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Time of India

Reimagining Workplace Inclusion: Lessons from the Mahabharat, ETHRWorld

Advt Advt By , ETHRWorld Join the community of 2M+ industry professionals. Subscribe to Newsletter to get latest insights & analysis in your inbox. All about ETHRWorld industry right on your smartphone! Download the ETHRWorld App and get the Realtime updates and Save your favourite articles. What a labyrinth of dichotomies society is—and what narrative captures this more compellingly than the epic of the? This revered tale, which resonates differently across India's diverse cultural fabric, is a sprawling tapestry of 'what-if' if Drona's school hadn't been exclusive to royal princes? Would embracing a talented student like Eklavya, regardless of caste, have altered the war's outcome? What if the Pandava princes had looked beyond Karna's birth as a charioteer's son? Could they have gained an unmatched ally? On the other hand, what if there had been bias against Shikhandi—would Bhishma have remained undefeated? Theis a mosaic of such conjectures, each with the potential to redefine its is a potpourri of ethnicities, languages, and cultures—and takes great pride in its philosophy of 'Unity in Diversity.' But our multicultural richness often coexists with striking contrasts. We are simultaneously a land of technological ambition and deep-rooted inequality. Our culture is centuries deep in assimilation, and yet certain communities remain excluded from the mainstream. Tradition and long-held beliefs can sometimes harden into biases that obstruct empathy and decades of reform and awareness, many women across India still face hurdles to personal and professional growth due to entrenched orthodoxy. Legal rights exist for the LGBTQIA+ community, but social acceptance continues to lag. Persons with disabilities often remain unseen—not due to their lack of ability, but due to others' lack of awareness. Traditional social hierarchies continue to push marginalised groups to the echo chambers, once-unheard voices are becoming louder—and many of us are starting to is where the ideas of 'corporate' and 'citizenship' intersect. Organisations have a unique role to play in shaping a more equitable society. They are not just economic engines, but melting pots of identities, cultures, and perspectives. By bringing diverse voices to the same table, businesses can become platforms for transformative inclusion cannot stop at hiring. It must extend to the lived experience of every employee. Creating meaningful change means building a workplace culture rooted in respect, equity, and of the most urgent tasks for any forward-thinking organisation is to help marginalised groups break through long-standing stereotypes. That requires more than tokenism—it means offering genuine support, safe spaces, structural accommodations, visibility, and most importantly, celebrating the contributions of those who have historically been Tata Steel, we launched, our flagship Diversity & Inclusion initiative, over a decade ago. It focuses on gender diversity, persons with disabilities, the LGBTQIA+ community, and affirmative action groups. Today, we are proud to have surpassed 20% workforce diversity in is an industry where entry barriers—both social and physical—are often high. Women account for just about 20% of the manufacturing workforce in India, and predominantly in the electronics segment. Heavy manufacturing infrastructure is often not accessible to persons with disabilities, and LGBTQIA+ representation remains the momentum is building. As demographics shift and workplace expectations evolve, companies across sectors are recognising the need for a dynamic, future-ready workforce. Diversity is not a checkbox—it is a strategic imperative. The workforce of tomorrow will be more disruptive, more agile, and above all, more diverse. Organisations must transform not only to remain relevant but to lead in this new perhaps, as we revisit the stories of the, we can draw lessons for today's workplace—that for every Arjun, there must also be space for the, andof the world. Because greatness knows no single form.