A CASE STUDY ON DIVERSITY AND INCLUSION OF IT SECTOR A ROAD MAP FOR ORGANIZATIONAL ADVANCEMENT.pdf

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A CASE STUDY ON DIVERSITY AND INCLUSION OF IT SECTOR: A ROAD MAP
FOR ORGANIZATIONAL ADVANCEMENT
Krithi*1, Ramesh Pai*2
*1Research Scholar, College of Management & Commerce, Srinivas University,
Mangalore – 575001, India
Orcid ID: 0000-0001-8911-0975
*2Research Professor, College of Management & Commerce, Srinivas University,
Mangalore – 575001, India
Orcid ID: 0000-0003-3019-5745
ABSTRACT
The skyrocketing globalization of the world needs more engagement between people from different cultures. In
an insular world, People no longer live and work, but are now part of a global economy that competes in a
competitive environment. For this reason, to stay competitive, profit and non-profit organizations must become
more diversified. A significant topic for management is optimizing and capitalizing on organizational diversity.
Workforce diversity can be characterized as a diverse mix of individuals working together in the same company
from different backgrounds, cultures, etc. Diversity provides organizations with both challenges and
opportunities. Practicing diversity and inclusion in the organization enables them to have wider advancement
and scope. Successful management of diversity Eventually, policies and initiatives can make a big difference in
the relationships between staff and the organization's overall efficiency. Various IT organizations have been
taken up in this study and their parameters of diversity and inclusion have been examined, and how diversity
and inclusion play an important role in organizational advancement have been identified. SWOC analysis
framework is used for analyzing workforce diversity and inclusion in IT sector.
Keywords: IT sector, diversity, and inclusion, practices, diversity management, SWOC analysis.
I. INTRODUCTION
The pervading impact of diversity in organizations can no longer be overlooked. From being a legislative or
legal duty to a legal obligation, the definition of diversity has changed into A Strategic Goal. The goal of
achieving sustainable competitive advantage and the need to become an employer of choice has driven
organizations around the world to adopt the notion of diversity, by celebrating, valuing, and vigorously
promoting the diversity of the workforce, companies need to handle diversity effectively. Diversity
management has thus become a top priority for top leaders in organizations around the world [1]. Workforce
Diversity entails differences between individuals working in an organization and similarities. In terms of age,
religion, cognitive modes, tenure, personality, education, this diversity may be Ethnic groups, the heritage of
families, social status, community, and more. Thus, individuals of diverse backgrounds. A diverse workforce is
made up of ethnic variations operating in the company.[2] Diversity of the workforce is viewed as one of the
vital aspects of Requirements in today's changing world, but it is a challenge to handle the same. Possessing
Organizations that have invested in workforce diversity also try to figure out the effects of the workforce.
Diversity in great human. But having a diverse workforce has its advantages as well as its benefits. Diverse
workers are employed and handled in a very efficient and productive way and Problems arising from the same
are treated smoothly, then the same would certainly deliver a Good effect on the performance of workers [3]
Companies around the world need to make transparent use of their human capital to imagine the market's
competitive advantage. Diversity and inclusion both are interlinked [4]. Practicing diversity and inclusion has
become, a capable innovative human resource development (HRD) tool, which leads to improved and
reasonable behavior in the work. Companies have to recognize that understanding of race and gender is more
relevant in handling diverse workforces. Diversity management would be seen as an outlook that can advance
the revolution and organizational development. Organizations that are accomplished of hospitable and
handling diverse workforces will effectively enhance the organization's revolution and creativity and can reach

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individuals and more clients, which in turn can gain competitive returns and growth [5]. Infosys believes that It
has to come from diverse people if an idea has to depict a diverse set of people. So, the company has recruited
from a various diverse group of people with 144 nationalities, operating in 46 countries [6]. Inclusion is an
organizational initiative and mechanism in which culturally and socially diverse communities or individuals of
different backgrounds are recognized and hailed and treated correspondingly. Such changes may be self-
evident or more inherent, such as education, such as national origin, age, race and ethnicity, religion/belief,
gender, marital status, and socio-economic status [7]. Inclusion challenges enable employees who do not think
they belong to the majority of the company to feel they belong, while also encouraging those employees who
believe they belong to continue to do so. [8].
