Introduction
Diversity, Equity, and Inclusion (DEI) have become indispensable to the corporate fabric of India, fostering innovation, promoting employee well-being, and driving business growth. Today, Indian companies are going beyond compliance, embedding DEI into their strategic core to create more inclusive workplaces. By promoting diverse perspectives and equitable opportunities, these companies are setting new benchmarks. Below, we dive into the top 7 Indian companies making waves in the DEI space, selected based on their gender ratios, DEI policies, and measurable impact.
1. Tata Consultancy Services (TCS)
Industry: IT Services and Consulting
Headquarters: Mumbai, India
Employees: 500,000+ globally
Gender Ratio and Workforce Diversity
- 35% women in the workforce.
- 15% women in leadership positions.
Key DEI Initiatives:
- Gender-Neutral Parental Leave Policy: TCS introduced a progressive parental leave policy that offers equal parental leave to both men and women, recognizing the role of all genders in caregiving. This initiative helps break gender stereotypes and encourages fathers to actively participate in childcare, promoting a balanced family dynamic.
- TCS Maitree: This initiative focuses on women’s empowerment through educational programs, skill-building workshops, and networking opportunities. TCS Maitree also extends its support to the families of employees, promoting a community-centric approach. Women employees are given opportunities to upskill and enhance their careers through tailored mentorship programs under this initiative.
- Specialized Hiring for Persons with Disabilities (PwD): TCS has a dedicated recruitment program aimed at hiring individuals with disabilities. It ensures that their workspaces are accessible and that these employees are given the necessary tools and accommodations to perform effectively. The company also provides continuous support through disability awareness campaigns and peer support groups.
- Employee Resource Groups (ERGs): TCS supports ERGs for women, LGBTQ+ employees, and other underrepresented groups. These ERGs provide a platform for employees to voice their concerns, share experiences, and contribute to the company’s DEI strategy. ERGs also organize internal events and workshops that promote diversity awareness and drive inclusion across the organization.
Impact
- 20% increase in women in leadership over the past five years.
- Inclusive teams report higher employee engagement scores.
- Recognized by Forbes India in 2023 as a top company for diversity.
Future Plans
- Targeting 40% women in the workforce by 2025.
- Expanding DEI programs internationally.
2. Lemon Tree Hotels
Industry: Hospitality
Headquarters: New Delhi, India
Employees: 8,500+ globally
Gender Ratio and Workforce Diversity
- 12% workforce comprising differently-abled individuals.
- Hiring from marginalized and underserved communities, including PwD and those from socio-economically disadvantaged backgrounds.
Key DEI Initiatives
- Opportunity Deprived Indian (ODI) Initiative: Lemon Tree Hotels have set a benchmark with this initiative, where they actively hire individuals with disabilities (such as those with autism, speech impairments, and hearing disabilities) and individuals from socially marginalized backgrounds. The ODI initiative is focused not just on hiring but also on integrating these individuals into the workforce by offering them specific job roles that leverage their strengths, accompanied by continuous training and support.
- Inclusive Training Programs for PwD: Lemon Tree provides tailored training to employees with disabilities, equipping them with the skills necessary to perform their roles effectively. These training programs are often delivered in collaboration with NGOs specializing in disability support. The company also works to create inclusive work environments by sensitizing its staff and providing accessible infrastructure across its properties.
- Awareness Drives and Sensitization Programs: Lemon Tree conducts regular sensitization programs for all employees to raise awareness about the challenges faced by their differently-abled colleagues. These programs aim to foster empathy, understanding, and cooperation within teams, ensuring a respectful and inclusive work environment for all.
Impact
- PwD representation has increased by 10% in the last three years.
- Lemon Tree’s inclusive hiring practices have resulted in increased customer satisfaction and a positive brand image.
- Awarded National Award for Empowerment of Persons with Disabilities by the Government of India.
Future Plans
- Aiming for 20% PwD workforce by 2025.
- Scaling DEI initiatives across all new properties and global expansions.
3. Infosys
Industry: IT Services and Consulting
Headquarters: Bangalore, India
Employees: 290,000+
Gender Ratio and Workforce Diversity
- 40% women employees across all levels.
