organisation, you have to test what works best within your context,” she shared, underscoring the importance of iterative learning in building authentic inclusion.
Driving gender equity through action
While gender parity at Wipro was strong at entry levels, a notable drop emerged at mid-career stages, prompting strategic initiatives. An example is the WoW Mom programme that enables a smooth and supportive transition for women employees before and after maternity leave, ensuring continued engagement and empowerment. Wipro’s sponsorship initiative has seen over 50% of participants advance into larger roles, contributing to a 1.5x increase in women’s representation at senior levels. As Sukanya Ramachandran aptly shared, “The focus is on creating a sustained impact—to not only build inclusive workspaces, but also inclusive communities.”
The road ahead: What sets effective DEI strategies apart?
At the heart of lasting inclusion is a clear understanding of what works. Aon’s DEI Success Framework outlines critical enablers seen in organisations making real progress—leading with aspiration over benchmarking, embedding DEI into everyday culture and behaviours, addressing root causes in local contexts, ensuring visible leadership accountability, and measuring not just outcomes but the journey towards them. These aren’t just principles, they’re practical anchors for building DEI into the fabric of an organisation.
This philosophy is reflected in the voice of The DEI Collective. From addressing unpaid care work and post-maternity barriers, to generating India-specific research and fostering cross-industry learning, each of the panel members saw The DEI Collective as a platform to act, not just discuss. Their shared commitment to systemic change and long-term impact reinforces what the platform stands for: a collaborative community of experts and changemakers advancing equity with clarity, purpose, and accountability.
Ultimately, DEI isn’t a one-off initiative or a campaign—it’s a continuous process of reflection, redesign, and reinforcement.
Watch the complete conversation here: