2017 - Top 10 Best Companies
Join us in congratulating and cheering the 2017 Best Companies for Women in India!
CONGRATULATIONS TO THE WINNERS!
Accenture Solutions Private Limited
Accenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations. Combining unmatched experience and specialized skills across more than 40 industries and all business functions – underpinned by the world’s largest delivery network – Accenture works at the intersection of business and technology to help clients improve their performance and create sustainable value for their stakeholders. With more than 411,000 people serving clients in more than 120 countries, Accenture drives innovation to improve the way the world works and lives.
At Accenture, Inclusion and Diversity is integral to business and they believe diversity makes them smarter and more innovative.
I&D at Accenture India is driven by a cohesive I&D strategy, that is underpinned by their Talent Ambition to be the most inclusive and diverse organization in the world, shaped by insights from original thought leadership driven research, market intelligence, data analytics and defined talent strategy, further driven by employees, along with guardrails of measurement of outcomes and accountability of leaders. In FY17, Accenture made a global commitment to be gender equal by the year 2025, along with increasing women representation at leadership level to 25% by 2020. While significantly growing its talent base in India over the past decade, Accenture has always had a sustained focus on diversity. Today, more than 1/3rd of 150,000+ people at Accenture in India, are women, and are proud of their contribution to Accenture’s success.
For the inclusion of women at every level of the organization, Accenture offers an environment and culture that develops, empowers and enables them to thrive through their career and life stages, and lead successful and intentional careers as they learn and grow. Accenture has consistently elevated the discourse on Gender diversity, both within the organization as well as at the cross-industry level. An industry-leading parental leave policy where Adoption and Surrogacy leave = Maternity Leave at 26 weeks+ 12 weeks of unpaid leave of absence, up from the statutory guideline of 12 weeks paid leave. In addition, new mothers are also entitled to an additional 4 weeks paid leave in case of pregnancy-related illness.
At Accenture, men play an active role as advocates of gender diversity and leaders consistently engage in fostering a culture of inclusion in their businesses by sponsoring and advocating for diversity. Supported by a strong leadership governance structure, Accenture continues to meet and exceed diversity targets that it sets for itself
It is Accenture’s commitment to inclusion and diversity that enables the organization to ensure sustained growth for its clients and the larger communities in which it operates. Accenture is proud of the accomplishments and recognition it has received for its inclusion and diversity practices.
For Accenture, the focus on diversity is about doing the right thing – for our people, our communities and our business.
It makes us stronger and more successful. We have had a long-standing commitment to gender diversity,
and remain focused on pushing boundaries to drive the growth and success of women at Accenture and in the community, we live and work in
Rekha M. MenonChairman and Senior Managing Director,Accenture India
Deloitte in India
Being Distinctively Deloitte
In an era of heightened corporate transparency, greater workforce mobility, and more millennials in the workforce, culture is one of the top priorities in an organization. The unique culture of Deloitte is built on the foundation of empowerment, inclusion, and advancement with a leadership group that believes in the philosophy of Connect, Develop, and Care to provide a world class talent experience. With this philosophy, Deloitte has created an irresistible, agile, and differentiated brand in the marketplace.
What makes Deloitte distinct?
The firm provides – talent experience and rewards that you would expect from the undisputed leader. They encourage the entrepreneurial spirit of leaders and professionals, and embrace the diversity of thoughts and experiences. A culture focused on well-being, the firm respects the well-being and work-life choices that its people make and encourages a holistic view of well-being in and outside of work. Deloitte’s competitive benefits as part of its “Total Rewards” philosophy are comprehensive, tax-friendly, internally equitable, and it helps in creating a caring culture. Under the umbrella of DCare, the firm provides various benefits to its people like, DMom (program to provide support to mothers on maternity), EmoFit (program for emotional wellbeing of professionals and their families), Insured (insurance benefit for professionals, their parents and parents-in-law).
As an incubator of exceptional talent and women’s leadership, the firm’s approach is focused on creating an environment of inclusion and support. For its women professionals, this is enabled by providing relevant resources and learning programs, embedding flexibility into teams, and encouragement at all levels to engage in open and honest discussions about their careers, especially from male leaders. DWin initiative is a program launched to focus on women leaders and providing opportunities for their growth. The organization also provides women professionals with tailored benefits, programs, and resources to support them and their families throughout life’s major milestones.