- 25% women in mid-management roles.
Key DEI Initiatives
- Infosys Women’s Inclusivity Network (IWIN): IWIN is a platform that offers a wide range of support to women employees, including mentorship programs, leadership development opportunities, and networking events. It specifically caters to women re-entering the workforce after a career break, providing training and assistance to help them transition back into full-time employment. This network plays a key role in promoting women to senior roles within the company.
- LGBTQ+ Inclusion Programs: Infosys has taken significant strides in creating an inclusive environment for LGBTQ+ employees. This includes introducing gender-neutral restrooms, implementing policies that recognize same-sex partners for employee benefits, and offering health insurance coverage for LGBTQ+ partners. Additionally, the company runs awareness programs to educate employees about LGBTQ+ issues, fostering a culture of respect and acceptance.
- Hiring Programs for Underrepresented Groups: Infosys has a well-structured approach to recruiting people from underrepresented communities, including persons with disabilities and economically disadvantaged groups. They have dedicated recruitment drives and offer training programs that focus on upskilling individuals from these groups, ensuring that they are not only hired but also integrated successfully into the organization.
Impact
- 10% increase in women in mid-management roles over the last two years.
- Infosys has seen a 25% boost in productivity from more diverse teams.
- Recognized by the Economic Times as a top company for gender equality.
Future Plans
- Expanding gender-neutral policies globally.
- Aiming for 50% gender parity in leadership roles by 2027.
4. Hindustan Unilever (HUL)
Industry: Consumer Goods
Headquarters: Mumbai, India
Employees: 21,000+
Gender Ratio and Workforce Diversity
- 45% women in the workforce.
- 30% of senior leadership positions held by women.
Key DEI Initiatives
- Career by Choice: This initiative allows women who have taken a career break to re-enter the workforce through a structured return-to-work program. HUL offers flexible work arrangements, mentorship, and reskilling opportunities to help these women rebuild their careers. This initiative is especially valuable in combating the “leaky pipeline” issue, where women often drop out of the workforce due to caregiving responsibilities and find it difficult to return.
- Gender-Neutral Parental Leave Policies: HUL’s parental leave policy provides equal leave for both mothers and fathers, as well as for adoptive and same-sex parents. This policy encourages shared parenting and helps reduce the stigma associated with men taking time off for family responsibilities. The policy is part of HUL’s broader commitment to building an inclusive and gender-balanced workplace.
- Supplier Diversity Programs: HUL ensures that its supplier base is diverse by actively engaging with minority-owned businesses, including those owned by women and individuals from marginalized communities. This initiative not only fosters economic inclusion but also drives innovation by bringing diverse perspectives into the supply chain. The company also supports these suppliers with business development resources and mentorship.
Impact
- 15% increase in women in senior leadership over five years.
- High employee satisfaction rates driven by inclusivity programs.
- HUL’s inclusive approach has contributed to 5% higher customer retention.
Future Plans
- Continue increasing women’s representation in leadership roles.
- Strengthen diversity programs across global markets.
5. Wipro
Industry: IT and Business Consulting
Headquarters: Bangalore, India
Employees: 231,000 globally
Gender Ratio and Workforce Diversity
- 35% of workforce are women.
- A significant portion of leadership roles held by women.
Key DEI Initiatives
- Women of Wipro (WOW) Program: WOW is a comprehensive program that focuses on nurturing women leaders within the organization. It includes mentoring, leadership development, and career advancement opportunities specifically designed for women employees. Wipro also offers flexible work options and remote working arrangements, making it easier for women to balance their personal and professional lives.
- Pride at Wipro: Wipro’s Pride initiative focuses on creating an inclusive environment for LGBTQ+ employees. The company has introduced gender-neutral policies, including gender transition support and medical benefits for same-sex partners. Additionally, Wipro has established LGBTQ+ employee resource groups that advocate for policy changes and organize events to raise awareness about LGBTQ+ issues within the organization.
- Inclusion of Persons with Disabilities (PwD): Wipro has a strong focus on creating accessible workspaces and providing assistive technologies to employees with disabilities. The company offers training programs to ensure PwD employees have the necessary skills to succeed in their roles. They also run awareness campaigns aimed at building empathy and understanding among all employees.
