At Tata Communications, we cherish the invaluable contribution of our employees, who are the driving force behind our continued success. We have a steadfast commitment to cultivating a work environment that nurtures growth and development. Upholding our pledge to diversity and inclusion, we ensure that every individual feels respected and appreciated. Our transparent and open communication approach strengthens our bond with employees, keeping them informed and involved. Our employees are the cornerstone of our achievements, and we remain resolute in supporting their personal and professional aspirations.
We have in place compensation and employee benefit practices that are designed to be competitive within the respective geographies of where we operate. The benefits vary across geographies and some of them include Group Medical Insurance, Group Term Life Insurance, Group Personal Accident
Insurance, parental leave, awards for employees and retirement benefits for our full-time employees including Provident Fund, Gratuity, Medical and Pension Benefits in India, and other geographies, as applicable.
At Tata Communications, we firmly believe in upholding Diversity and Inclusion as fundamental aspects of our organisational ethos, implementing tailored initiatives to promote the Winning Mix agenda and introducing customised programmes for employee groups.
Women colleagues hired in FY 2023
Diversity Mix
Women in Business Development Roles
Women in Engineering
Women in Delivery and Operationsx
Gen Z
Millennial
Gen X
Baby Boomer
Women are in Leadership roles (Director /GM & above roles)
To ensure fairness and equality, we maintain a balance in compensation for all employees, promoting equal work and equal pay through periodic reviews. This is part of our broader goal to promote a culture of equality and respect, where all employees can feel valued and appreciated. Therefore, we have structured our compensation packages in a manner that rewards skill, performance and experience, instead of being influenced by an individual's gender. The ratio of the entry level wage by gender at our significant locations of operation to the minimum wage is 1:1
The initiative ensures mandatory retention dialogues happen for all women employees who have submitted their resignations or are showing signs of disengagement and proactive steps and solutions are taken to retain women. A monthly dashboard is published to keep track of resignations, retention efforts, opportunities and best practices to explore across functions. There have been 36 women retentions from the resigned pool of women in the last 3 quarters through this initiative.
Drop in women attrition compared to FY22
We support the group’s efforts to increase women’s representation at middle and senior levels through leadership journeys like ‘Take the Lead’ and ‘Leap Ahead’. These programmes help mid-management women address personal and professional challenges, gain perspective, and make purposeful choices to enhance their impact within the organisation.
women beneficiaries
ACHIEVE is a well-curated programme by L&D and TATA Group, offering meaningful conversations and development journeys for women leaders. It involves a reflective journey called ‘Walk in my shoes’, immersive interventions and fireside chats with industry leaders on topics like DEI, Allyship and women leaders, promoting gender-balanced personal and professional spaces.
Women enrolled and trained
At TCTS, we prioritise diversity and inclusion, especially the advancement of women in the workplace. We have introduced several initiatives specifically for the talented women in our transformation service business.
Success DRIVErs is a unique programme designed for women colleagues at the entry levels. This programme incorporates virtual learning journeys, inspirational content, game-based learning activities, and live experiences shared by our accomplished leaders.
Women have benefited from the programme over the last 5 years, with 60% of them going through a role change and a 96% feedback score.
Mentoring Program for Women Employees’ is another program for a select group of Women Employees at B3-1 to B4-1 job level who are mentored by GM & above executives from within the organisation. This program provides an opportunity to our mentees to learn from the experiences of our Mentors and navigate a career journey which will be beneficial in the long run.
97 participants have benefited from the program in last 5 years, out of which 34% have got role change opportunities and 71% are active within TCTS/Tata Communications.
Udaan is an initiative targeting women employees at the managerial level. It is a comprehensive four-month blended learning experience designed to foster and accelerate individual leadership capabilities.
Women have benefited from this programme, leading to a 170% increase in women’s representation in managerial roles and a 98% feedback score (increased from 93%); 19% of the women participants have been promoted.
In addition to these programmes, our TCTS STAR Leadership Awards celebrate exceptional performances across various categories, including Star Women of Excellence and STAR Diversity Champion.
Our ‘Each One Bring One’ initiative encourages employees to refer women candidates, and a special bonus is given for every successful referral.
Partnering with Avatar Group's virtual career fair for women, we further expanded our recruitment network, aiming to attract a diverse pool of qualified women candidates to our talent database.
Targeted and segmented approach to hiring: We also did a external study this year to benchmark organization’s diversity mix with the industry diversity mix at band and functional level. We have used this study to create realistic targets across each function and band with focus on areas where there is high scope to increase new hire mix.
On International Women’s Day, we organised a series of events based on the theme: ‘Inspiring the Extraordinary You.’ We interviewed women at Tata Communications and shared their views and experiences internally and on various social media channels.
Our commitment to diversity and inclusion is reflected on our dedicated webpage, regular social media campaigns, and updates to our leaders through the Winning Mix dashboard.
Winning mix for FY 2023