Deloitte believes in a holistic approach to wellbeing for all its professionals. “Empowered Well-being” is the organization’s response to help its workforce balance personal and professional commitments while leading healthy and purposeful lives. Empowered Well-being provides professionals access to tools, resources and encouragement to make individual choices that positively impact their personal well-being. Built on the foundation of flexibility, the program encompasses the core aspects of nurturing a healthy body and a positive mindset while creating a sense of purpose to help each professional stay productive and involved.
In essence, Deloitte brings out the best of every professional to deliver the best that the firm has to offer to the clients, people, and communities.
Inclusion is the way of life at Deloitte! Inclusion is looking beyond visible differences and encouraging diversity in thoughts and beliefs. Working with professionals belonging to different backgrounds, cultures and thinking styles, helps our talent become better leaders and professionals leading to their enrichment and empowerment. Inclusion then is about leveraging global expertise to address complex business challenges faced by our clients, serve them with distinction and make an impact that matters.
Bhavani BalasubramanianPartner, Deloitte India
At Deloitte, Inclusion remains pivotal to our culture of empowerment, opportunity, enrichment, equity and excellence. This helps us develop and maintain strong connections and enables us to continuously grow, create value and deliver excellence in all that we do.
Amita KasbekarVice President, Deloitte Consulting India Pvt. Ltd.
Accelerating gender parity, within EY and outside, takes on a sense of urgency with the Global Gender Gap Report predicting 170 years to achieve it. EY continues to focus on building an inclusive workplace that helps women employees hone their skills and grow into stellar leaders through purposeful actions and strategic programs.
Key initiatives towards thisare:
Tracking the leadership pipeline: EY conducts a detailed performance review every year to identify high-potential woman employees in senior manager or higher ranks. They are nurtured through focused development experiences, career sponsorship, mentoring, coaching and exposure to critical assignments.
Leadership development workshops: All the high potential women undergo a 2-day leadership development workshop. The workshop encourages them to explore their own personal leadership styles
Focused group discussions (FGDs): FGDs help EY connect with its woman employees to find what works for them and address the challenges they face in career progression.
You Inc.: You Inc. is EY’s bespoke program for its woman employees (senior manager and above) to strengthen their personal brand.
ReWrite& Back in Game: These are EY’s second career programs that aim to bring back eligible women who have taken a career break as full-time employees (and not on internships). It also supports their transition by building a structured support system.
Intentional Career Path Program (ICP): The ICP program coaches women on strategically building their career trajectories by helping them manage their professional challenges.
My Life: The program provides flexible working options to the employees. EY managers are sensitized to enable work flexibility.
EY@Work: In addition to the flexible work arrangement policy, EY’s new workplace concept provides employees with a trust-based, flexible environment designed for activity-based working.
Enhanced maternity benefit: EY implemented a fully paid maternity leave of up to 26 weeks for the first two children, before the new regulatory act was enforced.
GDS Mentoring on Maternity (GDS MOM) and MomEY – Break and Beyond: This maternity and transition support program is for mothers-to-be and maternity returners. EY conducts exclusive workshops to sensitize the managers of expectant and new mothers in their teams.
Other initiatives for creating an inclusive environment: RecruitHER –RecruitHER brings in 360 degree focus on hiring women - from campuses and laterally. EY engages with prospective women candidates through social media extending opportunities. They engage with diversity vendors, provide enhanced referral bonus and sensitize hiring managers on unconscious biases on engaging with women on career break.
Employee Resource Groups
- EY GDS Professional Networks and EY Women’s India Network allow employees to connect professionally, build relationships and learn from each other.
- The Working Parent’s Network provides a support system for new, expectant and experienced parents in managing personal and career challenges.
- EY GDS Visionaries leverages the digitally native millennial population to steer the organization forward.
Awareness on Unconscious Bias: Theatre style gender sensitization sessions are conducted to create awareness on unconscious bias and break stereotypes. EY conducts various campaigns including a month-long education and awareness campaign that is held for managers. Before every review committee formation, managers undergo the Unconscious Bias training to ensure fair performance appraisals.
D&I Awards: To acknowledge individuals who are inclusive leaders and progressive thinkers, EY extends D&I Role Model, Catalyst and Rising Star awards.
All-gender restrooms: In 2016, EY instated all-gender restrooms across the offices in India.
