In 2022, TCS already employs 200,000 women. This step towards gender inclusivity in TCS has created an ecosystem of equity across genders. It also showcases an enhanced capability through behavioural and mindset shifts. In 2023, TCS featured in the Bloomberg Gender-Equality Index (GEI) for the second consecutive year. GEI is an adapted market capitalisation-weighted index. It monitors the performance of publicly traded companies. It also aims to achieve transparent reporting of gender-related data.
Women in the workforce: Promoting gender inclusivity at TCS
A diverse and inclusive workforce is necessary to drive innovation, foster creativity, and nurture and retain a diverse talent pool. TCS aims to improve the representation of women through sustained intervention at every level.
Women employees and leadership roles
TCS curates customised career growth plans in-house to support every female associate at each juncture of the employee life cycle. It involves maintaining precise and current succession plans and strong leadership programs. The organisation believes in providing women access to career development programs. It also aims to keep an open channel for continual feedback through mentoring and coaching. The goal is to propel women toward taking on leadership roles.
The organisation serves as a founding partner for national initiatives such as US2020, IMPACT2030, CSforAll, STEMconnector, Million Women Mentors (MWM), and Women’s Business Collaborative. As part of this outreach, they have over 2.7 million mentors for girls and women in STEM through MWM. Their outreach empowers thousands of women, underserved youth, and veterans to careers in technology through NPower and the National Center for Women in Technology (NCWIT).
Considerate policies: Another step boosting gender inclusivity at TCS
Prevention of sexual harassment (POSH)
The POSH policy explicitly defines what constitutes sexual harassment and what the redressal processes are. The training is mandatory in countries where POSH training is a regulatory requirement. TCS India has a well-defined policy that details the reasons, entitlement provisions, and the procedure of availing time off under maternity leave for pregnancy or childbirth-related reasons.
Special maternity leave
An additional one month of paid special maternity leave is available for TCS’s women employees on a case-to-case basis. The maternity leave policy accounts for the diverse geographic spread of TCS’ global workforce. Moreover, it aligns with the applicable laws of each respective country. Furthermore, TCS has implemented a flexible and remote working policy for its employees in India. This policy outlines provisions for associates to work remotely and delineates the responsibilities and obligations of associates and other critical stakeholders following an evaluation of individual cases. The flexible work policy accommodates childcare needs, pregnant women associates, or persons with disabilities.
Other DEI-driven policies
TCS has an active HIV/Aids & Disability policy within the DEI policy umbrella for its associates in India. Under the TCS policy for International Assignments (from India to other countries), employees are afforded the opportunity to include their ‘domestic partner’ (inclusive of same-sex partners) and ‘step-child’ as accompanying individuals.
Specifically, the TCS policy for International Assignments (from India to other countries) stipulates that employees have the option to designate their ‘domestic partner’ (including same-sex partners) and ‘step-child’ as travelling companions, thereby ensuring inclusivity and support for diverse family structures among TCS, India, employees.
Gender inclusivity at TCS: LGBTQi+ inclusion
TCS aims to create an environment where LGBTQ+ employees are valued and fully integrated. The organisation fosters inclusivity in the workplace through monthly mentoring sessions. The infrastructure is inclusive, with the introduction of facilities like inclusive washrooms exemplifying TCS’s commitment to creating a welcoming and supportive environment for all employees.
Coaching and mentoring
At TCS, coaching initiatives aimed at all segments of employees create future leaders and foster a culture of continuous learning. TCS Education and Sensitisation initiatives are pivotal in ensuring that associates gain a deeper understanding of Diversity, Equity, and Inclusion (DEI) principles. The Diversity Basics program reinforces DEI concepts. It provides insights into various diverse identity segments, inclusive language recommendations, and strategies for understanding biases and utilising appropriate jargon in the workplace.
Furthermore, TCS offers a Culture and Diversity web-based mandatory training program designed to equip employees with a foundational knowledge of diversity concepts across a spectrum. It encompasses gender, LGBTQ+, people with disabilities, and generational diversity. These initiatives reflect TCS’s dedication to fostering an inclusive and respectful work environment for all employees.
Gender inclusivity at TCS: The final thoughts
TCS has several policies promoting inclusion and diversity. It sets a commendable example for organisations worldwide. Through initiatives like the Diversity Basics program, TCS not only educates its employees on DEI concepts but also emphasises the importance of inclusive language in the workplace.
Furthermore, TCS’s commitment to recognising and promoting neurodiversity and inclusion of persons with disabilities (PWDs) creates an environment where every individual’s unique abilities are valued and celebrated. From accessible physical spaces to inclusive hiring practices, TCS ensures that diversity is not just a buzzword but a lived reality. As an equal-opportunity employer, TCS fosters a workplace where everyone has the opportunity to thrive and contribute to our collective success.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