Impact
- Increased retention and 15% higher engagement in inclusive teams.
- Recognized as a Top Employer for Women in 2022 by Working Mother & Avtar.
Future Plans
- Aiming for 50% women in leadership roles by 2030.
- Continue focusing on creating a more inclusive environment for LGBTQ+ employees.
6. Mahindra Group
Industry: Conglomerate (Automotive, IT, Finance, etc.)
Headquarters: Mumbai, India
Employees: 200,000+
Gender Ratio and Workforce Diversity
- 28% women across various sectors.
- Actively hiring people from rural areas and economically disadvantaged backgrounds.
Key DEI Initiatives
- Women Leaders Program: This program is designed to support the career advancement of women employees at Mahindra. It offers leadership development training, mentorship opportunities, and networking events. The program has been instrumental in increasing the number of women in leadership roles across the company. Mahindra also provides flexible working arrangements to help women balance their professional and personal responsibilities.
- Hiring from Marginalized Communities: Mahindra is committed to hiring individuals from rural areas, economically disadvantaged backgrounds, and underrepresented communities. The company works with local NGOs and educational institutions to identify and recruit talent from these groups. Once hired, employees are provided with training and development opportunities to help them grow within the company.
- LGBTQ+ Inclusion: Mahindra has introduced gender-neutral policies that support LGBTQ+ employees, including equal benefits for same-sex partners and gender transition support. The company also runs awareness campaigns to educate employees about LGBTQ+ issues and foster a culture of acceptance and inclusion. LGBTQ+ employees are supported through Employee Resource Groups (ERGs), which provide a platform for advocacy and community building.
Impact
- Mahindra’s initiatives have led to a 15% increase in women in leadership positions.
- High employee engagement levels, particularly among women and underrepresented groups.
Future Plans
- Expanding diversity initiatives across its global footprint.
- Targeting 40% women in leadership by 2030.
7. Accenture India
Industry: Consulting and Professional Services
Headquarters: Mumbai, India
Employees: 250,000+
Gender Ratio and Workforce Diversity
- 48% women in the workforce.
- 25% women in leadership roles.
Key DEI Initiatives
- Vaahini Network: Accenture’s Vaahini Network is a digital platform that supports women’s career development by providing access to mentorship, networking opportunities, and leadership development programs. The platform is open to both Accenture employees and external participants, making it a valuable resource for women across industries. Vaahini also hosts events and webinars that focus on career advancement and personal growth.
- Equitable Pay and Career Advancement: Accenture has a strong commitment to pay equity and regularly audits its compensation practices to ensure that all employees are paid fairly, regardless of gender, race, or other factors. The company also has policies in place to ensure that career advancement opportunities are equally available to all employees. This includes providing leadership development programs and mentorship opportunities to employees from underrepresented groups.
- LGBTQ+ Inclusion: Accenture has implemented a range of policies to support LGBTQ+ employees, including gender-neutral restrooms, equal benefits for same-sex partners, and gender transition support. The company also has a global network of LGBTQ+ employee resource groups (ERGs) that advocate for policy changes and provide support to LGBTQ+ employees. Accenture also works with external organizations to promote LGBTQ+ inclusion in the wider community.
Impact
- 10% increase in the number of women in leadership roles over the past five years.
- Employee satisfaction surveys consistently reflect high inclusivity scores.
- Accenture India has received several accolades, including Best Employer for Women by Working Mother.
Future Plans
- Continuing efforts toward achieving 50-50 gender parity by 2025.
- Expanding diversity efforts across all sectors globally.
Conclusion
These 7 Indian companies are setting new standards in the realm of DEI, with their commitment to fostering inclusive environments that drive innovation and enhance employee well-being. Through focused initiatives, measurable impact, and a clear vision for the future, they serve as inspiring examples for other organizations looking to embrace diversity, equity, and inclusion.
The information and statistics mentioned in the DEI initiatives of the above companies is a compilation of publicly available sources, press releases, official corporate websites, and DEI reports where companies typically publish such details. However, if you want to re-publish this information or use any part of it anywhere , we suggest that you independently verify the latest or internal data of these companies.