At EY, the inclusiveness philosophy covers not just women, but all employees across the diversity spectrum. This is to ensure every employee at EY is able to bring their whole selves to work, every day.
We are committed to providing our women a supportive ecosystem in an ever changing disruptive business environment. We want our women to have rewarding careers, achieve their fullest potential, and benefit from the exceptional EY experience.
Gwen M. RyanOperations Leader, EY Global Delivery Services
We nurture a diverse workforce by providing an environment where our women colleagues can contribute their best. From the time of hiring to advancing career aspirations of our women colleagues and building our leadership pipeline, our goal is to provide the right level of support and mentoring to make their EY journey more fulfilling and rewarding.
Rajiv MemaniChairman – EY India Region & Global Emerging Markets
IBM INDIA PVT. LTD
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” As a company that has reinvented it’s business constantly from a tabulating, hardware & software company to a cognitive solutions, cloud platform and digital organization, IBM’s “defining moments” on advancement of women mirror this constant evolution and focus to stay relevant to their clients, constituents and the marketplace.
Since 1899, even before legislations and compliance drove gender diversity 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 their full innovation capability, and increasing societal impact through strategic partnerships with premier institutions, policy makers and government.
This strong foundation has been effectively leveraged by IBM in India since the early 1990s – attracting, developing and growing women talent, translating what often is mere ‘corporate speak’ to something ‘real’ for an individual IBMer. In a lighter vein, they call it the “been there, done that and what next” syndrome. IBM India’s commitment to advancing women can be looked through a 2-angled lens: Bridging the workplace & marketplace.
Tanmatra is a leadership development program targeted at women in the top echelon of the leadership pipeline. It is the brainchild of IBM in partnership with IIM-B and Catalyst India. The objective is to develop general management skills for the cohort and the context is intentionally external facing. There are on average 10+ organizations (cross – industry verticals) that send their high potentials to the program on a yearly basis.
IBM’s Corporate Service Corps (CSC) program is another one of its kind leadership development initiative of high potentials. Teams of 25 – 30 IBMers per assignment, are deployed to emerging markets to consult with start - ups and grassroots organizations on a host of business topics: strategy, IT, financial management, operations. Till date, approx. 300+ women leaders from IBM India have been impacted by this development exposure, across the world.
The IBM Corporation provides an environment rich in career and leadership opportunities, with many programs and resources available to women to advance their career. The IBM Leadership Academy, women specific leadership development offerings, rotational programs, mentoring, stretch assignment opportunities, are great examples of access to tools and training women have to help them in their career and leadership journey.
Disha: is a one of a kind intervention targeted at emerging top talent women. The initiative was customized to empower young women with high potential before they “leak” from the workforce on account of a variety of reasons. Building a strong career identity capable of weathering many work life cycle storms is at the heart of this intervention. Run in partnership with AVTAR, Disha meaning “direction”, provides just that: an intentional, career path and direction for aspiring young women leaders.
Building Relationship and Influencing (BRI) is a program for high potential women leaders, two to four years away from promotion to an executive role. Participants engage in experiential and action-centered learning that helps them develop business relationship and influencing capabilities. This increases their internal confidence and inner competence, laying the foundations for a shift in how they see themselves. In addition to this formal learning, participants become part of an online community, and are exposed to opportunities for mentorship.
IBM recognises that the women that we develop today will help advance and lead the business of the future. Our company has long had industry-leading policies focused on attracting, developing and retaining women talent, globally and locally. It is an honour to be part of the Working Mother and AVTAR Top 10 Best companies for Women, as it is aligned with IBM's goal of building women leaders who will contribute to the transformation of our business and mentoring the next generation of talent.
Dilpreet SinghVP & HR Head, IBM India Pvt Ltd
NORTHERN TRUST BANK
Northern Trust Corporation is a leading provider of wealth management, asset servicing, asset management and banking to corporations, institutions, affluent families and individuals. Northern Operating Services Private Limited (NOSPL) was incorporated in 2005 in Bangalore, India and is committed to hiring, developing and retaining a diverse workforce and fostering a culture of inclusion.
The organization has an overall representation of 43% women in India. Diversity and Inclusion is a strategic priority at NOSPL and is driven by the executive management team. Gender diversity is tracked across all people practices drive.There are targeted talent acquisition drives for women as well as focused hiring women for senior leadership positions. Within the organization, career interventions like the talent assessment program identifies and develops a pipeline of talented female leaders for senior leadership positions.
