Diversity defined

Our business serves, and is served by, a wide range of cultures and communities.  Diversity and inclusiveness endows us with a greater understanding of our customers, and also broader access to global markets. And within our own company, diversity means creating a work place where our differences are respected and celebrated. For it is in these differences that our true potential as a super-engaged workforce lies.

Each and every one of us at Tata Communications brings an unique blend of qualities, life experiences and skills. To cultivate diversity is to cultivate a wealth of insight, knowledge, creativity and innovation – wealth that we leverage to succeed commercially, and to give back to communities.

We invest heavily in capability development, and we encourage all our employees to prioritise their own personal growth.  Our very success as a company depends on mutual respect and support – the very strengths that underpin true diversity and inclusion.  

In 2014 we launched our global diversity and inclusion programme – The Winning Mix – as a core, strategic business imperative every day, everywhere. We have a clear, compelling and aspirational goal to attract and retain a diverse talent pool – a quantified commitment that begins from the top and cascades down to personal accountability for every single one of us.

Tata Communications truly is a global company and we want to see the world’s diversity reflected in our employees with an aspirational goal of having 30% women in our workforce by financial year 2018. We acknowledge that we have a long way to go, but each and every one of us is truly committed to this as a first-step in our destination.  

- Vinod Kumar, Managing Director & CEO, Tata Communications


Our strategic priorities

To help us progress towards our destination, we have developed a succint and compelling five-step plan of campaign:

  • Step 1:  Lead from the Front 
    • Each and every member of our senior management and leadership community teams has pledged to handcraft an authentically diverse organisational culture. 
  • Step 2:  Create Communities to Share and Listen
    • We give people a voice when we listen hard to their insights and experiences, and we deliberately create community environments where our people can express themselves freely. We create these communities through diversity roundtables, and also through interactive forums online.
  • Step 3: Communicate Best and Next Practice
    • Our role model series showcases the stories of women working in our business.  We also regularly communicate best practice that we uncover, as well as next practice that we anticipate.
  • Step 4:  Develop Leadership Capabilities
    • Inclusive conscious leadership aims at creating the conditions where everyone feels welcome, and it’s OK to be different.  We train our managers to hire, retain and lead diverse teams. Inclusive leadership starts with self-awareness and a true willingness to learn. Inclusive leaders care about people and know how to listen.  They are interested, and therefore interesting.
  • Step 5:  Sustain Change, Recognise Effort and Reward Success
    • To cause change is one thing.  To sustain it is critical. We applaud our diversity champions within the business, and we have partnered with external forums to share best and next practice around being a great place to work. 


Elements of diversity

Diversity is intrinsic to the core values of an organisation. It means respect for and appreciation of differences in identity such as gender, ethnicity, age, nationality, disability and sexual orientation among many others. Inclusion is reflected in an organisation’s culture, practices, programmes and policies. 

Diversity thrives where resolute efforts are sustained on multiple fronts. For Tata Communications, these efforts will create equal opportunities and guarantee the respect and dignity of all persons at work.  To this end we are making it a priority to create career development programmes, flexible work initiatives and inclusive management practices in every part of the world where we do business.


Diversity makes good business sense

At Tata Communications we are proud to be a diverse business. And as part of the Tata Group, we have always valued the benefits that diversity brings. Developing a more inclusive and diverse workforce that reflects the communities in which we operate supports our stated strategic objective to create even more value.

Our culture celebrates and promotes the diverse backgrounds, heritage and perspectives of our workforce. It is this same culture that helps us generate new ideas and create solutions that best serve our customers, which is itself increasingly diverse. Our focus must remain firmly on understanding what it takes to attract and retain women, including in senior positions, as well as how to create the necessary conditions to do so. 

Senior roles are very demanding for everyone.  I am determined to develop and nurture a culture and environment where all our people can develop, while also having time to be good parents, partners, family and community members.  Against this context, Tata Communications is totally committed to growing the proportion of women in leadership roles, and to disclosing the progress we make. We know that this is the right thing to do for the business.  Even beyond that, to me this is personal.  

- Vinod Kumar, Managing Director & CEO, Tata Communications.