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The Influence of Diversity and Inclusion in Modern Director Appointments in Indian Corporates


How Diversity and Inclusion Impact Director Appointments in Indian Corporates

Diversity and inclusion (D&I) have become integral factors in the corporate world’s transformation, shaping not only workplace culture but also governance and leadership. In India, as in many other parts of the world, the appointment of directors in corporations is experiencing a shift influenced by the values of diversity and inclusion. This article explores how D&I has impacted director appointments in Indian corporates, the reasons behind this transformation, the challenges faced, and the potential benefits that diverse and inclusive leadership brings.


India’s corporate landscape has undergone significant transformations over the years. From the dominance of family-owned conglomerates to the rise of multinational corporations, the country’s economic growth has been remarkable. However, with this growth has come the recognition of the need for diversity and inclusion within corporate governance.

In recent years, there has been a shift in the way companies approach the appointment of directors. The traditional model of a homogeneous board of directors, often comprising individuals from the same gender, age group, and socio-economic background, gives way to a more diverse and inclusive approach. This change is driven by several factors, including regulatory mandates, changing societal norms, and a growing understanding of the benefits that diverse leadership can offer.

The Changing Landscape of Director Appointments

  • Regulatory Mandates

India has taken significant steps to promote diversity and inclusion in corporate governance through regulatory mandates. The Companies Act 2013 introduced requirements related to the composition of boards and the appointment of independent directors. For instance, it mandated that a certain percentage of directors on the board must be independent, and it provided guidelines for including women directors.

Additionally, SEBI (Securities and Exchange Board of India) introduced the SEBI (Listing Obligations and Disclosure Requirements) Regulations, 2015, which placed a strong emphasis on board diversity. It mandated the appointment of at least one woman independent director on the board for listed companies and required the formulation of a board diversity policy.

These regulatory changes laid the groundwork for greater diversity in director appointments, as companies had to comply with these requirements.

  • Global Best Practices

Indian corporations are increasingly adopting global best practices in governance. Multinational companies and those aspiring to expand globally recognize the importance of having diverse leadership teams that reflect their global customer base and the markets they operate in. They understand that diversity in director appointments is a critical aspect of their global strategy.

Global companies operating in India have influenced local companies to adopt diversity and inclusion in their leadership. The influence of these global corporations, with their well-established D&I policies and practices, has had a ripple effect across the Indian corporate landscape.

  • Social and Cultural Shifts

Indian society has been undergoing significant social and cultural shifts. There is a growing recognition of the importance of diversity and inclusion in all aspects of life, including the workplace. This cultural shift is reflected in the expectations of employees, customers, and investors.

As people become more aware of D&I issues and demand change, companies are responding by appointing directors who represent different genders, ages, backgrounds, and perspectives. This change is visible in how companies engage with their customers and the broader community. A diverse board is more equipped to understand and address the needs and concerns of a diverse society.

The Benefits of Diverse and Inclusive Director Appointments

The movement towards diverse and inclusive director appointments is not just about compliance; it’s about recognizing the many benefits that diverse leadership brings to a company. These benefits extend beyond the boardroom and positively impact the organization.

  • Enhanced Decision-Making: Diversity in the boardroom leads to more robust and well-rounded decision-making. When directors come from various backgrounds and experiences, they bring different perspectives and ideas. This diversity of thought can result in better-informed decisions and creative problem-solving.
  • Improved Corporate Governance: Diverse boards are often associated with improved corporate governance. Independent directors with diverse backgrounds and experiences can provide effective oversight, reducing the likelihood of conflicts of interest and enhancing transparency.
  • Better Risk Management: A diverse board is better equipped to identify and assess risks. Different viewpoints and experiences enable the board to consider a broader range of potential risks and develop more effective risk management strategies.
  • Reflecting Customer and Market Diversity: Diverse leadership teams can better understand and serve a diverse customer base. Companies with a more inclusive approach are more likely to resonate with customers from different backgrounds and demographics, improving market reach and brand perception.
  • Attracting and Retaining Talent: Diverse and inclusive organizations are often more attractive to top talent. Candidates are more likely to seek employment with companies that value diversity, and existing employees are more likely to stay when they feel their unique perspectives are valued.
  • Innovation and Creativity: Diverse boards and leadership teams are often more innovative. Fusing different ideas and perspectives can lead to creative solutions, helping the company stay competitive and adapt to changing market conditions.
  • Legal and Reputational Benefits: Companies that embrace diversity and inclusion are less likely to face legal challenges related to discrimination. They also enjoy a better reputation in the eyes of investors, customers, and the public.
  • Financial Performance: Research consistently shows a positive correlation between diversity in leadership and financial performance. Companies with diverse boards tend to outperform their peers, delivering better returns on equity and overall financial results.