The annual Chairman's Diversity Advocate Award Program recognizes employees who champion and make contributions to the company’s diversity efforts. All employees go through a training program on Diversity and Inclusion titled Open Minds as part of their induction.
Safety and wellbeing are central to NOSPL’s talent management strategy. NOSPL provides transportation to all employees with additional security features for women employees. A centralized transport command center monitors movement of vehicles, all vehicles are GPS (Global Positioning System) and RFID (Radio-frequency identification) enabled, security guard for women employees and mobile application to track and communicate with the Transport desk. Dedicated parking slots are provided for women who are expecting a child.
As a part of the larger competitive benefits offering, NOSPL has tied up with leading child care centres which are in close proximity to the offices. NOSPL has committed to provide financial support for child care to working mothers as they return to work from maternity leave.
NOSPL offers a very generous parental leave offering including 14 days of paternity leave for all male employees and 12 weeks of adoption leave for primary caregivers. Financial assistance is provided for infertility treatments. Most recently, the organization has introduced an adoption assistance program for all employees.The Employee Assistance Program (EAP), provides confidential assistance to resolve the broad range of personal problems such as stress, grief, relationship concerns and even legal or financial questions that may be affecting the lives of the employees and their families.
As part of the work life integration programs, NOSPL has an alternate working option policy which provides options for different types of flexible working arrangements including remote work, compressed working schedules, flexible time, part time working and telecommuting.
NOSPL’s Women in Leadership business resource council supports the career development of women and organizes several sessions on topics related to the professional development of women. As a way forward this council will work towards developing the female talent pipeline as well as position NOSPL as a great place to work for women in external forums.
A competitive benefits offering covering different areas including educational assistance, employee discounts, subsidized health care checkups and different initiatives related to employee wellness complement all of the above initiatives in building a supportive work environment for the employees.
Northern Operating Services Private Limited is committed to fostering and supporting a diverse and inclusive culture where every partner is welcomed, valued and respected. NOSPL’s journey towards inclusion is ongoing and the company firmly believes they are making positive steps towards this.
At Northern Trust, we are committed to building a diverse and inclusive workforce. We strongly believe that a diverse and inclusive workforce acts as a catalyst for organizational advancement through diversity of thought, ability and perspective. To this end, our leadership team is committed to institutionalizing a culture of diversity and inclusion within our organization and we strive to establish ourselves as a leader in diversity and inclusion in India.
Mosur SaisekarSenior Vice President & Chief Executive Officer (India)
PEOPLE COMBINE EDUCATIONAL INITIATIVES LTD
“There is no chance of the welfare of the world unless the condition of women is improved. It is not possible for a bird to fly on one wing” – Swami Vivekananda.
People Combine Educational Initiatives Pvt. Ltd provides an environment which is truly diverse and give equal opportunities to one and all. People Combine focuses on this philosophy which reflects in its vision, mission and core values. Also as a name endeavors “People Combine”, the company is “People” first. People are at the heart of every initiative and policy. They seek people with whom they can “Imagine Together” and who embody People Combine’s core values of unity, integrity, accountability, enthusiasm and compassion. These have been ingrained in every employee at People Combine creating a vibrant and healthy organization.
Women are undoubtedly the backbone of any society. At People Combine, delivering multiple roles effortlessly by doting daughters, caring mothers, competent colleagues and a wide range of many other roles are played by women around flawlessly with grace. People Combine employs a large number of women and that number has increased exponentially to 866 women employees in the year 2016. There are 171 female managers, 36 senior managers and 7 corporate executives(C-suite).
“There is no limit to what we, as women, can accomplish, whether that’s in politics or other fields” – Michelle Obama. The company has initiated various women centric programs at People Combine, which not only focus on the goal of building women leaders but also on how customized it can be during the journey of becoming a leader. In 2016, People Combine initiated a formal sponsorship program, and they had 86 women participation as sponsee. In 2016, they had 516 (increased from 368 in 2015) women employees who actively participated in mentoring program. In the Career Counselling program 258 women employees participated and the key objective of the program was to determine the best direction for their career. To help established and emerging female executives become extraordinary leaders, they organized leadership and executive programs. 69 women employees participated in Leadership training program. 17 women in executive coaching and 72 women were considered in formal executive succession planning. The female managers were sent to leadership programs in IIM – Bangalore, ISB and IB Leadership program in Singapore.
