Best Companies For Women Yearbook 2019
Best Companies For Women Yearbook 2019
Best Companies For Women Yearbook 2019
Women in India
Goldman Sachs is a proud sponsor of the
Best of the Best Conference 2019
© 2019 The Goldman Sachs Group, Inc. All rights reserved. Goldman Sachs is an equal opportunity employment/affirmative action employer Female/Minority/Disability/Vet.
ABOUT US 01
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
for everyone. We utilize best-in-class and innovative techniques to deliver our targeted research and
benchmarking capabilities, strategic advisory services, engaging forums and events, membership
organization and unique editorial content to our customers. Working Mother’s annual list of the 100
Best Companies is one of the most prestigious lists in the U.S. and sets the standards for work life
integrative practices for U.S. companies for the last 33 years.
Avtar set up in 2000, is India’s first diversity advocate & workplace inclusion expert. Renowned for its
extensive work in the space of Diversity & Inclusion and more specifically, women’s workforce
participation, it is the country’s largest provider of second career opportunities for women and is also
the earliest to begin working on diversity audits and measurement. Lead by the visionary
Dr. Saundarya Rajesh, Avtar has ventured into areas of women’s empowerment and career creation,
which are firsts to India, such as – (i) Creating a marketplace for second career women to meet
potential employers, (ii) Developing a comprehensive set of career enablers which companies can
implement in their workspaces, (iii) Spearheading original research that has provided cutting edge
insights to organizations (iv) Re-Skilling, Up-skilling and Counselling of women to pursue
sustainable career paths and (v) Building career intentionality amongst under privileged girl
children. Over its 18 years of existence, Avtar has helped charter Diversity & Inclusion plans for several
organisations in the IT, FMCG, Manufacturing and Financial sectors in the country.
3
02 FOREWORD
Dear Colleagues and Friends,
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
crossroads which change you forever. That is when
growth happens.
We ourselves have been on the journey along with Dr. Saundarya Rajesh
these companies. It has been a path of discovery for Founder - President
us too as we take the study to newer heights, set the AVTAR group
goals loftier. This year, we have gone higher than ever
before with the introduction of the Most Inclusive
Companies Index – an effort to be truly inclusive with
the broader dimensions of diversity coming into the see the positive ripples of change, be it in the way
picture, namely LGBTQ, PWD and Generation. Hearty these companies are hiring, investing in L&D to
Congratulations to all the companies that have made advance their people, strongly communicating
it to the prestigious lists! You deserve to be there. about Inclusion – both to their internal teams and
the external world through corporate ads, blending
Data has not lost its glory. In this age of technology purpose and passion with work in an effort to retain
and Artificial Intelligence, it has only become the people. This exercise will determine the course of
focal point. It is in this that the path of the these giant corporates in the years to come. A course
Best Companies, and now also the Most Inclusive that will change the way the world works - for good.
Companies, will stay relevant. In fact, for those
companies that started early, the treasure of data tilts Dr. Saundarya Rajesh
the scales in their favour. Even as they capture the Founder - President
data through the Study, over a period of time, it AVTAR group
speaks of crucial patterns, anomalies, tools they need
to adapt, what is working and what is not. We already
5
Congratulations!
BEST COMPANIES
FOR WOMEN IN INDIA
Working Mother’s mission is to serve as a cutting-edge
thought leader and champion of diversity and culture
change. We strive to create agile, inclusive, talent-intelligent
institutions that work better for everyone through our
targeted research, strategic advisory services, engaging
forums and events, membership and unique editorial content.
path. It challenges you, questions your beliefs, nudges you from your comfort zone, brings you to crossroads
which change you forever. That is when growth happens.
All these companies that have travelled the path of the Best Companies for Women in India Study ever since its
launch in 2016, will have such experiences to share already. The path they have taken up is not an easy one. The
goal they have set out for is one that no one has really been to. The fact is – they have, each of them, set out to
change the world. The rigor of the exercise, the painful truths that the numbers speak, the difficult barriers of
age-old practices are only overthrown by the strong will to change. These four years have shown, as you will find
here, that focus and intention open up the way forward. As this study progresses, we see the determination of
these companies growing stronger.
We ourselves have been on the journey along with these companies. It has been a path of discovery for us too as
we take the study to newer heights, set the goals loftier. This year, we have gone higher than ever before with the
introduction of the Most Inclusive Companies Index – an effort to be truly inclusive with the broader dimensions
of diversity coming into the picture, namely LGBTQ, PWD and Generation. Hearty Congratulations to all the
companies that have made it to the prestigious lists! You deserve to be there.
Data has not lost its glory. In this age of technology and Artificial Intelligence, it has only become the focal point.
It is in this that the path of the Best Companies, and now also the Most Inclusive Companies, will stay relevant. In
fact, for those companies that started early, the treasure of data tilts the scales in their favour. Even as they capture
the data through the Study, over a period of time, it speaks of crucial patterns, anomalies, tools they need to adapt,
what is working and what is not. We already see the positive ripples of change, be it in the way these companies
are hiring, investing in L&D to advance their people, strongly communicating about Inclusion – both to their
internal teams and the external world through corporate ads, blending purpose and passion with work in an effort
to retain people. This exercise will determine the course of these giant corporates in the years to come. A course
that will change the way the world works - for good.
10
04
BCWI - A 4 year
Snapshot
The Best Companies for Women in India successfully completed its fourth edition this year. Between 2016-2019,
much has changed, much has grown in terms of the corporate landscape rendering itself to women’s
employment. In 2017, the country witnessed the amendment of the Maternity Benefit Act that extended the paid
maternity mandate to 26 weeks, making India a country with one of the most generous parental leaves. In 2018,
India closed the gender gap in tertiary education enrolment gap for the very time.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
When it comes to the 100 Best companies, they constantly innovated, raised the bars, created new benchmarks
for gender inclusion – and the results are here to see. Women’s representation at the 100 Best stands at 33 percent
(8 percentage points higher than 25% in 2016), a trend if effectively enabled can help these companies achieve
the goal of gender balance as early as 2027! Today, over 53% of the 100 Best Companies have formal second career
hiring programmes (programmes to hire women on career breaks) and going by the pattern of best practices
adoption, by 2025, this will become a norm in almost all the 100 Best Companies. 16% of business leadership in
the 100 Best is currently women – this is poised to go up to 25% by 2025.
There are close to 5 lakh women employed in the 2019-100 Best Companies who work with these employers who
have the best of enablers – from formal/structured mentoring (92% companies offer this) to Leadership Training
(99% companies offer this) to child care support (72% companies offer this) to formal phase-back programmes for
women returning after maternity leaves (74% companies offer this). The career enablement at the 100 Best is not
exclusive for women – programmes like mentoring, career sponsorship, hi-potential talent programmes and
flexible working are open to all employees. Measures to ensure zero tolerance to workplace sexual harassment,
apart from being legally compliant include organization wide sensitization and awareness programmes. To help
build employee conviction in Diversity and Inclusion, there are specific D&I training programmes for the vast
cross-section of employees – across levels and roles. Senior male leaders help promote a culture of allyship,
helping create inclusive cultures that champion the cause of diversity and that of parity. While the inclusion intent
is top driven, there are conscious efforts to hold employees accountable for pursuing the D&I agenda, right up
from the managerial level.
This is what BCWI set out to achieve – help companies share, learn and grow from the most impactful of best
practices. What the study canvas has also helped establish over the years, is the rigour in applicant companies to
track, monitor and report diversity metrics, building their own repositories of diversity intelligence. This is only set
to grow in expanse in the coming years, boosting D&I conviction with data-backed strategy.
The path less taken once, has now become a more visible one, one that more and more companies are aspiring
to journey in – pan industry, pan sector. Working Mother & Avtar take pride in being an enabler of this journey,
helping companies calibrate their pace, reach their milestones!
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Let us take a look at their growth story!
Initiative
2016 25%
Women’s representation
100 BEST
(This denotes the 2017 30%
representation of women as a
part of the overall workforce) 2018 31%
2019 33%
2016 56%
Leadership training
100 BEST
2016 66%
Hi-potential women
Programmes
100 BEST
2017 80%
(These are programmes to
identify hi-potential talent, 2018 88%
specifically women)
2019 85%
2016 56%
E-learning for POSH
(These are e-learning modules 2017 58%
100 BEST
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2016 100%
Structured process for
100 BEST
flexible working 2017 100%
(This refers to a structured
process to address flexible 2018 100%
working request)
2019 100%
2017 66%
Remote work
(This refers to work from home)
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
2018 77%
2019 77%
2016 26%
On site Child care support
100 BEST
2017 33%
(This refers to child care
facilities/creches within
2018 45%
company premises)
2019 44%
2016 16%
Near site child care
100 BEST
2016 30%
Second career programmes
100 BEST
2017 40%
(This refers to the formal hiring
programmes to identify and recruit
2018 51%
women on career breaks)
2019 53%
2016 0
Maternity Retention Rate
100 BEST
13
2016 52%
Phase-back programmes
100 BEST
(This refers to formal 2017 66%
re-integration programmes
companies have to help women 2018 71%
returning after maternity leave)
2019 74%
2016 86%
Paternity leave
100 BEST
2017 94%
(This refers to fully paid leave
offered to male employees in the
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
2018 93%
event of child-birth)
2019 97%
2017 62%
sponsorship that companies
provide to employees for taking
2018 69%
courses that aid and enhance
their professional pursuits)
2019 77%
2016 37%
Surveys on
gender pay equity
100 BEST
2017 59%
(This refers to organization wide
surveys companies conduct to 2018 80%
detect pay inequities)
2019 86%
14
05
2019 BCWI Contour
2019 BCWI was launched in February this year, and over 357 companies spanning every major industry,
geographical location and line of business submitted their applications. The application form with over 300
questions, required applicant companies to provide data of high-order granularity on their practices, programmes
and policies to ensure gender inclusion at their workplaces. Companies across the industry spectrum and
geographically diverse, submitted their applications between February 2019, and May 31, 2019. The companies
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
were evaluated based on their application data. From all the applications that we received this year,
the 100 Best Companies for Women in India were chosen based on their policy framework towards women’s
career enablement.
Recruitment,
Retention,
Advancement
Policies that companies have
to recruit, retain and
develop high potential
women nurturing the
female talent pipeline such
as mentoring,
Company Culture networking etc.
and Management Safety & Security
Accountability The legislative provisions as
The senior leadership’s mandated by law and
commitment to the additional measures that
philosophy of women’s
career enablement and
Workforce Profile companies take to ensure
safety of women
work-life integration The central piece that accounts for employees
initiatives
the men and women at different
levels in a company’s workforce,
their hiring, promotion and attrition
rates. The 5 levels in the corporate
hierarchy bottom up are –
non-managers, managers, senior Flexible Work
Benefits and managers, corporate executives Policies such as flexi-time,
Work Life Programs remote-work, compressed
and Board of Directors. work schedule, partial
Policies for career enabling
work-partial pay (amongst
services such as day care
others) that allow
and elder care services,
employees flexibility in
tuition re-imbursement
determining their work
schedule
Parental Leave &
Parental Benefits
Policies for maternity,
paternity and adoption
leave and phase-back and
re-integration
programmes
15
This is the age
when our diverse
teams deliver
world-changing
innovations.
06
The Expanse:
2019 Best
Companies’ Profile
100 BEST COMPANIES FOR WOMEN IN INDIA
Industry
Distribution IT/ITES
40%
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Financial
Services Pharmaceutical
Services
11% 8%
Science,
Engineering, Manufacturing
Aerospace, 5%
Consumer
Products
Medical Devices
(Including
8%
Cosmetics,
Food &
Education
1%
Beverage)
7%
Media,
Internet &
Advertising Tele-
Utilities Chemical Professional
1% (Including
1% Communications
1% Petrol) Services,
2% Management
Infrastructure
Consulting,
Development Accounting
2%
8%
E- Commerce
1%
Transportation
Services Retail &
1%
Apparel
3%
18
100 BEST COMPANIES FOR WOMEN IN INDIA
7%
Employee 501 - 1000
Employees
Strength - Wise
Distribution 47%
1001 - 5000
Employees
28%
5001 - 15000
Employees
15001 - 30000 9%
Employees
>30000
Employees 9%
35% 65%
Distribution
Based on
Country
Origin
100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Employee Base/Women
Distribution
2% 8% 39% 5%
Before 1900 1951 - 1980 1991 - 2000 After 2010
6% 13% 27%
1901 - 1950 1981 - 1990 2001 - 2010
20
07 BCWI:
Winners Segment
TOP 10 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
KPMG PepsiCo India Holdings Ltd. Shell India Markets Pvt. Ltd.
Tech Mahindra
22
100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
2019 Working Mother & Avtar 100 Best
Companies for Women in India
3M India Ltd. ABB India Ltd. Accenture Solutions Pvt. Ltd. Adobe Systems Inc.
ADP Pvt. Ltd. AGS Health Pvt. Ltd. ANZ Support Services India Pvt. Ltd. Aspire Systems (India) Pvt. Ltd.
AXA XL
AstraZeneca India Pvt. Ltd. AstraZeneca Pharma India Ltd. Atkins, member of the SNC-Lavalin Group
(XL India Business Services Pvt. Ltd.)
Barclays in India Biocon Ltd. Boehringer Ingelheim India Pvt. Ltd. Cisco Systems
DBS Bank India Deloitte in India Deutsche Bank Group Dow Chemical International Pvt. Ltd.
23
100 BEST COMPANIES FOR WOMEN IN INDIA
Eli Lilly and Company India Pvt. Ltd. Elico Healthcare Services Ltd. Encore Capital Group EY
Flipkart Internet Pvt. Ltd. GE India Industrial Pvt. Ltd. GlaxoSmithKline Pharmaceuticals Ltd. Goldman Sachs Services Pvt. Ltd.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Harman Hindustan Coca-Cola Beverages Pvt. Ltd. HP Inc. IBM India Pvt. Ltd.
IBS Software Pvt. Ltd. Indegene Pvt. Ltd. Infosys Ltd. Integra Software Services Pvt. Ltd.
Invesco India Pvt. Ltd. JSW Steel Ltd. K Raheja Corp. Kellogg India Pvt. Ltd.
KONE Elevator India Pvt. Ltd. KPMG Macquarie Global Services Pvt. Ltd. Maersk India
Mahindra Susten Pvt. Ltd. MakeMyTrip (India) Pvt. Ltd. Mastercard Inc. MetLife Global Operations Support Center
Mindtree Ltd. Mondelez India Pvt. Ltd. Morgan Stanley Mphasis Ltd.
MSD Pharmaceuticals Pvt. Ltd. Myntra Jabong India Pvt. Ltd. Nestlé India Ltd. Netmagic IT Services Pvt. Ltd.
24
100 BEST COMPANIES FOR WOMEN IN INDIA
Omega Healthcare
Nielsen India Pvt. Ltd. Novartis Healthcare Pvt. Ltd. Management Services Pvt. Ltd. Optum Global Solutions
People Combine -
PayPal India Pvt. Ltd. PepsiCo India Holdings Ltd. Procter & Gamble
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Nord Anglia Education - India
PTC Software (India) Pvt. Ltd. Publicis Sapient PwC India Qualcomm India Pvt. Ltd.
Sodexo On-site services Sony Pictures Networks India Pvt. Ltd. Standard Charterd Bank PLC Standard Chartered
Global Business Services Pvt. Ltd.
