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Inclusion without exception

At TCS, we know that our diverse workforce, which is a competitive advantage, drives performance and profitability, and creates a rich culture of varied ideas, mindsets, and possibilities. We aim to leverage individual strengths and power innovation to build a ‘future forward’ mindset through the lens of human relationships.

TCS is a value driven multi-dimensional organization that creates an equitable work environment for all. Our Diversity, Equity, and Inclusion (DEI) framework, which is a part of our LeaD (Leadership and Diversity) function, has progressed over the years and moved to a segment-based focus, earmarking the various facets of diversity—gender inclusion, LGBTQ+ inclusion, people with disability, neurodiversity inclusion, and race and ethnicity inclusion.
 


Our focus on ‘Inclusion without Exception’ is driven by a five-pillar approach to DEI: Representation, Ecosystem, Enablement, Engagement, and Development.

 

Diverse Identity Segments

TCS’ Diversity, Equity, and Inclusion framework is segment-based, and focuses on the various facets of Diversity, with a simple motto—“Inclusion without Exception.”

Gender Inclusion aims to create an eco-system of equity across genders, while enhancing capability and capacity through behavioral and mindset shifts.

LGBTQ+ Inclusion aims to create a new normal in inclusion at TCS, where every community member feels psychologically safe to bring their authentic selves to work.

People with Disability and Neurodiversity Inclusion aims to remove the culture of silence and stigma around disability through an environment of access and knowledge.

Diversity and Culture Inclusion aims to strengthen a multicultural mindset to communicate and collaborate across cultural boundaries.

Race and Ethnic Diversity aims to ensure all persons, irrespective of race, nationality, ethnic origin, caste, and religion, have equal opportunities of representation, engagement, knowledge, development, and career progression, without discrimination

TCS’ DEI offerings are based on the ‘Diversity of the Mind’ pedagogy, a unique model built on inner attributes and external behaviors that helps explore and leverage the potential of people diversity and the cognitive intelligence of people at the workplace.

Employee Resource Groups (ERGs)

TCS’ Employee Resource Groups are voluntary workplace groups where our associates get the opportunity to discuss shared interests and experiences. The ERGs are also largely utilized to network, provide support, and enhance professional and personal development.

The ERGs at TCS:

  • Create a psychologically safe space which encourages employees to bring their authentic self to work
  • Build a platform for communities to contribute to the organizational diversity, equity, and inclusion strategy through cross functional teams (CFT)
  • Co-create and curate educational and development programs; enable inclusive and accessible systems and infrastructure
  • Mobilize allies of diversity
  • Create opportunities to support personal and professional aspirations

 

Our ERGs, detailed below, follow the TATA Code of Conduct and General Data Protection Regulation (GDPR) requirements.
 

 

 

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Network of Outstanding Women:  An ecosystem of equity across genders and enhance capability and capacity through behavioral and mindset shifts.

Shifting the gender dial has always been a key focus area for TCS. As an organization, our focus is to retain women through engagement, enablement, development, and creating an ecosystem that is conducive to this. In March 2020, ‘TCS NOW-Network of Outstanding Women’ was created to provide our women associates a platform to collaborate, connect, co-create, learn, and grow by seeking personal and professional support from each other.


 


 

ARISE: A forum for the African American and Black community to come together, share experiences and extend support.

TCS initiated race and ethnicity as a diversity identity segment in 2020. The ERG ARISE, for the African American and Black community, was launched in May 2020 in the US. It has a membership of over 500 people, including those from the community and allies. TCS ARISE is an organizational commitment toward race inclusion, especially in the light of the Black Lives Matter movement.


 

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QOLORS: A platform for TCS’ LGBTQ+ community to interact, encourage dialogue, and share thoughts on workplace inclusivity.

TCS is committed to LGBTQ+ (Lesbian Gay Bisexual Transgender Queer +) inclusion. We believe in fostering an environment where all associates feel respected, valued, involved, and psychologically safe. We strive to facilitate a work environment that ensures participation of all associates from the LGBTQ+ community and encourage each individual to bring their true self forward. The ERG, QOLORS, launched in June 2018, aims to explore intersectionality and growing together, and is an example of one of TCS’ core values, ‘respect for the individual’.


 


 

ENABLE: A network for persons with disability.

The Disability and Allies Network, ENABLE, was launched in December 2017, abiding by the emerging need and purpose to create a safe space for employees with disability. ENABLE helps them connect and share stories, concerns, and solutions. With this ERG, TCS commits to disability inclusion. 


 

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UNO Parenting: A forum for single parents and allies.