II. RELATED WORK
Some of the scholarly papers on diversity and inclusion of the workplace are shown in fig along with the input
and reference.
Table-1: Related publication on workforce diversity and inclusion by different authors
S. No. Contribution Reference
1 As the workforce continues to become more diverse at a staggering pace,
diversity needs to be accepted by organizations. Although several
organizations have increased their recognition of diversity, the majority
of support has yet to be completely gained.
Shahid,M. (2016)
[9]
2 The differences in a secure, supportive, and stimulating culture were
examined. Diversity is a series of cognitive practices involving significant
and gaining the humanity, traditions, then the usual atmosphere's
linkage. Diversity includes not just how people view themselves, but in
what way others are detected.
Patrick, H. A., et
al. (2012) [10]
3 Diversity management approaches used in India by top multinational
companies were analyzed and staff perceptions of diversity and by what
means it changes the firm's modest benefit over its competitors were
explained.
Dixit, P., et al.
(2015) [11]
4 Technological innovation and the rise of a worldwide economy put the
individuals of the world more organized than it has ever been. Diversity,
inclusion, and the management of diversity are consequently becoming
strategic difficulties for multinational companies worldwide.
Rao, S. R., et al.
(2014) [12]
5 This paper emphases on the impact of diversity on the culture of
organizational effort and the performance of Indian establishments
towards the culture of work. If Indian companies continue to thrive, they
need to learn to handle diversity, both inside and external the sector.
Jindal, S., et al.
(2013) [13]
III. OBJECTIVES OF THE STUDY
(1) To study the various diversity and inclusion practices followed by various IT Firms.
(2) To know the benefits and challenges associated while practicing diversity and inclusion in the companies.
(3) To understand the workforce diversity management.
(4) To analyze the SWOC analysis of workforce diversity and inclusion.
IV. RESEARCH METHODOLOGY
This case study is based on secondary data and published sources are taken into account for data collection.
This article describes as what are the practices of workforce diversity and inclusion followed by Infosys ltd to
achieve organizational success in the competitive era. Using the information collected from journal articles,
newspaper, and business websites including the sites from Infosys detailed information have been evaluated
and presented.

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V. OVERVIEW OF IT SECTOR
The booming IT industry is one of the key factors that has helped India make its mark on the global map. The IT
industry's contribution to the GDP of the country has led to steady growth in the Indian economy. The IT
industry in India is viewed as a platform for innovators, providing world-class software solutions in the world
[14]. The IT industry in India comprises of two core components: the distribution of IT services and business
processes (BPO). In 2019, the sector aggregated revenues of US$ 180 billion, with export revenue of US$ 99
billion and domestic revenue of US$ 48 billion, according to NASSCOM, rising by more than 13 percent. As of
2020, India's IT workforce accounts for 4.36 million jobs. The United States accounts for two-thirds of India's
exports of IT services [15]. Attributes such as the global economy and the sustainability of its rate of growth
greatly influence the IT industry. The recession in the United States has also adversely affected India's IT
culture. This segment is effective and has large potential, but there are concerns about the widening demand-
supply gap. Inadequate infrastructure, tax problems, and restricted preferential access for local companies are
some of the obstacles facing the industry [16].
