Inclusion and diversity are fundamental to the culture and core values of Accenture in India. It is a constant endeavor to foster an innovative, collaborative and high-performing work environment, achieved through its diverse workforce, their unique perspectives, abilities, talents, capabilities, experiences and cultures. While experiencing exponential headcount growth over the past decade, Accenture in India has had a sustained focus on Diversity, and the dial has moved significantly on gender diversity. For inclusion of women at every level of the organization, Accenture offers an environment and culture that develops, empowers and enables them to thrive through each career and life stage, to lead successful and intentional careers as they learn and grow, as returning mothers, technologists and leaders. Accenture men play an active role as Advocates of Gender Diversity.
ADP aims at fostering an inclusive work environment that embraces and leverages the diverse dimensions of each associate to support the long-term growth objectives of the organization. MEDHA is ADP’s gender inclusivity forum with a goal to retain, empower, mentor women by leveraging maximum opportunities through strategic partnership in a gender inclusive environment to enhance a stimulating career while complementing personal & professional life. The MEDHA group has a three prong strategy: ENGAGE - Drive ADP business results and achieve personal success, EMPOWER - Build new connections with internal/external executive boards & EQUIP- provide tools to accelerate the readiness of ADP women to achieve success. In the last year, under the aegis of MEDHA, 14 women leaders successfully completed the Management Development Program, 20+ talks with senior women leaders were organized across locations in India, mentors across the globe were identified for 25+ frontline women leaders, 150+ women associates of ADP participated in multiple external forums for networking & the ADP sponsored Women in Leadership (WiL) program was launched in India.
AGS Health has about 47% women in their workforce. And so, a dedicated gender diversity forum called “Tanvi” which focuses on four key areas – Safety & Security, Health & Wellness, Social Networking Forums and Personal & Professional Development. These include providing transport facility for late work, having a physician and gynecologist at each office site provide free medical consultation, in-house social media platforms enabling all women colleagues to network on common areas of interest, a signature program called POP star (Power of Pink) with four modules: Know Yourself, Know Your Environment, Career Tips and Life- Work Balance etc. They also have ‘Mom Circle’, an affinity and networking group for working mothers and post maternity ‘Back to Work’ workshops to help new mothers ease back into their full time roles.
Angel Broking provides a wide range of personalized wealth management and investment services to its retail clients. These include Stock and Commodity Trading, Portfolio Advisory and Management Services, Investment Advisory Services, Distribution of Mutual Funds, IPOs, Personal Loans and Insurance, as well as E-broking & Depository services- all supported by intensive research and a six sigma-backed Quality Assurance program. Angel Broking Group provides its value-added services to over 9 lakh individual retail investors through its nationwide network of 132 branches, including 17 regional hubs 8400+ registered sub-brokers/ business associates and an all India employee strength of 3500+. Angel Broking has one of the largest trading terminal bases (16,308 terminals) in the country, and the largest sub-broker network on the NSE, clocking one of the largest volumes in the industry. The company’s shareholders include International Finance Corporation (IFC), the privateinvestment arm of the World Bank.
Aspire acknowledges that women employees need different types of enabling systems at different stages of their career and the work place has to enable the same. With that in mind, Aspire has created different people practices: Be it counselling, flexible working hours, balancing and integrating work-life, Aspire helps the women employees to remain equally focused between work and personal priorities. Aspire also facilitates their career advancement through initiatives like “Fast Trackers”, “STEP UP”, “LEAD Workshop” and other periodic assessments. Forums like “Tulips” and “Mind Spa” creates a platform for mutual support network among women colleagues to discuss challenges and learn from each other. There are various initiatives and communication that takes place to create the right visibility for women leaders and star performers by recognizing their knowledge and contributions through their recognition’s programs.
At ACT women are provided with general shift considering safety concerns. However, in case if a woman employee has to stretch beyond 8:00 p.m., she is provided with a cab facility with the immediate line manager/colleague checking on progress to home. Self-defence training is conducted each year by Police/Self-defence experts for all the women employees to equip them to defend themselves in case of any emergency. As per of the wellness initiative, ACT Cares, they also arrange for wellness sessions for women. Gynecological sessions are organized where doctors not only address the employees but also members get an opportunity to interact with a gynaecologist on one on one basis. The organization provides a crèche facility for working moms. It is extended for kids during company/functional offsite meetings so as to ensure that child care is not compromised.
The Barclays gender agenda plays a significant role in increasing the diversity of our company. The Gender Agenda focuses on engaging women and men across the organisation to attract, develop and retain women at all levels. Women’s Initiatives Network (WIN) is Barclays’ gender network. It is dedicated to increase representation and decrease turnover of women at all levels in the organisation. In addition, maintaining an ongoing positive climate of inclusion and engagement as well as increasing external recognition as a global employer of choice. WIN is globally the largest employee network in Barclays and has thousands of members in India. While WIN initiatives are applicable to all, most are specifically aimed towards women and includes: networking events & forums, development, training & mentoring programmes, and other activities to ensure women have the opportunity to express their ideas and visions.
BASF’s Employee Value Proposition (EVP), anchored by the four key principles – connecting, engaging, caring, and learning reinforces their D&I commitment. Some of their Gender Diversity initiatives include encouraging women in roles which are otherwise stereotyped for menmanufacturing, sales in leather chemicals and in construction. They are working to provide greater flexibility for growth and development of all employees. They are also focusing on bringing in at least 50% female candidates through campus recruitment and have introduced additional referral incentive for successful diversity referrals, by employees. The interview panels are diverse. Their Talent Development Process focuses on building a pipeline of future women leaders, based on meritocracy. They also have women leaders as mentors/coaches. They also strive to understand the need of their women employees and enable them to achieve their full potential. Networking platforms like women@BASF enable women employees to come together on topics of common interest.
As a part of Bharti AXA’s D&I initiatives they partner with the right institutes to recruit next gen talent & gender diverse talent. Leadership development opportunities, coaching, mentoring & Reverse Mentoring is practiced to further strengthen the talent pipeline. Initiatives like Women@AXA -ERG, Sponsorship programme and Women Leadership programme help to groom and accelerate career path for women talent. Raising awareness and gaining knowledge on diverse workforce is a critical factor to create inclusive workplace. Therefore the ‘D&I Toolkit’ serves as a ready reckoner for employees to embrace diversity and practice inclusion. A month long celebration was conducted to build awareness on Diversity, Inclusion & Parity. Employee friendly policies such as Extended Maternity Leave, Adoption Leave, Paternity leave, Flexible working hours are available to help employees to strike work life balance.
Boehringer Ingelheim’s (BI) women centric initiatives like Maternity Policy, Flexi Timing encourages all women employees to take up challenges at work and home and manage both. BI provides need based assistance to employees to cater to their various requirements at home. For special cases, they also gave location shifts for women employees to help meet their need to attend to ailing parents. BI takes efforts to identify women talent and help them grow in the company. In order to increase the number of female workforce at field, the referral policy aims at paying Rs.5000/- more to what is being paid for referring a male candidate.
In order to develop a diverse workforce, this Global Food and Agri Company has made some conscious efforts right from building hiring managers capability through a ‘Competency’ based targeted selection program. This approach has helped the company to identify and eliminate conscious, unconscious biases; enabled vendor sensitization to reach the targeted diverse talent pool. The company has also initiated a Local networking group that enables facilitated discussions on topics related to holistic wellbeing and career development. In order to build a diverse perspective, Cargill India is making a conscious effort in hiring deserving women in roles that are critical and have a high impact on business. The company is being sensitive to career aspirations of women and providing flexibility on timings to support work life choices.
Cavinkare aims at fostering a healthy and safe workplace for its women employees- providing focussed career guidance to help people grow, providing flexi working hours to support employees post maternity, enhancing eligibility limits for women employees in Travel policy considering their safety parameters, establishing a dedicated POSH team (Prevention of Sexual harassment) to oversee issues related to harassment. With many of these initiatives, women employees have affiliated themselves with CavinKare which has helped them balance their professional and personal needs.
Cisco offers in-house physicians, Employee Assistance Program (EAP), professional counseling, childcare programs in a stateof- the art facility, private space for lactation support, Value Added Services- grocery shopping, laundry, dry cleaning, courier services, income tax support- support with eldercare, adoption, and parenting needs, Flex Time/Flex Workplace Sabbatical time off to deal with personal issues, such as maternity/paternity, adoption, bereavement, or illness. There are also robust programs to develop the next-generation of women leaders at Cisco. For e.g., Nurture- a mentoring program that helps high potential women achieve their career goals. They also have Women’s Employee Resource Organization which enables networking and career support through community and connection. Inclusion and Diversity Training is also done which includes classes in managing bias, recognizing stereotypes, and cross cultural collaboration.