Target Corporation India Pvt. Ltd. Tata Communications Ltd. Tata Starbucks Pvt. Ltd. Tech Mahindra
ThoughtWorks
Thales India Pvt. Ltd. Technologies India Pvt. Ltd. US Technology International Pvt. Ltd. ValueLabs LLP
Verizon India
(Verizon Data Services India Pvt. Ltd.) Walmart India Pvt. Ltd. Wells Fargo EGS (India) Pvt. Ltd. Western Digital
Wipro Ltd. WM Global Technology Services Pvt. Ltd. Zensar Technologies ZS Associates India Pvt. Ltd.
25
Image Placeholder
Always inclusive.
Across the world.
At Credit Suisse, each person plays a vital role in our success.
As a global and inclusive employer, a wide range of perspectives
creates value – for our clients, shareholders and communities.
credit-suisse.com/diversity
08 2019 - Top 10
Best Companies
for Women in India
TOP 10 BEST COMPANIES FOR WOMEN IN INDIA
Accenture believes the future workforce is an equal one, and has set bold goals to accelerate gender equality. The
organization had made a public commitment in June 2017 to achieve a gender-balanced workforce, by 2025. Of
more than 1,70,000 employees at Accenture, approximately 40% comprise women workforce.
Accenture stays ahead of the curve in its inclusion and diversity efforts by attracting, retaining and developing the
best talent available. Vaahini, a platform that enables women to network, ensures periodic engagement activities,
including Vaahini Virtual Connect sessions and on-ground events, aimed at empowering and enabling women on
a sustained basis so that they can find inspiration to be an integral part of India Inc. Vaahini – ‘Unconditioning for
Innovation’ Workshop is an example of an activity that was conceptualized to specifically help women overcome
prevailing biases, personal as well as professional, to fearlessly work towards individual success.
Accenture has a successful ‘Returning Mothers Program,’ which aids new mothers seamlessly transition back to
work after maternity. A coach assigned to each woman attempting to return, ensures personalized and focused
strategies and support in finding their rhythm back at work. More than 1100 coaches support over 95% of new
mothers who returned to the workplace.
Further, Accenture’s ‘Career Reboot Program,’ facilitates women returning to work after a break. The program
provides career guidance sessions, technology skills workshops with experts and a six-month orientation to enable
an effective return to continue their career journeys.
Accenture prioritizes career development for women at all levels with a focus on having access to an enhanced
network of senior leaders, alongside the opportunity to acquire new skills. A key program is ‘Insight,’ which is
specifically for senior managers, combining experience and knowledge with practical resources for advancing
careers. The ‘Intentionality of Careers’ program enables women to consciously invest in meaningful career goals
while navigating planned and unplanned changes in life with structured action plans.
To help women build long term careers in the tech industry, Accenture’s Advanced Technology Centers in India
introduced the High-Tech Women Program to fast-track the careers of women into the role of Technical Architects.
High-performing women at mid-career levels are identified, trained and mentored to be certified as Technical
Architects. In 2018, the company introduced the High-Tech Women Rise program with renewed focus on new
technologies such as Artificial Intelligence, Automation, Blockchain amongst others.
Alongside these programs, Accenture’s commitment to a gender-balanced workforce, strong advocacy for gender
diversity by its leadership and ensuring men play a key role in embedding a culture of inclusion contributes to the
success of Accenture India’s market leadership standing in Inclusion & Diversity (I&D).
28
In the future, Accenture plans to continue pushing the needle in inclusion & diversity, integrating it with a truly
human approach so that Accenture employees bring their true self to work every day, and fuel innovation in I&D
to continue as an ‘employer of choice’.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Enabling a culture of equality is critical to our progress and
growth as an organization. At Accenture, we are committed to
accelerating equality for all and creating a work environment
where all our people feel valued and empowered to innovate and
achieve their best. Our latest ranking by Working Mother Media &
Avtar, as the ‘Top 10 Best Company for Women in India’ fourth
time in a row and being recognised as a ‘Champion of Inclusion’
in the very first edition of Most Inclusive Companies in India (MICI)
Index is a testament to our continuous efforts to push the
inclusion and diversity agenda further.
Rekha M Menon
Chairman and Senior Managing Director – India
Accenture Solutions Private Limited
29
TOP 10 BEST COMPANIES FOR WOMEN IN INDIA
Barclays in India
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Barclays is committed to attracting, developing and retaining the best female talent. The organisation provides
suitable development opportunities and enables work life balance which is seamlessly integrated into the ways of
working. Some of Barclays’ policies, processes or programmes that are supportive of gender inclusion agenda are
as follows:
Campus hiring
To increase diversity hiring in campus programmes, Barclays hires only from campuses that have more than 30%
women in their programmes.
Diverse panel
Presence of at least one female Director/Managing Director interviewer in the recruitment panel, and close
monitoring of women shortlisted at the pre-interview stage.
Dynamic working
Dynamic Working is helping Barclays colleagues to integrate work and life more effectively. Every colleague has the
opportunity to define how they work their life.
Development opportunities
Mentoring: All permanent Barclays colleagues are given the opportunity to be matched with a mentor or mentee
globally. The relationship is kept completely separate from the normal line management structure and works to
the benefit of both individuals and the organisation.
Reverse Mentoring
Early career colleagues have the opportunity to mentor senior leaders. Employees of different teams are matched
up and then encouraged to meet regularly to exchange ideas and challenge each other.
Sponsorship programme
High potential women leaders are provided an internal sponsor who actively promotes, advocates and supports
the career aspiration of the person being sponsored.
30
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
We have come a long way in making Barclays in India more
inclusive not only in terms of gender diversity but also welcoming
multiple perspectives and making them a part of the mainstream
dialogue. This accomplishment validates our efforts and instils
confidence in us to continue strengthening gender diversity at all
levels in the organisation.
The catalyst for any change is when each one of us takes the
ownership to make it happen. We all believe a diverse Barclays
will be a better organisation for our clients and customers, and
for our people.
Praveen Kumar
Co-CEO, BGSC India
Ram Gopal
CEO Barclays Bank Plc. India
31
TOP 10 BEST COMPANIES FOR WOMEN IN INDIA
Credit Suisse
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Credit Suisse has around 46,360 employees from over 150 different nations in more than 50 countries. As a
responsible employer, the bank promotes equal opportunities, regardless of ethnicity, nationality, gender, sexual
orientation, gender identity, religion, age, civil and marital status, pregnancy, disability, or any other qualities
protected under local law.
The bank’s India Gender Diversity Strategy has driven a material increase in women talent, especially at middle
management levels. Sustainable programs are in place for continuing the journey towards a diverse and inclusive
organization. Credit Suisse has a three-pronged strategy: Hiring, Leadership Development and Inclusion.
Hiring
REAL Returns Program
This signature annual program established in 2016 supports the re-entry of women back into the workforce after
an extended absence. The 14-week structured program pays a meaningful monthly stipend to participants and
provides them with extensive support, including a week of orientation and classroom training, as well as
mentoring and access to a buddy throughout the program.
India Campus Recruitment Branding and Engagement
Focused on hiring diverse talent based on merit, through procedures free from biases related to a candidate’s age,
race, gender, religion, sexual orientation, and other personal characteristics that are unrelated to their job
performance. This includes gender-neutral job descriptions created through the analytics tool Textio, gender
balance in candidate shortlisting and structured interview practices.
Leadership Development
RISE Program
The 60-day long program cultivates female leaders via a comprehensive assessment of development needs based
on cutting-edge behavior analytics, psychometric tests and manager feedback. The program, aimed at junior
female talent, has made a measurable impact.
Project Greenlight
Launched in 2018 for progressing high potential female employees from Assistant Vice President to the next level
in their career by providing them visibility and support. Participants work on specific challenges through
1:1 coaching, mentoring and focused workshops.
01
32
Inclusion
GEM (Guidance for Expecting Mothers)
An exclusive program for expectant mothers and those resuming work after maternity leave to help them better
balance their new phase in life with work. This includes a buddy system and crèche facilities located near the bank’s
offices in Mumbai, Pune and Bangalore, as well as comfortable, private nursing rooms on office premises.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
the weeklong program.
Meenakshi KS
Head of Global Business Integrated Services &
Senior Franchise Officer (SFO)
Credit Suisse, Powai
33
TOP 10 BEST COMPANIES FOR WOMEN IN INDIA
Deloitte in India
At Deloitte, the priority is not only to attract top talent but also to retain them across career levels by offering
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
opportunities to explore, experiment, and thrive in an environment that respects diversity. The Distinctively
Deloitte experience provides women professionals the opportunities to develop, hone, and push their boundaries
to deliver outstanding value to markets and clients.
Professionals, especially women, actively seek mentoring from senior and experienced colleagues, who can help
create an effective and a future-focused career path. As part of Reinventing Performance Management at Deloitte,
leaders are encouraged to have regular conversations with team members, review priorities, and provide coaching
and feedback to help improve performance. Leaders are trained through formal mentoring programs that can
help them harness the power of coaching and mentoring in the workplace.
Deloitte strives to imbibe lifelong learning and reskilling into its fabric and enhance skills of professionals to meet
evolving roles. One-on-one executive coaching, executive leadership development programs and programs
aimed at maximizing potential address the needs of our leadership cohort. Specially curated skill development
programs for high-potential women professionals aim to acquaint them with strategies to expand client service
and leadership competencies and influence Deloitte's strategy through participation in special projects. This helps
build a stronger and inclusive leadership pipeline.
The organization believes that learning is a 2-way path and through the Reverse Mentoring initiative, a culture of
learning by sharing is inculcated. While millennials coach the leaders on trending topics such as AI and block chain,
an informal coaching from the leaders helps the millennials learn the tricks of the trade.
Empowered Well-being is the organization’s response to help its workforce manage competing demands of
professional and personal lives and Deloitte gives its people the support and flexibility to make daily choices that
enable them to be energized, confident, and aware. A personalized well-being dashboard displays the number of
leaves left, applicable flexibility options, planning for motherhood, and special needs such as apprenticeship/
mentorship. Additionally, the financial well-being program offers guidance around making sound financial
decisions.
A critical milestone in the well-being journey is that of parenthood. Deloitte recognizes this and supports women
professionals in their motherhood journey by offering comprehensive maternity, adoption, and commissioning
mother leaves. Confidential one-on-one counselling on health, nutrition, anxiety and other topics are offered to an
expectant mother, while counselling and sensitization sessions are extended to the spouse and the reporting
manager. Benefits also include transport reimbursement, flexi work arrangements, day care centres, reserved
seating in cafeterias, and access to nursing rooms. The Encore program acts as a career springboard for women
who have taken a break in their careers, with an option to return to full-time employment in a seamless manner.
Deloitte’s mantra for inclusion is ALL IN. It is Deloitte’s integrated efforts in this direction that act as anchors to make
a positive impact and position the organization as one that cares.
01
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THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Growth is incomplete unless all our people are offered a level
playing field. We specifically focus on the learning, wellbeing,
and coaching needs of our women professionals, so they are
empowered to contribute at every career level. For us, it is a
business imperative and a collective responsibility.
Bhavani Balasubramanian
Deloitte
Amita Kasbekar
Deloitte
35
TOP 10 BEST COMPANIES FOR WOMEN IN INDIA
EY
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
#HereIBelong
The more EY matures as an organization, the deeper runs its perspectives on inclusion and stronger gets the will
to open it to every dimension. The firm has challenged itself to create an ecosystem where every employee feels
enabled to be and bring their authentic selves to work.
Rewriting the workforce make up: It’s not just about adding more women in the workforce. It is about making them
count. EY strengthened its focus and effort on on-boarding more women and growing them across the
leadership spectrum.
The marquee program on building the leadership pipeline – Career Watch and Power Presence Purpose scripted
its own success, 50% of Career Watchees have transitioned to leadership roles, and 26% of participants from the
first batch got promoted to take on leadership roles. Through the sponsorship program ‘Career Watch’, a Senior
Partner of the firm (Career Watcher) is allocated to each ‘Watchee’. Career Watchers sponsor their career and work
towards understanding the Watchee’s aspirations, help her define career goals, design an action plan and sponsor
her career growth.
EY has added a few bold measures like pay parity exercise, to commit to eliminate inequities driven by unconscious
biases – this measure not just covers the employees but also those who join EY, thereby correcting inequities set
in the market. The firm’s focused intervention around women’s hiring through ‘recruitHER’ has enabled a very
strong pipe of women talent across levels.
Learning to unlearn: The firm has made conscious efforts to fight bias by educating employees especially those in
decision making roles through unique and effective interventions like ‘Theatre style gender sensitization’ which is
designed and driven in-house. Yet another flagship program on digital certification – EY Badges has an exclusive
module on Inclusive Intelligence. This is further reiterated though various workshops, self-learning programs,
coaching sessions and even through employee advocacy groups.
The I in diversity: While learning initiatives looked at influencing behaviors, the organization looked at
strengthening the fundamentals that prop up at the workplace – policies and processes. EY reinforced a flexible
working culture through ‘My Life’ – flexible working arrangements enabling its people to balance their personal
and professional priorities. This complements the EY@work program introduced last year, which did away with
designated seating, allowing people to work as needed. EY introduced inclusive measures giving adoption and
commissioning leave of 26 weeks to match maternity leave, for women adopting babies under the age of 3
months, and 12 weeks for men who are primary care-givers. The commissioning leave is now available for men and
women alike to extend the benefit to same-sex couples.
EY continues to customize its policies to meet vibrant and diverse needs of its people. EY has now extended
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spousal benefits like same-sex partner insurance, relocation/transfer policies and bereavement to domestic
partners of its employees. The firm’s medical coverage now includes gender affirmation surgery.
EY is also integrating mechanisms to frequently hear from its people to ensure that the organization is on the right
course. EY has also integrated dashboards to systematically measure the impact of all the programs. But more than
anything, the organization is driven by commitment to build a workplace where the people feel they belong.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Our people need to feel that they belong. This is important not
only for the cultural fabric of our organization but because
organizations where people feel empowered to be their
authentic selves are shown to have performed better – on
parameters of business, emotional and cultural indicators.
Sreekanth Arimanithaya
Global Talent Leader, Global Delivery Services
EY
Sandeep Kohli
Partner and Talent Leader,
EY INDIA
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TOP 10 BEST COMPANIES FOR WOMEN IN INDIA
Attracting, retaining and developing female talent across the world is not only essential to IBM’s company culture,
it’s a business imperative. From 1899, when IBM hired it’s first woman employee and till date, with its first woman
CEO, IBM’s commitment to celebrating the talent of women has been at the forefront of its business and a key
driver of success. Research has shown a clear positive link between increased gender diversity and financial results,
across different industries and countries. IBM recognizes that women play a critical role in the global economy and
that they must be present in the industry that drives innovation in all sectors. Thus, IBM places the advancement
and retention of women with leadership potential as a key business priority. The participation of women at
executive level has been found to be positively associated with company performance. Fostering an inclusive
ecosystem along with focused career development programs for women in early, mid and senior levels, women
aspiring managers, technical women, women with executive potential, contribute to accelerate growth of women
in IBM.
CharisMa - This is an exhaustive maternity phase back program to enable smooth transition of women returning
to work post maternity. There are plethora of resources under CharisMa to support new and expectant mothers.
This includes Webinars for mothers, webinars to sensitize managers, exclusive Facebook community, coach on call,
upskilling and travel policy for primary caregiver, parenting portal etc. The program helped in reducing attrition of
new/expectant mothers by 9%.