Challenges in Achieving Diverse and Inclusive Director Appointments

While the benefits of diverse and inclusive director appointments are clear, achieving these appointments is not without its challenges. Indian companies face several hurdles on the path to creating diverse boards:

  • Pipeline Issues: A common challenge is the lack of a diverse talent pipeline. Historically, women and individuals from marginalized groups have been underrepresented in leadership positions. Companies often struggle to find qualified candidates who meet the necessary criteria.
  • Implicit Bias: Implicit bias can influence decision-makers during the appointment process. Preconceived notions and stereotypes may lead to overlooking qualified candidates from diverse backgrounds.
  • Resistance to Change: Resistance to change is another challenge. Some companies may be hesitant to disrupt existing norms and practices, fearing potential pushback or a negative impact on the corporate culture.
  • Tokenism: Appointing diverse directors solely to meet regulatory requirements without a genuine commitment to inclusion can lead to tokenism. True diversity and inclusion go beyond quotas and involve fostering an inclusive culture.
  • Limited Awareness: Some organizations lack awareness of the benefits of diversity and inclusion. Educating leadership and decision-makers about the advantages of diverse boards is essential to drive change.
  • Cultural Barriers: In India, traditional cultural and family structures can pose barriers to diverse leadership appointments. These structures may discourage women and individuals from diverse backgrounds from pursuing leadership roles.

Case Studies: Pioneering Diversity in Indian Corporate Director Appointments

Several Indian companies have been pioneers in embracing diversity and inclusion in their director appointments. These case studies highlight the positive impact of such initiatives:

  • Wipro: Wipro, one of India’s leading IT services companies, has proactively appointed diverse directors. The company appointed Ireena Vittal as an independent director, one of the few women leaders in the Indian IT sector. This move demonstrated Wipro’s commitment to gender diversity at the leadership level.
  • Infosys: Infosys, another prominent IT services company, appointed Kiran Mazumdar-Shaw as an independent director. Kiran is a well-known businesswoman and the founder of Biocon, a biopharmaceutical company. Her appointment to the board reflected Infosys’s commitment to diversity and the inclusion of accomplished women leaders.
  • Hindustan Unilever Limited: Hindustan Unilever Limited, a subsidiary of Unilever, has shown dedication to diversity by appointing directors from various backgrounds. The company’s board includes directors of different nationalities, bringing a global perspective to the leadership team.
  • Godrej Group: The Godrej Group has a longstanding tradition of embracing diversity in leadership. The company has appointed diverse directors, including those from the LGBTQ+ community, reflecting their commitment to inclusion and equal opportunities.

The Way Forward: Strategies for a Diverse and Inclusive Future

Achieving diversity and inclusion in director appointments is an ongoing process that requires strategic planning and commitment. Here are strategies for a diverse and inclusive future in Indian corporate governance:

  • Education and Awareness: Promote awareness about the benefits of diversity and inclusion at all levels of the organization, from leadership to employees. Education is essential to challenge implicit biases and stereotypes.
  • Mentorship and Development: Implement mentorship programs to support individuals from diverse backgrounds in their leadership journeys. Provide opportunities for skill development and career advancement.
  • Inclusive Culture: Foster an inclusive culture within the organization. Create an environment where employees feel comfortable expressing their diverse perspectives and where their contributions are valued.
  • Data and Metrics: Track diversity and inclusion metrics to measure progress. Transparency and accountability in reporting are crucial for assessing the effectiveness of diversity initiatives.
  • Board Nomination Committees: Establish diverse board nomination committees responsible for identifying and appointing directors. These committees should be composed of individuals committed to diversity and inclusion.
  • Continuous Evaluation: Regularly evaluate the effectiveness of diversity and inclusion initiatives. Adapt and refine strategies based on feedback and outcomes.
  • Networking and Partnerships: Collaborate with organizations and networks that promote diversity and inclusion. Partnering with external groups can provide access to a wider pool of diverse talent.
  • Advocacy and Recognition: Publicly advocate for diversity and inclusion and recognize the achievements of leaders from diverse backgrounds. Positive reinforcement can inspire others to follow suit.


The influence of diversity and inclusion in modern director appointments in Indian corporations is a testament to the evolving dynamics of the corporate world. While there are challenges to overcome, the benefits of diverse and inclusive leadership are substantial and well-documented. As India’s corporate landscape continues to evolve, embracing diversity and inclusion in director appointments is not just a legal requirement but a strategic imperative for businesses aiming to thrive in the 21st century. The successful incorporation of diversity and inclusion in leadership not only strengthens governance but also fosters innovation, attracts top talent, enhances brand reputation, and, ultimately, contributes to sustainable corporate success.

The journey towards diverse and inclusive director appointments is ongoing, and it requires the collective effort of businesses, regulators, and society. By working together, India’s corporates can pave the way for a more equitable, prosperous, and innovative future.

With Kanakkupillai:

Kanakkupillai can be an invaluable partner in harnessing the influence of diversity and inclusion in modern director appointments within your company. Our expertise in Indian corporate compliance and governance, coupled with their understanding of the importance of diversity and inclusion, makes them a strategic ally.

Kanakkupillai can guide your company through the regulatory requirements and best practices for diverse director appointments. We can assist in crafting a board diversity policy, ensuring that your board aligns with regulatory mandates and fosters an inclusive environment. To benefit from Kanakkupillai’s expertise, take action today by reaching out for a consultation @ 7305 345 345. 

Engage Kanakkupillai to help your company navigate the complexities of diverse and inclusive director appointments. Together, you can create a board that reflects the rich tapestry of India’s diverse society, driving innovation, resilience, and long-term success. Don’t miss the opportunity to leverage diversity and inclusion as a strategic advantage for your company’s leadership.


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