The Indian retail landscape is buzzing and evolving at a breakneck pace. But as we zoom towards a future of innovation and growth, are we ensuring everyone gets a seat at the table? This was the driving question behind the recent EKAM – All Inclusive Summit, a powerful collaboration between TRRAIN and the Retailers Association of India (RAI). t TRRAIN, we believe in creating sustainable livelihoods, which includes fostering Livelihood for Indian craftsmen and advancing Diversity, Equity, and Inclusion (DEI) for Persons with Disabilities (PwDs) and young women in this vibrant sector.
The theme for 2025 – “Equity in Action – Moving from Intent to Impact” – wasn’t just a catchy phrase; it was a rallying cry. We’re past the point where DEI is a nice-to-have policy. It’s an absolute must for businesses aiming for growth, eager to attract the best talent, and committed to offering top-notch customer service in India’s incredibly diverse market.
Key Takeaway 1 – Operationalizing Disability Inclusion for Livelihoods (PwD Focus)
Despite being a massive employer, the retail sector has lagged in employing PwDs. While we’ve seen some progress, the sub-1% statistic is a stark reminder of the ground we still need to cover. The summit highlighted a critical point: by opening our doors wider, we’re not just doing good; we’re unlocking a vast pool of skilled and dedicated talent that’s currently untapped.
Insights on ‘Employ’ and ‘Accessible Environments’
How do we move beyond that sub-1% statistic?
- Beyond Hiring Quotas: Leaders stressed the need to focus on creating long-term career roles, not just entry-level jobs or temporary assignments. The goal is to offer a complete career path, ensuring true integration.
- Infrastructure and Technology: The discussions brought to light practical solutions for creating truly accessible environments. This includes everything from ramps and accessible washrooms to the crucial adoption of assistive technology and universally inclusive design in digital tools—making sure the technology used for operations or customer engagement works for everyone.
- Sensitization and Training: The success of any hiring initiative rests on cultural preparation. Businesses must invest in organization-wide sensitization and training before the new talent arrives. This is key to ensuring that every PwD employee feels a true sense of belonging and not just temporary accommodation.
Key Takeaway 2 – Driving Gender Equity in Retail Leadership (Women Focus)
When we talk about gender equality in the retail workforce, the conversation needs to move beyond just having women in the ranks. Our goal, passionately championed by TRRAIN, is to ensure young women, especially those from marginalized backgrounds, and all female employees have equitable career progression. We need to tackle the gender pay gap head-on and address the alarmingly low representation of women in senior leadership roles.
Insights on ‘Empowerment’ and ‘Equitable Career Advancement’
- Flexible and Supportive Policies: A major takeaway was the importance of human-centric policies. Implementing inclusive leave options, proper childcare support, and flexible work models were highlighted as critical measures to improve retention rates and make the workplace sustainable for women at all stages of life.
- Mentorship and Sponsorship: The time for casual advice is over. Companies need targeted sponsorship programs that actively identify high-potential female talent and pair them with senior sponsors who will advocate for their promotion into management roles. This is a game-changer for gender equality in the retail workforce.
- Addressing Unconscious Bias: Systemic change requires tackling systemic flaws. Practical insights were shared on using specific training and data measurement tools to dismantle the unconscious biases that often creep into performance reviews and promotion decisions. If we can’t measure bias, we can’t fix it.
Key Takeaway 3- Cultivating Inclusive Leadership (The Systemic Shift)
A resounding consensus from the summit was clear: equity starts at the top. Leaders aren’t just observers; they must be active advocates. In India’s diverse landscape, an inclusive retail sector also means leadership strategies that effectively manage and leverage a multi-generational workforce, understanding regional and linguistic nuances.
Actionable Leadership Commitments
- Accountability Frameworks: The new standard involves establishing measurable DEI targets directly linked to a leader’s performance. For example, tying manager bonuses or appraisals to their team’s diversity metrics or employee inclusion scores ensures that equity is treated as a core business driver, not a side project.
- Transparent Reporting: Companies committed to corporate inclusion initiatives India must regularly assess and communicate their pay equity and diversity metrics to all stakeholders. Transparency builds trust and proves the sincerity of the commitment.
The Roadmap Ahead for Sustainable Growth
The EKAM DEI Summit 2025 closed with a powerful reaffirmation of the vision shared by TRRAIN, the RAI, and all participating retailers. An inclusive retail sector in India is not just ethically sound; it is strategically vital for long-term, sustainable growth.
The message is clear: the energy, ideas, and commitments made at EKAM 2025 must not stay on the pages of a presentation. We call on every retailer to move these summit takeaways from paper to daily practice.
Let’s ensure that equity is a “lived experience” on every shop floor and in every boardroom. The success of India’s retail sector tomorrow depends entirely on the courage and commitment we show towards inclusion today.
