India’s technology landscape is evolving at a rapid pace, and at its core is a renewed focus on Diversity, Equity, and Inclusion (DE&I). These principles are not merely add-ons—they are essential drivers of innovation, enhanced productivity, and a vibrant workplace culture. As we step into 2025, the tech industry stands at a pivotal juncture, balancing measurable progress with the pressing need to overcome long-standing challenges.
A New Era for DE&I in the Tech
AIM Research, in association with Chubb as research partner, has undertaken a comprehensive study to assess the state of DE&I across India’s tech ecosystem. The report dives deep into critical areas such as gender diversity, leadership representation, workplace policies, accessibility, and corporate commitments. While there has been significant progress in enhancing the participation of women, LGBTQ+ professionals, and underrepresented groups, the journey towards true equity continues. Persistent issues—including pay disparities, limited career advancement opportunities, and gaps in inclusive leadership—underscore the need for ongoing effort and innovation.
The study’s DE&I survey provides a data-driven look at industry trends, offering valuable insights into both achievements and areas for improvement:
- Growing Commitment to DE&I: Adoption of DE&I policies has increased from 68% in 2024 to 75% in 2025, signaling a transformation from compliance to a strategic business imperative.
- Visible DE&I Leadership: In the BFSI sector, 42% of respondents rate leadership as “very visible” and 26% as “extremely visible.” In Media & Entertainment, 33% view leadership as “extremely visible” with 67% considering it “moderately visible,” demonstrating strong advocacy for inclusive leadership.
- Bias Across Career Stages: Early-career professionals (0-3 years) report experiences of bias in promotions, performance appraisals, and hiring with 10% stating they “always” face bias and 15% noting they “often” do. Among those with 3-6 years of experience, 21% frequently experience bias, while professionals with over 10 years of experience largely report minimal bias 48–51%.
- Gender Disparities in Evaluation Fairness: There is a notable gap in perceptions of performance evaluations. While 42% of men consider evaluations “highly fair,” only 30% of women share that view. Additionally, 27% of women rate evaluations as “somewhat fair” compared to just 11% of men, highlighting an urgent need for greater fairness and transparency.
- Sectoral Variations in Support for Special Abilities: In BFSI, 27% of respondents rate support for employees with special abilities as “equitable,” with 39% considering it “adequate.” In contrast, only 10% of those in Pharma & Healthcare find support equitable, and 30% indicate that available resources are significantly neglected.