Shakti - Targeted development program for women aspiring managers with an objective to identify, enable and
increase representation of women in management roles. Women manager representation improved significantly
in 2018 with this focused approach.
Leading With Digital – This is a 12-month leadership development program for high potential women employees
at leadership level to further hone their skills and get equipped to make an impact in every field. It also supports
the participants in developing their internal and external eminence.
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The “Trailblazers” program aligns mid-career technical women with a coach and mentor, offers education,
experience-based learning and creates a development roadmap to track progress and readiness for the next
milestone in their career path. Tech Re-Entry Program is a 12-week internship program, which also provides full
time job opportunity for women on career break upon successful completion of internship.
The very first step towards inclusion is to include everything inside THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
oneself, good or bad, ugly or beautiful, small or big. Only then,
instead of suppressing, can we start to find constructive ways of
expressing ourselves. This requires continual self-awareness. To
be inclusive of the other comes as a natural next step after we are
inclusive of ourselves. It starts from self – being aware of ourselves
Chaitanya N Sreenivas
Vice President HR & HR Head
IBM India South Asia
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TOP 10 BEST COMPANIES FOR WOMEN IN INDIA
KPMG
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Inclusion & Diversity, with a specific emphasis on gender, has been a key focus area for KPMG in India. Particularly
on enhancing and building the gender diversity, over the last few years, KPMG has focused on -- Attract and Retain
women; Develop and Grow women; Enable and Engage women.
Promotions: All AM and above promotions are looked at closely by to identify and address gender bias/variation
with respect to talent development. Hiring returning mothers with focused approach to employing those who’ve
been on a career break.
Vendor meets where hiring vendors are upskilled on meaningful careers for women at KPMG. The organization
also collaborate with specialist diversity hiring partners.
More particularly on Maternity: KPMG have, over the years observed an improving trend in the pattern of women
returning to work. This is also due to some initiatives introduced in the last 12 – 36 months such as Nursing rooms;
New mother Buddies; Parents –to –be portal that serves as a one stop shop for all parents; Coaching for maternity
leavers; returners; new fathers; and the managers of new parents; Subsidized day care centres; Alumni forums
engaging new and working mothers; Career break / Sabbatical policy; and Comprehensive Maternity/
Adoption leave.
Agile work options: This is in addition to the maternity leave and enables women colleagues to integrate personal
and professional choices when they choose to return to work. Seminars / forums with experts for new mothers and
on pre/postnatal experiences.
Social Inclusion: Development and growth of women is not just an internal focus.
For the 2018 Women’s day memento, KPMG India partnered with Aahan Foundation. With their citizenship team,
KPMG conducted awareness workshops on breaking gender stereotypes in nine cities covering over 1100 students
between IV – IXth grade.
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Enable and Engage women
Engagement has long been a strength at KPMG and building on that, they have laid foundations on: ‘Men as Allies’
where men took the opportunity of sharing their journeys of how they are committed to the inclusion and
women’s advancement agenda. These included panel events, communications from the CEO, business heads and
diversity network leaders, organized speed network events and circle mentoring discussions for women
colleagues.
Some of the external partner led engagements also include Self Defense, health and safety awareness,
financial independence for women.
KPMG’s journey of building a more inclusive workplace for women, has taken a dynamic approach and continues
to evolve.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Unmesh Pawar
Partner – CHRO, KPMG India
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TOP 10 BEST COMPANIES FOR WOMEN IN INDIA
At PepsiCo, the focus is ‘Inclusion’, in line with the ‘One Team’ culture and therefore the emphasis on ‘I’ for everyone
to come together and own this agenda. Winning with Diversity and Inclusion is a key focus area at
PepsiCo India Region.
Mentioned below are details of some of the key initiatives implemented last year.
Returning Mothers & Maternity support: PepsiCo has onsite and near-site day-care options, where in all women
employees can reimburse 100% amount in lieu of the day care facility until the age of three years. The process of
staying connected and enabling manager to support is also automated via a platform that gives relevant updates
each trimester. Also a pioneer of Adoption and surrogacy leave (commissioning mothers) at par with maternity
leave which is ahead of policy (12 weeks) and best-in-class amongst most organizations. Working parents are
supported through day-care facilities as well as “Bring your child to work” policy to help when support system fails
and summer camp programs to engage employees’ children.
Paternity Policy: PepsiCo launched Paternity Policy in 2018 that allows greater involvement of men in the early
stages of an infant’s development. Fully paid Paternity leave is applicable across all grades (L00+) from the date of
joining for all male employees. An employee can avail paternity leave up 12 weeks for a maximum of two deliveries
during his tenure of service. These leaves would also be applicable during adoption (for a baby up to 3 years of
age)/surrogacy. An employee will have the flexibility to take these leaves in tranches of minimum seven days
within the first year of child birth/adoption/surrogacy.
Work Flexibility: At middle management levels, supporting women employees during their life stage changes
was prioritized through: Work flexibility policy - Flexible timing and Flexible work location or remote working
wherever possible; and Location Free roles - Expansion of talent pool via global roles that can be taken on from
location of your choice.
Function Specific Interventions: There are leadership programs across India Region, specific functions have
unique challenges with different solutions required – some of the key programs implemented are:
Wings of Dreams – A program focused on women in sales especially at frontline who tend to feel isolated at their
respective locations. The program aims to retain women talent in Sales by providing an anchor who can enable
them to navigate the sales ecosystem; Athena 3.0 program for Finance women employees - Objective of the
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program is to give women in Finance team an opportunity to be mentored to remove career roadblocks by senior
leaders in Finance team; WIN (BIS women in IT): Objective of the program is to provide Women in IT with a set of
skills that come under the bracket of Women Leadership Program covering six modules namely, building
self-awareness, Power & Influence, Executive Presence, Building Strategy and Business Acumen and
Negotiation Skills.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
At PepsiCo, diversity of thought is critical for our business to grow
and ensuring inclusive intelligence across our employees is a key
focus area for us. We are proud of the best-in-class diversity
practices at PepsiCo India which enable our people bring their
best selves to work
Ahmed ElSheikh
President, PepsiCo India Region
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TOP 10 BEST COMPANIES FOR WOMEN IN INDIA
Shell is a global energy and petrochemical conglomerate with around 81,000 employees working in over
70 countries. The company believes that their “people” play a central role in delivering its commitment on building
a sustainable future through constant innovation and use of advanced technologies.
Diversity and Inclusion (D&I) is key to the organization’s people strategy. Diversity in talent base and leadership,
along with an inclusive work environment, is a vital ingredient in driving greater innovation and better solutions.
The key belief being, the workforce and workplace must reflect the diversity of the country, the partners
and customers.
Diverse population groups within Shell contribute to different ways of thinking, promote innovation and ensure
their portfolio is both attractive and resilient. Inclusion and inclusive behaviours are at the heart of effective
collaboration, be it with team members, colleagues in other parts of the company, partners in joint ventures, or,
most importantly, the customers.
Shell India is proud to represent a diverse, young and vibrant community of professionals from 25 nationalities with
an average age of 32 years. The approach to D&I is largely through three lenses: Enabling the community around
us, tapping into India’s diverse talent pool and creating an inclusive working environment.
Shell’s vision of providing cleaner and greener energy solutions and the transition to sustainable energy sources
requires new ways of thinking. Promoting new thinking, especially among the youth, is Shell NXplorers. It is a
proven, innovative education programme aimed at youth aged 14 to 19 years. The programme aims to close the
gender gap in Science, Technology, Engineering and Mathematics (STEM) by creating opportunities for
female engineers.
To effectively cater to the diverse customer base and partners, the organization has made significant efforts over
the last few years to hire people from different walks of life, especially women. Programs like Project
Re-energise – a re-entry programme for women on career break, the Shell Campus Programme – sharply focused
on bringing 50:50 gender balance at the hiring stage, the Employee Referral Program (ERP) for women hires acts as
a key catalyst in the journey.
Policy and benefits are key enablers for Shell to create the right Employee Value Proposition (EVP) to attract and
retain talent and be a significant differentiator for their female staff.
Shell provides a range of flexi-benefits and gender-neutral policies that include part-time working,
work-from-home, flexi working hours, job share, sabbatical policy, childcare support and an Employee Wellness
Programme. These policies specially benefit Shell’s women employees in India where women are expected to be
primary caregivers at home.
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For Shell “Balance means Business” - achieving a balance in team composition coupled with a conducive
environment to foster diversity of thought and action and inclusive leadership is the key to the effectiveness of
policies and programmes. Targeted leadership programmes for women in middle and senior level roles that
address gender-specific leadership challenges have been implemented.
The vibrant Shell India Women’s Network, affiliated to a number of women’s networks in the wider Shell & the
world beyond, enables continuous learning at the workplace for women through mentoring circles, its marquee
‘Stairway to Success’ program, senior women engagements & community building.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Nitin Prasad
Country Head,
Shell India
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TOP 10 BEST COMPANIES FOR WOMEN IN INDIA
Tech Mahindra
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Tech Mahindra is renowned for pioneering initiatives that help its diverse workforce build a successful career and
offers them a chalked out growth path. Helping and guiding the company’s associates hailing from different
backgrounds is not confined to their work, TechM organizes various Work-Life Balance programs. TechM, believes
that everyone can rise to the top, regardless of ethnicity, cultural background, religion and geographical
backgrounds, or even with special abilities and disabilities. Everyone wins when one plays fair.
The culture developed by shared experiences, values and beliefs, is the unique character of Tech Mahindra. This
distinctive character is what the company stands for and continuously strives to achieve. It is what makes TechM
different and helps to carve a niche in the industry. It is the most important factor to performance, relevance and
wellness. Culture is the ‘present’ that determines an organization’s ‘future’.
Tech Mahindra firmly believes that increased diversity can lead to increased innovation and diversity & inclusion is
connected to overall Associate satisfaction and engagement. The company’s D&I vision statement reads
as follows:
“We shall value and celebrate the uniqueness of every individual by fostering an environment of inclusion and
empowerment. This will enable us to meet the needs of our stakeholders through active participation of diverse
talented individuals, committed to enable people and communities to Rise”.
The cumulative impact of various efforts was reflected in the annual Employee Engagement Survey score which
saw an increase by 4.5% last year. The initiatives have also resulted in improvement of the Glassdoor rating from 3.1
in Sept 2018 to 3.9 in October 2019.
As an organization, Tech Mahindra believes that the power of diversity brings in a lot of potential and strengths
into organizations, relationships. Optimizing the capabilities and leveraging the strengths of associates will serve
as a strategic differentiator for the company. Hence, building leaders by enabling them with opportunities to
unleash their potential and contribute to business success is a key focus area at Tech Mahindra. The company was
able to significantly improve the gender diversity ratio to 31%. Through focused hiring initiatives, Tech Mahindra
has seen a considerable increase in the number of employees from different backgrounds.
Additionally, through various campaigns and internal buzz Tech Mahindra has inculcated a feeling of oneness
amongst all its Associates. Today, associates at Tech Mahindra are more alert and extremely sensitive about matters
concerning equality at workplace. Associates are aware of the Prevention of Sexual Harassment policy and respect
each other’s space. The cross-cultural workshops have helped resolve cultural differences. Employees actively
engage in various cross cultural activities and celebrations within the organization.
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THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Diversity is at the heart of every successful & connected
organization. At Tech Mahindra, we are richer and stronger by
the diversity of thought, culture and abilities that our colleagues
from over 90 countries bring to work. We are privileged to have
this varied heritage and remain committed to nurturing an
environment of diversity and inclusivity within the organisation.
C P Gurnani
CEO & MD
Tech Mahindra
Harshvendra Soin
Chief People Officer
Tech Mahindra
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#BetterEveryday
www.jsw.in
The role-models:
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100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
customized periodic leadership talks, well-being
sessions, and has career-development initiatives
for all its associates. ADP also has a Higher
Education Assistance Program to encourage its
associates to pursue distance learning/part-time
higher studies.
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100 BEST COMPANIES FOR WOMEN IN INDIA
All the initiatives are delivered with a blended their existence in the business and market. From
model approach that is a combination of onsite, an employee perspective, they focus on diversity
in-person programs and online virtual programs. and gender inclusiveness as the vital factors that
contribute greatly to their growth. They
ANZ Support Services India Pvt. Ltd. acknowledge that women employees need
different types of enabling systems at different
stages of their career and the work place has to
enable the same. Thus, Aspire has created
different people practices: Be it counselling,
flexible working hours, balancing and integrating
work-life, Aspire helps the women employees to
remain equally focused between work and
personal priorities. Aspire also facilitates their
career advancement through initiatives like “Fast
Trackers”, “STEP UP”, “LEAD Workshop” and other
ANZ Bengaluru Service Centre has a balanced mix periodic assessments. Forums like “Tulips” and
of men and women right by ensuring a female “Mind Spa” creates a platform for mutual support
candidate is interviewed for every role and the network among women colleagues to discuss
interview panel comprises at least a woman challenges and learn from each other.
decision-maker. 100% of our workforce has been
provided access to flexible work plan,
AstraZeneca India Pvt. Ltd.
telecommute or work remotely. 89% of women
employees join back after their maternity leave Women at Astra Zeneca benefit from varied
with 72% of women employees availing unpaid initiatives, programs and policies that include
job-guaranteed time off following childbirth. The gender parity in pay and performance,
company drives career advancement with mentorship, networking, and customised learning
dedicated affinity groups -- an Emerging Women interventions. People development was a key
Leader program, Role based Skill Development focus that helped in retention of women
and Leadership for Millennial Women employees. Training and External Exposure: 85% of
Professionals. In technology, there is an internal employees have completed technical training
diversity workgroup called WINIT (Women in IT) using the learning platform like Pluralsight,
that aims to mobilise and drive the increase in the Skillsoft, Boot camps, class room and online
presence of women in the Bangalore hub by classes. Talent Management: Key business critical
attracting, recruiting, retaining, and motivating roles and potential succession candidates are
women employees. There are three main streams identified annually. 18% of women were identified
focusing on Recruitment, Retention and Growth as successors for business critical and leadership
and supports with Governance, Event roles in 2018. Leadership development:
management and Communications. GOLD – Global Operating Leadership
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100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
them for the role over a definite period;
working culture include: approaches to raise the profile of senior women in
the region to ensure positive role models during
• Flexible work arrangements. key company events like excellence awards, blogs,
• Work/life resource and employee assistance talks etc. Women’s safety is the highest
program prerogative, integrity to provide equal
• Providing confidential, personal support, opportunities, collaborating globally for
resources and referrals to help solve personal advancement of women and providing innovative
and work-related challenges. solutions to develop women’s workforce.
• Career development and mentoring programs,
including support for women’s advancement. AXA XL
• Diverse employee networking groups, including (XL India Business Services Pvt. Ltd.)
the AstraZeneca Network of Women, the
Working Parent Network and the Care Giving AXA XL India has a mission to create a culture
Network, which offers resources and support to where all colleagues feel valued, welcomed and
employees, caring for elderly individuals or able to contribute at their highest level, and to
those with special needs. earn a reputation of employer of choice for strong
• Childcare and eldercare resources, services talent practices. The company’s major areas for
and discounts. focus in 2018 were to attract and retain talented
women colleagues. With 46% Women
representation in Executive Committee, the
leaders are “walking the talk” and ensuring that
women have equal roles and contribution, where
it matters the most.