VI. DIVERSITY AND INCLUSION PRACTICES ADOPTED BY VARIOUS IT
ORGANISATION
In India, there are several IT firms, both of national and foreign origin. In this report, few IT companies
Diversity and Inclusion Practices are being explained:
(1) Accenture:
Initiatives are taken by Accenture for Diversity and Inclusion:
a) Accenture's policy of global inclusion and diversity.
b) Council on Accenture Diversity.
c) Forum on Accenture diversity.
d) Females' programs and inventiveness-mentoring, Women's Accenture women's network, resource groups
for female workers.
e) Training and Growth Programme, International Women's Day, Empowerment Programmes, Identifying
Progress Forums.
f) Diversity and management programs: Releasing the advantages of gender diversity, allowing
organizational diversity, leading a diverse workforce, Inclusion begins with the I movement (ISWI)
g) Flexible provisions for jobs (FWA's) - Such as flexible time, part-time, homework, shortened workweek, job
distribution, etc.
h) Accenture has organized 1400 people with disabilities in 27 places around Accenture [17].
(2) IBM (International Business Machine):
Initiatives taken by IBM for diversity and inclusion.
a) Gender:
IBM acknowledges that various skills and abilities are brought to the job by women and men.
b) Cross-generational:
Employee engagement, alliances, professional paths, and management of the expertise.
c) People with disabilities people:
IBM focuses on disabilities to reduce drawbacks and provide disabled workers with resources.
d) Integration of work-life:
The work-life programs of IBM support employees.
e) Ethnicity/cultural adaptability:

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To serve a gradually competitive and worldwide economy, more culturally diverse personnel initiate
greater creativity and is required.
f) Relevant initiatives:
IBM runs many programs to draw women into the IT industry, such as the Women's Leadership Council
(WLC). Unique assistance for working families, flexible jobs, employee provision for mental health.
g) LGBT programs:
IBM promises fair and equitable treatment to all LGBT people worldwide. Irrespective of the statutory
background of the areas in which IBM works, this policy is maintained. The gay, lesbian, bisexual, and
transgender empowerment employee alliance (EAGLE) is a coalition of global diversity networks working
in 30 countries, by India. These networks allow participants to feel more relaxed.
h) Reverse key leadership team mentoring program:
Within the constituency classes, mentors are drawn from (women, multicultural, persons with disabilities,
LGT, and flexible workers [18].
(3) Tech Mahindra:
Practices followed by tech Mahindra are,
a) Gender:
Tech Mahindra provides equal opportunities to the women employees.50% of women hiring is done across
the campus in India, equal career development opportunities for women employees, flexible policies for
women employees, and physical and financial wellbeing are provided to women personnel.
b) Generation:
Various programs are run at Tech Mahindra to cater to the needs of baby boomers, Gen X, and Gen Y
associates.
c) Differently-abled:
Empower, this program is intended to deliver equal openings for professionals of different abilities. The
D&I council efforts on tapping the talent pool of people with unique abilities, guaranteeing preparation for
infrastructure, and creating a conducive work atmosphere.
d) Culture:
With a range of projects, policies, and initiatives to encourage cultural diversity, Tech Mahindra functions
in several countries and has a culturally diverse arrangement. Tech Mahindra focuses on the concept of
global thought and behaving locally. The firm focuses on talent localization. This includes policy
localization, knowledge interventions on cultural integration, education on cultural awareness.
e) LGBTQ+:
Tech Mahindra gives wider opportunities for LGBTQ+ communities, such as Sexual Reassignment Surgery
Policy, Same-Sex Partner Insurance, Gender Neutral Infrastructure, etc [19].
(4) Infosys:
The various dimensions of Infosys are:
a) Gender diversity:
Women make up 25% of companies board and 38% of employees in the workforce. The initiatives for
women is
 women in technology- the programs are all based on coaching, restart with Infosys, women leadership,
sponsorship program, women of infy.
 Return to work post-maternity- Infosys maternity handbook, The infy me app, Mom’s net, Childcare
facilities, The family matters, IWIN (Infosys Women’s Inclusivity Network), International women’s day
celebration initiatives, Memberships in the NASSCOM D&I, CII IWN, Community initiatives.

