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Are you a diversity & inclusion professional or an Indian corporate interested in addressing the caste question? This thread is for you. #IWD2019 may seem like it's only about gender, but Indian workplaces are no less casteist than they are sexist. Here’s some help.
I don’t represent all of what my community thinks. I only write as a Dalit woman that has been working in the corporate for almost a decade now. This applies to both international and Indian companies. If you ain't into D&I, share it with your HR, yes?
First off, there is a profuse lack of Dalits in corporate spaces. This is no longer debatable. If you’re unclear, you can use a search engine to see what throws up. The top priority should thus be to get more of us in. Some of you might interpret this as affirmative action.
So, let me be very clear – there HAS to be preference for Dalit professionals in any organization that is serious about dealing with caste. This is no different from the D&I policies that we have on gender, sexual orientation, and disability. Do what you have to.
Put the word out – say, candidates from Dalit/marginalized communities will be preferred. Call yourself an equal opportunity employer and follow it through. Be intentional in your head hunt. Be blatant about your knowledge of how social hierarchies work.
As recruiters, understand that ‘Dalit’ and ‘preference’ doesn’t translate to poor merit. Being sensitive to this basic nuance is key. However, we ‘coming out’ as Dalit, for you to have a box ticked is not the objective. We aren’t tokens. We will not be patronized.
Look for value fit over culture fit. @BenNeethipudi's article (idronline.org/10-things-indi…) on what the development sector can do, says thus: 
India’s corporate culture is a product of its constituents, which is 95% brahmin-bania. This means, recruitment that happens via referrals will only bring in more brahmins and banias, because your employees are dipping into their social circles that are already caste-based.
Why do you need a financial analyst to look, speak, eat and dress like you, when what you should really be looking for is their ability to do the work? Go back to @BenNeethipudi article and read what he says about talent and why redefining it is important.
Secondly, are corporates conducive for Dalits to survive & thrive? At the heart of ‘networking’ – something that has to be done if you want to grow, is likeability. And what determines likeability? How can a casteist society such as ours like anyone that has lower caste markers?
Social capital must not determine one’s growth in an organization. For disenfranchised communities, social capital is neither an existing asset nor is it easily acquirable. To say, networking will get to you a job, is like saying, if you’re rich you’ll get more money.
Thirdly, say that caste-based discrimination will not be tolerated at your workplace, including ‘casual’ casteist slurs and remarks. Put it in writing. Say it aloud. Use infographics. Do you your D&I thing – which you’ve done so well for gender diversity (and sexual orientation).
Do a caste audit of your D&I community. Who are the ones leading these initiatives? Are they from marginalized communities themselves, or are they simply riding on others’ struggles? Where does allyship end and appropriation begin?
Lastly, as long as you epitomize the cis-straight savarna (or white) male as the leader/performer, only those that are aspiring towards this ideal or are closer to it can make it. You will at some point lose the rest of us – and I promise you, it will show up on your bottom line.