The Top three initiatives include --
New Beginnings: Provide opportunities to assist
women, who intend to professionally
Atkins, recommence their jobs: Mentoring Program, a
member of the SNC-Lavalin Group relationship focused program that aims to drive
rich learning and development for both women
Atkins, a member of SNC Lavalin, being an mentees and mentors. The in-person connects are
engineering company faces inherent challenges supplemented with sessions on enabling topics:
to maintaining women diversity. The company’s Flexible Work Arrangement – Acknowledging
target statement is to increase representation of varying priorities for women colleagues at
women in senior management positions. Diversity different stages of life, ensuring they are
& Inclusion is incorporated at quarterly supported and enabled to fulfil their personal
management meetings to track progress and to commitments without compromising on career
drive and monitor initiatives. The diversity agenda aspirations.
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100 BEST COMPANIES FOR WOMEN IN INDIA
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100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
development for our women employees such as
our “Becoming a parent benefit with extended
leave”, which Cisco has extended beyond the
traditional definition of family.
Citibank
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100 BEST COMPANIES FOR WOMEN IN INDIA
• Re-Empower Program for experienced cultural shifts in unconscious bias, raising policy
professionals returning to work after a career awareness, and continuing to focus on male and
break managerial staff education.
• Unmatched maternity benefits and support,
designated parking and door to door pickup for CRISIL Ltd.
all pregnant women, and day care and buddy
program for new mothers.
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100 BEST COMPANIES FOR WOMEN IN INDIA
Cushman & Wakefield India Pvt. Ltd. participant who graduates migrates successfully
to a new role within a year of completion.
CYPRESS Semiconductor
Technology India Pvt. Ltd.
C&W’s policies are aimed at equal opportunity.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
The Returnship program helps women
professionals re-enter the corporate world after a
career break, with structured on-boarding,
focused mentoring and flexible work options. The
firm takes steps towards coaching and mentoring
for women, with targeted sessions, both in person
and online, aimed at personal and professional
growth. C&W’s exclusive Women’s Integrated
Network (WIN) is a forum that provides Cypress hires and nurtures globally diverse
opportunities for mentoring from senior workforce, providing equal opportunities based
leadership, contribution to the community, and on meritocracy while celebrating their
social networking and recognition opportunities, individuality. Cypress uses its D&I Vision statement
across the global platform of the firm. On the as the guiding force and a commitment to
personal front, C&W grants surrogacy policy with building an inclusive environment is evident with
all the features of Maternity and Adoption Leaves. the inclusion of two women into executive team
Cyient Ltd. in India that now comprises 20% women
representatives. Initiatives focused at enabling are
sustained through equal development and career
The company’s D&I vision is to create a
advancement opportunities. Margadeepa, a
collaborative workplace that supports diverse
mentorship program, by voluntary participation,
thinking and attracts and inspires talented people
saw an increase in women mentees. Importance
to reach their potential. And the mission is to build
to building an effective network is facilitated
an environment that seeks to bridge the gap in
through Women Affinity group, a platform,
gender diversity, provide a workplace free of
supported by technology that enables stronger
discrimination, enhance the professional growth
networking, idea exchanges, focused discussions
of our associates, and empower them to create
and voice opinions. With emphasis on work life
real change. Other than the industry best practices
balance and an intention to go beyond, the
such as crèche reimbursement benefits, flexible
company organizes exclusive workshops with
work options, postpartum depression counselling,
industry experts on financial planning, enabling
Gender neutral policy, neutral rating system &
women workforce to be more informed about
compliance initiatives, there are a host of other
equity, inflation, credit card pitfalls and budgeting
initiatives such as gender sensitivity programs
and to take charge of their personal finance.
through different methods that are conducted
regularly at Cyient. Under the Emerging
Leadership Program and Business Leadership
Program, one in every four women associates who
participate in these programs move into a new
role every year. And, every second woman
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100 BEST COMPANIES FOR WOMEN IN INDIA
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100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
was conducted to provide women a platform to
lower women attrition from last year.
interact with all Dow leaders to discuss their
(iii) Several unique inclusion, sensitization and
current profile, development plan and seek
development initiatives to ensure an inclusive
guidance. 30 WIN members participated. Project
environment.
Catalyst is a program to facilitate women
engineers on career break for their re-entry the
regular workforce, 2 women engineers were hired Elico Healthcare Services Ltd.
under this program. Project SITA is an initiative for
female engineering student to do their B.E Elico values the backgrounds and perspectives of
projects at Dow. 22 candidates did 7 projects and every individual. The current Gender Ratio Male:
12 candidates were selected. Female is 56:44. Elico has tied-up with women
colleges to hire them after their graduation. Post
Eli Lilly and Company India Pvt. Ltd. their joining, the company encourages them to
pursue higher education / certifications related to
At Eli Lilly India, the D&I Philosophy is clearly their jobs to enhance their knowledge and skills.
articulated and diligently implemented. The Elico pays for a few certification programs and also
three-pronged approach has helped Eli Lilly provides pick up and drop facility to all women
achieve results that are unheard of in the industry. employees. Women at leadership levels are
The gender diversity is now at 26%. In the sales empowered to make business decisions. The
roles, there is a 25% representation of women. Not company has been able to enhance women
only that, for the first time in our history we have employees, assign business units to them and
20% first line field supervisors as currently have 2 of the processes headed by
women. The company achieved this by: women. As a retention strategy “Work from Home”
(i) Leadership commitment- Right from the CEO, is initiated. The employees are offered to continue
Dave Ricks to the India Leadership team, D&I is a their service and attend to work from home
priority and a part of every leader’s goals that are remotely. Women are entitled for maternity leave
monitored closely. Even at a District Sales as per the Maternity Benefit Act 1961. Post
Managers (DSM) level, the company has set a maternity, Elico gives the flexibility for them to
target that each DSM must have at least two work in different shift. This approach has helped in
women in their team, which puts the ownership of retaining women employees. As an organization
hiring and developing women talent and creating lot of impetus is given towards wholesome
an inclusive team environment on that DSM development of women workforce as they are
as well. engaged in women centric training and events.
(ii) Sustained execution of a comprehensive
strategy across the talent value chain: 43% of all
new hiring have been women, 45% of identified
talent are women, 40% of all developmental
assignments / STAs / role changes went
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100 BEST COMPANIES FOR WOMEN IN INDIA
Encore Capital Group watch and ‘FLY - Future Leader in You’ too
strengthen the women leadership pipeline, while
‘Pay It Forward’ enables women leaders who have
The company recently introduced the concept of made it, pass on the legacy through mentoring. EY
“Privilege Leave”; which is available for our women has a strong enabler networks like EYWIN Learning
employees wherein they have an option to avail Hub and Everywoman virtual community. Making
one leave per month in case of illness during flexibility a way of life endeavours to support all
monthly cycle. Policies on POSH, maternity/par- professionals seeking personal and work-life
enting, transport and crèche are well defined and integration, needs and preferences. EY’s
well promoted within the two nurturing women short-term hiring platform, GigNow, provides a
centric programs and forums. At MCM India – large option of roles with flexi-working.
subsidiary of Encore Capital -- women are not only
encouraged to take on leadership roles through Flipkart Internet Pvt. Ltd.
programs like Encore Emerging Managers, but
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
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100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
It is called W.O.W - as it’s the Way of Work. Rather
than segmenting people based on their
differences, GE India’s efforts are focused on Goldman Sachs Services Pvt. Ltd.
creating a culture where every employee proudly
brings their whole self to work and is enabled
Goldman Sachs believes that being diverse is not
through structure, policies, systems & facilities, to
an option, it is what we must be. The firm is
achieve their best. The Gender neutral job
committed to making progress in increasing
descriptions attract the best talent and helped
women’s representation across levels. To support
increase external hiring by 5%. The state of the art
this goal, the firm leverages various programs
infrastructure for child care has a Day care for
towards advancement and retention of diverse
babies to toddler on the campus with 100%
talent. A few examples include:
utilization. The parent-child rooms for children of
all ages to put parent employees minds at ease is
Women Emerging in Finance, a strategic
another unique initiative. The Wow Mom program
branding and engagement initiative aimed at
is used by more than 8% of the women workforce
inspiring women students to build careers in the
and not just supports, but celebrates mothers. The
financial sector and possibly within the firm.
company makes sure that employees have the
support system to bring their best selves to work.
Maternity Management Program, a
With a 12-year-old women’s network having 3500
comprehensive program providing holistic
women employees working across 15 cities, there
support to women employees during pregnancy
are endless opportunities to network and leverage
and motherhood.
the platform for their professional growth.
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100 BEST COMPANIES FOR WOMEN IN INDIA
to improve diversity and inclusion across its global Women’s LINC), HCCB is committed to
workforce. Even with a flexi workplace culture diversity and inclusion and is an equal opportunity
accessible to all employees, there was tremendous employer with inclusiveness is one of its
rise in merit promotions for women in managerial core values.
& senior managerial category up to 30%. The
returning mother’s integration back to work was HP Inc.
close to 97% showcasing positive impacts of the
policy for women being able to adjust their hours, HP is committed to a Diverse and inclusive work
telecommute or work remotely. Exclusive wellness environment. Their BIG (Belong, Innovate and
programs & dedicated leadership initiatives, Grow) strategy is a critical component of their
women’s networks and formal mentoring aid Diversity and Inclusion agenda, which focusses on
women employees’ development, succession ‘Making HP the career destination for women”.
planning, talent programs have created platform This includes the organization’s efforts to recruit,
for women to bag high profile, challenging retain and advance women; to provide flexible
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
leadership roles. It has also bumped up the overall work arrangements, paid leave, and other benefits.
gender diversity ratio from the past year. It is critical to HP’s success to create a workplace
where women can bring all of who they are to
Hindustan Coca-Cola work. HP actively promotes a “speak up” culture,
enabling women to have courageous
Beverages Pvt. Ltd. conversations—especially about the unique
challenges they face and about barriers to their
success. Role modelling, along with tackling
unconscious bias in hiring and investing in
programs to widen the pipeline of women in
various job positions, is a part of a well-rounded
strategy for levelling the playing field.
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100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
culture which offers inclusive policies, programs & continues its journey towards bettering its
resources to support and enable smooth processes to ensure that it provides the right and
transition of women returning to work post healthy environment for its women employees.
maternity such as Maternity care program, child
care support, travel assistance for primary
Indegene Pvt. Ltd.
caregiver, flexible work options, access to online
resources parenting, exclusive community for new Indegene commits to providing a congenial
mothers, coach on call, monthly newsletter, environment that nurtures, engages and
webinars for new mothers. empowers women, who form 45% of its
workforce, to craft a fulfilling career. The
IBS Software Pvt. Ltd. company’s innovative policies promote women
empowerment to overcome societal and personal
barriers. To name a few: Power of affinity group
“DIVA” which aims to engage and empower
women through Smart and Self-management
programs. Maternity Act – Celebrates
motherhood and extends the maternity act
benefit to commissioning and adopting mothers
equally. ASH committee – Focuses to build a
culture of high performance and harassment free
environment. Health initiative #MHM – Provides
customized health programs/support for various
milestones in women’s life. Career Development
Policy - Focuses on fair and transparent
performance evaluation and individual
development plan to groom them to take up
leadership role through focused learning journeys.
Infosys Ltd.
IBS Software Private Limited is known to be Infosys’ second career program ‘Restart with
generally an employee friendly organisation, more Infosys’ hired 130+ women in mid and senior
specifically towards women. Flexible work management levels, about 35% of them holding
option - This policy helps women employees to niche and difficult-to-hire skills. The AI Based
choose work for 22.5 hours in a week rather than coaching program for 600 identified high
the otherwise mandated 41.25 hours. An potential women focused on advancing their
Employee is free to choose the same with her careers in technology. Speed Mentoring and
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100 BEST COMPANIES FOR WOMEN IN INDIA
work post maternity initiatives, has increased the into the firm while promoting investment
return to work percentage by 10% as compared management as a career for women in school or
to 2017-18. beginning their careers. Each year, Invesco
Women's Network (IWN) regional chapter
Integra Software Services Pvt. Ltd. members plan and execute activities that help
women employees develop professionally and
personally. With these interventions, Invesco
engages a highly diverse team of people across
the globe who are client-focused, think
differently and draw on a range of backgrounds
and experiences to contribute their
unique perspective.
JSW Steel Ltd.
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100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
provide #BetterDays to women farmers in central
India in the form of training in backyard vegetable
K Raheja Corp, has a zero tolerance for pregnancy cultivation that can provide an additional source
discrimination, be it during promotions or of income as well as nutritious produce. For
increments. The company believes the emotional women resuming post maternity, the organisation
intelligence of women goes a long way in making provides nanny reimbursements, crèche facilities
strategic decisions, in everyday business and also offers mothers an option to travel with
functioning. Aanchal Maternity Support child and caretaker. For women in sales, Kellogg is
Program encompasses initiatives and practices to working to ensure basic infrastructure for them in
support new mothers achieve work-life balance. the market. A consistent enablement of
During maternity leave, the employee is kept sensitization on inclusion continues across all its
updated on any critical developments at the work offices, including its manufacturing units in
place through a friend in the team - My Saheli. Maharashtra & Andhra Pradesh. Further building
Post maternity leave, new mothers are seamlessly the pipelines of high potential talent through
blended back in the environment through leadership programmes (Rising Star) and
initiatives like Crèche facility, reduced work hours mentoring (WOK Match) are some of the
for initial one month and counselling session with key initiatives.
Head HR for re-instating the support of the
Company. This has helped 98% of our women
workforce return to mainstream jobs as against KONE Elevator India Pvt. Ltd.
cases where women extend maternity leave/take
a sabbatical/quit the Company. Flexible Hours: At KONE Diversity and Inclusion is just not a
This has proved to create a smart working priority but is imbibed in the culture, driven from
behaviour and a happy work environment. Our the top reflecting the importance of having equal
trust has resulted in them dedicatedly completing presence at the Leadership table. Women
their working hours, irrespective of the time they employees in KONE take up dynamic roles and are
walk in. Time off work: While most of us work to mostly in-grown through a structured Leadership
provide for a happy lifestyle for ourselves and our Excellence Program run globally and locally as
loved ones, it is crucial to not ignore the well. The company has piloted having women in
importance of taking a break occasionally. front-line sales roles and key roles in the Factory
establishment. The company’s Global Shared
Service centre and Global R&D centre having the
presence in Chennai has over 15% of women
employed in various critical roles in Technology
and Finance domains. Some of the key initiatives
under the D&I program are:
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100 BEST COMPANIES FOR WOMEN IN INDIA
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100 BEST COMPANIES FOR WOMEN IN INDIA
80% of their weekly hours on full pay for up to 26 that allows new mothers to extend their Maternity
weeks. Tapping the right talent pool: Maersk Leaves with an additional 84 days leave at 50% pay
India launched a so called ‘Back2Work’ program in or work from home with 100% pay. With this, the
2015 for women who have taken a break in their number of employees joining back post maternity
career for maternity or other personal reasons. break increased to 78%.
Back to future: This is a special work internship
program that was launched for returning Mothers,
specifically in the Tech field. The objective was not
only to capitalise the Women talent in tech that
had drained out but also to help them return to
technology after breaks. The program featured
upskilling these women, assigning them mentors
and help them to ramp up for successful returns.