People Combine has a structured policy which helps both the women employees as well as the new reporting manager on how to make the rotation successful. In addition to this they have ACDC Program for identifying Women Leaders & promoting them to Leadership positions. At the start of year based on self-nominations women employees enroll themselves for leadership program. The nominations are screened and selected. This program has been very successful and in mid manager level they have been able to close greater than 90% of positions internally.
“I never dreamed about success I worked for it – Estee Lauder.” There is a high potential program wherein the company identifies women leaders during the appraisal process. Additional tasks & training is provided. This program is named as Fast Tracker – wherein a women Employee can move up the corporate ladder quickly for them there is1:1 Executive coaching, and 100% fast track employees are covered in the program.
There is more than one instance wherein a women employee who joined at the entry level of the organization is now leading a strategic business unit. There is no dearth of opportunity to someone who is willing to climb the ladder of success. Today there are 7 women employees in CE category of which 4 women (@60%) employees have risen through the ranks. They joined at Executive level and today they are heading a Strategic Business Unit. For E.g. Hema Sanjay – Principal, joined as Assistant Teacher & moved up the ranks. Similarly, in Senior Manager Category 32 women (80%) employees have risen through ranks out of 36 women employees. Till date they have hired 1134 women employees who have joined as Second Career. Last year they hired 101 women employees as second career and year before last the figure was 90 women employees.
“At People Combine multitude of initiatives in sync with our core values are conceptualized and effectively implemented to ensure that we make this organization the best place for working women. The results speak for themselves as consecutively for the second time in a row People Combine is ranked in top 10.”– Rajeev Tupsakri, Chief People Officer.
At People Combine multitude of initiatives in sync with our core values are conceptualized and effectively implemented to ensure that we make this organization the best place for working women. The results speak for themselves as consecutively for the second time in a row People Combine is ranked in top 10.
Mr. Rajeev TupsakriChief People Officer
PROCTER & GAMBLE
P&G has steadily made progress on Diversity & Inclusion over the years. Today, P&G has the most diverse workforce in the company’s history, with more than 145 nationalities and over 44,000 women employees. The Indian workforce is young (average age of 30 years) and they strive to create a culture where “Everyone Valued, Everyone Included, Everyone performing at their PEAK”.
Some of the key efforts / initiatives include
Integration into Core Talent Processes: Built into P&G’s talent evaluation is a systemic review of our diversity profile (Hires / Exits / Fair Share Ratings & Promotions). The company has integrated insights on how men and women express career aspirations differently into manager coaching guides/trainings. They also incorporated a research insight that women are disadvantaged because they are not placed in high impact roles. Today, they identify top talent women early and support their learning and growth by providing progressively broader and more challenging roles that will prepare them for increasing levels of responsibility. For the most talented women (sponsored by Functional leaders), concerted efforts are made over time to ensure that they are placed into highly visible and high impact roles for the Company which both accelerates their development and provides them broader exposure.
Inclusion & Diversity Council: The I&D Council is sponsored by the CEO and includes Leaders from Sales, Marketing, Manufacturing and HR. The purpose of the I&D Council is to sponsor D&I activities, track status and provide insight. The council tracks progress on key metrics such as hiring / number in mission critical roles / promotion / rating / usage of flex / top talent to ensure women are represented at fair share or more. The council sponsors key D&I events including a 2-day internal D&I Forum called REACH. This was attended by 110 Women + 40 Manager of Others from >10 locations.
Training for corporate executives: To combat unconscious biases, 90% of India corporate executives have undergone a 6-hour workshop on intentionally inclusive leadership (IIL). The intent of the workshop is to ensure that executives are aware of their operating biases and take steps to proactively manage them.
Sponsors Day / Family Day: P&G has an annual family day at each location where families are encouraged to visit the office / interact with leaders with the intent of instilling pride in the Company. As part of Sponsors Day, they invite “sponsors” of both male / female employees (spouse / parents / grandparents / siblings / children) and celebrate them. Sponsors are invited for office tours. Employee stories are shared. Employees & Leadership acknowledge the contribution of Sponsors to the continued success of the Company.
Using the company’s voice in advertising & media for Gender Equality: P&G has launched multiple brand initiatives that impact women, their families, and their communities to improve lives. Examples include Whisper ‘Touch the Pickle’ and ‘Like A Girl’, Ariel’s ‘Share the Load’ and Pampers ‘It takes two’.