Along with all the joys of parenthood, single parenting brings along a fair share of responsibilities, tasks, and emotions to deal with. UNO Parenting was launched in May 2021 as a forum for single parents and allies to encourage, educate, and empower each other. This ERG is for our associates who want to share their personal stories and learnings with others in similar situations; and to help foster bonds and explore practical solutions in novel ways.

This ERG aims to:

  • Break stereotypes around single parenting
  • Create a safe space for individuals to connect, learn, share
  • Raise awareness and provide emotional and mental support


 


 

PACT – Parents, Allies, Caregivers Together: A discussion forum for those who raise and take care of persons with disability.

While working toward disability inclusion at the workplace, TCS engaged with several parents of children with disability. The issue calls for a separate ERG, as it is different from the needs of our associates with disability. The parents’ experiences are different, their stories are different, their challenges are different, their coping mechanisms are different. By extension, so are those of caregivers of family and friends with disability. Keeping this in mind, a new ERG called PACT (Parents, Allies and Caregivers of children and loved ones with disability), was launched in August 2021.


 

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BRIDGE – Building Relationships in Diverse Generations: A meeting space for people of different generations to share their experiences and perspectives.

To understand interactions between people of different generations and what age diversity means at work, a new ERG called BRIDGE was launched in August 2021. BRIDGE aims at appreciating age-based experiences and perspectives to build flourishing relationships. It also provides employees with an opportunity to learn from each other.  


 


 


 

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TCS NOW

 An ecosystem of equity across genders and enhance capability and capacity through behavioural and mindset shifts.

Shifting the gender dial has always been a key focus area for TCS. As an organization, our focus is to retain women through engagement, enablement, development, and creating an ecosystem that is conducive to this. In March 2020, ‘TCS NOW-Network of Outstanding Women’ was created to provide our women associates a platform to collaborate, connect, co-create, learn, and grow by seeking personal and professional support from each other.


 

Picture


TCS ARISE

 A forum for the African American and Black  community to come together, share experiences and extend support.

TCS initiated race and ethnicity as a diversity identity segment in 2020. The ERG ARISE, for the African American and Black community, was launched in May 2020 in the US. It has a membership of over 500 people, including those from the community and allies. TCS ARISE is an organizational commitment toward race inclusion, especially in the light of the Black Lives Matter movement.


 

Picture


TCS QOLORS

A platform for TCS’ LGBTQ+ community to interact, encourage dialogue, and share thoughts on workplace inclusivity.

TCS is committed to LGBTQ+ (Lesbian Gay Bisexual Transgender Queer +) inclusion. We believe in fostering an environment where all associates feel respected, valued, involved, and psychologically safe. We strive to facilitate a work environment that ensures participation of all associates from the LGBTQ+ community and encourage each individual to bring their true self forward. The ERG, QOLORS, launched in June 2018, aims to explore intersectionality and growing together, and is an example of one of TCS’ core values, ‘respect for the individual’. 


 

Picture


TCS ENABLE

 A network for persons with disability.

The Disability and Allies Network, ENABLE, was launched in December 2017, abiding by the emerging need and purpose to create a safe space for employees with disability. ENABLE helps them connect and share stories, concerns, and solutions. With this ERG, TCS commits to disability inclusion. 


 

Picture


UNO Parenting

A forum for single parents and allies.

Along with all the joys of parenthood, single parenting brings along a fair share of responsibilities, tasks, and emotions to deal with. UNO Parenting was launched in May 2021 as a forum for single parents and allies to encourage, educate, and empower each other. This ERG is for our associates who want to share their personal stories and learnings with others in similar situations; and to help foster bonds and explore practical solutions in novel ways.

This ERG aims to:

  • Break stereotypes around single parenting
  • Create a safe space for individuals to connect, learn, share
  • Raise awareness and provide emotional and mental support


 

Picture


PACT – Parents, Allies, Caregivers Together

A discussion forum for those who raise and take care of persons with disability.

While working toward disability inclusion at the workplace, TCS engaged with several parents of children with disability. The issue calls for a separate ERG, as it is different from the needs of our associates with disability. The parents’ experiences are different, their stories are different, their challenges are different, their coping mechanisms are different. By extension, so are those of caregivers of family and friends with disability. Keeping this in mind, a new ERG called PACT (Parents, Allies and Caregivers of children and loved ones with disability), was launched in August 2021.


 

Picture



BRIDGE – Building Relationships in Diverse Generations

A meeting space for people of different generations to share their experiences and perspectives.

To understand interactions between people of different generations and what age diversity means at work, a new ERG called BRIDGE was launched in August 2021. BRIDGE aims at appreciating age-based experiences and perspectives to build flourishing relationships. It also provides employees with an opportunity to learn from each other.  


 

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