Holiday Experts: Started in 2012, this is a channel
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Mahindra Susten Pvt. Ltd. for stay-at-home women, mostly mothers who
have left the workforce once they had children. As
of 2018, there are about 1000 holiday experts
Mahindra Susten Pvt. Ltd., believes in empowering
situated all over the country, which contribute to
all employees and encourage their own growth
about 40% of the revenue brought in by the
journeys. Mahindra Susten’s Maternity Leave
holidays’ team. The company is ready to launch
policy offers 28 weeks of paid leave, as against the
the Caregivers policy in 2019. This policy is
statutory 26 weeks. The additionally phased
intended to support women employees who
approach to help female employees transition
travel for work and have a child younger than two
back to work has enabled Susten to champion a
years of age.
100% success rate of women returning from
maternity. Flexitime and work from home also
further cater to the needs of women across the
company, whether parents or otherwise,
encouraging them to attend to other needs
whenever necessary. Flexible work options do not
have any impact on an employee’s compensation,
medical or other benefits or career progression.
The Crèche Policy has made the workplace more
conducive to working parents, encouraging both
male and female employees to use the near-site
child care centres made available. In addition, in
order to ensure safety, Susten has a policy to waive
off hotel rate entitlement limits for women
employees, and provides a cab tie-up to ensure Mastercard Inc.
that all women employees are automatically
entitled to use cab services if they land in a city Mastercard has been making determined efforts
post 10pm. to build a working environment centered on
talent, and actively filters out bias based on
MakeMyTrip (India) Pvt. Ltd. gender, age, disability, ethnicity, or sexual
orientation. Providing an atmosphere where
Recruiting and retaining a diverse workforce is a women feel safe, dignified, respected and valued
more competitive business issue than ever: is a “must have” dimension of our culture to
increasingly, diverse talent reflecting this retain women.
competitive landscape is one of the most critical
factors a business can leverage to consistently Many successful programs include: • Sponsor a Girl
drive successful results. A few of the policies are as Child • Mentoring • Girls4Tech: Girls who code •
mentioned: Maternity Benefits: MMT as a policy Women Leadership Network, Women in
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100 BEST COMPANIES FOR WOMEN IN INDIA
Technology to the Whole You program has been flexibility, specifically for working mothers with
immensely contributing in driving the Diversity available IT infrastructure can avail flexible shift
and Inclusion commitment leading to an increase timings where they are allowed to manage their
in women diversity ratio from 25.71% in 2015 to shifts. The company provides one time pay out
30% in 2018. Programs that are showing post child birth for employees to cover their
continuous contribution towards a change are: post-natal expenses.
Women who lead: a program designed for
women at leadership level to be groomed for Mindtree Ltd.
senior leadership roles. Take Charge and Women
in Learning Leadership focuses on building and
enhancing skills. Inner Circles: a consistent and
sustainable platform providing a unique
opportunity to network with leadership teams to
take ownership and charge one’s own career
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
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100 BEST COMPANIES FOR WOMEN IN INDIA
Mondelez India - a 70 year old young organization Mphasis being a technology company not only
believes in giving diversity of every form a seat at believes in transforming itself using the front to
the table. Through active Inclusion we leverage back, holistic strategy, but also believes that it is
diversity and embrace diverse perspectives in crucial to invest in its number one resources
business decisions. The key focus is to ensure a ‘People’. It is this philosophy that has led to a
‘level playing field’ for all employees, where every number of refinements and process changes in
unique individual is given equal opportunities. our entry level recruitment model that has led to
Progressive parenting policy, Gender agnostic an increase in the gender ratio going up to an
POSH and flexi work policies and focus on average of 48%. The efforts to support and induct
succession planning establish Mondelez’s intent second career women also paid off with the first
of equal work relationships. At Mondelez India, batch that got inducted. With focus on mentoring
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
every day is a women’s day! Our commitment is women for senior level positions well on the way,
visible in the manufacturing facility at Sri City – AP the company’s efforts are definitely channelized
with 48% Gender Diversity and their Cocoa Life towards creating an environment for women
Programme that has impacted over 1000 women employees that will not only encourage them to
across Southern states. With a 30% gender join Mphasis but also create an ecosystem that will
diversity at Leadership level we make sure both consistent help and support them grow both
ends of the spectrum are well represented. professionally and well as personally.
Mondelez’s journey of I&D has just begun but here
to stay and impact India at a social and MSD Pharmaceuticals Pvt. Ltd.
economic level.
Morgan Stanley
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100 BEST COMPANIES FOR WOMEN IN INDIA
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100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
moving from strength to strength. The focus on
working • POSH • Unlimited sick leave
Women and diversity in general are pillars that
• Women-oriented programs: Pre-maternity
have evidence of making a direct impact on the
preparedness and Pinkathons.
performance of any organisation. At Nielsen, the
policies for hiring, retention, motivation,
professional development and safety are built and Omega Healthcare
are being improved regularly keeping in mind this Management Services Pvt. Ltd.
focus. These policies benefit women across levels
and strengthen not only in the leadership roles
but also opens up avenues of employment that
were till recently dominated by men (e.g., data
acquisition). Keeping in mind the requirements of
women at different life stages, the company
continues to support them with policies related to
work from home, flexi timings, extended maternity
leave etc. These are extensively supported by our
men as leaders and as people managers.
Novartis Healthcare Pvt. Ltd.
At Omega, there are various policies to support
Novartis, Hyderabad has always believed and is women: Training and development – Exclusive
championing an inclusive work environment that modules for women help them to build their
fosters potential and connects aspirations with confidence and hone skills for leadership roles.
opportunities. Here is a snapshot of The training approach is a blend of counselling,
women-oriented strategies designed and classroom and computer-based training to suit
successfully implemented in the organization: the learning curve of each individual. SheWorks is
Hiring: • Diversity hiring drives • 30% resume slate a unique intervention where women employees
for each leadership hiring • Driving Manager get short bursts of learning opportunities. These
accountability through performance modules are interactive. Participants can also ask
management in building diversity. Development: questions to a counsellor. Maternity Leave – 82%
• A one-year multi-modular program for high employees return to work after maternity leave
potential women associates – Accelerated because of the conducive work culture. There is
Development Program. It involves a course at support for them to re-join in the form of
IIM-B, mentoring, stretch assignments and much extended leaves and job assurance. POSH
more • Discussions on career growth opportunities Employees internalize POSH through classroom
for high-potential female talent in every talent training, e-learning, posters, intranet
review discussion Women friendly policies. communication coupled with a number of
Engagement: • 6 months Maternity Leave, refresher training. Employee engagement – In
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100 BEST COMPANIES FOR WOMEN IN INDIA
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100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
two-fold. Day care centres across all office backgrounds, cultures, working and thinking
locations, comprehensive Performance styles, provides remarkably different talents, career
management system, free Food and Transport experiences and life perspectives for all. Over the
system availed by 90% of employees, nationwide last year, two key initiatives, Flex@work and Men
dependent care discounts, health wellness camps Advocating Real Change (MARC) had a large focus.
for women helped happy women employees Flex@work is designed to intentionally drive a
across locations. culture change around flexibility to enable all
PepsiCo India Holdings Ltd. employees to be fully engaged by supporting
work-life integration, empowering employees to
personalize their schedules directly with their
managers. 75% of women utilized a flex@work
arrangement over 2018, including Work from
home, Flex hours and personal leave of absence.
MARC was launched in India last year to engage
men as full partners in achieving gender equality
inside and outside P&G.
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100 BEST COMPANIES FOR WOMEN IN INDIA
development programs that help broaden the performance and promotion moderation
perspective and connect better with our clients discussions as they undergo extensive training to
and teams. The company also takes pride in the provide bias-free and objective inputs. All
fact that 98.8% of women employees return to maternity returnees are exempted from the bell
work after their maternity break and this is curve during performance appraisal.
catalysed by an enabling environment which
includes flexible working arrangements, focused Qualcomm India Pvt. Ltd.
connection and support on integrating them
back. Parents benefit from a robust maternity
leave policy complete with 26 weeks off full pay
(after a birth, adoption, or surrogacy), subsidized
day care centres, medical insurance for
dependents, same-sex and live-in partners.
Overall, a safe, nurturing work environment and
focus on wellness provides our women a
conducive environment to thrive, making Publicis
Sapient a great place to build a career
for everyone. Qualcomm Pvt. Ltd. Diversity, and the creativity it
brings, is a vital anchor of business at Qualcomm.
PwC India To further the D&I agenda, the company has built
a four-pillar strategy to Hire, Develop, Advance
and Retain more women in India built on the
strong underpinning of creating a more Inclusive
workplace. The “Hire” pillar includes initiatives like
recruiter training for specialized sourcing and
sensitization around unconscious bias. Monthly
D&I dashboards underscore the importance of
diversity hiring. The “Develop” pillar offers
tailor-made development opportunities for
women at different career stages, ranging from
PwC is committed to creating a workplace that is “Impact the Outcome” series for younger women
inclusive and supportive of developing women to “DAWN”, an immersive development journey
talent by creating conditions for them to feel for our leaders. The “Advance” pillar focuses on
empowered at every important life stage. In ensuring parity in progression by educating
2018-2019, 40% of our employees used flexible managers & leaders. The mentoring platforms
work options. In addition to the 26-week maternity (Q-rise for mid-levels and Saqhi for entry-levels)
leave and adoption leave, there is a six-week leave provide unique opportunities for mentorship by
for women employees who undergo miscarriages leaders. The “Retain” pillar offers initiatives for
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100 BEST COMPANIES FOR WOMEN IN INDIA
better support for expectant and returning Renault Nissan Technology &
mothers to arrest attrition. Q-flex programs, Child
Care Support, Employee Assistance Programs and Business Centre India Pvt. Ltd.
progressive leave policies also provide support for
working mothers. QWomen, the company’s RNTBCI, has crafted and implemented the
empowered women’s networks offer platforms for following programs for women career
networking, engagement. enablement. Women in Leadership (Infinity,
Catalyst, and Journey to top, ILDP) initiatives are
Raychem RPG Pvt. Ltd. imparted through mentoring & coaching, learning
from successful leaders, to develop a strong
women leader pipeline which helped improve the
base from 7 to 8%. Career Acceleration (Career
restart, Career integration, Maternity & Child care)
programmes provides enthralling platform to
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
pursue their Career aspirations while managing
work-life harmony. These resulted in improving
gender diversity by 190 women employees of
which 5% are Career restart and we were able to
retain 98% women employees who went on ML.
Women@RNTBCI initiatives (Women achiever
Initiatives that have been crafted under the award, Mother Board, Knowledge café, Product
Acquire-Develop-Motivate-Involve-Retain- learning, Wellness, EAP) helps to recognize and
Empower (ADMIRE) framework at Raychem motivate performers, affinity group to co-learn,
include - Acquire: Consciously working towards know the product to be at par with male
attaining a healthy gender diversity ratio. colleagues and stay physically and mentally fit to
Develop: Nurture a learning organization creating progress in their career.
several avenues for skill enhancement and
development. Motivate: To ensure rational and Shell India Markets Pvt. Ltd.
emotional engagement of women several policies
have been designed to help them progress in their
career, attain a healthy work-life balance and
seamlessly transcend through life-changing
experiences. Involve for active and productive
participation in the workforce, they comprehend
the needs and aspirations of women and seek
their involvement when defining policies that
matter to them. Retain: a key outcome of all the
interventions and initiatives planned towards
gender diversity, is the retention of women Shell's core philosophy around balance means
employees. At Raychem, attrition analysis is better, bringing ones' whole self to workplace, and
conducted every month to understand trends and creating a safe culture of Inclusion that allows
corrective actions are sought. Empower: They people to achieve their fullest potential is
provide an environment that provides equal reflected as part of the policy portfolio.
opportunities for growth for men and women. At Administering them with care and fairness have
Raychem, 10.5% of women workforce are at GM created a unique employee value proposition and
roles and above and part of the top & critical talent acted as a trust-based choice for every staff.
pool. In the last financial year, 10% of the Polices around various flexible work
promotions were women employees. 11% of new arrangements, customizable child care support
hires at the company are women employees, and and zero tolerance towards safety & security help
18% of the total number is women at the shop further the cause. Last year 11% of our staff used
floor. 8.5% of women were moved to larger the remote work policy and 12% of availed child
roles internally. care support and maternity benefit.
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100 BEST COMPANIES FOR WOMEN IN INDIA
Collaborative efforts between visible leadership leaders managing two business verticals, was
and vibrant employee network acts as a major unheard of and has been achieved with conscious
enabler in driving a culture of Inclusion within efforts. Gender network has been strengthened to
the organization. develop junior level management women so they
get visibility and growth. Today, women
Societe Generale employees have a voice and are confident to
Global Solutions Center speak up in case they have issues. Sodexho has
created multiple ICCs in different regions, so
sexual harassment cases are looked into and
closed with urgency. Sodexo India did pay parity
analysis for the first time and have highlighted
regions where there was disparity and corrected
the same.
Sony Pictures Networks
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
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100 BEST COMPANIES FOR WOMEN IN INDIA
Standard Chartered Bank, has a unique initiative working practices, to extended maternity benefits,
for signing up Women in Finance charter thereby GBS has always stood up for gender equality
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
pledging for women to occupy 30% of leadership practices at work. GBS also has extensive
roles by 2020. Today, 28% of the leadership is workshops on tackling ‘Unconscious Bias’ for all
women and there are women CEO’s in five big People managers to inculcate diversity and
markets, India being one. In 2019, SCB ran inclusion at work. Wanting to capitalise on the
Group-wide training on minimizing unconscious talent that women bring to leadership, GBS has
bias, and have trained around 800 plus people women leadership mentoring and coaching
managers in India. SCB recently launched Fair Pay programs along with ‘SheReturns’ - a unique
Charter, which reinforces rewarding colleagues platform for women to get back to workforce after
that is free from discrimination including any a sabbatical. As a part of our CSR agenda, we also
gender bias. promote ‘Goal program’ which works towards
providing adolescent girls with the confidence,
Closer home in India, the Bank has an employee and knowledge for better employability
friendly and market competent policies like six opportunities. There are also awareness sessions
months fully paid maternity leave for over 10 years on ‘Prevention of Sexual Harassment’ and
now. SCB was the first in the industry to have self-defence workshops in addition to adequate
introduced day care facilities across three metro security and transport facility for women working
locations. The Bank’s in house resource group deferred shifts.
