Genpact Takes A Big Leap In Gender Diversity

by CXOtoday News Desk    Jan 24, 2017


Indian IT companies are increasingly realizing the importance of gender diversity and its impact on business. IT services firm Genpact, that has always implemented initiatives to provide equal opportunities to women and men, has taken another leap by extending the fully paid maternity leave for its female employees in India from 12 weeks to 26 weeks. 

The company announced this initiative is applicable to not only birth mothers but also adopting and commissioning mothers, the maternity leave is accessible to women employees for giving birth to or adopting up to two children.

“We are committed to finding ways to bring more women into the workforce, and once they are in, finding ways to enable continuity of employment as they balance family and work. Our aspiration is to be an industry leader in this area, and adopt market-leading practices. This is a big step in that direction,” said Piyush Mehta, SVP and Chief Human Resources Officer, Genpact.

Genpact has several women-friendly initiatives in place under the overarching umbrella of the Returning Moms program – this includes access to daycare facilities at or near its office locations, stork parking at all locations, work from home or flexible hours if the nature of work permits, and shift timings and location of their choice for up to a year upon return from maternity leave.

“Gender diversity is among our top organizational priorities and creating a supportive ecosystem for our women is the first step in that direction. By extending the maternity leave period, we hope that our women employees will be able to strike a better work-life balance,” said Sasha Sanyal, SVP and Diversity and Inclusion Leader, Genpact.

According to a Catalyst research, nearly 50 percent of Indian women drop out of the corporate employment pipeline between junior and mid-levels, compared to 29 percent across Asia. As per a Credit Suisse report, India ranks second lowest in terms of women in senior management levels.

Genpact has created a set of long-term and short-term hiring and promotion goals which enable the company to create a robust pool of women within the organization. To ensure that the best practices are incorporated for diverse hiring, Genpact mandates their hiring teams to undergo sensitization training and workshops. Additionally, its flagship initiative, Career 2.0, focuses on recruiting women on a career break, a talent pool which is often overlooked.

The IT firm has also created its Genpact Centre for Women’s Leadership (GCWL), headed by Meena Wilson, who joined the initiative last year. GCWL is an  industry-academia partnership — combining the power of research with industry best practices — to empower women, make them leaders and drive gender-inclusive growth.