diversity_1

At HCLTech, we have women-specific programs at all levels of the company hierarchy, which cater to their career development needs.At HCLTech, we have women-specific programs at all levels of the company hierarchy, which cater to their career development needs.

• ASCEND is a flagship program offered to high potential mid-management women employees. The program aims to meet the critical business objective of building a robust female leadership pipeline that can move towards the upper echelon of leadership. The program has successfully completed seven rotations.
• Stepping stones is a global program with a focus on equipping women in mid-management roles with the right skills and competencies to help them in their career growth.
• Prelude is focused on role-based upskilling. The objective is to train and upskill women employees at strategic band levels for their next level roles to create a ready pool of women leaders for open positions.
• Through ‘Fostering Inclusion’ program, HCLTech strategized its continued efforts to bring entire organization under the umbrella of active display of inclusive behaviors, this will result in building more collaborative, innovative and productive teams free from unconscious bias.
• Inclusion Lab: In order to build inclusive leadership capabilities and drive a culture of inclusion across the workplace, we established a virtual Inclusion Lab. The program provides a narrative as to why inclusive leadership is critical to business success and clearly lays down micro strategies to make it real. The Inclusion Labs adopt a top-down approach to improve the “inclusion quotient” of senior leaders, business leaders, and people leaders.
• Inclusion@Scale: With an objective to ensure that each employee takes a responsibility to commit to Inclusion ensuring that its presence is ubiquitous as a default way to functioning in each of our workplace interactions.
• Communities of Practice: Social learning is learning by observing other people with the goal of adapting behavior in a social context. This is one of the most effective methods to disseminate moral and ethical knowledge. HCLTech has refined the process of social learning and utilized it to further the message of diversity and inclusivity believing that it is the best way to propagate HCLTech’s DEI stance.
  
• Employee Resource Groups and Networking remain the most important ways to address common concerns and issues. We have employee groups that cater to our female workforce, our LGBTQIA workforce and others so that they may find individuals with whom they can discuss their common challenges and come up with solutions. Below are two examples of gender diversity programs:
• Feminspiration is a platform where women leaders from our client companies are invited to address HCLTech employees. These leaders share insights on successful leadership and perspectives on gender matters
• iMotivate/virtual iMotivate aims to motivate women by connecting them with HCLTech women leader/s via a formal session and enable them to develop necessary leadership and networking capabilities to stay successful in their careers. From tapping into professional networks that support women and people of color to supporting the development of employees, the employee resource groups are indispensable to the long term vitality of our workforce and business. Our groups are an integral part of our diversity and inclusion journey and key to maintaining a richly diverse talent base.
• Our commitment is to create a future ready workplace where ideas can be freely discussed and implemented by channeling our employees’ collective creativity. This is something that guarantees our success as a corporation for years to come.
• Pride@HCLTech: The group shares unique insights from LGBTQIA inclusion, helping contribute to an inclusive workplace that welcomes and values differences.
• Ability Connect Network: This community helps and supports all people with a disability through awareness, advocacy, resources, and opportunities.
• Women Connect Network: The Women Network provides members with opportunities to facilitate their professional development, help reach their career aspirations and have open dialogues about the barriers and misconceptions that exist for women in the workplace.
• Single Parent Network: A voluntary, employee-led group of active single parents who contribute both by improving social and emotional wellbeing for other single parents and their families and by being the catalysts to improve inclusion in the workplace.
• The Heritage Network: A network is for “like minded” people who feel strongly about understanding different cultures and sharing knowledge about their own.
• Multicultural Employee Resource Group: This group works to ensure that HCLTech’s ethnic minorities achieve their full potential as valued employees and represents employees of African American, Asian, Hispanic and Latin American descent. The network offers networking opportunities, cultural events, and social gatherings.
  

Employee Engagement:

We try to understand our employees’ priorities, requirements and aspirations through our extensive employee engagement programs. There are four tenets of employee engagement:

Wellness — the importance of wellbeing has been amply understood due to the pandemic. We offer our employees a plethora of activities including yoga, zumba, meditation, pilates, and other forms of wellness programs. We conduct these activities inside our campus as well as virtually.

Family — the families of our employees are the extended family of HCLTech itself. We have multiple activities that reflect this attitude of ours including kid’s summer camp, talent shows by children and spouses and multiple other events where we encourage our employees and their families to mingle with each other

Employee Passion — hobbies and passion projects are an excellent platform for bringing together like-minded individuals and providing them with a free space to engage. HCLTech provides the platforms employees need to pursue their hobbies.

Celebrations — celebrations are an excellent way to naturally release endorphins that automatically results in a happier and productive workforce. We ensure that all festivities representing our diverse cultural ethos are celebrated, from Thanksgiving to Diwali, Holi, Eid, Christmas and many more festivals. 

Using technology to connect employees:

In an ever-connected online world, it is imperative to use social media to connect with employees. We use “Engage Zone” on our in-house app “emPower” to maintain direct connect with employees and it acts as an interface for engagement on the go. The Engage Zone generates a million hits from employees across various engagement instances.

Viva Engage communities — we have created communities in Yammer for all our prominent employee engagement and employee experience program for like-minded people to interact and engage for the growth of the organization at large.

MeMe — we pioneer modern computing and the business is known for its disruptive employees first, customers second (EFCS) business philosophy. Our teams got together to see how to develop a radical B2E (business to employees) messaging platform — akin to the B2C (business to customer) platforms realizing that it was not viable to use platforms like Facebook as it needs to respect the privacy of customer contracts. We challenged the young employees to build a technological framework to realize the B2E idea, and that’s how ‘MEME’ took its first shape on the drawing board.