HCLTech

At HCLTech, we’ve always approached our work with an idea-first attitude because every one of our accomplishments—no matter how big or small—can be traced back to an idea’s single spark.

It’s that spark—that inner drive—that sets our people apart from our competitors. It enables us not just to pull off game-changing feat after game-changing feat but to better our world in the process.

At HCLTech, you’ll supercharge your potential.

You’ll find your career.

And you’ll find your spark.

All at a place that knows that helping its customers stay on top starts by putting its people first.

We offer:

• career opportunities on your terms
• enriching job experiences
• an employment that you can trust in
• a diverse, international culture that values your whole self

We endeavor to create and maintain a world class workplace. We strive to achieve this by creating a diverse and inclusive atmosphere where all our employees, regardless of rank or station, are treated equally.

Women in Tech:

As a company we believe that gender diversity will increasingly drive competitive advantage, now and into the future. The significance of gender diversity for us is evident from the high focus this derives from company’s stakeholders and board of directors. Gender parity and inclusion at all levels of hierarchy is our top priority, with a special focus given to increasing the representation of women leaders at key leadership positions. Our female employee ratio is a crucial metric that is reported and reviewed quarterly by the board.

We employ women representing 29% of our workforce. Our gender diversity at board level is just over 30%. Our goal is to improve our gender diversity and have a target of 40% women in our overall workforce and 30% women in senior leadership roles. We also have clear roadmaps defined to improve our other diversity metrics.

Inclusion at HCLTech:

We believe that integrating inclusivity into the organization’s DNA is an ongoing process and one that requires commitment from each employee to ensure that its presence is ubiquitous and commonplace in each of our workplace interactions to mitigate unconscious bias. Attributes like empowerment, accountability, courage and humility must be practiced on daily basis.

Disability inclusion:

Our robust disability inclusion programs focus on successful integration of disabled employees by ensuring an inclusive and accessible workplace. Several measures have been taken to employ, enable and engage individuals with disabilities.

Employ — to promote disability hiring we have identified roles suitable for hiring disabled talent, partnered with vendors, NGOs and NPOs to access skilled talent pools and participate in job fairs. A campaign to self-identify disability is also done periodically, allowing each employee the opportunity to self-identify any disabilities.

Enable — the majority of our premises are equipped with ramps, voice enabled lifts, PwD friendly washrooms, reserved parking spaces, emergency warning systems with both audio and visual alarms etc. We have also undertaken a detailed assessment by a third party to look at the effectiveness of our accessible features. We are cognizant about the technological accessibility and work towards making all our applications and portals accessible. We support policies like Equal Employment Opportunity Policy and Reasonable Accommodation Policy to ensure the rights of disabled employees.

Engage — the Ability Connect Network employee resource group (ERG) was formed for employees with disabilities and their allies to connect, network and raise awareness on disability inclusion. There is a focus in promoting awareness and advocating positive change through sensitization and accessibility training sessions and workshops for managers, peers, HR, recruiters, hiring managers, admin and support staff on disability inclusion and promoting inclusive behavior in the workplace.

LGBTQIA Inclusion:

LGBTQIA Inclusion at HCLTech aims to foster an inclusive, safe and supportive work environment for all lesbian, gay, bisexual, transgender, queer, intersex and asexual employees and allies. HCLTech prides itself as an organization with an open, transparent and inclusive culture. We focus on creating and sustaining an enabling environment for all our employees from varied backgrounds. We review and revise our policies and processes from time to time across all key workforce practices to reduce any kind of biases. 

Cultural inclusion:

Cultural inclusion is a belief that ensures that every individual is respected irrespective of their backgrounds, cultures, nationalities, their way of working and their lifestyles. We have identified local hiring as one of the material topics for HCLTech with a clear, long term plan to engage with local communities and ensure a talent pipeline. We recognize the impact it creates is a shared value; while we improve our talent pipeline and recognition in the local community, the local community also garners both direct and in-direct benefits. We make significant investments in developing talent in countries like Sri Lanka, Vietnam, Romania, Hungary, Costa Rica, Guatemala, Germany, France, Canada, Taiwan, South Korea and Brazil.

Our expansion of offices to Tier 2 cities in India helps us retain a much more non-cosmopolitan community base enabling us to truly integrate ourselves with local societies. Our hybrid work workspace assists us in further expanding our workforce with potential prospects while we learn to invest in local talent for our mutual growth.

Zero tolerance towards discrimination and harassment: 

HCLTech operates a zero-tolerance policy towards workplace harassment and any kind of perceived discrimination. We are committed to maintaining a workplace that is free from violence, harassment, intimidation and other unsafe or disruptive conditions.

Additionally, we have safeguarding protocols in place that ensure our employees’ privacy and dignity are maintained. Any violation of our anti-discrimination and anti-harassment policies by an employee or individual may result in serious disciplinary action, up to and including termination where permitted by law. Employees have access to various mechanisms to raise concerns. Any employee or individual may report a concern in writing or orally by communicating it to one of the following:

• their reporting manager
• human resources
• the secure & hear committee