International Handbook on Diversity Management at Work

International Handbook on Diversity Management at Work

Country Perspectives on Diversity and Equal Treatment

Elgar original reference

Edited by Alain Klarsfeld

Managing and developing diversity is on the political and business agenda in many countries; therefore diversity management has become an area of knowledge and practice in its own right. Yet all too often it is referred to as a unifying concept, as if it were to be interpreted uniformly across all cultures and countries. The contributors to this volume expertly examine the relationship between diversity management and equality legislation within the different participating countries’ national contexts. They advocate that such separation and sequencing between equality at work and diversity management is far from natural.

Chapter 7: Affirmative Action in India: Caste-based Reservations

Rana Haq and Abhoy K. Ojha

Subjects: business and management, diversity and management, human resource management, organisational behaviour

Extract

Rana Haq and Abhoy K. Ojha 1. Introduction India is unique in its outcome-based focus on numerical reservations, or quotas, for three designated groups: the Scheduled Castes (SC), the Scheduled Tribes (ST) and the Other Backward Classes (OBC) as part of its affirmative action policies. India’s reservation system is based on earmarking a certain percentage of positions for persons belonging to these three socially and economically marginalized and disadvantaged groups. The three main sectors federally regulated by the central government under these policies are public employment, public education and legislative organizations. However, despite protection for over 60 years, these groups continue to be significantly underrepresented in all three sectors (Deshpande, 2006; Hasan, 2009). There may be a variety of reasons for this underrepresentation, but discrimination against these sections of society is argued to be a major reason (Hasan, 2009; Jodhka and Newman, 2007; Madheswaran and Attewell, 2007; Thorat and Attewell, 2007). Reservation had been used as a tool to implement affirmative action before India’s independence in 1947. Independent India adopted the same policy framework. After the formal adoption of the Constitution in 1950, there have been no substantive changes in the basic affirmative action prescription. Reservation as a tool for affirmative action has been adopted by the central government as well as the state governments. States have implemented reservations in educational institutions and public organizations. Some have also incorporated reservation for women and certain sections of religious groups in different spheres of activities. Since each state has tailored these policies...

You are not authenticated to view the full text of this chapter or article.

Elgaronline requires a subscription or purchase to access the full text of books or journals. Please login through your library system or with your personal username and password on the homepage.

Non-subscribers can freely search the site, view abstracts/ extracts and download selected front matter and introductory chapters for personal use.

Your library may not have purchased all subject areas. If you are authenticated and think you should have access to this title, please contact your librarian.

Further information