Highlights
- TCS’ commitment to culture and diversity is reflected in the motto, ‘Inclusion without exception’.
- TCS’ values of diversity, equity, and inclusion are derived from the cultural legacy of its parent company and are enshrined in the Tata Code of Conduct.
- TCS follows a five-pillar approach to diversity, equity, and inclusion (DEI): representation, culture, enablement, engagement, and development.
On this page
Inclusion without exception
TCS is an equal opportunity employer.
We embrace diversity in race, nationality, ethnicity, gender, age, physical ability, neurodiversity, and sexual orientation to create a workforce that contributes in more ways than one to the societies we work within. Our continued commitment to culture and diversity is reflected in our motto, ‘Inclusion without exception’. TCS has a global diversity, equity, and inclusion (DEI) policy that prohibits discrimination against any diverse identity group.
The Tata commitment
Our organization inherits its core values of diversity, equity, and inclusion from the Tata group. Our parent company has an expansive history of over 150 years with an unwavering commitment to ethical business practices, inclusion, respect for the self and for others, and the practice of paying it forward to the community. All of this is articulated in the Tata Code of Conduct and reflects in TCS’ core values as well.
The five pillars
Systemic change is at the heart of true diversity, equity, and inclusion.
This change needs to be seeded at a level where an organization's inherent culture is to support genuine and positive curiosities about differences and individuality. We believe authentic inclusion then becomes second nature to the organization.
TCS’ stance on diversity is about sustaining a culture of equity and belonging. At an organizational level, our focus is on a systemic culture of inclusion with specific attention to diverse identity segments, be these gender, race, ethnicity, LGBTQ+, disability and neurodiversity, age, and veterans’ groups. We follow a five-pillar approach to DEI that encompasses representation, culture, enablement, engagement, and development.
Representation
We strive to ensure representation of all identity segments. This involves examining job roles, career levels, and job locations to help identify business units / geographies that are realizing meaningful progress or areas that are lagging and need a renewed focus on diversity. Our effort toward representation traverses hiring and allocation, job roles, retention, and career progression opportunities.
Engagement
Engagement within the employee community is what helps us gauge the impact of our DEI programs. Our workplace engagement enablers are the TCS Employee Resource Groups (ERGs). The ERGs collectively serve as a safe space for the TCS community to meet, ideate, solve, and share experiences, learnings, and concerns. The groups are catalysts that create opportunities for meaningful dialogue. We also structure celebration months planned year-long to ensure employee engagement and participation.
Culture
Cultural diversity is an integral part of sustainable development at TCS. We believe it deepens our understanding and appreciation of each other's identities and builds a more inclusive, innovative and forward-thinking organization.
As an enterprise, we consistently work at building a culturally safe environment that encourages individuals to take concrete action toward supporting diversity and raising awareness about the importance of intercultural dialogue and DEI. This effort helps tear down stereotypes and bias and creates a safe space to improve understanding and cooperation all of which play a huge role in employee well-being.
Enablement
Policies, systems, and processes are the foundation on which a culture of inclusivity is built and maintained at the workplace. As an organization, TCS is committed to creating an equitable, inclusive organization. Toward this endeavor, it is important that while ecosystems get sensitized, policies and systems get correspondingly upgraded.
Enablement as a pillar focuses on accommodation, and accessibility policies. It presents the rules that define how we as an organization engage with each other at the workplace. At regular intervals, policies are revisited and employee recommendations evaluated then taken ahead for implementation.
Development
Employee development incorporates enhancing existing abilities and skills while seeking to build newer ones to help the organization meet its objectives. Reskilling and upskilling programs serve as instruments that build long-term growth, productivity, and reinforce our ability to retain the best talent.
TCS’ development pillar is designed to focus on employee skills for personal and professional growth. It strives to build adaptive, expansive minds and presents opportunities where people can strive to be distinct and different as individuals. This includes providing coaching, mentoring, and other training initiatives. All talent development offerings are curated in-house to offer support at any and every juncture of the employee life cycle. Maintaining clear and current succession plans, having leadership programs catering to a diverse population, and providing global skills and experiences to all employees are crucial pieces of the development pillar.
Equity over equality
Inclusivity and diversity go to the heart of our identity as an enterprise.
TCS believes in celebrating diversity within the workforce by striving for equity over equality. Diversity is not restricted to the mainstream definition of the term. It extends itself to recognizing the diversity of the human mind. It allows creativity, innovation, embraces the courage to experiment, and encourages employees to learn from failure and celebrate success, collectively.
Cultural diversity is an integral part of TCS’ point of view on sustainable development. This diversity helps deepen our understanding and appreciation of each other’s cultures. It is what makes our organization one that takes along the entire workforce. We believe our differences help us find common ground to embrace and honor each other as members of a single worldwide team. Diversity allows every individual at TCS to live a life in accordance with their own cultural values as they bring their authentic selves to work to build meaningful relationships centered around dialogue and co-operation.
TCS has a global diversity, equity, and inclusion (DEI) policy that prohibits discrimination against any diverse identity group.