Citi is committed to the cause of diversity and works on initiatives to provide women employees with holistic support that spans across nature of work, infrastructure, policies, developmental opportunities & interventions. Citi India has also created a one of its kind governance structure to ensure leadership oversight and smooth functioning of the diversity initiatives. Some of the key initiatives spearheaded by Citi are a) Women Employee Networks b) Staggered Maternity Leave- Citi India offers it women employees 6 months of paid maternity leave that can be availed in tranches allowing them to better plan and manage their support system and infrastructure at home. c) Child care benefit. This unique benefit introduced in 2015, pays women employees in India a fixed quarterly childcare allowance of up to Rs. 33,000/- over and above their salaries, for up to four years after their return from maternity leave, which they can use for financing daycare services.
CMA CGM Shared Service Centre India recently celebrated 5 years of service excellence. One of the key drivers of service excellence has been our employee centric policies & practices. With 2500 employees across 4 offices and a 30% complementing gender diversity, we don’t only provide jobs, but a holistic career opportunity for our employees. A sparkling highlight are some of our key practices- Well defined POSH for safety & security of all women employees, Escort for women employees if they need to travel late nights, Cab facility & Home Pickup & Drop, Regular connect session on women centric issues.
Credit Suisse aims to bring diversity of thought and to create broader range of business opportunities. The Bank’s campus strategy is committed to increasing diversity at the graduate intake level, and in order to promote women talent on campus, regularly hold Women in Banking events encouraging women to join and stay in the workforce, and also offer scholarships to deserving female candidates on campus. One of their global Top Talent programs Mentoring Advisory Group (MAG) is offered to young female managers in India (at AVP-VP level). MAG is a 9 month professional development program, which provides an accelerated learning path including 1:1 mentoring with Management Committee Members for high potential female managers who are on a succession plan. They also recently launched Real Returns, a talent acquisition initiative targeting women who have off-ramped or taken a career break, creating a viable pipeline of women for open roles at the bank.
CRISIL is a place where women professionals are empowered, enabled, and inspired to excel; where there is recognition, encouragement to deliver and grow; and, where there are flexibilities at important junctures in women’s lives and careers so as to help them achieve their maximum potential. The initiative, Winspiration, is a definitive step to enable this culture. Through various programmes and practices, their mission is to attract, develop and retain diverse, high-quality talent, provide professional development programmes to build critical skills, and create networks to build advocacy for women and leadership opportunities at all levels. Some of their key programmes include: learning cohorts, networking forums and developmental workshops. They also provide employees with flexible or remote working options to ensure better work life balance, and have a robust women safety policy.
At Cummins India, Diversity is one of the six core values. Integrating this value into the Company’s culture, ‘Diversity and Inclusion’ is managed through appropriate representation and creating the right work environment. Internally, Cummins has deployed initiatives such as Growing Women Leaders, Gender Focussed Recruitment Strategy, Hire to Develop, Work Life Integration policies and Crèche facility that serve as enablers for the women employees to continue their careers. Going beyond nurturing, the Company also works at the grass root level for building women talent through its various initiatives. These include Cummins Fellowship at Purdue, Cummins Scholarship Program and Cummins College of Engineering for Women as well as creating awareness amongst its supplier base to increase gender diversity. Over the years, Cummins’ endeavours in this area have been recognised through accolades and awards bestowed upon it by recognised institutions from this arena
Cypress’ commitment to attracting, retaining and advancing the women who work with them is critical to being a high-performance business and supports their broad commitment to an inclusive and diverse workplace. As more women pursue careers in business and technology, Cypress has created unique programs to support their women workforce, including ramping up women headcount, offering extended maternity leave and flexible hours among others. Cypress India takes conscious steps to promote diversity in its workforce and aims to have a right balance of women when hiring new employees for next few years. It also has a forum that offers women to meet, and celebrate occasions like women’s day, share experiences, advice and insights. Training and Development Programs are available at Cypress India to identify high potential women employees as a part of leadership talent planning process, and to help women employees develop as leaders.
The culture of women friendly workplace is woven into the DNA of DBS and is supported strongly through an approach that facilitates an enabling environment. Women@DBS is a self-running Employee Resource Group that comes together to partner the gender-diversity aspects within DBS India. They also have structured arrangements like Staggered Hours and Work from Home options to support employees desiring flexibility. Long Leave is a framework that enables employees to take a break up to 1 year, to cater to personal requirements and there is 5@5: A global work-life balance initiative where employees leave work at 5 p.m. on Fridays (one hour before close). Day Care and Elderly Care Support is provided through iFlex@ DBS: An Additional Benefits Program that enables reimbursements across a range of customisable options like Insurance Top Ups, Education Support and, Fitness Support and Gym memberships . This includes Day Care as well as Elderly Care at home.
Deloitte has several strategic initiatives specific to women professionals, which are integrated into the organization’s culture. This includes the senior leadership sponsorship program that helps high-performing women professionals build their profile, provide opportunities for high visibility projects and help navigate the organization. Deloitte seeks to offer a formal flexible work options framework including remote work, telecommuting, and flexi-time. Additionally, the unified holistic program- “Empowered Well-being” gives practitioners access, resources and encouragement to enhance well-being in their personal and professional lives. Enhanced paid maternity leave of 26 weeks, is enhancement combined with other maternity related benefits such as transportation reimbursement for expectant mothers. Deloitte also conducts periodic inclusive hiring workshops for its managers, to help them identify and onboard the brightest minds.
All women employees in DHL are entitled to Maternity Leave of up to 84 working days. To enhance the Diversity ratio, the company is focusing on hiring female candidates across all management levels, starting with hiring an increasing number of women for the graduate trainee program, management trainee program as well as lateral hires. An initiative of APAC, the DHL Women’s Network, has been set up to unlock the potential of women at work. It provides a communications platform for women and male peers to enhance their leadership potential. This is done by sharing information, best practices and story-telling with the aim of positively impacting the success of DHL in Asia Pacific.
Dow India has put in place several initiatives specifically aimed at the women population, such as the women’s leadership program with INSEAD, mentorship by senior employees aimed at developing the next generation of women leaders. Female employees can also avail of policies such as 10 weeks of leave and/or work-from-home in addition to the mandated 16 weeks maternity leave, three-year part-time work arrangements for new mothers & elder care, crèche expense reimbursement and adoption leave. Dow India’s Engineering Center at Chennai also has a day care center, so that women employees can be assured that their children are being taken care of, while they are at work. In addition, the company also has the Women’s Innovation Network, and their internal social media tool Sparsh@Dow, which gives the past and current women employees of Dow India a platform to engage with each other.
The gender diversity index is mainly driven in Elico through policy administration. There is a program to facilitate higher education for Women, called “Learn while you Earn”, where a conducive environment was created for them to write their exams by sanctioning their leaves, by providing soft loans to join courses of their choice. This initiative was taken to campus drives wherein they tied up with the college and the selected candidates were allowed to pursue their post-graduation with the same college. Pregnant Women employees have a panel doctor who visit once a week and provide free consultations, recovery rooms for taking rest, option to work from home etc. They are provided health Insurance benefits to meet the medical expenses during delivery time. Mothers are encouraged to join back by giving them their two months’ salary as incentives. Just in case they are not able to work full time post maternity leave they are given opportunity to work part time.
Exide Life Insurance’s D&I interventions have been institutionalized through multiple measures in the past year including Work- Life solutions by increasing the maternity leave basis the tenure spent with the organization, (min of 3 months and max of 6 months), change in Adoption Leave Policy- in line with Maternity/Paternity Leave, Introduction of Part time options for new mothers, Work from Home option for 10 days per annum for senior levels (specific levels allowing flexibility of work space) enabling employees to support in life stage needs like elderly care, child care etc. They also have a Central Budget for carrying the cost of resources who avail Maternity/ Adoption leave, to enable business teams manage continuity of deliverables.
At EY, gender parity is a global agenda which is underpinned by a robust Diversity & Inclusiveness (D&I) strategy. Driven and governed by the EY leadership, the D&I agenda is a definitive way to achieve inclusive organizational growth and development. With a wide range of programs and initiatives for women, enabling them to excel at the workplace during every stage of their lives, EY comprises 60% women across all organizational levels. Some of the women-centric programs and facilities include Flexibility Work Arrangement and Telecommuting to help women balance their personal and professional lives, Women’s Leadership Workshop to ensure gender diversity in the leadership team, day-care facility allowing working mothers to bring their children to work and flexible leave policy, among others. These create a holistic work environment for women, providing enough opportunities for them to grow and making EY a great place for women to work.