‘Women India Network’ has been instrumental in
organizing sessions with senior leaders on Target Corporation India
inclusiveness, hosted three rounds of ‘speed Pvt. Ltd.
mentoring’ session covering around 200 women
staff who met senior leaders. Finally, SCB launched Embracing the fact that the team members have
Women Talent Cohort in 2019 – a curated responsibilities outside of work, drives us to
program for selected women in junior to middle empower them with benefits to help them
management who will be taken through a suite of maintain a healthy work-life balance. Flexible
soft skills training, self-profiling tools and multiple shifts and working options are available
mentoring sessions – thereby being provided with for team members, as per their needs. Working
a conducive and positively challenging parents can utilize benefits such as day-care, to
environment to excel at what they do. help them be their best selves at work. Learning is
key to the organization - Team members can take
Standard Chartered
up a course that helps them upskill, with 100% of
Global Business Services Pvt. Ltd. the tuition fees reimbursed by Target. Being a
career intentional company, we’ve always
Standard Chartered GBS has ‘diversity, inclusion encouraged lateral movements. We saw 41% of
and respect for all’ as its core values and its women team members move into new roles in the
commitment to promoting equality at workplace; past year. Leadership programs like Ignite and
is evidenced by the many women centric policies eMIP were conceived with a goal of creating a
and support programs that it has. From flexible stronger women leadership pipeline and are
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100 BEST COMPANIES FOR WOMEN IN INDIA
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100 BEST COMPANIES FOR WOMEN IN INDIA
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Thales India Pvt. Ltd. insurance cover for the first three kids and has
tie-ups for discounted consultation, diagnosis and
Leadership Excellence: This is a leadership scans. The company also has an EAP program in
program targeted at mid-level managers who lead place for all employees, wherein employees can
other managers. An extension of GLB, GLE get any sort of advice or counselling (financial,
program focuses on essential business and people legal etc) in extreme confidentiality. There have
management skills through training and best been so many instances when women employees
practices sharing. Leadership Basics is a program were hired during the last trimester of their
designed for first time, first line managers to help pregnancies and later given them all the support.
them build their leadership skills in line with the A safe and harassment-free workplace is a critical
company’s values – customers, people and factor for all employees especially women and
innovation. Mentoring Program: This Program is increases productivity. ThoughtWorks India
a leadership development program focusing on Non-Harassment and Prevention of Sexual
high potentials who have the potential to grow Harassment in the workplace policy is customized
into regional roles. 15 such high potentials are with e-learning modules, induction program
selected as Mentees to join this program and sessions, poster campaigns etc. The policy is not
paired with Mentors from the senior management gender specific and covers men, women and the
in Asia. The mentor acts as a guide and a LGBTQI community members.
confidante, which allows the mentee to discuss his
fears and doubts without any inhibition. This US Technology
program is one of the key drivers of our International Pvt. Ltd.
culture of “Promotion from within”. Executive
Workshop: This program focuses on engaging
UST Global is recognized as a brand where
and training senior management on specific
diversity and inclusion are imperatives, ensuring
topics that relate to the current business issues
diversity not only in its workforce but also in its
and trends in the market.
culture and values. With a workforce from diverse
cultural backgrounds, UST has an inclusive festival
ThoughtWorks
calendar, celebrating 3 to 4 festivals for each
Technologies India Pvt. Ltd. region across the nine centers in India. UST also
introduced sign language in the video series -
TWI has the maternity policy of 180 days and also ’60 Seconds’, a video highlight of organizational
offers a lot of flexibility in working arrangements events, to ensure active engagement of its
post that. Options of using annual leave, LOA, differently-abled workforce.
part-time working are available to employees. The
Medical insurance policy also provides a lot of Through focused self-paced D&I eLearning
benefits to the mothers and the new-born. The courses and encouragement of C-level executives
transgender employees are also covered under to sponsor/drive D&I initiatives, employees across
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100 BEST COMPANIES FOR WOMEN IN INDIA
UST also ensures diversity of thought among its mentoring and development opportunities
associates through the annual technology provided internally and externally. Women wizard
conference, SHEROES partnership and rule tech initiative additionally focusses on skill
Women Unlimited forum giving them a transformation. The succession model driven by
platform to engage with customers and industry Talent council (comprising of leaders) enhances
thought leaders. capability, creates visibility and sponsorship for
ValueLabs LLP the top talent. Continuous coaching helps them
by means of projects and shadow the leader
ValueLabs as an organization offers a range of program. Bold conversations are encouraged
facilities for its women employees to help them through “Makers & aspiration” series. Diversity
excel in their professional and personal realms. summit is centered on the theme “I stand for
The programs, policies and initiatives that are inclusion” involved 4000+ employees across
functional across ValueLabs are institutionalized levels. Safety, support practices like Employee
with the core objective of empowering women Assistance Program (EAP), Ethics helpline, ICC,
and provide supportive facilities that enables moveinsync, zero harassment at Verizon create a
women's working day better by taking care of progressive environment for women to thrive and
minor issues that are generally faced by them. A grow in their career.
summary of few of our best policies, programs and
initiatives are: Well-structured policy for Sexual Walmart India Pvt. Ltd.
Harassment at workplace; Laptops are provided to
women employees to help them connect from Walmart India is committed to attracting, retaining
home; Cab services at odd times for a safer and advancing women at workplace by
commute back home; Extended maternity supporting their professional goals and
benefits to help new mothers bond better with aspirations. Programs and policies, learning and
the newly born child; Provision for dispensing and growth opportunities, initiatives and celebrations,
disposing off sanitary products in safe and healthy all with their unique work-streams have together
way; Accelerated Career Program – For fast track translated into meaningful actions. The Culture,
career growth. Diversity & Inclusion (CDI) Office strengthens
awareness on culture and nurtures a diverse and
Verizon India (Verizon Data inclusive environment and works with the
Services India Pvt. Ltd.) Women’s Resource Council (WRC) to drive:
Develop, Retain & Advance Women; Attract
With growing focus on business and Female Talent; Promote Inclusion; and Invest in
technology transformation, Verizon India has Women Externally.
intensified measures to create an inclusive
environment that fosters innovation through Maternity Benefit of 26 weeks of leave at the time
diverse talent. The company is witnessing a net of maternity, Flexi-Work Options and Sabbatical
growth of 1% women talent every year. 96% Leave provides opportunities to employees to
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THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Western Digital
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100 BEST COMPANIES FOR WOMEN IN INDIA
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100 BEST COMPANIES FOR WOMEN IN INDIA
also has ‘ZIVA’, the pregnancy to parenting care employees through its policies, practices and
program which is offered to expecting women initiatives. The flexible work policies are availed by
associates, spouse of men associates and single 85% of its women employees enabling them to
Mothers, too. There is a strong Women Executive meet their professional and personal
Network called ‘ZENWEN’ which also connects all commitments. ZS's maternity benefits along with
women globally on a digital platform, strives the flexi work policies enable new mothers to ease
towards Women empowerment and career back into work at their own pace. And, ZS has a
advancement programs. dedicated women leadership initiative started 10
years ago with the vision to support women in
ZS Associates India Pvt. Ltd. building a successful career at ZS.
OUR SERVICES
www.avtarinc.com | [email protected]
10 Highlights from
2019 Best Companies
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Introducing MICI -
Most Inclusive
Companies Index
12
About MICI –Most Inclusive
Companies Index
Invigorated by the success of their gender diversity intent, companies are opening up their streams of inclusion
to welcome all dimensions of diversity – physical capabilities, sexual orientation, cultural background et.al. And
against this backdrop, the Working Mother & Avtar Best Companies for Women in India (BCWI) canvas has grown
to appreciate this strive for inclusion, through the Most Inclusive Companies Index (MICI). This study, the first of
this kind and magnitude in India, is aimed at helping organizations understand gaps in demographic
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
representation and provide a strategic roadmap to drive internal change to find and implement Diversity and
Inclusion (D&I) solutions. The key segments that MICI covered are a) Diversity Representation across the key
strands of diversity including gender, generation, people with disabilities, LGBTQ b) Practices for fostering diversity
and inclusion in recruitment, retention and advancement of people from diverse groups c) Company culture on
Inclusion. This study (called the Global Inclusion Index in the US) is in its third edition in 2019 in the United States,
under the aegis of Diversity Best Practices (DBP), a division of Working Mother Media.
An index, unlike a list, does not have a set number of organizations to recognize. Instead, threshold percentages
are set at which point any participant company with that percentage or better qualifies for the index. Based on the
cumulative score (expressed as a percentage) companies got across the three segments the MICI indices were
arrived at using two different threshold scores for this years’ applications – of 70% and of 50%. Two categories of
winning indices for 2019 MICI are:
• Companies with an Inclusion Index score of 70% and above get the coveted
CHAMPIONS OF INCLUSION AWARD
• Companies with an Inclusion Index score of 50% and above are recognized with the
EXEMPLARS OF INCLUSION AWARD
The Most Inclusive Companies Index (through the amazing work of these Icons of Inclusion), will widen the
expanse of Inclusion and initiate new and necessary conversations around diversity, helping businesses rise to the
fullest of their potential, in the years to come.
From the 136 applications that we received this year, the Most Inclusive Companies Index was chosen based on
their policy framework towards including a diverse workforce.
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14 MICI:
Winners Segment
CHAMPIONS OF INCLUSION
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Accenture Solutions Pvt. Ltd. ANZ Support Services India Pvt. Ltd. Encore Capital Group
Wipro Ltd.
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THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
ABB India Ltd. ADP Pvt. Ltd. AstraZeneca India Pvt. Ltd. AstraZeneca Pharma India Ltd.
Citibank Credit Suisse Cushman & Wakefield India Pvt. Ltd. Cyient Ltd.
Omega Healthcare
HP Inc. Integra Software Services Pvt. Ltd. Mastercard Inc. Management Services Pvt. Ltd.
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+91 44 4294 1100 | [email protected]
www.bruhatinsights.com
15
Champions of Inclusion:
2019 Most Inclusive
Companies Index
CHAMPIONS OF INCLUSION
rather than Diversity and Inclusion – the focus is on work towards individual success.
inclusion to realize the benefits that diversity can
provide. The photo pledge movement The PwD Champion’s Network is Accenture India’s
“#InclusionStartsWithI” was the foundation for network for PwD employees and supporters of PWD
kickstarting the action to build a culture of inclusion, inclusion, with over 5600 members. The Pride
followed by the ‘Inclusive Leadership’ learning Network has grown exponentially in India and
module and Gender Intelligence sessions to learn pushing the Global ally network to over 115,000
about and counter unconscious bias in selection and members. Allies actively advocate for a safe
decision making. Pioneering benefits in 2018 across workplace where everyone can be their authentic
I&D segments include insurance coverage for selves at work.
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CHAMPIONS OF INCLUSION
Various market leading practices help enable Two-hour virtual parenting workshops are held by
a culture of inclusion for a diverse workforce: external experts/psychologists aimed helping
employees who are parents, to learn essential
Voluntary disability self-declaration process helps in parenting skills and effective parenting styles.
emergency preparedness, accessibility throughout
the organization and PwD employees are thus able Maternity Counselling Helpline under Accenture’s
to avail Income tax and statutory benefits. Employee Assistance Program, child-care centers
near Accenture offices and flexible work
Abilities Unleashed is a leadership development arrangements for employees focuses on helping
program exclusively for PwD employees and offers its people cope with both personal and
an 8-month learning experience including professional issues.
classroom sessions, leadership mentoring,
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
one-to-one strengths coaching and self-study.
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CHAMPIONS OF INCLUSION
hire an increasing number of People with Disability atrophy, and missing limbs.
(PWD) and from LGBTIQ+ community - three
transgender in 2018-19 taking the total number to Their FORWARD Network champions gender
10; and about 100 PWD staff and of which more than equality, inclusion & recognition of women, based
25% of them are women. 37% of women constitute on merit. 37% of women constitute their workforce
their overall workforce. where more than 30% of women have five years+
tenure in the organisation, and 89% of women join
Sensitisation workshops and Sign language training back after maternity leave. Today, 28% of women are
is regularly conducted for hiring managers, team in management roles, a 6% increase over the last
members, leadership, and house-keeping staff so three years.
that they are equipped to make the communities
feel comfortable from day one. They also put a great They believe different backgrounds, perspectives
deal of focus on the flexibility offerings as they and life experiences help forge strong connections
consider it an enabler for all D&I interventions. with customers, help innovate and make better
decisions for their business. They have a diversity
It is very normal to see staff conversing in sign scorecard that outlines priorities and targets with
language on floors, and be served at cafés run by measurable outcomes. Their employee engagement
PWDs. They have made significant inroads by scores for D&I proudly ranges in the 90s. They stand
providing infrastructure support such as with their purpose of shaping a world where people
wheelchairs, dedicated washrooms for PWDs, and communities thrive and dedicate 25-30% of
all-gender washrooms for LGBTIQ+ community, their CSR budget for not for profit organisations that
special medical cabs for PWD staff, braille support the PWD cause.
nameplates on all doors in the facility, ramps for easy
movement and other assistive tools. Regular ANZ is committed to building a community where
mentoring and coaching sessions are conducted to every single person is valued, heard, respected,
ensure people thrive in their career. Exclusive empowered, and feels a real sense of belonging.
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At MCM India, an Encore Capital Group company, • Take a stand for colleagues, if they happen to be a
inclusion is a state of being valued, empowered and victim
supported. The company believes that leveraging • Be an inclusion champion by spreading awareness
different thought paradigms can help them on how it should manifest at the workplace
engineer better business outcomes. They seek to
achieve this through a common language of Challenge stereotypes and prejudices
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
inclusion and a set of rigorous initiatives. ABCD of • Judge people on their merit without being swayed
Inclusion at MCM India. by hearsay or factors including ethnicity, gender,
race, faith and sexual orientation
Accept and Embrace • Call out prejudiced and stereotypical behaviors
• Respect diversity when observed
• Be intentionally inclusive • Be aware of workplace policies on harassment,
• Have authentic conversations and genuine bullying and gender
interactions
Demonstrate open mindedness
Be an upstander! • Look beyond hierarchies and listen to voice of the
• Report incidences of racism, bullying and people from across levels
harassment – know the grievance redressal • A questioning mindset is required for growth, do
process not see it as a challenge – react positively!
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CHAMPIONS OF INCLUSION
• Personal choices and ideologies should not be Company and Function Balanced Scorecard:
topics of workplace discussions 7.5% of annual variable bonus is linked to Diversity
Ratio in the Company Balance Scorecard. These
Key Initiatives Diversity metrics are tracked and reported at a
functional level in Functional Reviews and Business
Women@Encore (WE): The forum provides a Reviews with the CEO; and are also reported at the
platform for women employees to develop global executive committee level. Each function
connects across the organization, besides an leader is expected to be green on the gender
opportunity to reach out to senior leaders for career diversity targets and provide valid justifications
guidance and coaching. where ever required.
Talent Approach: MCM India is as an equal Enablers: These include free wheeling discussion
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
opportunity employer and their diversity hiring with senior leaders where women employees can
process mandates having more than 50% women speak freely on what’s most relevant to them.
candidates in the selection funnel. For certain #ConnectHer is an effort to sensitize managers to
positions there is a mandate of having at least two needs of an expecting working mother. #MentorHer
diversity candidates in the final shortlist. Existing is part of the women leadership development
vendors receive a premium fee of 25% for providing program wherein potential leaders are groomed for
diversity hires. success. Maternity benefits are also extended in case
of adoption and one privilege leave is offered to
PEER Scheme: The company pays 20% higher women employees, each month, to help them cope
referral amount to employees in case of diversity with an uncomfortable menstruation cycle. Gender
referral joining at any level. There are specific sensitization workshops for people managers are a
diversity classes and initiatives to drive referrals. norm and so are benefits like creche facilities and
secure transport.
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CHAMPIONS OF INCLUSION
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
about making them count. The company designated seating, allowing people to work as
strengthened its focus and effort on on-boarding needed. We introduced inclusive measures giving
more women and growing them across the adoption and commissioning leave of 26 weeks to
leadership spectrum. The marquee program on match maternity leave, for women adopting babies
building the leadership pipeline – Career Watch and under the age of 3 months, and 12 weeks for men
Power Presence Purpose scripted its own success, who are primary care-givers. The commissioning
50% of our Career Watchees have transitioned to leave is now available for men and women alike to
leadership roles, 26% of participants from the first extend the benefit to same-sex couples.
batch got promoted to take on leadership roles.