As a company, we believe in the power of diversity and not just because it is the right thing to do but because we value diversity in thinking that builds the business. It is also reflective of the markets and consumers we serve. Gender Diversity presents a compelling business and global citizenship opportunity. We improve the lives of 2.5 billion women and girls in virtually every part of the world every day through our brands, products and education programs.
Al RajwaniMD & CEO, ISC, P&G
SCHNEIDER ELECTRIC INDIA
Schneider believes that a movement for change begins with a shift in mindsets and its possibility of effecting major change that lead them to enthusiastically embrace the HeforShe Campaign - the results of which have proved all the expectations true!
HeForShe is a UN campaign which encourages men to be advocates for gender equality. Schneider Electric is proud to be selected as one of the Impact 10*10*10* (UN women selected 10 countries, 10 universities and 10 corporates around the globe) corporate champions for the HeforShe movement. Anil Chaudhry, Managing Director & President India has committed to the following towards pushing forward the HeforShe agenda in India:
- Increase the overall gender ratio at the workplace year-on-year
At Schneider, we advocate diversity as a core value and a key metric of success. Gender balance for us is about creating a diverse workplace enriched by different cultures, backgrounds and generations of individuals. Diversity brings in a more innovative approach to business issues and as a practice, which is now part of the DNA of our business, we support advancement of women’s career through to executive levels. We have a flexible working policy to encourage and motivate women to join work after a sabbatical. We have also enhanced our sabbatical policy to include elderly care and children’s education. Along with this we have a robust day care policy wherein all our manufacturing units have in-house crèches. This is the extensive support network which is made available for our professionals to make the aspiration of a diverse workplace real one.
Mr. Anil ChaudhryManaging Director & Country President India
SHELL INDIA MARKETS PVT. LTD
Shell has a proud heritage of celebrating its people and has always been a pioneer in the journey of diversity and inclusion.
For Shell, diversity and inclusion (D&I) are key drivers of value. Their global theme of ‘Balance means Business’ is built on the foundation that better gender balance leads to greater business performance.
Shell has a host of policies that offer a suite of options to staff including Maternity Leave Policy, Part time Working Policy, Child Care Policy, Sabbatical Policy. In fact Shell, has been leading these policies by having maternity and maternal of 6 months even before the regulation by Govt.
Shell is proud of our efforts in making our company a great place to work for women and are grateful for the recognition. We understand the need to collaboratively learn and share best practices to deliver the shared vision we have, as a community. We truly admire and respect the many roles women play, both personally and professionally. Irrespective of gender, culture and sexual orientation, we have worked hard to create an environment that allows everyone to thrive in. It is not a 'nice to do' or 'checkbox exercise' for us, it is a way of life and we are committed to the journey while welcoming any help we can get.
Mr. Nitin PrasadChairman, Shell India
TATA CONSULTANCY SERVICES
Inclusiveness & Diversity has been the core culture at TCS. This attribute has not only strengthened TCS’ customer base, emotional quotient, high integrity, creative and innovative solutions to new age problems, but has also established TCS as future ready organization.
Diversity is a given in TCS and the success of TCS’ culture of inclusiveness reflects in the strong contribution of its women workforce towards the bottom line and employee retention, being highest in the IT industry. An attribute that has earned the organization many accolades worldwide, most prominent being the TCS’ GoIT program to overcome shortage of women who pursue careers in STEM.
With a gender diversity ratio of 35%, TCS provides equal opportunities to diverse workforce of over 380,000 employees. TCS has focused on building and sustaining more women leaders and have created unique programs to support their career advancement. 11% of TCS’ senior leaders are women, with many of them holding P&L responsibilities, globally. Among 84% of Gen-Y employees, TCS’ gender ratio at the fresh graduate level is whopping 47%. TCS not only hires higher number of women but also is able to develop, motivate and retain them to take up key positions.
I am delighted that TCS has emerged as one of the top 10 companies for Women. We believe that a diverse workforce provides a holistic view and brings in different capabilities & perspectives to formulate a business strategy for the growth of an organization. Our focus on diversity & inclusion and the effort to retain talent by implementing people friendly policies so that they realize their potential and grow with the organization is helping us in our journey.
Ajoy MukherjeeExecutive Vice President & Global Head, Human Resources
"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