Understanding Diversity Issues vis-à-vis Caste-based Quota System: A Solution or a Source of Discrimination

Abstract

Diversity dilutes lopsidedness that is inherent in a homogenous environment, and hence allows achievement of equilibrium. However, if heterogeneous groups comprising a diverse environment are incompatible with each other and unable to harness strengths and overcome weaknesses, it may lead to greater disequilibrium. The present research focuses on the diversity created in the organizations as a result of caste-based reservation system (affirmative action). The aim was to analyze the perception of the employees, belonging to both the general and the reserved category groups towards the diversity climate of their organizations. Three hundred participants, incorporating 123 general category men (GCM), 90 general category women (GCW), 66 reserved category males (RCM) and 21 reserved category women (RCW) participated in the study. They were all working in public/government sector organizations and were having firsthand experience of quota system at their workplace. A mixed methodology was adopted: Perceived diversity climate questionnaire (Surendra Kumar Sia, 2008); semi-structured open-ended question based on their views towards the overall quota system; and interview comprising of semi-structured situational questions was also taken with the 30 per cent of the sample. The analysis revealed that the perception of both reserved and general category employees towards the diversity climate of the organizations is poor. Based on the comparison between the four groups under study, the worst perception towards the diversity climate is being held by GCW and the best perception is held by RCW. The present research work also provides implications for improving the situation in terms of managing diversity created by the quota system.

Caste and Workplace Bullying: A Persistent and Pervasive Phenomenon

“…4). In fact, it is the hold of non-Dalits on positions of power (Teltumbde, 2018), underpinned not just by a consciousness over their status but by a sense of insecurity over their own future (Jain & Bhardwaj, 2014) in the face of competition, deprivation and scarce resources (Sinha, 2015) which perpetuates the caste hierarchy. This spills over into the job market and ensures that it is not caste neutral (Teltumbde, 2018) but rather engenders an unequal access to jobs (Madheswaran & Attewell, 2007), coupled with segregation and abuse at work (Metcalf & Rolfe, 2010).…”

“…Many non-Dalit employees perceived those accessing reserved jobs as unworthy of the roles given to them and openly criticized them. They believed that the Dalits' incompetence impacted the organization's performance (Jain & Bhardwaj, 2014). Consequently, humour was used to disparage Dalits by criticizing reservations and the celebrating merit (Waghmore, 2016).…”

“…This mutilated the class fraternity that would otherwise bind Dalit and non-Dalit workers (Thorat, 2009). Jain and Bhardwaj (2014) emphasize that the insecurity of the non-Dalits in India about their own future, combined with the perception of a stigma attached to Dalit employees, resulted in direct and indirect name-calling, harassment and insults towards the Dalits, affecting employees of the reserved category psychologically.…”