Through the sponsorship program ‘Career Watch’, a EY continues to customise our policies to meet
Senior Partner of the firm (Career Watcher) is vibrant and diverse needs of our people. We have
allocated to each ‘Watchee’. Career Watchers now extended spousal benefits like same-sex
sponsor their career and work towards partner insurance, relocation/transfer policies and
understanding the Watchee’s aspirations, help her bereavement to domestic partners of our
define career goals, design an action plan and employees. The medical coverage now includes
sponsor her career growth. gender affirmation surgery.
Learning to unlearn: EY has made conscious efforts EY is also integrating mechanisms to frequently hear
to fight bias by educating employees especially from people to ensure the company is on the right
those in decision making roles through unique and course. EY has also integrated dashboards to
effective interventions like ‘Theatre style gender systematically measure the impact of programs. But
sensitization’ which is designed and driven in-house. more than anything, the company is driven by
Yet another flagship program on digital certification commitment to build a workplace where people feel
– EY Badges has an exclusive module on they belong.
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Various forums, events and meetings are being held beautiful, small or big. Only then, instead of
these days to discover how organizations can be suppressing, can we start to find constructive ways
more inclusive. Affirmative steps are in process but it of expressing ourselves. This requires continual
is taking longer than what was imagined. self-awareness.
Because humans, unless extremely conscious, tend To be inclusive of the other comes as a natural next
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
to include only people who are like themselves. The step after we are inclusive of ourselves. It starts from
moment we interact with people who are different self – being aware of ourselves. Now is time for all of
from us, we tend to put ourselves in a shell. Perhaps us to be truly inclusive of ourselves. That way we will
we don't understand them, perhaps we disagree soon see ourselves being more inclusive of
with them, perhaps we fear them or perhaps we others too.
simply feel uncomfortable with them.
At IBM, apart from various inclusive policies for all
The key reason for being non-inclusive is that we diversity constituents, the company also enables
tend to exclude a lot within ourselves. There are managers on how to engage with women
corners within us where we keep things in the dark, returning from maternity, with LGBT+ people
away from our own attention to avoid pain or fear. and mindfulness.
We don't want to face what we think is bad in
ourselves. Self-exclusion is the prime reason for Mindful meditation has helped managers be more
excluding others. What we suppress or don’t like or aware and alert of their thought process and actions
don’t even recognize in ourselves is what we most towards employees. Awareness itself becomes a key
reject in others. For example: - I am an angry person to continue or change behaviors.
but do not want to appear so therefore I keep a calm
and smiling face. However, sooner or later the mask Our minds are trained differently. All of us come
will slip and the stored-up anger will explode with with our own unconscious and conscious bias.
magnified force. Mindfulness help us recognize those biases and take
the right action despite them.
The very first step towards inclusion is to include
everything inside oneself, good or bad, ugly or
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CHAMPIONS OF INCLUSION
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
inclusion strategy. A key tenet of the code of with Disabilities Act in India and is focused
conduct is “respecting each other through creating on building accessible workplaces which
an equal opportunity workplace free of accommodate the aspirations of employees with
discrimination and harassment.” Infosys’ inclusion disability. The Practice Guidelines provide valuable
efforts span a wide spectrum of spaces and guidance to internal departments to build an
strengthening the participation of women in the inclusive workplace for employees with disability. A
leadership of the organization is a key facet of the special transport allowance enables employees to
corporate diversity strategy. Women leaders organize transport facilities to support their
comprise one third of the non-executive individual commute requirements based on their
independent Board. A strong governance disability. Apart from a slew of policies and
mechanism headed by the Board guides the programs, Employee Resource Groups provide a
implementation of actions and periodically review force multiplier to D&I efforts on the ground.
progress on diversity commitments to and Leveraging technology to provide an immersive
strengthen the participation of women in the experience through Infy TV, Infy Radio, the intranet,
executive leadership of the company. Some blogs and personals stories has helped
initiatives and policies focused on strengthening the institutionalize D&I efforts across the organization
talent pipeline of women include a robust Return to globally. Dedicated leadership support,
Work post maternity program, accelerating careers communication and action, a strong focus on
for Women in Technology and Enabling Women building organizational competencies in D&I and a
Leaders in Business programs. Restart with Infosys special category of awards for diversity and inclusion
launched in 2018 provides women who have in the coveted Annual Awards for Excellence are
dropped out of their career due to any reason, a new some efforts that have contributed to building and
Launchpad to renew their career aspirations sustaining an inclusive culture at Infosys.
with confidence.
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Wipro has been built on an unflinching Continuous Improvement: Wipro constantly sets
commitment to values, better known as the “Spirit of higher benchmarks to improve performance on
Wipro”. These values are the cornerstone of their inclusion.
Inclusion & Diversity (I&D) practices. The key focus
areas for I&D at Wipro include Gender, Persons with Key indicators impacting diversity representation/
Disabilities, nationalities, underprivileged unconscious bias at various stages of the employee
communities, suppliers, and more recently, LGBT lifecycle are monitored by the Board as well as the
community. Wipro encourages plurality of ideas and I&D Council.
the elimination of unconscious bias.
Employee perception of I&D within the organization
Strategy: Beyond Diversity of Identity, toward is measured through biennial employee
Inclusivity for All: engagement surveys. I&D has been rated as the top
engagement driver in their employee engagement
Wipro’s strategic focus today is to become more survey for years.
inclusive rather than merely representing diversity
through numbers. They have a two-pronged Public Annual Report & Sustainability Reporting- Key
approach toward achieving this goal: organizational metrics on I&D are voluntarily
disclosed in public domain.
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Exemplars of Inclusion:
2019 Most Inclusive
Companies Index
EXEMPLARS OF INCLUSION
As a global pioneer with a 125-year history, ABB AstraZeneca India Pvt. Ltd.
strives to create an environment that brings the
power of diversity to life; where people with
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EXEMPLARS OF INCLUSION
AstraZeneca Pharma India Ltd. and promotion paths and processes. Focus is on
building internal capability and infrastructure
across the company to support diverse culture
and workplace.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
an Inclusive Culture wherein Diverse Talent can
thrive and contribute to the organization.
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EXEMPLARS OF INCLUSION
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EXEMPLARS OF INCLUSION
programs to strengthen the diversity at HP, is a you, don’t walk like you, don’t talk like you, don’t
part of a well-rounded strategy for levelling the have the same experiences as you, that’s when
playing field. new ideas are sparked and innovation happens.
This includes the vendors and partners that
Integra Software Services Pvt. Ltd. support us.
Integra is proud to be an organization that is truly The company’s approach to inclusion is built on
diverse, with diversity at multiple levels. Integra is the belief that diversity is critical, but it’s not
a potpourri of different cultures. There are enough. People at all levels must be equipped
employees from most states, spanning the length with inclusive leadership skills that help embrace
and breadth of India. Diversity is also across levels and activate the company’s diversity to spark
– non-managers to corporate executives. There is innovation. As such, Mastercard strives to develop
also generational diversity with employees as a deep understanding of the current and
young as 20 years to 59 plus again across levels. traditional barriers to diversity within the company
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Integra also includes employees who are and continue to put into motion programs and
differently abled and have an equal representation support systems to overcome those barriers.
of women in the organization.
Omega Healthcare
Integra takes pride in being an equal opportunity Management Services Pvt. Ltd.
employer. The company believes that by being
inclusive and diverse Integra can bring out the
best in each one of us. Different cultures, genders,
age groups and abilities help give a holistic
dimension to how the company works. The
company’s commitment to inclusion is evident in
recruitment, retention and advancement policies
and with each passing year!
Mastercard Inc.
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EXEMPLARS OF INCLUSION
so that they are appreciated for who they are and services through these Diversity vendors.
for what they bring to the organization.
Corporate Social Responsibility: Tech Mahindra
As a conscientious employer, SCB continuously Foundation’s SMART (Skills-for-Market Training) is
strives to curate holistic policies and programs the model vocational training program designed
that will attract a greater pool of talent and for women from under privileged background
practices that would cater to varied aspirations socio-economically deprived youths and enabling
and needs of women employees, persons with them to actualize their potential in a career of
disability or of varied sexual orientation to better their choice.
their professional and personal competencies.
LGBT: There are several unique LGBT+ initiatives
Target Corporation India Pvt. Ltd. that have been rolled out over the last year and
will spur open dialogue and storytelling as a first
Diversity and inclusion is more than just a goal, at step towards inclusion (Culture collaboration,
Target it’s at the very core of its beliefs. Being Sexual Reassignment Surgery Policy, Same Sex
inclusive empowers Target to embrace diversity Partner Insurance, and so on.)
and they believe inclusivity makes teams, and the
company as a whole, better. D&I is integrated into ThoughtWorks
every aspect of the business - from team
composition and business councils, to the Technologies India Pvt. Ltd.
shopping experience offered to guests.
ThoughtWorks actively encourages heterogeneity
Target.com is also completely accessible, for the
of thoughts, perspectives, ideas and solutions. The
differently abled guests. A dedicated accessibility
company believes that no matter who you are or
team sitting out of the India office ensures each
how you identify, you deserve respect, empathy
item is accessible online, making the experience
and equal opportunity to succeed.
seamless for guests. This team has differently
abled team members that understand what the
ThoughtWorks culture is synonymous with an
guest would be expecting. Each team member
inclusive & equitable workplace. Open
can leverage their unique talents and
mindedness, transparency and shared values
high-performance standards, to drive innovation
encourages ThoughtWorkers to bring their whole
and success. With intentionally set goals like
selves to work. Our affinity group
gender diversity, inclusive culture, community
Women@ThoughtWorks and Mitra Collective - for
welfare and an ecosystem for the differently abled,
LGBTQA+ inclusion, drive change. Initiatives like
Target aims at delivering an equitable experience
Vapasi, a free technical training program for
for all team members.
women technologists who want to re-enter the
world of tech, internships, involvement with
women networks and customized unconscious
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THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
backgrounds come together to create exciting
new offerings. Zensar believes that Inclusion does
not work in isolation: aligning it to the business on
one hand and societal impact on the other, can
lead to true inclusion. Thus, the company has an
‘include and impact’ philosophy – aligning
Business Goals, Diverse Talent and Societal Impact
UST Global is recognized as a brand where goals. Zensar has a representation across the
diversity and inclusion are imperatives, ensuring board, people of – diverse cultural backgrounds,
diversity not only in its workforce but also in its generations, cultures, race, sexual orientation, and
culture and values. With a workforce from diverse gender. Zensar is a proud equal opportunity
cultural backgrounds, UST has an inclusive festival employer and ensures that associates are not only
calendar, celebrating 3 to 4 festivals for each represented, but also developed, feel valued,
region across the 9 centers in India. UST also leading to innovation, hence making the diversity
introduced sign language in the video series – ‘60 work through inclusion.
Seconds’, a video highlight of organizational
events, to ensure active engagement of its
differently-abled workforce.
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17
Highlights from
2019 Most Inclusive
Companies
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
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132
18
2019 Male Ally
Legacy Award
To implement the business imperative of gender business case for gender equity and the impact they
mainstreaming at workplace with a frenetic pace, can have as male allies.
the concept of allyship is very crucial. The concept of
men as allies has become a focal point of gender As organizations move towards engaging more
diversity initiatives, gaining ground both in the male allies, it is important to find ways to share
corporate and societal lexicon. The men as allies stories of success by leaders. Over the past 4 years,
trend is also driven by several changes in the through Avtar’s observations on a culture of allyship,
business world. In an uncertain political, business we have seen that male allyship is fundamentally a
and social atmosphere, many corporate leaders are continuum. From being a passive supporter to an
opening their eyes to shifting public opinion. Many active associate, to an ally and advocate, male
of them are embracing the increasingly strong employees actually evolve through the male
allyship continuum.
Active Associate
Passive Supporter Aware about the Ally & Advocate
Interested in gender issues importance of gender Proactively champions
but clueless on what steps equality & equity at gender inclusion.
to take to become an ally workplace but Is driven by both
engages actively intention and action
only when asked
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The Male Allyship Continuum
As male employees traverse through the male allyship continuum in order to make a more equitable world, they
go through an interesting journey. Perhaps, the biggest realisation is that being an ally is all about living that role
by taking action through self-reflection and taking charge of one’s own mind-set and behaviour. As they slowly
move on to become active associates, many male employees start understanding the patterns of inequality,
including biases and micro inequities. As an ally, they start taking responsibility to end such patterns of disparity
and inequity by supporting women. They start using their positions of privilege to bring more awareness, visibility
and noticeable change to the systemic issues that adversely affect workplace inclusion. They realise that being a
male ally is a role, a verb, and not an identity.
Multiple research studies have proven that gender parity efforts at the workplace are most effective when men
believe that they have an important and dignified role to play. The motivation to play the role of a male ally is often
linked to an innate sense of fairness, impactful personal examples and inspirational role models.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
The 2019 – 100 Best Companies for Women in India consciously curates a culture of male allyship, through
multiple initiatives. For e.g., 68% of these companies have formal programmes for men to mentor/sponsor women
employees and 85% of them train their managers on how to help hire and advance women. In order to recognise
the efforts of role model male allies at these organizations, Working Mother & Avtar instituted the Male Ally Legacy
Award in 2017. Over the past two editions of the award, it has recognised 6 senior male leaders from the best
companies, who relentlessly championed the cause of gender inclusion and mentored women to leadership.
They were from industries as diverse as IT, FMCG and Pharma. This year too, the eminent jury panel chose to award
a title winner and two Choice of Jury Awardees, whom we feature in the next segment.
As more and more male leaders, like these inspirational role models, start taking the responsibility for making
changes, both in their individual and organizational capacities, they are invariably helping others gain access to
equal opportunities to succeed. Thus, male allyship can be seen as the stepping-stone to being allies to all
marginalized groups or minorities. When allies share their social capital, influence, information, knowledge, and
organizational resources, they make their privilege, work for others. That is the key towards creating a more
inclusive workplace where every individual can thrive.
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Male Ally Legacy
2019 Male Ally Legacy Award
Award - Winner
Mr. Mohan Sekhar Mohan has been instrumental in developing a path-breaking certification
Senior Managing Director, program for ATCI women in technology, the Master Technical Architects (MTA).
Lead, Accenture Technology The program enables women to develop differentiated IT skills, foster strong
Centers in India (ATCI) alliances and co-innovate with clients. He’s also continuously invested in
devising enabling structures that help Accenture’s women employees achieve
their short- and long-term career and personal milestones. An example is the
Returning Mothers Program, where women professionals at Accenture
successfully transition back to work post-maternity with guidance from
Inclusion remains a critical
experienced coaches who help them in making the right career decisions.
building block to unleashing
innovation. For businesses to
achieve the promise of As the chairman of the Campus Diversity Council, he has shaped innovative
inclusion and diversity, programs that help identify the Best People with diverse and unique strengths to
people from all backgrounds, complement Accenture’s culture of Inclusion & Diversity. As the sponsor of Men
genders and orientations, as Advocates Gender Diversity Program, he is leading the way in eliminating
should partner to work unconscious gender bias. Mohan truly demonstrates the tenets of inclusive
together as allies, as each leadership by anchoring the Inclusive Leadership Training that aims to enable
bring unique skills, ATCI managers to embrace conscious decision making and eliminate
experience and creativity to a unconscious bias. A believer in the power of creating shared values with society,
task and when combined, can
he leads initiatives such as the Accenture Innovation Challenge and digital
be a powerful multiplier of
innovation and growth.
learning symposiums that work with prominent forums to create skill
Being each other’s allies in development opportunities for the Indian youth.
this journey will not only help
achieve a more inclusive and In addition, Mohan drives the design and implementation of the “Right role,
comfortable environment for Right client and Right sponsor (3R) approach, the foundation of the Women
all, but also help create and Leadership Program. Today, Mohan stands tall in creating an equal opportunity
sustain a culture of equality workplace of choice, where meritocracy and individual differences are
where everyone can advance respected, and a Truly Human environment promotes a greater sense of
and thrive. belonging among people.