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b) A person with disabilities:
Infyability is an employee resource group devised to sustain a comfortable, inclusive and diverse working
culture for people with disabilities. By fostering an inclusive atmosphere where the talents and knowledge
of each employee are recognized and appreciated, it addresses various demands for the recruitment,
development, engagement, promotion, and retention of employees with disabilities. It also runs employee
awareness-raising programs and helps to design the company's disability. Infosys Practice Guidelines to
facilitate the integration of disabled employees: The practice guidelines will help raise awareness, educate
and encourage various stakeholders, including disabled employees, their supervisors, and co-workers, and
allow operations such as the transport of human resources, facilities, and infrastructure, the support team
for technology and the legal team to be managed.
Employee resource group:
Infyability is an employee resource group (ERG) for disabled Infosys employees. The objective of this ERG
is to build a safe, open, and inclusive career. Ambiance. The ERG runs programs not only to increase
employee awareness but also to allow workers to provide feedback on how they should do it.
c) LGBTQIA+:
Infosys is providing opportunities for the LGBTQIA+ they Infosys is committed to being an inclusive
workplace for members of the LGBTQIA+ community.
d) Cultural diversity:
Infosys has welcomed various cultural diversity personnel by providing various opportunities to work
with, few of them are
 Multicultural ERG:
 This provides the employees of Infosys in building awareness about the various culture, as well as Use
the platform to create an exposed and inclusive environment, generate comfortable personal
experiences and embrace diversity to create improved teams.
 culture café:
 This is creativity for employees an attempt through the audio-visual medium to help Infusions
experience other cultures.
 Culture chat:
 The initiative of cultural chat is an attempt to bridge the cultural differences between two cultures. The
aim is to strengthen the understanding of business culture and to provide workers with an opportunity
to communicate in other places with their colleagues and to understand the complexities of different
cultures. It is also a perfect chance to establish relationships with workers from various places.
 Hispanic Heritage Month:
 The organization honours the contributions and significance of Hispanics and Latinos to the United
States and those American citizens whose ancestors came from Spain, Mexico, the Caribbean, Central
America, and South America during the Month of Hispanic Heritage [20][21][22][24].
VII. BENEFITS & CHALLENGES ASSOCIATED BY PRACTISING WORKFORCE
DIVERSITY AND INCLUSION IN THE ORGANISATION
As part of the comprehensive talent management strategies, companies understand the need and significance of
engaging in organizational diversity and actively challenge their organizations to connect those priorities with
their organizational effectiveness. In today's global marketplace, diversity is particularly important, as
businesses connect with multiple cultures and consumers. A diverse workforce comprising different age
groups, education, experience, and gender, is capable of brainstorming business challenges and can deliver a
pool of multiple solutions and ideas [25]. The benefits and challenges of workforce diversity are listed below.
BENEFITS:
a) Innovation and growth: when an organisations workforce is diverse, it creates more imaginative and
innovative work. Which enables for growth of an organisation as a whole.

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b) Problem solving: Workforce diversity management facilitates effective problem-solving on the job by
sharing various points of view on the problem to be solved.
c) Pool of ideas and experiences: in a diversified work environment the workforce can render better ideas and
experiences towards organisations plan and policies.
d) Gaining market share: The advantage of workforce diversity management is the opportunity to acquire and
retain market share.
e) Cost reduction and saving: Another benefit of workforce diversity management in the organisation is cost
reduction and savings which are in issues like absenteeism and staff turnover.
CHALLENGES:
a) Cultural conflicts: Employees can feel like outsiders due to cultural differences. He may not be recognised
as a member of the other cultural groups. Such incidents have a negative effect on the organization's
results.
b) Resistance to change: by practising diversity and inclusion in the organisation, some employees may be
resistant to management's planned changes.
c) Communication barriers: communication is seen as one of the major obstacles for managing workforce
diversity. Diverse workforce has made up with various dimensions prevailing which has got
communication barriers.
d) Stereotypes and prejudice: Stereotyping occurs when employees of a diverse workforce are judged based
on the attributes to which they belong. It's especially useful for analysing prejudice.
