What happens if almost two-thirds of organizations talk about diversity in passing? Only roughly 35% of businesses successfully adopt DEI policies, despite a startling 70% of them reporting having them.
Diversity, equity, and inclusion (DEI) are more than just buzzwords; they are the bedrock of thriving, innovative, and resilient organizations. While many companies issue statements and create policies, we believe in a different approach, rooted in tangible action and measurable impact.
The commitment to DEI isn’t just a promise on paper; it’s an active, ongoing effort woven into the very fabric of the company culture and business strategy. We are moving beyond rhetoric to develop an environment where every individual feels seen, heard, and empowered to contribute their unique perspectives.
We believe that a workplace should be an environment where employees can be their whole, authentic selves and work without fear of judgement. The practical framework is intended to establish a secure and friendly environment where all opinions can be heard and appreciated, promoting a feeling of community that cuts beyond departments and job classifications.
Kavitha Vinayagam, Senior Director- Human Resource, states, “DEI is a business strategy as well as a people initiative. Including various viewpoints in decision-making fosters creativity, adaptability, and expansion that are impossible with just policy.”
Why Actions Matter
For many organizations, DEI starts with good intentions but ends with surface-level initiatives, statements on websites, awareness campaigns, or symbolic observance. While these may spark conversations, they rarely create lasting impact. In fact, studies show that campaigns with ineffective DEI strategies face higher turnover rates and lower employee engagement, because employees identify the disconnect towards message and actions.
The truth is, performative DEI can do more harm than good. It gives birth to disconnect, signals tokenism, and risks alienating the employees these initiatives aim to empower.
Conversely, companies who view DEI as a strategic, quantifiable goal experience real advantages, such as increased innovation, better teamwork, and a motivated, seen, and valued staff.
Nearly 53% of Indian corporates have designated DEI budget, over 33% of organizations assign responsibility for DEI budget to HR, representing that DEI is still primarily viewed as an HR-driven task rather than a fundamental business focus.
Kavitha reflects on the current trend in DEI by stating, “Businesses worldwide are coming to understand that DEI is not a quick fix. Moving from intention to quantifiable action is difficult, which calls for addressing biases, making cultural investments, and holding leaders responsible.”
Our Defining DEI Philosophy
For Dexian India, DEI is not just a checklist or a compliance requirement; it’s a guideline principle that shapes company culture and grow as an organization. We see a clear difference between having a policy, drafting a strategy, and living by an actual framework.
This denotes that:
Our approach is based on a simple belief: representation is only the starting point. Inclusion and equity are what sustains progress. It’s not enough to bring diverse voices into the room; they must be empowered to contribute, influence, and thrive.
Dexian India thinks beyond broad statements. We connect DEI to our approach of innovation, success measurement, and value creation. DEI is firmly established as a part of our business strategy.
The goal of every program is to shift intention to impact, from hiring and training to leadership development and community collaborations. Hence, DEI is the lens through which we make decisions, the foundation of culture, and a drive of long-term goals.
Embedding DEI: Dexian India’s 4 Key Pillars
DEI must be implemented with accountability, structure, and quantifiable results. To make sure that inclusion isn't an afterthought but rather ingrained in our daily operations, our business has based our DEI structure on four fundamental pillars.
Strategic Goal Setting & Measurement
We establish quantifiable, explicit DEI goals that are closely linked to business results. This includes staff engagement scores, retention goals, and representation targets that let us track our success and make necessary adjustments. We make sure DEI stays a high priority at all organizational levels by approaching it like any other fundamental business objective.
Data-driven Auditing & Transparency
Clarity comes from data. We find gaps in leadership diversity, pay equity, and representation through routine audits. Equally crucial, we openly communicate this progress since accountability establishes trust both inside and beyond the organization.
Inclusive Culture Through Training & Cohorts
Policies cannot shift culture on their own. That’s why we invest in ongoing training programs, mentorship initiatives, and employee resource groups. These ecosystems create belonging, promote allyship, and help employees translate inclusive values into everyday life.
Leadership Accountability & Structural Integration
True inclusion begins with leadership. They are accountable for driving DEI outcomes, not just implementing them. By embedding DEI goals into leadership performance metrics and integrating inclusion into strategies, we ensure DEI remains a shared responsibility, not a side project.
DEI Continuity in a Shifting Environment
The landscape of DEI is constantly changing. Social, economic, and even political shifts continue to influence how organizations implement DEI, and businesses are under pressure to adapt.
In some industries, we have observed a pullback, where DEI efforts are deprioritized or even questioned. Yet the data proves a different theory: employees and customers alike expect companies to stay the course.
For Dexian India, DEI is not a trend or a checkbox to check during favorable conditions. It’s a long-term commitment that remains steady, regardless of shifting climates. By implementing DEI into a core of our operations, from recruitment to leadership, we ensure that inclusion is valued in all terms.
Resilience and continuity entail realizing that inclusion is a process that takes time to develop through regular action, open measurement, and culture reinforcement. The focus is on keeping the course, ensuring that employees understand that equity, representation, and belonging will always be at the core of our workplace, regardless of how the environment changes.
“Our journey with DEI is not about checking boxes; it’s about shaping a future where equity and inclusion drive performance and purpose. That’s how we create workplaces that last, and businesses that matter”, concludes Kavitha.
Conclusion
Diversity, Equity, and Inclusion can no longer exist in policy documents or annual reports. To be meaningful, they must exist in everyday actions, leadership decisions, and the lived experiences of employees. The difference between intent and impact lies in accountability and in the courage to treat DEI as a business imperative, not an optional initiative.
Today, we see DEI as a continuous journey. It’s about listening, learning, and acting with transparency and persistence. By embedding measurable goals, holding leaders accountable, and fostering a culture of belonging, we’re building more than an inclusive workplace; we’re building a stronger, more resilient organization.
Because when DEI moves beyond rhetoric and becomes reality, everyone benefits, employees thrive, innovation flourishes, and businesses grow purposefully. For us, it’s not just about what we stand for; it’s about what we do every single day.
About the Author
“Let’s align our passion with purpose—drive innovation, support each other, and grow together.” This belief defines Kavitha’s approach to leadership and people strategy. With over 23 years of experience, she is a seasoned HR leader who brings a rare blend of strategic insight and human connection to every facet of HR—spanning Talent Acquisition, Career Development, Succession Planning, Organizational Development, and more.
Kavitha is a strong advocate for diversity, equity, and inclusion, and is committed to building workplaces where individuals thrive, ideas flourish, and everyone has a fair chance to succeed. She plays a pivotal role in embedding emerging trends such as AI, digital transformation, and automation into HR practices, reshaping the way organizations engage talent and drive performance.
Her leadership style is rooted in empathy, innovation, and adaptability, creating a culture where people feel valued, heard, and inspired to grow. Kavitha’s passion for people and purpose continues to shape high-performing teams and future-ready organizations.