Caste Discrimination in India – What It Means for Startups

If you’re an aspiring founder or part of a young company, you’ve probably heard the term “caste discrimination” tossed around in news feeds. It’s not just a historical issue; it shows up in boardrooms, funding rounds, and daily interactions at coworking spaces. Understanding how it works helps you spot it early and avoid costly mistakes.

Imagine two founders pitching the same idea. One comes from a privileged background, the other from a marginalized caste. Even if their decks look identical, investors may subconsciously favor the first because of familiar faces or networking circles. That bias can lock out talent, shrink diversity, and ultimately hurt innovation.

How Caste Bias Shows Up in Startups

First, hiring. Many recruiters still rely on referrals, and referrals often come from people who share similar social backgrounds. A qualified candidate from a lower‑caste community might get passed over simply because their name or school isn’t “well‑known.”

Second, funding. Angel networks and VC firms are often tight‑knit groups. If an entrepreneur doesn’t belong to the same social circle, they might miss out on pitch opportunities, mentorship, or even the informal nudges that push a deal forward.

Third, workplace culture. Casual jokes or off‑hand remarks about caste can create an unwelcoming environment. When a team member feels judged, productivity drops and turnover rises—both bad for any growing business.

Steps to Build an Inclusive Startup Culture

Start with clear policies. Draft a simple anti‑discrimination statement that mentions caste alongside gender, religion, and other protected categories. Post it on your website and internal portals so everyone knows the rules.

Next, diversify your hiring pipeline. Partner with colleges and training programs that serve under‑represented communities. Use blind résumé screening—remove names, addresses, and other markers that could reveal caste.

When it comes to fundraising, broaden your network. Attend events hosted by social‑impact funds, join inclusive founder groups, and ask mentors to introduce you to investors who value diversity. A wider network reduces the chance of being stuck in an echo chamber.

Encourage open conversations. Hold regular check‑ins where team members can share experiences without fear of retaliation. If someone raises a concern, act quickly and transparently—this builds trust faster than any HR handbook.

Finally, measure progress. Track metrics like the percentage of hires from under‑represented castes, retention rates, and employee satisfaction scores. Use the data to adjust policies and celebrate wins publicly.

By recognizing the subtle ways caste discrimination can creep into startup life, you protect your business from hidden risks and open doors for fresh ideas. Inclusion isn’t a buzzword; it’s a practical strategy that fuels growth, attracts investors, and builds a stronger team. Keep learning, stay vigilant, and make your venture a place where talent thrives—no matter where it comes from.

Infosys Co-Founder Kris Gopalakrishnan Amongst High-Profile Figures Accused Under SC/ST Atrocities Act

28.01.2025 By: Aarav Bhatnagar

Kris Gopalakrishnan, Infosys co-founder, faces accusations under the SC/ST Atrocities Act, alongside former IISc Director Balaram P and 16 others. The complaint, filed by Durgappa, a member of the tribal Bovi community, alleges caste abuse and false allegations. The case, highlighting serious issues of caste discrimination, demands a comprehensive investigation. Legal proceedings are underway in Bengaluru.