e) Ethnocentrism: Another obstacle in managing workforce diversity is ethnocentrism. Ethnocentrism is a
system or inclination in which one considers one's own community, culture, or country to be superior to
others. [10] [26] [27] [28]
VIII. DIVERSITY MANAGEMENT IN THE ORGANISATION
Due to demographic shifts in the workforce, considerable attention has been given in recent years to the
management of diversity; wider client base; equal employment prospects legislation; a shortage of higher skills;
affirmative action policies, and positive discrimination; a growing number of women and part-time workforce
joining the workforce; shifting social attitudes; a more global climate. Diversity management refers to a series
of management initiatives aimed at increasing diversity and/or fostering friendly, productive working
relationships. A manager can achieve an organization's success by making the best use of employee similarities
and differences in terms of age, cultural context, physical abilities and disabilities, race, ethnicity, religion, sex,
as well as personality, beliefs, attitudes, perception, and cognitive style [29]. Despite the extensive experience
and increased attention, there has been concern that little substantive progress has been made to foster
improved working relationships through workplace differences [30]. Managing diversity in organizations today
is a dynamic challenge that requires a multi-faceted approach; to be effective, the interventions must be in
alignment with corporate missions. That is, it must be incorporated into the overall operational plans and
policies of the agency. The goal would be to design an organizational framework in which every different
person feels not only welcomed but also respected and valued in terms of human characteristics [31]. The
ideology of diversity management is based on the idea that harnessing these differences will establish a better
ambiance in which everyone will feel respected and fully exploit their talents. And in which organizational
objectives are accomplished '. Its mission is to leverage diversity to preserve or boost the effectiveness of
organizations. For business, this is a perfectly sensible target [32]. Global economy requirements that
companies should have a diverse workforce to cope efficiently with an increasingly diverse customer base and
further elucidate diversity management as an important tool that should be adopted by every company [33].
IX. SWOC ANALYSIS
To promote effective planning and decision making, SWOC analysis is a system implemented to understand the
internal and external factors influencing the overall company, product, or strategy. SWOC stands for Strength,
weakness opportunities, and challenges. The following figure shows the SWOC of diversity and inclusion [34].

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Table-2: SWOC Analysis
Strengths  Innovation Ideas and creativity
 Enhances self-awareness among employees.
 Business growth
 Pool of talents
Weakness  Stereotypes
 Fear of future outsourcing
 Communication errors
 Technological error
Opportunities  competitive advantage
 wider performance
 revenue earning opportunities
 training and development programs
Constraints  Government regulations and bureaucracy
 Inflation
 Conflicts/grievance’s
 Technological error
X. FINDINGS
The constantly growing spectacle of globalization and business growth across nationwide boundaries has
underlined the widespread influence of cultural diversity and its implications. It is more than just enforcement
to have diverse workers at the workplace, it is about pushing the company in the direction of success and
always pulling the finest individuals from all walks of life with the most creative solutions. The companies
selected for case analysis are of national and international origin, this has helped in understanding deeply the
impact of diversity and inclusion on organizational advancement. By practicing diversity and inclusion the
organization has gained varied competitive advantages, as well as challenges associated is been known in this
study. To address the challenges, they have, every company needs to handle diversity and inclusion. To
understand the internal and external factors affecting the overall organization, the analysis on SWOC analysis
was further analysed through this case.
XI. CONCLUSION
Diversity is a priority and must be tackled in the current global world for entirely IT businesses. Diversity
management of the workforce is carried out to achieve common organizational objectives by enhancing
employee efficiency, reducing interpersonal tensions, refining communication at all levels, educating decision-
making, and introducing new talent pools. In every organization, diversity management initiatives carry a cost,
and managers need to reconcile this cost with the company's profit-making. The diversity management process
is essential for enlightening the organization's productivity. This study has taken to light different parameters
of employees that affect workforce diversity and inclusion. The study confirms the benefits and management of
diversity for organizational advancement in selected IT companies. As we know, the IT industry contributes
greatly to the Indian economy and India is a major attraction for the expansion of its businesses by multi-
national companies.
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