Bringing Caste into the DEI Conversation

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Bringing Caste into the DEI Conversation
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Caste affects more than 1 billion people around the world — and 5.4 million in the United States.

, including some who have pointed to the influence of right-wing Hindu nationalist politics within the company. And employees have questions about whether Google truly believes in the diversity, equity, and inclusion values that it announces.

Despite its significant impact, caste remains at the bottom of DEI agendas. For companies, this is risky. Failing to address caste inequities can increase liability, lead to employee disengagement and unrest, and result in reputational damage.

Among those who know about caste, disparities actually get worse when those with caste and class privilege identify as caste-blind and refuse to critically intervene or check their own biases. We should not have to wait for egregious incidents of caste discrimination — such as Dalit workersa Hindu temple in New Jersey for exploitation — to begin making our workplaces safer or to comply with worker and civil rights law.

Leaders can learn from this progress and add protected categories to their own DEI policies and processes – and include caste among them, as several U.S. universities and other institutions have2. Conduct frequent surveys on employee experience on bias, and include caste as part of those questions.

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