Fostering a culture that values and respects individuals from different backgrounds, identities and perspectives can best define diversity in the workplace. Diversity management can prove to be important, especially in India where the talent pool is as diverse as it can get. From cultural differences to language barriers, it also extends to ageism, which has emerged as a growing concern. With a focus on the challenges, this article talks about the strategies of managing diversity, and how WisdomCircle is enabling age diversity by helping people re-enter the workforce.

Why does diversity management matter?

The need to create a diverse, equitable and inclusive work environment is becoming apparent and widely recognised. Research has proven building inclusive teams drive business growth, outperforming less diverse peers. 

With diversity comes unique perspectives, and with that comes creativity, innovation and well-rounded decision-making. Different viewpoints allow teams to see problems or opportunities in more than one way and arrive at a choice that may well prove to be most beneficial. 

It also helps attract potential employees, with over 76% of people considering a diverse workplace a factor in evaluating companies or job offers (Glassdoor). In addition, inclusive work environments create a sense of belonging, boosting employee morale, involvement and retention. 

Challenges

Diversity management in Indian workplaces can be a nuanced and complex task. Here are some of the most common challenges faced:

• With over 22 official languages, communication poses a challenge in multicultural teams. 
• Unconscious bias occurs in hiring and promotions for underrepresented groups.
• Biases based on gender roles and age are a hindrance, these are deeply rooted in Indian cultural and societal norms. 

Ageism is a significant challenge, which is particularly prevalent in the Indian workforce. As the country’s population ages, the wisdom generation (WisGen) faces difficulties in finding opportunities to work due to biases and stereotypes. This leads to the loss of valuable experiences, knowledge, and skills ultimately harming organisations and society as a whole.

Addressing these challenges requires effort and commitment. 

Strategies

1. Cross-cultural training: Building an environment of respect and understanding by providing training to employees on cultural sensitivity and awareness.
2. Flexible work policies: Offering flexible hours, remote work options, and part-time roles can help diverse talent—especially women and senior professionals—balance personal and professional responsibilities.
3. Inclusive hiring practices: To build diverse teams, organisations must adopt unbiased hiring practices as they help tap into a broader talent pool. This can be achieved by partnering with platforms that offer diverse talent pipelines.

WisdomCircle’s role

WisdomCircle seeks to bridge the gaps in workforce diversity. Empowering experienced retired professionals to re-enter the workforce, we address one of the key dimensions of DEI: age diversity. Quite often, senior or retired professionals face barriers due to assumptions about adaptability or relevance in modern workplaces when they have more to offer, in wisdom and knowledge. 

WisdomCircle challenges these notions and shows the immense value of experience and wisdom that WisGen brings in for success. Inclusion is more than just ticking the boxes for diversity; it’s about recognising and leveraging untapped potential.

We cater to both organisations and retired professionals. Visit WisdomCircle to learn more about how we can help you create an inclusive workplace. Sign up to explore suited jobs for retirees or partner with us to hire retired professionals.

The Way Forward

At WisdomCircle, we believe that each generation will have the opportunity to be the WisGen, leading the way for others. The ongoing challenges of diversity management are a reminder to society and organisations to make the work culture an inclusive one. In India, diversity is woven into the social fabric, and the evolution of DEI in team building has become a necessity. Embracing initiatives such as hiring retired professionals will enable organisations to make sure they leverage wisdom from hiring senior talent to provide the most innovative, collaborative teams reflective of the varied diversity of this country.