Sadia had worked tirelessly for years, proving her worth at one of the leading conglomerates. Despite her dedication, she often felt invisible in leadership meetings mostly represented by men. Meanwhile, one of her colleagues hesitated to disclose his religious beliefs, fearing unconscious bias. Another employee, Jahid, a university dropout but a self-taught expert in data analysis, struggled to climb the corporate ladder due to rigid educational requirements. These stories, though fictional, reflect the lived experiences of many employees navigating the evolving landscape of workplace diversity and inclusion in Bangladesh.

In recent years, companies have taken noticeable steps to create more inclusive work environments. Gender representation, religious inclusivity, educational accessibility, whistleblowing mechanisms, harassment policies, and open communication have all become focal points. While progress is evident, significant challenges remain due to cultural norms, organisational hierarchies, and systemic biases. 

Gender diversity

Women's participation in the Bangladeshi workforce has increased over the years, but their representation in leadership positions remains disproportionately low. While many companies have introduced initiatives aimed at closing the gender gap, progress is slow. Leadership development programs, mentorship opportunities, and gender quotas are helping, but systemic barriers persist.

Maternity leave policies have improved in several organisations, yet many companies still lack comprehensive policies supporting working mothers. Limited paternity leave further reinforces traditional gender roles, placing the primary responsibility of childcare on women. Flexible work arrangements, such as remote work and adjustable hours, are still uncommon, making it difficult for women to balance professional growth with family responsibilities.

Another challenge is unconscious bias in hiring and promotions. Despite policies supporting gender diversity, women often face stereotypes that question their leadership abilities. Many female employees report feeling overlooked for promotions, particularly in industries traditionally dominated by men. Encouraging a shift in workplace culture, coupled with strong policy enforcement, is essential for meaningful progress.

Religious inclusivity

Cultural and religious biases also subtly affect workplace interactions. While major religious festivals receive broad recognition, holidays of minority groups often go unnoticed. Some employees hesitate to display religious symbols or discuss their beliefs due to fear of discrimination or being perceived as "different." Companies need to work toward building a more inclusive environment where employees of all faiths feel respected and represented.

Education

For decades, employers have prioritized formal education, with a strong preference for degrees from prestigious universities. This practice has led to a rigid corporate structure that often overlooks talent from less conventional backgrounds. However, a shift is gradually taking place as companies recognize the importance of skills and experience over formal degrees.

Some industries, particularly technology and creative sectors, have started embracing skill-based hiring. Internship and apprenticeship programs are being introduced to create pathways for individuals who may not have attended elite universities but possess strong practical skills. This shift, however, remains slow in more traditional industries, where degree requirements continue to act as a barrier.

Self-taught professionals, especially in fields like IT, digital marketing, and content creation, still struggle to gain credibility without formal qualifications. Employers need to reassess their hiring criteria and adopt more inclusive evaluation methods that focus on skills and experience rather than just academic credentials. This change would not only create a more diverse workforce but also unlock a larger talent pool.

Whistleblowing mechanisms

Whistleblowing is an essential aspect of workplace ethics, yet in Bangladesh it remains a challenging area. While many conglomerates have formal policies allowing employees to report misconduct, the effectiveness of these mechanisms varies widely.

Fear of retaliation is a major deterrent for whistleblowers. Employees often hesitate to report unethical behavior, corruption, or discrimination due to concerns about job security and career progression. In many cases, the lack of independent oversight means that whistleblower reports are not acted upon transparently.

A workplace culture that encourages ethical reporting requires not only policies but also trust in the system. Companies need to implement truly anonymous reporting channels, ensure protection for whistleblowers, and establish independent committees to handle complaints. Without these measures, employees will continue to feel unsafe raising concerns, allowing unethical practices to persist unchecked.

Harassment policies

Sexual harassment and workplace bullying remain pressing issues. While legal frameworks exist to prevent workplace harassment, enforcement and corporate accountability vary widely.

Many companies have introduced anti-harassment policies, employee training sessions, and internal committees to handle complaints. However, these measures often fall short due to a lack of proper implementation. Employees frequently fear retaliation, social stigma, or victim-blaming if they come forward with complaints.

To create truly safe workplaces, organizations must ensure strict policy enforcement, confidential complaint-handling processes, and awareness programs that go beyond mere compliance. Training employees—especially leadership—on appropriate workplace behaviour and gender sensitivity can help create a culture where harassment is neither tolerated nor ignored.

Openness in communication

Traditional workplace hierarchies discourage open communication, making it difficult for employees to express their concerns or share ideas freely. Many organizations still follow a rigid top-down management style, where junior employees are expected to follow instructions rather than contribute to decision-making.

However, forward-thinking companies are gradually shifting toward a more open communication culture. Initiatives such as open-door policies, town hall meetings, and anonymous feedback systems are helping employees feel more valued. Digital communication platforms have also made it easier for employees to voice their concerns without fear of direct confrontation.

Despite these improvements, a significant gap remains between senior management and junior employees in many workplaces. Encouraging a culture of constructive feedback, where employees at all levels feel comfortable sharing their thoughts, is crucial for fostering innovation and employee satisfaction.

A truly inclusive work environment will not only enhance employee morale and job satisfaction but also drive business success through increased innovation, collaboration, and productivity. Diversity and inclusion should not be seen as a compliance requirement but as a strategic advantage in today's evolving corporate landscape.

The author is a Fellow member of the Institute of Chartered Accountants of Bangladesh. He can be reached at [email protected]