We strive to ensure representation of all identity segments. This involves examining job roles, career levels, and job locations to help identify business units / geographies that are realizing meaningful progress or areas that are lagging and need a renewed focus on equal opportunity and inclusion. Our effort toward representation traverses hiring and allocation, job roles, retention, and career progression opportunities.

Engagement within the employee community is what helps us gauge the impact of our initiatives in the inclusion space.. Our workplace engagement enablers are the TCS Employee Resource Groups (ERGs). The ERGs collectively serve as a safe space for the TCS community to meet, ideate, solve, and share experiences, learnings, and concerns. The groups are catalysts that create opportunities for meaningful dialogue. We also structure celebration months planned for year-long to ensure employee engagement and participation.

Cultural inclusion is an integral part of sustainable development at TCS. We believe it deepens our understanding and appreciation of each other’s identities and builds a more inclusive, innovative, and forward-thinking organization.
As an enterprise, we consistently work at building a culturally safe environment that encourages individuals to take concrete action toward supporting inclusion and raising awareness about the importance of intercultural dialogue. This effort helps tear down stereotypes and creates a safe space to improve understanding and cooperation, all of which play a huge role in employee well-being.

Policies, systems, and processes are the foundation on which a culture of inclusivity is built and maintained at the workplace. As an organization, TCS is committed to creating an equitable, inclusive organization. Toward this endeavor, it is important that while ecosystems get sensitized, policies, and systems get correspondingly upgraded.
Enablement as a pillar focuses on supporting inclusion efforts It presents the rules that define how we as an organization engage with each other at the workplace. At regular intervals, policies are revisited and employee recommendations evaluated then taken ahead for implementation.

Employee development incorporates enhancing existing abilities and skills while seeking to build newer ones to help the organization meet its objectives. Reskilling and upskilling programs serve as instruments that build long-term growth, productivity, and reinforce our ability to retain the best talent.
TCS’ development pillar is designed to focus on employee skills for personal and professional growth. It strives to build adaptive, expansive minds, and presents opportunities where people can strive to be distinct and different as individuals. This includes providing coaching, mentoring, and other training initiatives. All talent development offerings are curated in-house to offer support at any and every juncture of the employee life cycle. Maintaining clear and current succession plans, having leadership programs catering to a varied population, and providing global skills and experiences to all employees are crucial pieces of the development pillar.