At Federal Bank various programs are initiated to empower women employees of the organization. SMILES- a counselling program takes care of issues such as interpersonal conflicts, family/personal issues etc. and supports the women employees in maintaining work life balance. We Rise & Fly High- Women Empowerment and Gender sensitization program enables women to deliver their best at work without fear of prejudice and gender bias. Leadership grooming and development programs aimed at building 20% Women Leaders by 2018 at Executive Cadre is another initiative. Women Leadership Pool is identified and is given grooming through various programs like Boot Camps, Job Rotations, Mentoring, Coaching programs etc. Through Fed Cradle the employees takes advantage of subsidized day care at various centres. Women employees with minimum service of 3 years are eligible for Sabbatical for Child Care, Higher studies, Medical Treatment including that of their spouse, dependent parents and children or to pursue creative efforts.
Firstsource has effective frameworks for managing work life balance. Work from home policy, Wellness initiatives, Mental Health sessions, Professional Counselors on call, Interest clubs, Coaching, Parenting & Gender sensitization sessions are some of the measures which have increased the engagement quotient considerably. Safety of women at the workplace is a key focus area. Expectant & New mothers under the ‘Mummy Returns’ program enjoy flexibility of shifts, preferred shifts, favourable transport options etc. Supervisor support coupled with appropriate policies is taken care of to ensure retention of Women employees. The company’s Inclusion & Diversity agenda also looks to impact women in society through tie-ups with NGOs working for the upliftment of underprivileged women.
Flextronics is a captive BPO and works as a shared service model. It has operations in Chennai and Pune. It runs a forum called Srishti exclusively for women that addresses female employees’ problems/concerns & issues. The forum also conducts various fun activities and other health and wellness awareness program for women. The maternity leave policy for the year 2015 gives 84 calendar days as paid leave to all women employees. Employees could also avail extended maternity leave for additional 3 months with half pay either by working from home or from office for half a day. As an organization, Flextronics extends all support and assistance to their women workforce as and when there is a request from women employees.
Ford is an Equal Opportunity Employer and has a Zero Tolerance policy on sexual harassment. It also has several work-life balance policies that enable women employees manage personal and professional priorities. Telecommuting, Transitional work, Job sharing, Sabbatical Leave, Extended Maternity Leave and Day Care Centers at all major office locations are amongst them. Gender Diversity in hiring is reviewed periodically. To enable gender balance at the workplace, different practices like hiring from women’s colleges, women specific hiring events, hiring of second career women, additional bonus to employees for referring female candidates are all in place. High potential women employees are prioritized for management development programs and are given developmental opportunities through cross functional experiences, job rotations and international assignments. The Professional Women’s Network (PWN), an employee driven resource group has been instrumental in initiating and driving several initiatives encompassing health awareness, professional skill building, leadership development, networking circles, child care support, self-defence and rallies for social causes.
Gati’s constant efforts towards bringing diversity across hierarchies reflects in various career growth opportunities being provided to its employees. Even though the women employees comprise a considerable smaller percentage of workforce in the organization (~11% of the total workforce), they show a considerable presence in every career enhancement opportunity by performing well in all the evaluation processes. In ADC for non-managers 2015 almost 20% of the final employees being promoted were women. Similarly, 14% of total promotions were of Gati’s women employees in Assistant Manager Trainee selection program 2015. There is a high sensitivity towards keeping a diverse spread and this thought process is reflected in the Management Trainee batch recruited in year 2015 with 23% of the total Management Trainees being women. Continuous support and growth opportunities are being provided to the women workforce through mentioned and many other activities.
To facilitate a conducive work environment for Women Employees, Grindwell Norton offers Part-Time Employment and allowance for Creche. They also have a program on Second Innings for Women in order to give them an opportunity to resume work and rejoin the Company after a service break. Women employees are also given additional travel entitlements and provided local conveyance to enhance comfort and ensure their security during on-duty travel.
HCL Infosystems believes that a diverse workforce is key to thrive creativity, innovation and entrepreneurship- the three ingredients of profitability and growth. The organization is committed to nurture and cultivate its talent at all levels, from frontline to senior leadership. With a series of interventions taken over the last couple of years, women leaders now account 32% of the organization’s senior leadership strength. The organization has been engaging women consultants on a regular basis to drive and guide key functions and businesses. In addition, the company follows the policy to provide equal opportunity to all, irrespective of religion, caste, creed, color, gender or medical grounds. To enhance and reinforce the culture of oneness with uniqueness, the company organizes regular employee engagement activities.
Being a sales driven organization, 70% of the company’s workforce comprises of front line sales employees. Sales by virtue of being a challenging profession is traditionally considered unbefitting for women, but the female workforce here has proven this wrong. Their data proves that they are more productive and have a higher success rate than their male counterparts. Hence the company is committed to creating an enabling environment for women specially on the ground. Local leaders are sensitized to take unbiased hiring decisions, the company offers a 6 months maternity leave and 12 weeks adoption leave to its female workforce. Women who have children below 6 years of age can chose to work for half day up to 6 months. The company supports its women employees in times of need by offering flexi work and remote working options.
Hindustan Unilever Limited (HUL) is one of India’s largest Fast Moving Consumer Goods Company with a heritage of over 80 years in India and touches the lives of two out of three Indians. HUL works to create a better future every day and helps people feel good, look good and get more out of life with brands and services that are good for them and good for others. Diversity at Unilever is about inclusion, embracing differences, creating possibilities and growing together for better business performance. To ensure that the diverse workforce at HUL has the right tools and support to succeed, the company has an innovative set of policies and practices which help the employees through various life and career stages. Enhanced Maternity and Paternity Benefits, On-site and superior Pre-school/Day care tie-ups, Agile Working, Flexi-Location Policy, Flexible return to work option, Career By Choice (CBC)- the platform for women returning to the workforce etc., are all part of creating an inclusive workplace.
HP supports its women employees through competitive and comprehensive benefits to meet the needs of their employees and their families, using strategic partnerships with organizations that support the career advancement of women. They have active Women’s Employee Resource Groups, which are a critical component of their strategy and are essential to attract and retain top women in their workforce. They conduct innovative and engaging programs, such as HP International Women’s Week- a global, digital and site based event expanding on International Women’s Day. In order to empower the Women employees to advance, they are given learning experiences and mentoring, education on unconscious bias, cultural awareness and diversity topics.
IBM’s Founder, Thomas J. Watson, Jr., said, “Today, we are on the cusp of one more defining moment and its rippling across business models, technical models, and the very expectations people have for any enterprise they will call a leader.” Today for IBM, it is not a question of whether advancement of women is a business priority or if there is a need to drive initiatives to develop women leaders or build an inclusive work environment to make women professionals feel valued! Since 1899, even before compliance drove a gender focus in most organizations, IBM embarked upon its journey to tap into the women talent pool (Diversity 1.0) by eliminating workplace barriers. What followed is a focus on nurturing women’s potential and adapting to the changing demands of new workforce dynamics via robust work/life management programs that continue to be a key differentiator for the company (Diversity 2.0). Diversity 3.0 has been around deepening engagement with all IBMers, overcoming unconscious bias to tap into our full innovation capability, and increasing societal impact through strategic partnerships with premier institutions, policy makers and government.
IBS has a cross functional team, The World of Women (WoW), constituted to take care of the interests of women. It creates a common platform for IBS’ women to exchange their ideas, conduct regular events and establish a basic support structure for women. Recently they have also sent up a program targeting expecting mothers and recent mothers, who need support during their maternity breaks, to come back and get to speed to their work at IBS, called WoW MoM. Self-defence training is also provided at a regular frequency. Women who juggle with multiple responsibilities are also provided support with flexible work, work at home, a unique 50% work and pay option. Apart from the stipulated maternity leaves, the organisation also allows the flexibility to use up all leaves to add to maternity, 3 months loss of pay and work from home or flexible work options.
