• Leadership Commitment – at the very beginning the leadership in
Wipro build a vision for having an all inclusive organization as
diverse organization had better productivity, better connect with
stakeholders and innovated better. We went ahead and hired a
female board member so that the commitment was clearly visible
across the organization. Also the leadership was involved with
ensuring business objectives are enabled with D&I and every
Business Head would ensure there is adherence to this policy. In
parallel an equitable cultural environment was created with leaders
driving it personally in their business units.
• Women as partners – The women workforce was coached and
mentored on opportunities for growth and given the benefits of
empowerment and choice so that they can have a work life balance.
The coaching and mentoring covered all aspects of career
enhancement, opportunities to return to work and ability to build
skills which would take them to leadership roles.
• System and Processes – A global diversity policy was formulated
which listed down the vision and the road to achieve the same. Policy
pertaining to work timings/ flexibility, Selection procedures, neutral
job descriptions, Do and Don’ts in interviews were introduced to
remove biases in selection, project allocation and performance
management.
• Communication on ground – To ensure compliance to the policy, key
personnel were trained on the nuances for selection and collaborative
working. This is a continuous improvement Program where regular
audits and six Sigma projects are done quarterly to get feedback and
data so that the engagement and training can get modified for the
better.
32% of our workforce is now female
with Female leadership now nearly 15%
of Senior management.
n:gage | June 2017