A new, explosive survey of Non-Resident Indian (NRI) professionals has unveiled an alarming prevalence of workplace discrimination, with 44% of respondents reporting that they have been unfairly treated because of their race.

The findings, compiled by the anonymous community app Blind following a poll of 1,087 verified NRI professionals on November 28, 2025, suggest a systemic crisis facing Indian immigrants in global corporate environments.

The data reveals that the burden faced by NRIs is tragically dual: racial bias from outside communities, compounded by bitter prejudice emerging from within the Indian diaspora itself.

Corporate Giants Under Scrutiny

Racial discrimination was the most reported form of bias at 28%, but the issue was dramatically amplified within certain tech behemoths. Reports of unfair treatment were “especially prevalent” among employees at Google, Microsoft and Intuit, where the reported discrimination rate “exceeded 50%.”

Despite these overwhelming reports, 30% of respondents surprisingly claimed the issue is “exaggerated and not a real issue,” while another 26% acknowledged that bias “exists but it doesn’t really affect career.”

Internal Bias Tears at the Community

In a stunning revelation of internal conflict, regional identity emerged as the second most reported form of bias after race, accounting for 16% of discrimination reports. The survey specifically noted distinctions between North and South Indian backgrounds as a recurring source of workplace friction. Other reported forms of bias included age (13%), gender (10%), and caste (7%).

One verified Google professional pinpointed this internal dynamic, adding a personal account: “In my experience, issues don’t always stem from race. Sometimes they come from cultural or regional biases within the same country. Being Indian myself, I’ve actually had more challenges working with other Indians because of micro-management or favoritism.”

Promotions and Performance Pay the Price

The impact on careers is stark: 44% of those who experienced bias stated it influenced their “performance evaluations or promotion opportunities.” Additionally, 21% reported experiencing “social exclusion or subtle ostracism.” The bias was also felt during high-stakes career moments, with 8% citing issues in job interviews and 6% in layoffs.

A verified professional from General Motors offered a different perspective on the tension surrounding Indian H1B workers, stating: “It is not racist to point out that (the) majority of these visas go to Indians. That is fair and valid. It is racist to however hating on individual Indians instead of blaming the systems, laws, and corporations that all enable it.”

The Silence and The Worsening Outcome

Perhaps the most alarming finding is the widespread silence and resignation among those targeted. A staggering 72% of victims said they took “no action” whatsoever after experiencing discrimination. Only a small fraction engaged official channels, with just 6% reporting the issue to HR or leadership, and a mere 1% pursuing formal complaints or legal action.

The price of this silence, or the inadequacy of internal systems, is grim: 21% of respondents chose to leave their company entirely because of discrimination.

Furthermore, efforts to address the issue yielded disappointing results: 57% reported that the situation “did not improve,” and an unnerving 23% stated that the situation “got worse” after action—or inaction. Only 20% indicated that taking action led to improvement.