ICICI Bank Limited is India’s largest private sector bank in terms of consolidated assets. The bank has a network of 4,451 branches and 14,073 ATMs across India (at June 30, 2016). ICICI Bank offers a wide range of products and financial services to corporate and retail customers. The Bank has revolutionized retail banking in India in order to offer better convenience to customers through the use of innovative technology. ICICI Bank’s subsidiaries include India’s leading private sector insurance companies, asset management company and securities brokerage firm, and among its largest private equity firms. It is present across 17 countries, including India. ICICI Bank has been promoting inclusive growth in India through focused initiatives in identified areas including elementary education, primary healthcare, skill development & sustainable livelihoods and financial inclusion.
Being the youngest bank of the country with clear focus and vision on nation building, Diversity & Inclusion is one such approach wherein IDFC wanted to have their footprint as well but in their own way, which they call it the IDFC Way! The inclusion is both internal and external focussed to ensure greater degree of influence and sustainability. Internally, the endeavor is to have 50% gender diverse profiles across levels and teams and one such focused approach is industry academia wherein IDFC inducts un-skilled female force at entry level positions and up-skill them into the banking domain. They also counsel and motivate them to consider banking as their career aspiration and help the country have more women leaders in this space. Externally, they have a financial inclusion and literacy focus for their women customers in Bharat Banking business primarily covering non-urban locations. 80% of these customer base in these locations are women thereby fortifying their nation building vision through women empowerment.
At iNautix, the primary objective is to foster an environment where all employees feel comfortable contributing their unique skills and talents to deliver results. They are always striving for an inclusive culture; diversity of thought leadership, thereby continuing to increase diverse representation across our leadership ranks; and sustaining a strong talent pipeline. Marriage, maternity, and mobility are three major factors that pull women out from their career track most of the time. iNautix encompasses a wide range of industry’s best practices and policies such as fully-paid maternity leaves, flexi-work time, telecommuting options and wellness initiatives to provide a conducive environment for women in order to take their career to the next level. Being ranked as one of the Best 100 women-friendly organisations, their focus has been around increasing retention, recruitment and advancement of women in technology. Over the last two years, the ‘Return to work’ program has been one of the key areas of work by their Women’s Initiative Network (WIN), which is devised to encourage skilled women to get back to work after a break in their career. To foster women’s career growth, their Women in Technology (WIT) network, identifies and sponsors young and talented emerging women leaders within the organisation. This initiative offers a platform of opportunities that powers their success and helps them shape their career.
The Taj Hotels Resorts and Palaces recently opened the ‘Holiday Plan’ benefit to all associates irrespective of level or job function; launched an ‘Extended Maternity Leave’ policy for their women associates who can now avail three months of added leave once the statutory leave period ends. Furthermore, the conditions under which an associate may use the ‘Sabbatical Leave’ benefit have been broadened to include time off for caring for parents/children, timeoff during critical school years etc. There are on-site day care centers, open to all associates. To ensure safety and security of women associate’s initiatives like Transportation services are provided to women associates if they work beyond their normal working hours. Pepper spray has been provided to all women associates, emergency helpline to report harassment has been launched across the organization. To increase the number of women associates in the organization, this hospitality company offers additional 2% consultancy fees if any women associate is hired.
Infiniti Retail’s diversity policy translates into the kind of hiring strategy, robust policies and practices the Company has adopted and to drive the message of the importance of Safety, Security, Care, Development and Growth for its employees. This has had a significant impact on the retention and further advancement of women within the Organisation. Their Code of Conduct mandates the Organisation and its employees to inculcate values of equality, fairness and respect which are reinforced time and again through various mediums and also evident in the kind of policies and regulations prevalent within the Organisation.
Integra’s special initiative called “Sakthi Oli” (The Radiance of Woman Power: a task force at Integra for the empowerment of women) looks to Equip, Encourage & Empower women to grow in their careers, prepare them to meet business challenges, develop & retain women leaders, build support systems for women employees and help them balance family responsibilities and work. The company has also implemented womenfriendly policies to enable women to manage work and home effectively, such as work from home option, flexible working hours, extended Maternity leave, child care facility, transport facility and having onsite lady doctor. They also focus on developing women leader through Executive coaching for top women executives by external coaches and Mentoring Programs for potential women leaders- IDP (Individual Development Program).
Intel India has a core team of HR and Business leads that has devised a strategy focused on enhancing the representation of women at all levels, ensuring they progress in their careers and creating an inclusive environment aimed at retaining women employees in the long term. Some of the women friendly initiatives taken by Intel India include Home to Office (H2O) program- a one-of-its-kind initiative that facilitates women professionals to be able to resume their career after a break. The Women at Intel Network (WIN) chapter focuses on few vectors like Technical Development for Women, Mentoring, Tech talks etc. Rapid Orientation for Accelerated Results (ROAR) is a program offered to newly hired senior women at Intel that comprises of dialogue about Intel, strategy and culture, executive leader presentations; interactive development & networking with peers and leaders. Accelerated Women’s Leadership Program (AWLP) is a Leadership Program for senior and high potential women- with a parallel program for their managers. This program enables participants to spend focused time developing actionable leadership tools and career-enhancing strategies.
Intuit India takes special care in nurturing its women employees, by encouraging and enabling them to strive for higher career growth. The Intuit Women’s Network (IWN) led by two of Intuit’s women leaders was created to inspire and empower women to lead with confidence and make a difference. Another successful program is the ‘Lean In Circle’ that allows members to come together to discuss topics like technology, work life balance, or managing small children. Tech Women@Intuit (TWI) is a group of women who volunteer their time to make Intuit an awesome place for technical women by focussing on recruiting top talent, retaining existing women at all levels, and promoting more women into leadership roles. Intuit Again is a program developed to inspire and provide an opportunity for women technologists who have taken a break in their career and aspire to come back to work. Their improved Maternity Leave Policy, which is 26 weeks instead of 12, intends to provide one of the most nurturing environments during this wonderful time. Adoption leave was also increased from 12 weeks for mothers and 5 days for fathers, to 26 calendar weeks for adopting parents who are primary caregivers.
K Raheja Corp has initiatives like flexi-hours, Work from home & Sabbatical to help empower their women to foster a culture that balances both business and individual needs. No discrimination is made in Performance Appraisals due to life stages of Maternity breaks. They also organise welfare activities like Yoga, Bone Density tests, Eye & Dental check-ups, FAB Women, Adoption Assistance, Breast Cancer Awareness camps, Comprehensive Health checks, Safety & Defence training, good working facilities, milestone celebrations for women and even Zumba. This Real Estate company understands that due to higher Emotional Intelligence, women bring a different leadership perspective to strategic decisions and when empowered, they gain a sustainable edge.
Kellogg addresses the broad underlying challenges in the current corporate context, offers new opportunities, and creates a future generation of employees as diverse as the world around it. Key initiatives that have helped them on the D&I journey in India are as follows: 1. The WOK (Women of Kellogg) network, WOK Committee- a committee of members (men and women) from across functions and leadership levels looking into the needs of women employees across the region to drive better hiring, improved succession and progress. 2. Entry Talent Program that very simplistically calls out 3 key pillars for talent management- attract, recruit, and then develop. 3. Best-inclass Parental Leave Policies- 6 months (for single women parents as well), Paternity Leave policy- 10 calendar days for men & single parent men and Adoption Policy- 10 calendar days for men, 3 months for women and single parent women.
KONE is a global leader in the elevator and escalator industry. They have been committed to understanding the needs of their customers for the past century, providing industry-leading elevators, escalators and automatic building doors, as well as innovative solutions for modernization and maintenance. KONE’s vision is to create the best People Flow experience and its strategy is to deliver a performance edge to customers by creating the best user experience with innovative People Flow solutions. KONE’s goal is to have a competent and committed employee in every job.
Kotak Mahindra Banks’ diversity framework is being driven through three key drivers: Talent Attraction and Assimilation with initiatives like all Women Probationary Officer batch, empanelling diversity consultants; Engaging through flexibility with Strisangini, Sabbatical, Women friendly part time working policy, extended maternity leave, preferential reserved seats, toy library and women safety measures. Developing and Nurturing high potential women employees to build long-term sustainable careers with the Bank and establish themselves as leaders across segments/verticals is very important to the bank. Initiatives like Astra-group of Senior Women Leaders mentoring mid-level women leaders, Womentoring, gender specific listening architecture are executed to create a culture of gender equity within the organisation.
Lennox International has initiatives like telecommuting, flexi timing options for employees and extended maternity leave that has helped them maintain a good gender balance in the company. The Mom-tobe initiative has been one of their marquee initiatives which includes providing them nutritious food and milk during their working hours and providing cars to such mothers after their 6th month till their last working day before the maternity break. The Lennox Women’s Business council nurtures women employees at work through various career driven initiatives such as round table with senior executive staff of the company to discuss on career and work management, sessions for crisis management, company’s emergency response team with women who are trained to help other women employees during safety situations.
