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NURTURING HUMAN CAPITAL

Focusing on Human Development

From gender diversity to occupational safety, TCS’ HR strategy covers all aspects of employee well-being.

 

TCS provides its global, diverse workforce with a stimulating environment to aid both their personal and professional development. As on March 31, 2017, 387,223 employees worked with the company and its subsidiaries. Our workforce is predominantly young, with an average age of 29.7 years. TCS has been leveraging digital technologies extensively to reimagine its talent acquisition, talent development, and engagement functions.

Academic institutes are key partners in TCS’ talent acquisition strategy, and we remain the preferred employer at leading engineering campuses across India. Campus Commune, our academic engagement portal that helps students collaborate with their peer groups globally, now has over one million members registered across 19 countries. We also use programming contests such as TESTimony, EngiNx, GameOn, and CodeVita to spot and hire top talent.

Progressive Working Environment

TCS is an equal opportunity employer, and subscribes to the Tata Code of Conduct in embracing diversity in race, nationality, religion, ancestry, marital status, gender, age, ethnic origin, physical ability, and sexual orientation. Today, we are one of the world’s largest employers of women. Progressive policies such as extended parental leave, a mentoring program for junior women employees, special leadership development programs for senior employees, a virtual support group on child psychology, and parenting workshops for working parents have gone toward making the workplace more employee-friendly.

Our Center of Excellence for Accessibility works on IT solutions for differently-abled individuals, aiding their integration into the workforce. TCS also runs multiple initiatives to help employees grow in their careers, such as CareerHub, a platform that provides them with mentoring services. We also run Inspire, a specialized program that provides fast-track career progression to high-potential employees. Periodic leadership reviews help us maintain a healthy succession pipeline.

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TCS follows both the Tata Group Safety Policy and its Occupational Health and Safety (OHS) Policy to ensure the well-being of its employees. While we continue to focus on fire safety; ergonomics; work environment management; office safety; and road safety in company-provided transport, we have extended the scope beyond the workplace to incidents that may occur outside of working hours.

Safety First, Always

To make TCS a zero-fatality organization, we launched the Safety First initiative in May 2014. Since then, an internal team from across locations has worked towards reducing fatalities in road accidents, crimes, and self-harm incidents. Apart from initiatives to provide associates a safety net at the team- and location-level, counselling sessions are regularly held on domestic issues, personal stress, and relationship issues. Training and awareness sessions about self-harm are also conducted.

TCS has also deployed a location-specific Night Exit Policy, and arranges for free airport pick-up and drop facilities for women associates. In FY17, we launched a weekly Safety Evangelist mailer campaign, as part of which TCSers share their personal experiences of safety incidents. More than 100 associates have come forward to share their stories with the TCS network. We have also released a carpooling app called Ko-Ride with an intent to help associates reach work safely, and contribute towards environmental sustainability.