In the absence of well-framed employment relations law, setting out mandates of Diversity and Inclusion could be perplexing in terms of identifying the problems, challenges and executing development plans. A diverse country like India faces challenges that are unique and hence attaining inclusion becomes a challenge. This compendium consists of best practices and organizational mechanisms which helped them to achieve true inclusion within the organization.

Diversity and Inclusion (D&I) has been at the cornerstone of Genpact’s culture since its inception in 1997.


Their D&I program is built on four strategic pillars


Creating a Supportive Ecosystem

Genpact is a ‘women-friendly’ organization, right from their flexible work policies to their onsite childcare facilities to infrastructure

The ‘Returning Moms’ Program provides women coming back from maternity break the shift timings and location of their choice

Driving Inclusion:

To create a culture where everyone can bring their best to work, Genpact runs two initiatives:

  • Managing Unconscious Bias: Drive focused training interventions, helping employees understand their biases and take steps to mitigate them. Their theatre and game-based methodologies help participants contextualize and implement their learnings.
  • Women in Genpact Network (WINGS)- Regularly hosts forums for all employees to connect with leaders within and outside Genpact. Along with D&I, the forum also holds discussions on topics of mutual interest and current relevance.


Attract Diverse Talent:

Genpact has established diversity targets for executive hiring, currently 25% for assistant vice-presidents and above. The targets do not translate to quotas. This drives innovative practices for attracting talented women while recruiting the best candidate. The Career 2.0 campaign on social media as talented and experienced women returning to the workforce after a sabbatical.

Building Women Leaders:

Genpact ensures that all leadership development programs have 40% female participation, creating a robust pipeline of women leaders. Pay-it-Forward, their sponsorship program, encourages proteges to sponsor other women, scaling the program while nurturing long-term relationships.

Sources – Best practices mentioned above are provided by the organisations in the application survey

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