One of Linde’s Core Values is “Thriving through Diversity”, because Linde firmly believes that Diversity results in enriched collaboration and enhanced solutions. The value inspires Linde to unleash the power of people by creating an environment where every employee can contribute fully, because there are tangible business benefits from developing gender diversity and they have at a country level, a core team focusing on Diversity & Inclusion. The policy on prevention, Prohibition and redressal of sexual harassment at the workplace has been prepared with the intention of preventing sexual harassment and any other such misconduct at the workplace and includes prohibition and redressal of sexual harassment, should it ever occur. The company organizes extensive face-to-face sessions with employees to create awareness and familiarity about the policy and the remedial measures available. It is an ongoing process and is constantly reinforced through a number of e-learning modules.
This leading Home Electrical company ensures that every people manager goes through manager sensitization workshops to overcome the gender based biases. Well-being and work life balance is managed through practices like Work from home, flexible work timings, shuttle services, 5 days’ work week etc. Women employees have a relaxation on lodging and boarding expense entitlement to ensure their safety. Special cab services are available for women employees who need to travel in the early morning or late evening. Monthly focus group discussions are organized for women employees to create a community that supports each other, share their everyday challenges/issues & queries and learn from each other’s experiences. The organization is working towards opening a crèche at the office so that nursing mothers can feed their babies, the kids can be looked after and mothers can continue work life.
At Madura Fashion, a dedicated network of Senior Women Leaders called WOW (World of Women) under direct supervision of their top management, conceptualize, develop and execute the 5 focus areas around which most of the Diversity & Inclusion initiatives are run: Engagement, Learning & Career, Flexibility, Hiring & Networking. Inclusive Leadership workshops for all Managers, Career Development Programs like ONUS, Spring Board for women employees, Women Rehire Program under Specific Projects Tie-up with Hiring Partners for Women Employees Hiring, differential commission to these partners Wellness Program- Annual Health Check up with special focus on women specific checkup, Yoga Sessions, Wellness room Crèche Facility for all employees, Flexible time for all employees Celebration of International Women’s Day- are some of the initiatives in this organisation.
The Mahindra Group values the uniqueness of every individual and is fostering an environment of inclusion and empowerment that will enable people and communities to Rise. There are Diversity Councils for each sector which create thought leadership while focusing on different facets of diversity in the organization and sensitization process. There are policies for part time employment, flexi hours, work life integration, paternity and adoption, travel reimbursement for expecting mothers, secured rating during maternity break and a support system for transitioning to work post maternity break. A nationwide network of women to provide a platform for peer learning to solve work life challenges and deriving inspiration from role models internally and externally. Recently, Mahindra launched its unique leadership initiative- Women Leaders Program to enable women in middle management to nurture their capabilities and grow into leadership roles in the organisation.
Considered to be pre-dominatingly in a male driven industry, Mahindra FC, has started with small steps by formation of D&I council, conducting sensitization & prevention of sexual harassment at workplace workshops. In 2015, flexible arrangements of work from home, flexi-hours & compensatory off were introduced to enhance the work-life balance of employees by providing more flexibility and help them to contribute to the growth of the organization seamlessly. To enhance safety, the employees are connected to MITRA; an app installed in all mobile phones which can be used as SOS for any medical emergency, crime, assault, etc. Women employees are also trained periodically on self-defence techniques. Mahindra World of Women (MWOW) network & Rise at Work (Facebook at Work) emphasizes on peer learning and finding one’s own coping mechanisms on the perceived challenges of work life. These groups for sharing and learning from each other’s expertise takes advantage of the social media which ensures they are connected all the time, any time they need.
Mahindra Lifespaces has been on a quest to make itself diverse and inclusive through a wide variety of initiatives like Womentoring, a dedicated email ID ‘MLIFE WOMEN’, an active WhatsApp group called MWOW, 1to1helpnet for women associates for counselling and assessments, campus recruitment of women associates, a plethora of D&I related policies, the Women Leaders Programme and a variety of contests and communication campaigns linked to D&I. Their daily news letter, 360 Degree View carries articles about the organizations D&I initiatives and enables women associates to share their heart felt stories about how the company supported them in terms of work life balance, maternity leave, career development, sabbaticals etc. Women associates actively participate in Shadow Boards and Cross Functional Teams where they get the opportunity to develop their skills and capabilities.
MakeMyTrip currently employs around 1850 full-time employees and 640 women as Holiday Experts, MMT’s unique travel partners who work from home- a first by any company in the travel and e-commerce space. Today, women comprise 28% of the full time workforce with 35% diversity at the mid & junior levels. Yuvaraj Srivastava, CHRO, MakeMyTrip says, “We identified a huge pool of women who had given up their corporate careers mid-stream due to familial reasons; and were keen to build careers on their own terms. In a short span of time, this channel has contributed significantly to our Holidays business.” MMT enables its women employees with flexible work hours, an on-site crèche, doctors including an ob-gyn and a special focus on safety mechanisms. The maternity leave policy comprises of 3 months paid leave with 3 additional months at 50% pay or full pay, if working from home in this duration.
Women constitute over one fourth of talent in the consumer focused functions of Marketing and Research & Development at Marico. Special policies and practices to encourage women in workplace, especially when they embark upon their journey of starting a family, are offered at Marico. The policies are designed to empower working mothers to integrate their family and career effectively. Paid maternity leave beyond statutory requirements and flexible working arrangements such as flexi-time and work from home options are also extended. Additional support like “Wellness room” and Crèche benefit are provided as well. With these efforts, Marico has been able to successfully bring back 100% of female members post their maternity break in the last two years.
MetLife GOSC’s D&I canvas has three strategic pillars: Attraction, Development/Advancement and Retention. Diversity is a part of the leadership goal sheet. A strong networking forum, WE, is committed to Women Empowerment conducting self-defence and financial awareness sessions, and inclusion workshops. Besides the in-house day care center which enables working mothers, GOSC also ensures dedicated attention to pregnant employees by facilitating special cabs, flexible work hours, extended leaves, and also a medical center equipped with a nurse and ambulance. The focus on the gender mix is rigorous; hiring of female employees is incentivized through employee referral and vendor channels. External speakers are invited for motivation sessions for women employees and a constant endeavor is made to learn from industry best practices.
As an equal opportunities employer, Mindtree works with non-discriminatory practices that fosters respect and value for the workforce and the companies that it does business with. Mindtree strongly believes in the strengths that women bring to the organization and formulates policies that enable women empowerment. With several womencentric programs including extended maternity leave, exclusive app to keep women constantly updated about organizational development, helping new mothers get back to work comfortably through the buddy system, exclusive recruitment drives for women on long breaks, and mentorship programs to encourage women leaders, Mindtree reiterates its commitment to hire, support and retain their female workforce. The senior leadership is actively involved in driving all these initiatives and making Mindtree a workplace that endorses and encourages diversity.
For Mondelez, one of the world’s largest snack companies, it’s a six-month maternity leave for its women employees, with flexi-work timings for the first 15 months after they return to work. For fathers, the paternity leave is now for 10 days. What’s more, these benefits are not just for biological parents, but also in case of surrogacy and adoption. With a robust ICC committee actively working to Create a gender equal workspace, they truly live their value of being open and inclusive. Mondelez India sells food products in India. The company offers chocolates under the Cadbury Dairy Milk, Celebrations, Bournville, 5 Star, Perk, Gems, Toblerone, and Choclairs brand names; and produces, purchases, and sells milk. Mondelez has been producing food in India for 70 years and already has factories in Himachal Pradesh, Karnataka, Maharashtra and Madhya Pradesh. There is a balance of head and heart in most initiatives and processes that they have. Whether it is something about giving back to society through our ‘Global Volunteer Month’ or having some delicious moments of joy at work, the element of fun and enjoyment is never lost at Mondelez.
At Monsanto, the focus is on furthering the culture of ‘Inclusion’ to provide a fair workplace to each and every employee in the organisation. The culture of ‘Trust’ allows every person to use the flexibility that the organization offers- to work at one’s comfort while allowing them to contribute at their optimum levels. Through the ‘Unconscious Bias’ workshops and awareness programmes that run across the organization, there is a constant effort towards ensuring equity in all people processes. To complement this culture, there are a number of networks for Women, Parents, Young professionals, Persons from certain ethnicities, LGBT networks etc.; where employees can be part of social groups of their choice. Monsanto has also conducted an extensive ‘Heat Mapping’ exercise to understand safety for their women field workforce across all districts in India.
