Inclusivity is no longer a nice-to-have; it’s the future of work—and it’s already here. Organisations that fail to embrace diversity and inclusion are not just behind the times, they’re actively losing out on talent, creativity, and growth. From gender to generation, and ability to identity, the modern workplace is more diverse than ever. And yet, creating truly inclusive spaces remains a challenge, often because we fail to recognise the stereotypes we carry.

A stereotype is a fixed, oversimplified idea we attach to a group of people. In the workplace, these can play out in subtle but damaging ways—from assuming a woman on maternity leave is less committed, to believing a transgender colleague is a ‘diversity hire’, or that younger team members lack seriousness. These ideas, often internalised unconsciously, influence decisions, shape behaviour, and ultimately limit people from reaching their potential.

But the good news? Stereotypes can be beaten—with awareness, accountability, and action.

We turned to three powerful voices— Padma Shri awardee, and director of Zubaan, Urvashi Butalia, a veteran feminist independent publisher, and inclusion strategist; She is known for her work in the women’s movement of India, as well as for authoring books such as The Other Side of Silence: Voices from and the Partition of India and Speaking Peace: Women’s Voices from Kashmir.

Harish Iyer, the head of diversity, equity, inclusion at Axis Bank, was  named among the top queer leaders globally by WeCreateSpace and TheGuardian, was one of the most vocal proponents of the decriminalization of homosexuality in India. He is a core voice on the National Human Rights Commission (NHRC) and engages in advocacy for a number of causes,including promoting the rights of the LGBTQ+ community, children, women and survivors of child sexual abuse.

And lastly, Anupama Easwaran, a certified executive coach in diversity and inclusion with 25+ years of experience, shares her perspective on building environments where people like her feel not just safe, but respected. She is the founder of InHarmony a boutique DEI consultancy, she’s an external member of the PoSH ICC committees and DEI Council of companies. A two-time TEDx speaker, and a recipient of the APCOM HERO Award 2023, in the community ally category, and a proud, vocal transgender ally. 
They don’t just know the theory. They’ve lived the story.

VOICES OF PRIDE

1. It Starts With Awareness (and Yes, Real Training Counts)

Let’s kick things off with what Anupama calls the “foundation of change”—Unconscious Bias Training. But not the kind that squeezes 1000 people into a 90-minute webinar.

“We need proper training,” she says, “starting with leaders. It’s not a checkbox exercise. It’s a culture shift.”

According to Anupama, companies should treat this like they do PoSH compliance—with annual refreshers and meaningful follow-ups. Especially for decision-makers. This isn’t just about workshops—it’s about coaching, reflection, and building new habits.

She’s also a big advocate for language that includes.
Swap out “Hey guys” for “Hey folks.” Use preferred names and pronouns. These tiny tweaks? They send a powerful message: you matter here.

And she’s not alone in this thinking.

Harish jumps in with a reminder that we all carry some bias.
“We’re shaped by our lives. But the trick is to pause, check yourself, and not let your bias drive decisions.”

Urvashi takes it one step further:
“Inclusive workplaces are possible. We just have to believe in them and start acting like they’re normal, not exceptional.”

What is your part?

• Suggest unconscious bias training that’s actually tailored and tracked.
• Start using inclusive greetings—it sets the tone.
• When someone shares their pronouns, respect them (and consider sharing yours too).

2. Challenge the Idea of “Normal” (Because It’s Holding Us Back)

“Let’s get one thing clear,” says Harish.

“Normal is the biggest stereotype.”
It’s the idea that leadership looks a certain way. That women are better at admin and men are better at strategy. That LGBTQ+ professionals should stick to creative or people-facing roles. Sound familiar?

Harish encourages us to flip that thinking. Roles should be assigned based on capability and interest, not the story you’ve made up in your head about someone’s gender or identity.

He puts it best:

“We’re like drones. We collect market nectar, build HR colonies, protect the brand reputation—and sometimes, we are the queen bee.”

What he’s saying is: that we’re everywhere. We can do anything. Don’t limit people before they’ve even had a chance.

Anupama brings this home with a powerful example: Tata Steel’s “Tejaswini” programme, where women were trained to drive heavy machinery—shattering one of the industry’s oldest gender stereotypes.

And Urvashi reminds us that real teams aren’t about sameness.
“A strong team isn’t uniform. It’s diverse. Everyone brings something different to the table—and that’s the strength.”

What is your part?

• Rethink how you assign projects: is it based on merit or comfort zone?
• Notice who’s always picked for high-visibility roles. Mix it up.
• Ask yourself: are you hiring for culture fit or culture add?

3. Build Safe, Human Workspaces—Not Just Diversity Statements

For Urvashi, inclusion isn’t just a policy—it’s how people feel.

“You can have the best HR manual in the world, but if people don’t feel safe, it means nothing.”
She’s all about building ecosystems where everyone feels seen, respected, and heard. That includes making space for different opinions, different styles, and yes—different identities. “Don’t typecast people. Don’t assign work based on gender. And most importantly, stop acting like there’s a ‘mainstream’ we all need to fit into,” she says.

Anupama echoes this, especially when it comes to small, everyday things. Like calling someone by the wrong name or pronouns—not because you mean harm, but because you didn’t bother to ask. “Inclusion lives in the little things,” she says. “People remember how you made them feel.”

Harish, meanwhile, keeps it brutally honest for LGBTQ+ professionals entering the workplace. “The corporate world borrows people—and their biases—from society. Phobia exists. But so does your power. Choose workplaces that see you as a contributor, not a quota. If they ask you to wear a mask, walk away.”

What is your part?

• Watch how you run meetings—who speaks, who’s quiet, who gets interrupted?
• Invite feedback from team members who don’t typically speak up.
• Reinforce a “speak up” culture, especially for missteps. It builds safety.

Real Inclusion Needs Real People (Like You)

Here’s the deal. Inclusion isn’t a one-day workshop or an HR initiative you “launch.”

It’s a mindset. A practice. And it’s everyone’s job.

Anupama, Harish, and Urvashi show us that inclusion works when it’s grounded in:

• awareness and action (not guilt),

• celebrating difference (not forcing sameness),

• and building safety (not just writing it into policy).

Inclusivity isn’t just about who you hire—it’s about how you treat them once they’re in. The workplace of the future will be one where people of all backgrounds can thrive. You don’t need to be a diversity, equality and inclusion expert to start. Just be human. Be curious. Be willing to unlearn and do better.

The only question is: Will you be part of building it?

So next time someone says, “But this is how we’ve always done it,” maybe smile—and gently say:

“Cool. Now let’s try something better.”

At YellowSpark, we help you move from intention to impact—building inclusive cultures where every voice matters. Let’s get started. Write to us at contact@yellowspark.in

Author’s Profile: Deepa Krishnan is a seasoned content and communications professional with two decades of experience spanning journalism, and storytelling for change. She manages the content for YellowSpark.