Globalization appears to have become inevitable, which means we need to relearn the craft of doing business. The hitherto insulated Indian corporates have to now learn how to compete with global players. It would be an altogether new game plan: newer technologies, quality and price driven product differentiation, and constant innovation in product development. In this schema what matters the most is human resources. We have to realign our human resources with the newfound demands under globalization and that is what this article examines.

Social institutions such as kinship systems, and community organizations are known to greatly affect the productivity of economic assets. They essentially impact not only the ability of individuals, particularly from the lower strata of the society to cope with the risk but also their capacity to pursue new opportunities in order to improve their economic lot. They even silence their voices from being heard by those who matter in making decisions that have implications for their living conditions. In short, these institutions have almost become barriers between people and the opportunities and the resources that are required to push themselves ahead in the life.

The Caste system in India is one such social barrier separating people into economic and social strata due to birth, reinforcing discrimination in individual status. Despite periodic challenges from social reformers, this rigid hierarchy has remained intact and even today once in a while it raises its ugly face in all walks of life. This resultant social fragmentation and conflict are still strong in Indian society and work places are no exception to this phenomenon. Discrimination on the basis of gender, ethnicity, or social status is still leading to social exclusion causing greater deprivation among the less privileged.

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