Morgan Stanley sponsors internal and external programs at Firm wide and divisional levels to attract, develop and engage a diverse workforce reflective of the global markets in which they operate. Morgan Stanley’s recruiting efforts such as the Women in Technology and the Return to Work programmes expose women entering or re-entering the workforce to the financial services industry. The Women’s Business Alliance (WBA) integrates, encourages and promotes career development, cross-business connectivity and idea sharing across the Firm through skills development programs, access to inspirational leaders and networking events. Divisional Diversity Councils help businesses track metrics and work towards building an inclusive work environment. The Firm provides women employees with careerbuilding opportunities through professional development programs, career mobility and coaching to help them reach their full potential.
The Murugappa Group is keen to establish themselves as an ‘Employer of Choice’ amongst women employees. After listening to the voice of women employees through focus group discussions, the Group has launched various initiatives to support greater worklife balance and to modify existing policies to reflect greater gender sensitivity. This includes extended Maternity Leave with pay for 6 months plus the option to work part time post maternity leave until the child is one year old. Additionally, the group also has Flexi working hours Policy, Work from home policy, Travel Policies to ensure the safety and convenience of women employees on travel & a policy on discouraging working late hours for women. A Group-wide women’s forum with the broad objective of ‘Engage, Energize, and Enjoy’ is managed by members from across Group companies and offers a calendar of women-specific events.
Muthoot Finance Ltd. offers to its large percentage of women employees, support to achieve a healthy work-life balance, through a technology enabled work structure and a safe, congenial ambiance which is financially viable and family friendly. The Company also provides intense training and development programs including gender sensitization, interpersonal communication and human resource skill training where the stress is on helping each woman employee achieve her best. These and other women-centric measures instill in their women employees a feeling and a knowledge that their contributions, time, and lives are valued, which in turn enhances their productivity. Moreover the Company has all statutory norms in place including the Internal Complaints Committee that looks into providing a safe and healthy work environment.
Nestlé believes that attracting, retaining and developing more women is important for the future of our business. With improved diversity, comes improved innovation, competitiveness and growth. And this was the aim of ‘Project Harmony’ which started in 2010 with an aim to build ‘strength through diversity’. Over the years, the company has been able to ensure 15% women employees in the field force by identifying specific territories with defined positions across India for women and enhancing their travel entitlements in line with the safety requirements. They also focused on mid-career hiring of women employees to increase representation at managerial levels. To retain them, Nestle introduced a 24 + 2 week paid maternity leave policy and are in the process of revising it basis the new guidelines. Further, for the 26 high potential women/Key Talent, Nestle also has a defined career path and as part of talent management programmes, they also get mentorship.
NetMagic’s clear and concise succession planning has not only identified the potential of women employees but has also given them opportunity to take up new roles and responsibilities- Strategic, National and Global level roles. This initiative has also ensured good working environment and therefore ensuring employee retention. Netmagic is one of the fewest companies to extend the maternity benefit to 6 months for female employees even before the amendment was passed by the law. The objective was to provide a stable work life balance. Creating and following an appreciative culture by employees at all levels has resulted in exposure to female employees to be leaders, work closely with senior management. Alumni hiring has been a consistent highlight, especially for women employees who want to come back after a sabbatical due to family reasons. Telecommuting, work from home and remote work are some of the best practices to offer flexibility to female employees.
NLC has dedicated Leadership Initiatives for women executives as part of their Diversity initiative. Through Skill India Mission, NLC India provides local youth including women with employable skills; vocational skills. They have a ‘Women Empowerment Centre’ for this purpose. The company has also provided employment for dignified living to 152 Divyangs- physically challenged persons; out of which 26 are women employees. In addition to the existing scholarship scheme, this year it is proposed to give special exclusive scholarship for 75 girl students belonging to wards of the contract workers by increasing the number of scholarships to 150. They also conducted a program- From a Stressful Life to Blissful Life- in which 500 of their women employees participated. The Breast Feeding Week was celebrated in NLC where they also organised painting competition for the children from various schools in Neyveli on the topic “Breast Feeding- Bring support to the Mother”.
Nielsen India focusses on enhancing the working environment for women, enabling them to have a fulfilling career. They offer 6 months of paid maternity leave including cases of adoption. New mothers have an option to extend their leave or seek flexible working arrangements. As part of their diversity initiatives, Nielsen also provides Career Development Programmes. They conduct various leadership development programs including a special module focusing on women leaders, which is now being taken to other markets within Nielsen. There is focus on pay parity by proactively analysing the compensation data ensuring no disparity in pay based on gender and conforms to principles of equal opportunity. Employee Resource Groups are formed in the company to create an open forum for idea exchange, foster communication, and strengthen the connection within diverse communities at Nielsen.
Fostering and supporting a diverse and inclusive workforce is a fundamental strength of Northern Operating Services. The commitment starts with women specific recruitment drives, continues with robust career development programs and focused talent reviews to identify women leaders. Business resource councils like Women in Leadership, Advancing Professionals and Working Families nurtures talent at the leadership level. Their annual award program recognizes employees who champion our diversity efforts. Women employees can avail several relevant and targeted benefits like child care allowance, wellness programs, lactation rooms, healthcare benefits for women and babies, dedicated medical cabs for expecting mothers, flexible work options and secured transportation.
At Novartis, every leader is encouraged to design and implement focused strategies to attract, engage, develop and retain women and create a culture of inclusion. They conduct Diversity hiring drives to attract women candidates for identified roles with 30% resume slate for each leadership hiring. Novartis also has a one year multi-modular program for high potential women associates- Accelerated Development Program. It involves a course at IIM-B, mentoring, stretch assignments and more. They conduct discussions on career growth opportunities for high-potential female talent in every talent review discussion. The company also conducts Pre-maternity preparedness workshops for their women employees.
With a strong Gender Diversity ratio, People Combine empowers its women workforce to think different, encourage in accepting challenges, innovate to overcome any problems and to succeed in their work. People Combine strongly believes in providing utmost care and respect to the women workforce by providing suitable and impactful policies and processes thereby enabling the women workforce to have a perfect work life balance and a Win-Win situation. Some of the Flagship programs are- Principles (Human) over Rules, Flexible timings, Partial Work Partial Pay, Advance Health and Wellness program, Safety & Security, Unique Reward & Recognition program. Almost 90% of women workforce get free lunch & transport and Training program beyond work points.
In order to enhance gender diversity at entry level and enable inclusion of a wider talent pool, PepsiCo started Program Nayee Disha. In this program, women talent from rural and semi urban cities are trained in an industry awareness workshop, followed by assessment and certification. PepsiCo plants extend career counselling to girl students in local schools as well under the Sakhar Beti program. To ensure readiness of women talent pipeline for senior leadership roles, various capability and networking interventions are conducted. Eg., Reach Out 2.0, Gender Intelligence etc. One such intervention namely Breakthrough Program enables women managers to feel empowered to overcome limiting beliefs that impede their career advancement. Creating a supportive work environment for working mothers is ensured through work flexibility policy, sabbatical, conditioning training for working mothers and their managers, automated portal- MatCare4U to manage maternity benefits, in addition to maternity leave of 6 months.
In order to take care of the overall wellbeing and growth of women employees, Persistent has a group called Prerana that was set up in the year 2009. This is a group that is by the Women and for the Women at Persistent. Prerana’s 5 pronged rationale revolves around Improving company’s operating performance, smart deployment of their women workforce by utilizing their pool of talented women, developing and creating the right environment to cultivate a culture of team work, ensuring work life balance and to develop strong professional values and enhance multi-tasking skills. This ensures better equipped heterogeneous groups that create leaders who demonstrate bottom line oriented thinking resulting in extraordinary results. Policies form an important aspect in an organization. While these policies generically help employees, they are specifically helpful for Women. Some examples are flexible working hours, work from home policy, extended maternity leave, leave to take care of children’s education and parents’ health and break ke baad initiative for smooth re-entry of women at work post sabbaticals. As a result, Persistent ensures longer career relationship of their women employees.
