Tamil Gramsci
Periyar E.V. Ramasamy remains a polarizing figure in Indian history, particularly for the Brahmin community, due to his relentless exposure of their deeply entrenched caste-based practices. His work has left an indelible mark on Tamil society, and its relevance extends far beyond regional boundaries, resonating even in today’s conversations about Diversity, Equity, and Inclusion (DEI).
In the modern corporate world, DEI initiatives emphasize that no individual should face discrimination based on race, gender, sexual orientation, or ethnicity. However, in a caste-stratified society like India, DEI often avoids addressing the “elephant in the room”—caste. Despite its profound impact on Indian social dynamics, caste-based discrimination remains a topic that is rarely confronted, even in spaces advocating for inclusivity.
Caste Discrimination in Hiring: A Silent Barrier
Dr.Sukhdeo Thorat, in his seminal research paper titled The Legacy of Social Exclusion A Correspondence Study of Job Discrimination in India sheds light on the pervasive influence of caste in Indian hiring practices.
He and his team collected advertisements announcing job openings from several national and regional English language newspapers, including the Times of India (New Delhi and Mumbai editions), the Hindustan Times, The Hindu (Mumbai, Delhi and Chennai editions), the Deccan Herald (Bangalore) and the Deccan Chronicle (Hyderabad).
They selected only private sector job advertisements and their aim was to select jobs that a university graduate might be eligible for within the first few years after graduation: entry-level or near entry-level positions. They responded to advertisements from IT companies to Agro Companies.
The experiment involved a total of 4,808 job applications sent to 548 job advertisements under various names over the course of 66 weeks. The findings were startling: Caste Bias in Hiring: A Dalit applicant is significantly less likely to be selected for a job compared to an upper-caste Hindu with identical qualifications.
The applications only revealed the applicant’s name as an indicator of family background. However, this alone was sufficient to draw differing patterns of responses for Muslims and Dalits compared to high-caste Hindu names.
Caste Profiling Through Subtle Indicators: Details such as surnames, caste-associated name suffixes, or even residential addresses were used to infer an applicant’s caste, influencing hiring decisions.
This systemic bias undermines India’s progress, despite the common belief that economic growth and capitalism would naturally diminish caste distinctions.
Nameless Resumes: A Corporate Solution
In response to such biases, several global corporates have adopted practices like “nameless resumes” or “anonymous resumes,” where identifying details are omitted to prevent unconscious bias in hiring.
Careful academic studies which explored the efficacy of a blind hiring approach have found that more applicants from disadvantaged groups advance to the interview stage when a blind hiring approach is used. While this is a step forward, it is essential to recognize that Periyar pioneered a similar initiative nearly a century ago in a Caste driven Indian Society.
Periyar’s 1929 Initiative: A Revolutionary DEI Movement
In 1929, at the Chengalpattu Self-Respect Conference held on February 17, Periyar introduced a radical reform—removing caste suffixes from names. This move ensured that an individual’s caste could not be inferred from their name, thus reducing discrimination in social and professional settings. Tamil Nadu remains the only Indian state where caste suffixes are systematically absent from names, a direct result of Periyar’s efforts.
Though some may dismiss this reform as symbolic, its impact cannot be overstated. In today’s corporate world, where DEI is a key focus, this century-old initiative provides a foundational framework for combating caste-based biases, even if inadvertently.
Why Periyar’s Legacy Matters Today
Most corporate DEI programs still fail to address caste discrimination explicitly. However, Periyar’s vision has already laid the groundwork for inclusive practices in Tamil Nadu, ensuring that caste bias is minimized in professional environments. His reforms have had a far-reaching impact, making him a figure revered by millions even today.
Periyar’s work is not just a relic of history but a guidepost for modern social justice movements. His fight against caste discrimination and his efforts to promote equality continue to inspire, providing valuable lessons for both societal and corporate DEI frameworks.
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Tamil Gramsci is the pen name with which the author, he is a software engineer based out of chennai and currently working as a security architect in a mnc.
