How call for applications are made; whether recruitment processes are ensuring objectivity? What facets of one's identity is considered? How caste or religion conditions and factors into these facets of "personality" or soft skills required for the job ?
Once recruited what roles does one enter into? Whether these roles and responsibilities are distributed as per one's caste or religious identities?
How far can a person belonging Dalit or Adivasi communities rise up the corporate ladders? What might the specific obstacles be?
How does caste or religion feature in the workplace "culture"? How are institutional norms and processes influenced by dominant caste/religious cultutal hegemony?
How does prejudice based on one's caste/ religious identity influence how work is evaluated?
For example, favourable evaluation of employees belonging to upper caste communities whereas stricter evaluation of those who don't fit the mould. Being more empathetic towards defaults or lapses by people who belong to certain castes, whereas not extending such empathy or grace towards people belonging to oppressed caste backgrounds.
Workplaces where dalits and adivasis feel the need to hide their identities are casteist workplaces. Lack of sensitisation or awareness drives in workplaces can make the culture of the workplace unsafe for individuals born into marginalised comminities.
Lack of acknowledgment of caste based discrimination and thereby lack of redressal mechanisms may contribute to dissatisfaction, resentment impeding work and access to opportunities for employees marginalised on the lines of caste/religion.
All of the above factors contibute to ensuring negligible number of Dalits, Adivasis or Muslims from aspiring for or thriving in corporate India. Even when some of them do manage to enter these workplaces, unsafe and insensitive workplaces lead to resignations or thwarted growth.