At PNB MetLife employees are provided with the option of Working from Home and Flexible Working Hours in order to help balance their professional and personal responsibilities. Safety & Security of female employees is of utmost importance and Company Approved Cabs are provided for female employees travelling to and from work during odd hours. Women are invited to attend various workshops on Wellness and are also extended discounted packages for Health Checkups. The Company’s Maternity Leave Policy is extended to employees who have embraced parenthood through surrogacy and adoption. Goal Sheet Targets are frozen for women during their Maternity Leave Period so that the performance ratings for female employees returning to work are not negatively impacted. Recognising and Promoting Female Talent is a core component of the Company’s talent strategy. Women are provided leadership training opportunities to enhance their professional skills while being encouraged to avail scholarships under the Company’s Education Assistance Policy.
P & G’s D&I Council which includes Functional Leaders, sponsored by the India CEO, focuses on tracking key metrics and driving best practices. All the P&G corporate executives have to undergo a 6 hour workshop on Unconscious Bias/Intentional Leadership. The recruitment teams constitutes of both men & women. In the talent management systems, they have integrated insights on how men and women express career aspirations differently into manager coaching guides for career discussions. Each Function has top talent reviews of their candidates to include a diversity review. One of their key research insights was that women often don’t progress at the same rate as men as they are not placed in mission critical/ high impact roles. Today, they identify top talent women early and make a concerted effort over time to ensure that they are placed into highly visible and mission-critical roles for the Company. For all levels, Training and development are used to prepare and empower employees to be more inclusive leaders. Men are invited to Gender Diversity conferences and organize key events like D&I Weeks/facilitate women’s networks etc. A number of D&I action plans and strategies are designed and delivered by male and female mid and junior level managers.
SanDisk India’s diversity strategy consists of a comprehensive framework with 5 focus areas; Hire, Engage, Develop, Network, and Retain. This has been their guiding principle and some successful programs have been initiated around it. Developing women talent has been one of the key elements of SanDisk’s L&D strategy. Some of the initiatives include development workshops by experts, like “Eve Power Talk”- a Diversity workshop on public speaking and interpersonal communication by Ian Faria, a distinguished Toastmaster and an Executive Coach. They also have sponsorship program called GROW, which ensures Growth and Recognition for Outstanding Women. It is a beginning for the company in the area of “Men as Allies”. “INSIGHT” helps high potential women develop an understanding of self and take ownership of their career.
The Shell India women’s Network was set to maximize women’s contribution towards achieving Shell’s goals for growth, profitability and leadership. The network’s initiatives include a focus on 6 strategic themes namely Personal Wellness, Building Professional Knowledge, staying connected with an external focus, mentoring circles and focused interventions in engaging our male champions in championing inclusion. Initiatives like ‘Project Re-Energize,’ have been implemented as a reentry program for women on a career break. Targeted Leadership programs for women in middle and senior level roles address the gender specific leadership challenges have also been implemented. At Shell’s growing network of fuel service stations a special effort has been made to hire women, people with disabilities, and disadvantaged members of society. Businesses have made dedicated efforts in bringing front line women in Sales into the workforce and offer careers to women in technical fields.
Siemens is an Equal Opportunity employer and its programs are designed along similar principles. Siemens has a very vibrant mentoring, succession planning and executive coaching programs, which straddle geographies, functions, roles, genders. At Siemens both men and women find an innovative, inclusive work environment. In fact, some of Siemens’ key corporate functions such as Communications, Strategy, SRE and one of its factories have women leaders at the helm. Moreover, the company has women leaders in the Managing Boards of both Siemens Ltd. and Siemens AG. The company has a women-friendly travel policy, offers attractive maternity leave and child care benefits.
In the last few years SKF has been actively working with a driving principle of “Mix with Care” and “Care for the Mix” and has been working around the employee life cycle of women at the workplace creating levers for them to excel. The company’s policies for men and women equally enable all employees to balance work and family. These include leave and benefits, Parents’ Mediclaim, Health Checkups & hospitalization cover, Higher Education, Work Integrated Learning Program (WILP), and Day Care Centre support. They realized that for women, her career decisions and the decision to build a family peak at the same time. Policies have therefore been put in place to empower her to balance both. They have recently launched- SKF Women’s Network (SWN) with a view to empower women at SKF, to have a platform to collaborate, learn from each other, and build meaningful experiences for enduring careers within SKF.
SG GSC’s initiatives continue to make women the central part of the organisation. In the past one year alone, they have led over 13 programmes across the Technology, Professional, Wellness and Sport verticals. All initiatives are driven by the India Women’s Network- a dedicated entity that works tirelessly towards bringing more women to the forefront. Some of the highlights are the ‘Women in Leadership’ programme- a curated training initiative, and the ‘Woman of Substance’ series which helped some women realize their true potential. The facilities at SG GSC are also designed keeping the comfort of women in mind. An exclusive crèche, special transport arrangements for expectant mothers and flexible maternity policies are just some of the initiatives proactively adopted to reduce the stress levels for women. SG GSC’s foresight has positively influenced the work environment for their women professionals.
SOTC’s retention rates for women employees are substantially good not just because they have implemented the flexi-office timing policy, work from home policy, Domestic emergency, bereavement and women friendly environment but because of the belief among women staff that their work environment is such that they will get the jobs, responsibilities, resources, opportunities and rewards based on their capability, potential, performance and that they won’t be distinguished by their gender. Women of Will (WOW)- is a platform, with numerous initiatives organized for our women employees such as: Annual international tours, Learning and Development workshops, professional guidance, quarterly WOW Newsletter to share information and celebrate achievements; quarterly WOW Calls to educate and encourage staff to avail of various women friendly policies & share grievances. In addition there have been programmes on wellness such as 30 Day Fitness Challenge towards getting healthier and special L&D programmes on ‘Career Conversations’ and ‘Financial Planning’.
Standard Chartered has a 22% female representation in the country management team to every 4th Branch Manager on the ground being a woman. In fact, women at senior levels spend 3 years more in the bank than their male counterparts. This can largely be attributed to the women friendly policies such as 6 months fully paid maternity leave (which SCB adopted in 2009), unique medical policy including unlimited medical consultation, day care centers, flexi work timings, work from home and part time work options all make it a conducive environment to foster diversity. Add to this a culture that promotes equality in performance, pay, promotion and potential across gender and facilitates learning and growth of women employees through tailor made development initiatives.
Sterling Information Resources India Private Limited is a Private incorporated on 15 June 2006. It is registered at Registrar of Companies, Mumbai. They have plan towards implementation of a differential vendor payout and referral scheme for referring woman candidates to the organization. They also provide special incentive to increase the woman population. They also have several women centric initiatives like Women’s Health & Wellness Initiatives - Zumba for Women, Consultation Services for Women Employees, Recurring Self Defence Workshop & Medical Health (Cervical Cancer Awareness& Vaccination Camp) at subsidized rates, Life Enrichment Series- Parenting & Work life Balance Workshops for Women as part of the Women’s day celebrations and Women’s Sports Event- Specifically designed sports event designed targeting our women employees.
Sterlite understands that the key lies in women empowerment through economic self-sufficiency and higher awareness levels on social, political and legal issues through mobilization. There is also a need to recognize and emphasize the diverse roles of women such as reproductive, productive and community management. Sterlite Technologies Limited is making an attempt in that direction to make women selfsufficient through various skill training programmes. The company has a strong belief that communities can develop and sustain, if their citizens are adequately empowered with knowledge and skill sets. In line with this, Sterlite is now engaged in several women empowerment initiatives one of them is vocational training generating sustainable livelihoods
Sundram Fasteners’ Joint Managing Director and the Deputy Managing Director, both women, are part of Top Management. There are 90 women management staff in functions such as HR, Finance, S&OP, Marketing, Quality and Engineering. The Head of HR, Senior HR and L&D Managers are also women. SFL takes pride in employing women in shop floor functions such as Quality, Production, Assembly- traditionally considered to be male domains. Special recruitment drives for women candidates are conducted both during campus and lateral hiring. A number of positions are earmarked within the organisation structure for hiring women, to aid in enhancing gender diversity. The company conducts an Annual Women Employees Meet, with participation by women employees at all levels. The day-long event comprises of interactive sessions on goal setting, selfdefence and wellness, as well as debates and presentations by women employees, aimed at creating synergy. To cater to the welfare of women employees and provide an environment that is conducive, well formulated policies are in place such as policies on Maternity benefits, Paternity Leave etc.
Tata Communications’ “Winning Mix” program seeks to trigger a paradigm shift by addressing “Unconscious Bias”, based on three pillars- Create an inclusive culture, through launch of enhanced care giving polices; leadership workshops; e-learning and online gaming modules; monthly series featuring women leaders. Secondly, increase diversity talent pool, through targeted efforts to enhance the diversity talent pool through campus recruitment drives and pro-active engagement of hiring managers, recruiters/hiring partners. And thirdly develop and retain diverse talent. Winning Mix aspirational goals are defined & cascaded to leaders of all business units and detailed action plans are developed, which include among others - women employee engagement and Hi-PO development and mentoring programs.