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Male Ally Legacy
2019 Male Ally Legacy Award
Award - Choice of Jury
A champion of Diversity & Inclusion at Credit Suisse, Vikas Gupta is also Co-chair
of the bank’s India Employee Network. He leads the India Employee Network
with a top-down strategy focusing on ‘Moving from Diversity to Inclusion’. One
of his key contributions has been the launch of RISE, a unique mentoring and
talent development program for female employees at the junior level. The focus
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
of RISE is to develop junior talent through training, mentorship and manager
support, to minimize the potential departure of women from the workforce due
to personal commitments. Mr. Gupta also chairs and monitors the Real Returns
program for Credit Suisse’s Risk department. The bank’s Real Returns program
has made significant progress in attracting talented women back to the
workplace post career breaks and has been seen as an industry leading initiative.
He also drives the need for Unconscious Bias elimination for hiring managers via
Mr. Vikas Gupta a competency based framework, so as to minimize the presence of biased
Director, opinions in the hiring process and thereby increase the pipeline of female talent.
Credit Suisse He has mentored women across organizational departments, levels and
locations, with great impact visible in their career progressions, role expansion,
skills development and retention.
Kavita Kulkarni, Director, Chief Risk Officer Change, Asia Pacific, Credit Suisse, said:
"Working with Vikas has been an extremely rewarding experience for me in the
I strongly believe that gender
last two years. He is very open with his recognition and acknowledgement of
parity is not a women only
issue, it is for all of us. Men
work well done and equally prompt in giving constructive feedback when
have an equal role to play as needed. I also find him very inspiring for the role he plays in the bank’s
allies and advocates to philanthropy as well as diversity & inclusion initiatives. He truly lives the talk and
ensure that inclusion can be is a leader to emulate!"
embedded in the
organizational culture and
biases can be conquered
through compassion,
collaboration and action.
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Male Ally Legacy
2019 Male Ally Legacy Award
Award - Choice of Jury
Cushman & Wakefield’s Managing Director and CEO, Anshul Jain has been
instrumental in building interventions in the space of D&I in the firm. It was his
sole focus and relentless pursuit of the movement of creating spaces that are
safe and oriented towards the recruitment, retention, and the development of
women that resulted in the policies we have today, that are now a part of the
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
company language and DNA. Anshul is focussed on the long term and envisions
the future of C&W as one that is ‘Built To Last.’ Unlike other CEOs, he recognises
the need of the hour being a gender balanced leadership pipeline, and actively
works in ensuring this is made a reality. It is his vision to have a 50% women ratio
in the firm by 2022.
He has changed the mindset of the leadership at the firm, and has ensured that
Anshul Jain it has trickled down to every last employee in the country, regardless of location
CEO and Managing Director, and hierarchy. Leading by example, he is always vocal in this endeavour across
Cushman & Wakefield forums, both personal and professional. The result of this strategy has been
India Pvt. Ltd. exemplary. Today, Cushman & Wakefield employs the most talented workforce in
the industry, has created a rich and inclusive environment, and furthermore, has
posted double-digit growth in EBITDA and revenue.
Suprita Kumar- Director, Tenant Advisory Group, has spent around 11 years
“Promoting diversity and
under Anshul’s mentorship. She is known for managing key accounts and
developing a global mindset
through cross-cultural building and nurturing relationships with clients. However, the journey from a
understanding is at the heart new kid on the block to a Director hasn’t been easy. Throughout, she has always
of everything that we deliver regarded Anshul Jain as her trusted advisor and go to leader for
as a firm. It is an imperative recommendations, especially when the going got tough. She says “I’m lucky to
for our growth as the diverse work under the leadership of Anshul. His thought leadership, decades of
thinking that comes from experience of the industry, keenness in developing talent through mentorship &
different spectrums of our coaching has helped me reach this far. I regard him as my role model and look
people supports better forward to working with him for a long time to come.”
decision making at all levels.
At Cushman & Wakefield we
have created a world of equal
opportunity, and an
environment that is open to
all and a workplace culture
that celebrates ideas and
personalities enabling
everyone to bring their
authentic selves to work.”
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2019
19
2019 PUTHRI Award
CS
R A ARD
S for Excellence in CSR
W
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
A robust and thriving development sector is vital to sharing knowledge and operational expertise, so
India’s pursuit of sustainable growth. India’s that their full expertise and potential can be utilized
development sector has evolved substantially over to bring in change at the grassroots level. Employee
the last few decades and is now witnessing volunteering is a strong pillar of CSR at the best
unprecedented interest, initiatives and investments companies, and has been an integral part of the
across the entire value chain. Organizations on the culture at several organizations and they enable
growth path, realise their collective responsibility to employees to invest their time and skills at NGOs.
build a society that negates disparities and provides
equal access to opportunities. For impactful This year, the Working Mother & Avtar PUTHRI Award
implementation of social development initiatives as for Excellence moves into its second edition. As in
part of corporate social responsibility (CSR) the inaugural edition, companies participating in
commitments, organizations are increasingly BCWI, nominated their innovative initiatives aimed
renewing their focus on capacity building. at building employability of underprivileged girls
and economically empowering underprivileged
Although the practice of CSR in India still is driven by women, towards this coveted recognition. The
philanthropic interest, it has evolved from institution eminent jury picked the title winner and two Choice
building to community development, to capacity of Jury Awardees after much deliberation. While we
building initiatives. Besides, with global influences move into the winners feature in the next segment,
and communities becoming more dynamic, CSR it is heartening to note that, the CSR strategy of
activities are increasingly being strategized towards companies are moving towards a holistic approach
greater social inclusion. Organizations are and their initiatives are being integrated with the
intentionally focusing on efficiently developmental core business strategy for addressing social and
opportunities across the economic, environmental environmental impacts of businesses.
and social bottom line. From embracing health,
nutrition and education to women’s empowerment
to water conservation, solar energy, and combating
climate change, CSR initiatives have not only
touched, but has changed and transformed
hundreds of lives.
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2019
2019 Working Mother & AVTAR
PUTHRI Award for Excellence
CS
R AWA R D S
in CSR - Winner
CRISIL Ltd.
Project: Mein Pragati
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Mein Pragati, CRISIL’s CSR initiative is aimed at empowering rural women from disadvantaged and excluded
communities by creating awareness, strengthening their financial capabilities and building last-mile access to
formal financial institutions. They believe in remaining invested with the program’s beneficiaries, the cohort of
Self-Help Group women, their households and beneficiaries across a long period of time so as to enable positive
long term behaviour change towards taking informed financial decisions. In a span of five years since the
program’s inception in 2018, CRISIL has established a robust scalable intervention through Mein Pragati –
strengthening the financial capabilities of over a lakh rural women, enabling financial linkages, encouraging
micro-entrepreneurship - thereby resulting in a better quality of life for women, their households and to the
community at large. As it stands today, Mein Pragati has enabled an ecosystem that encourages and sustains
behaviour change.
The programme caters to all components of the value chain - (a) creating a demand driven, self-sustainable and
well trained community cadre, the Sakhis based in the community, (b) driving financial literacy and capacity
building, (c) and door-step-based handholding services to enable linkages/informed financial choices, raise
awareness, and reinforce good financial habits. The grassroots level cadre is now active, self-sustainable, and
delivering outcomes. Through the program, CRISIL has also instituted financial inclusion committees at the
Panchayat level to continually oversee and guide the cadre. These have been largely possible through use of
evidence-based tools and methods for engaging with the women through a multi-touch point innovative
manner – through local examples, character-based case stories, and traditional games – and using adult learning
principles for maximum results, resulting in higher adoption and usage of financial products. More recently, they
have initiated roll-out of a technology-based certification programme (called GramShakti which uses an
interactive LMS platform) to elevate the knowledge and skills among the Sakhi cadre and build this cadre for
last-mile financial inclusion. The impact of the Mein Pragati program is already visible in terms of improvement in
decision-making ability of rural women and their extent of access to financial services. The program has also
helped in increased savings leading to more opportunities for revenue generation, access to formal financial
services, ability to share knowledge with family members and other women.
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2019
2019 Working Mother & AVTAR
PUTHRI Award for Excellence
CS
R AWA R D S
in CSR - Choice of Jury
Infosys Ltd.
Project: Empowering Women to Empower the Community
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
The Devadasi tradition despite finding its roots in ancient Indian culture, has led to systematic exploitation of
women in several parts of South India. The Infosys Foundation has been working for the empowerment and
rehabilitation of the Devadasi community over the last 20 years. In 2003, the Nava Jjeevana Mahila Okkoota
(NJMO) was set up at Raichur by the Infosys Foundation. NJMO focuses on the education of children of the
devadasis, higher education of meritorious students, awareness against the devadasi system and child marriages,
and supports small scale livelihood projects for the women. Over the years, the efforts have expanded to cover a
wide range of issues related to community empowerment such as micro- finance, education, health and rural
development. Several children working as laborers have been rescued and put back in school. Many children have
been provided scholarship to complete their graduation, post-graduation and technical courses such as nursing,
engineering and medicine. A bank, SJVSSN, operated only by the devadasis was also set up with help from the
Infosys Foundation. The program prompted the state government to sanction a pension scheme for the
devadasis. The many targeted initiatives have over the years resulted in upgrading the standard of living and
putting an end to the exploitation of this community.
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2019
2019 Working Mother & AVTAR
PUTHRI Award for Excellence
CS
R AWA R D S
in CSR - Choice of Jury
Standard Chartered Global Business Services has supported 7500 adolescent girls through their GOAL
programme (GOAL combines sports with life-skills training to empower girls with the confidence, knowledge and
skills they need to be integral economic leaders in their families and communities) over the last three years. While
they ensured the girls continued school education and did not drop out, going over and above the remit of GOAL,
a small group of interested staff of GBS India wanted to take this to the next level and make a difference in the lives
of these girls by ensuring they don’t stop with college but take up jobs. The company embarked on a project
where they wanted to involve GBS staff to volunteer to empower these girls to get jobs. They started with
identifying 29 girls (Goal alumni) based on their academics, social and economic background and got 16 trainers
from across 10 Business units to sign up to volunteer, to design the curriculum covering business and soft skills
and deliver the same over 80 sessions through 9 months.
This community project was power packed and well thought through with dedicated people coming together
irrespective of their seniority or grade in the organisation just to ensure we make a difference in the community.
With their appointments in SCB the lives of these girls and their families are set to change in the most fantastic way
possible as they are each the first persons in their families to work in a regular corporate job earning a committed
annual income.
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20
BoB’18:
A look from the Past
The Best of the Best Conference (BoB) is designed to be the space for the community of Diversity & Inclusion (D&I),
HR professionals who are committed to creating inclusive workplaces, to converge on one platform for
thought-provoking conversations centered around D&I. Last year’s BoB had many event highlights including the
launch of Dr Saundarya Rajesh’s (India’s premier D&I expert and Founder-President of Avtar) book The 99 Day
Diversity Challenge. The Conference celebrated the winners of the third edition of Working Mother & Avtar’s Best
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Companies for Women in India – Top 10 and Top 100 best companies. Successful best practices, strategic steps
conversations around the workplace, marketplace and culture were showcased at the BoB. A pictorial view of the
last year’s event:
Subha Barry, President, Working Mother Media, Mansi Tripathy, Country Dr Saundarya Rajesh, Founder-President of Avtar Group moderating the
Manager, Shell Lubricants, Dr Saundarya Rajesh, Founder-President, CEO Panel with Arindam Banerrji – EVP & MD, Enterprise Global
Avtar Group, Arindam Banerrji – EVP & MD, Enterprise Global Services, Services, Wells Fargo and Gwen M Ryan, Global Operations Leader –
Wells Fargo and Gwen M Ryan, Global Operations Leader – Global Global Delivery Services.
Delivery Services, EY after the release of the book, The 99 Day Diversity
Challenge, authored by Dr Saundarya Rajesh.
The go-to leaders on Diversity & Inclusion were an engaged audience. The involved decision makers, HR leaders, diversity practitioners.
143
Post the release of 99DDC, enthusiastic leaders thronged the book stall Subha Barry, President, Working Mother Media delivering the Inaugural
on display to buy a copy of the book signed by Dr Rajesh. address at the BoB 2018.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
Sonia Bhatnagar, Sr Vice President & Executive Creative Director, ADK Priti Singh, Vice President, Head Human Resources South Asia at
Fortune, a JWT Company, Vasanthi Hariprakash, Journalist, Political Mastercard, Urvi Aradhya Chief Human Resources Officer, K Raheja Corp,
Commentator, Founder – Pickle Jar and Srinivasan R, Editor, The Hindu Sumer Dheri, Executive VP - Country Management Rx, GlaxoSmithKline
Business Line at the panel on Role of Media in Gender Inclusion. Pharmaceuticals Ltd and Pooja Shahani, Head – Diversity & Inclusion,
Goldman Sachs discussing the mindsets, skillset and toolkits required to
translate the D&I efforts into result.
One of the breakout sessións moderated by Kannan Hariharan, Chief Celebrating the winner of CSR Award with Project Puthri scholars.
Consultant - Avtar discussed at length how men can be effective Project Puthri is Avtar Human Capital Trust’s novel initiative in
advocates for change in their respective organizations. developing career intentionality among underprivileged girls.
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Being a Male Ally is all about building and contributing towards an An interactive and a creative session with participants on discovering
inclusive culture within an organization. success factors leading to implementable solutions at workplaces.
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
BoB celebrated the winners of Working Mother & Avtar Best Companies Silambattam (Martial arts with Bamboo sticks) group with diversity at
for Women in India - Top 10 and 100 Best its best enthralled the audience with its performance.
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21
Benchmarking:
Leveraging the Power of Data
&
LEVEL 1 REPORT:
BEST COMPANIES
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
LEVEL 2 REPORT:
THE POWER
LEVEL 3 REPORT:
OF DATA This report will contain:
All of Level 2 +
Additional comparison against
industry peers in 2019 – 100 Best
Gain the Watch Monitor Presentation of key findings
competitive edge industry trends your progress for senior leadership, via an
online session
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21
Benchmarking:
Leveraging the Power of Data
THE 2019 WORKING MOTHER & AVTAR BEST COMPANIES FOR WOMEN IN INDIA
BCWI Level 1 Report (Data comparison
for each diversity metric against the
2019 - 100 Best and
2019 Top 10 companies)
Data comparison for each metric
against MICI’s winning categories of
Champions and Exemplars of Inclusion
LEVEL 2 REPORT:
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22
2020: Study Timeline
September 2020:
PUBLIC ANNOUNCEMENT OF 2020 BCWI & MICI winners
October/November 2020:
CELEBRATING THE WINNERS OF 2020 BCWI & MICI
148
& &
BEST COMPANIES
FOR WOMEN