On the lines of ‘inclusive growth’ organizations too need to be inclusive when hiring potential employees. Inclusiveness is yet to be recognized as a serious agenda in Indian companies; diversity programmes are often confused with inclusiveness. Inclusiveness makes strict business sense in a diverse and talent-constrained society such as India, simply because it helps penetrate and harness talent pools that are normally not accessed. However, merely trying to meet its social and moral cannot make either the companies or the boards interested in inclusiveness. There is a need for a strong business case for inclusiveness and this can be done by correctly identifying the direct and indirect economic values of inclusiveness.
If organizations do not proactively invite and include new “gene” pools; they will be left with other option but to clone success for a while and eventually collapse under the stagnant similarity of the very same success. Thus if companies want to widen their talent base or simply get deeper insights from the “real” marketplace, companies will have to make inclusiveness a strategic business priority.