Tata Power SED has initiated Peak Performance Leadership Program followed by coaching for women Employees using Neuro-Linguistic Programming Techniques. Also Human Process Labs to sensitize women about self-awareness, thus driving the culture of change by being at ease with uncertainty using Achievement Motivation Framework. The company organises special recruitment drives for hiring women candidates. There is a lot of attention given to developing women in entrepreneurial roles. Acknowledge Women’s need to drive Excellence through Support Systems focussed on Mental & Emotional Well Being. Tata Power nurtures the culture of recognition by valuing the contribution made by Women Work-Force by placement recommendation policy to support women grow in their job.
At Tata Starbucks, New and Expectant Mothers at Work policy is in place to ensure the well-being of all its partners as far as reasonably practicable. They ensure that new and expectant mothers are afforded additional considerations required to protect their health and safety and that of their unborn child whilst at work with the Company. All female partners who are confirmed and who are on probation are eligible for 24 weeks of maternity leave. Apart from these 6 months of maternity leave, Partners have flexibility to work from home (partially) for up to 3 months and Adoption Leave is three months leave for female partners. They have a diversity ratio of 22% at an overall organization level. In Addition, the organization also provides flexible working hours, and works to encourage more women in key roles and providing equal opportunities to Women restarting a second career after a break. Gender sensitization workshops are conducted for all partners. Women buddy programme is an initiative that allows women partners to reach out to other women at the Operations and Support Centre.
Tata Steel Limited is one of India’s largest steel making company with its Indian steel manufacturing operations at Jamshedpur and Kalinganagar and mining operation at Noamundi, Joda, Jharia and West Bokaro. At Tata Steel, they believe that employees from different backgrounds, genders, etc., bring unique sets of capabilities with them. In order to harness this talent for improved performance & promote inclusion of this diverse and cosmopolitan workforce; MOSAIC- the D&I council, was formed. Conceived with the overall company-wide goal of achieving 25% diversity mix & 20% gender mix by 2020, MOSAIC, since its inception in June 2015, has made significant contribution in achieving this target. Increased focus on hiring of women & differently abled people, launch of various work life balance policies, organising gender sensitization workshops, driving communication campaigns, developing work place amenities to welcome more women and differently abled people in the workforce, facilitating leadership development workshops and mentoring Hi-pot female officers to take up senior roles in the organisation have been few of the initiatives undertaken in the last one year.
Technosoft have formed an initiative with the help of expert facilitator to equip every employee to protect themselves. The session is based on modern day combatives. The workshops put the participants through a scenario based training wherein the participants learn the various aspects of personal safety like threat detection & avoidance, verbal self-defence, defence against unarmed attacks, defence against armed attacks, handling multiple attacker scenarios, fighting from defensive positions and much more. They have also conducted seminars and talks on creating work life balance. The company also has a certified counselor to help women with their personal and professional issues. Exclusive Gynecology camps are conducted every quarter for the women employees.
At Thomson Reuters, they conduct customized culture awareness and sensitization workshops, as part of their efforts to attract and retain diverse talents. They also have 100% diverse slates and diverse panel for mid-senior roles, targeted hiring interventions like Women in Tech (WIT) programs and skill development workshops for key women talent in the mid senior level. In order to address the need at different levels to translate diversity as a strategic enabler and ensure competitive advantage the company conducts EAP programs focused on well-being of their diverse workforce. They have strategic partnership with the HR to expand their coverage of inclusive benefits around the globe (domestic partner, parental leave, flex work).
Talent Development is an integral part of Tieto’s strategy, and their ‘coaching’ programs have ensured that they have a higher than standard representation of women in the leadership and management roles. The company’s initiatives are not merely restricted to honing internal female talent, but through their CSR initiatives, they also promote the same in colleges and universities. Tieto sponsors the education of 20+ girl children for their entire graduation period, and for this are tied up with Lila Poonawalla Foundation. In fact the company has a Curriculum-to-Career program, the key goal of which is women work-force development. Round the year, they organize events which educate their women employees about healthy living and diet plans, and also conduct women-oriented free medical checkup.
UltraTech Cement Ltd. (an Aditya Birla Group Company)
A four pronged approach is followed at UltraTech to create a culture which offers flexibility to women, caters to their unique needs, motivates them to stay, develop and meet business goals effectively. The company looks to sensitize stakeholders like leaders, managers, team members and women themselves by conducting webinars, campaigns on women friendly policies for managers amongst other initiatives. They also have enabling work environment by creating women friendly policies like Infrastructure guidelines for women friendly units, self-audits for manager on women friendly practices and counseling services. Other programs include incubation of women GETs – Year long program targeted at entry level women engineers, program for women in junior management roles to build a strong talent pipeline for middle management positions, programs to develop High Potential Women Managers as Top leaders.
Vedanta, a globally diversified natural resources company is committed towards providing equal opportunities to all its employees. Vedanta is globally amongst top natural resources companies as far as its gender diversity ratio is concerned. The company’s Board has a 13% representation of women and has set out a target to reach to 33% by 2020. The Company believes that diverse individuals (including gender, ethnicity and experiences) bring varied perspectives, collaborative decision making and ideas to the organisation and collectively can create superior outcomes. Vedanta considers gender parity and inclusive opportunities as among its top organizational priorities. The company has several innovative employee programmes designed for skill development, personal development, healthcare and ensuring work-life balance. Building upon its employee friendly policies, the company’s maternity leave has been enhanced to 26 weeks. The company has also introduced adoption leave for 12 weeks and paternity leave for 1 week. The company believes that women are increasingly playing an irreplaceable role across societies.
Verizon’s diversity-centric initiatives help employees, network, grow and develop professionally and personally, while striking a good work life balance. One such initiative is “Gradual Return to Work (GRW)” for new/expectant mothers which provide them with a host of flexible options ranging from work from home or office to availing unpaid leave up to 6-8 months, beyond the regular maternity leave. One month of GRW option is available in case of child adoption and miscarriage. Other benefits like Flexi/Remote work and paternity leave aid in encouraging women to take up challenging roles and equip fathers to share responsibility & create supportive home environment. “Anchor program” is another signature initiative that acts as a catalyst in advancement and mentoring of top talent women by senior leaders within the organization. To enrich the leadership talent pool, programs like executive coaching, “Effective leadership”, “Driving Value with Business Acumen” are run on a regular basis. “Unleash your potential” and Brown Bag sessions fuel the ambition of women by connecting them with role models within and across the industry. Networking opportunities are offered through employee resource group like WAVE (Women Association for Verizon Employees) to channel growth and professional development of employees.
Visa strives to create a work environment that fosters the growth and development of women. These efforts go beyond serving basic needs and look to provide benefits that accelerate growth and opportunity for female employees. Visa finds top female talent via diversity referral programs and has made significant investments in industry conferences. In addition to maternity and PTO, Visa has taken extra steps to provide flex time. Visa also has transportation services for women to reach their homes safely when they work beyond normal working hours. Employee Resource Groups make it possible to celebrate our diversity, with sponsored events like International Women’s Day celebrations, and partnerships with community organizations that provide more opportunities for women, their careers, and families.
"Corporate India’s focus on recruiting and expanding their women employee base is laudable. Going by the data (a 5% increase in women’s representation in one year), the Best Companies for Women in India may get to their goal of gender balance in another 5-6 years’ time! Whilst it is encouraging to note that many companies have introduced new policies to retain valuable women talent, this trend still remains nascent in traditional services industry and there is a need for industries such as manufacturing and infrastructure to leverage the opportunity of an increase in employable women talent. In the years to come, BCWI will further strengthen the ecosystem for women professionals in India Inc., raising the bar each year and catalyzing its journey to gender balance."
Dr. Saundarya Rajesh, Founder - President, AVTAR Group
"We are delighted that BCWI has set a benchmark among companies to initiate more women inclusive polices. The impact that BCWI has created in the Indian market, where companies have recognized the need for having women in the workforce and have diligently worked towards introducing best practices is truly remarkable. We have noticed that this is not just at an entry level but across all levels, which is very encouraging for women employees in the company. I congratulate all the winning companies and hope to see a continued expansion of inclusive and women-friendly policies."
Subha V. Barry, Vice President - General Manager, Working Mother Media