HCLTech Careers, Benefits, Review

In 1976, there were only 250 computers in India. It was then that Shiv Nadar, the founder of HCL, led a team of eight young people who passionately believed in the power of information technology. From that vision, grew a global enterprise that redefined the Indian IT industry.

Today, HCLTech (which spun off as a separate unit in 1991) is one of the leading IT service providers worldwide. But while we may be a globally recognized leader in the tech and IT industry, we’ve never forgotten the start-up mindset that got us here.

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

HCLTech has been named as Global Top Employer for 2023 and has been certified as a Top Employer in 25 countries across three regions by the Top Employers Institute for consistency in people practices across the globe.

We have been recognized as a top employer in Australia, Brazil, Bulgaria, Canada, Costa Rica, Finland, France, Germany, Guatemala, India, Italy, Japan, Malaysia, Mexico, Netherlands, New Zealand, Philippines, Poland, Portugal, Romania, Singapore, South Africa, Sweden, United Kingdom and the United States. Of these 25 countries, we are ranked number one in 18 countries.

HCLTech has also received top honors in the key 3 geographies of its operations - Top Employer Europe 2023, Top Employer Asia Pacific 2023 and Top Employer North America 2023. 

These accolades demonstrate our commitment to fostering a work environment with an innovative and a progressive work culture.

To browse career opportunities, click here

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.

We have women-specific programs at all levels of the company hierarchy, which cater to their career development needs.

1. ASCEND is a flagship program offered to high potential mid-management women employees. The program aims to meet the critical business objective of building a robust female leadership pipeline that can move towards the upper echelon of leadership. The program has successfully completed seven rotations.
2. Stepping stones is a global program with a focus on equipping women in mid-management roles with the right skills and competencies to help them in their career growth.
3. Prelude is focused on role-based upskilling. The objective is to train and upskill women employees at strategic band levels for their next level roles to create a ready pool of women leaders for open positions.

Read about the women HCLTechies who are powering progress from the front by clicking the link here

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

Through ‘Fostering Inclusion’ program, HCLTech strategized its continued efforts to bring entire organization under the umbrella of active display of inclusive behaviors, this will result in building more collaborative, innovative and productive teams free from unconscious bias.

1. Inclusion Lab: In order to build inclusive leadership capabilities and drive a culture of inclusion across the workplace, we established a virtual Inclusion Lab. The program provides a narrative as to why inclusive leadership is critical to business success and clearly lays down micro strategies to make it real. The Inclusion Labs adopt a top-down approach to improve the “inclusion quotient” of senior leaders, business leaders, and people leaders.
2. Inclusion@Scale: With an objective to ensure that each employee takes a responsibility to commit to Inclusion ensuring that its presence is ubiquitous as a default way to functioning in each of our workplace interactions.
3. Communities of Practice: Social learning is learning by observing other people with the goal of adapting behavior in a social context. This is one of the most effective methods to disseminate moral and ethical knowledge. HCLTech has refined the process of social learning and utilized it to further the message of diversity and inclusivity believing that it is the best way to propagate HCLTech’s DEI stance.

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.

Employee Resource Groups and Networking remain the most important ways to address common concerns and issues. We have employee groups that cater to our female workforce, our LGBTQIA workforce and others so that they may find individuals with whom they can discuss their common challenges and come up with solutions. Below are two examples of gender diversity programs:

1. Feminspiration is a platform where women leaders from our client companies are invited to address HCLTech employees. These leaders share insights on successful leadership and perspectives on gender matters
2. iMotivate/virtual iMotivate aims to motivate women by connecting them with HCLTech women leader/s via a formal session and enable them to develop necessary leadership and networking capabilities to stay successful in their careers. From tapping into professional networks that support women and people of color to supporting the development of employees, the employee resource groups are indispensable to the long term vitality of our workforce and business. Our groups are an integral part of our diversity and inclusion journey and key to maintaining a richly diverse talent base.

Our commitment is to create a future ready workplace where ideas can be freely discussed and implemented by channeling our employees’ collective creativity. This is something that guarantees our success as a corporation for years to come.

• Pride@HCLTech: The group shares unique insights from LGBTQIA inclusion, helping contribute to an inclusive workplace that welcomes and values differences.
• Ability Connect Network: This community helps and supports all people with a disability through awareness, advocacy, resources, and opportunities.
• Women Connect Network: The Women Network provides members with opportunities to facilitate their professional development, help reach their career aspirations and have open dialogues about the barriers and misconceptions that exist for women in the workplace.
• Single Parent Network: A voluntary, employee-led group of active single parents who contribute both by improving social and emotional wellbeing for other single parents and their families and by being the catalysts to improve inclusion in the workplace.
• The Heritage Network: A network is for “like minded” people who feel strongly about understanding different cultures and sharing knowledge about their own.
• Multicultural Employee Resource Group: This group works to ensure that HCLTech’s ethnic minorities achieve their full potential as valued employees and represents employees of African American, Asian, Hispanic and Latin American descent. The network offers networking opportunities, cultural events, and social gatherings.

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

We try to understand our employees’ priorities, requirements and aspirations through our extensive employee engagement programs. There are four tenets of employee engagement:

Wellness — the importance of wellbeing has been amply understood due to the pandemic. We offer our employees a plethora of activities including yoga, zumba, meditation, pilates, and other forms of wellness programs. We conduct these activities inside our campus as well as virtually.

Family — the families of our employees are the extended family of HCLTech itself. We have multiple activities that reflect this attitude of ours including kid’s summer camp, talent shows by children and spouses and multiple other events where we encourage our employees and their families to mingle with each other

Employee Passion — hobbies and passion projects are an excellent platform for bringing together like-minded individuals and providing them with a free space to engage. HCLTech provides the platforms employees need to pursue their hobbies.

Celebrations — celebrations are an excellent way to naturally release endorphins that automatically results in a happier and productive workforce. We ensure that all festivities representing our diverse cultural ethos are celebrated, from Thanksgiving to Diwali, Holi, Eid, Christmas and many more festivals.

Using technology to connect employees

In an ever-connected online world, it is imperative to use social media to connect with employees. We use “Engage Zone” on our in-house app “emPower” to maintain direct connect with employees and it acts as an interface for engagement on the go. The Engage Zone generates a million hits from employees across various engagement instances.

Viva Engage communities — we have created communities in Yammer for all our prominent employee engagement and employee experience program for like-minded people to interact and engage for the growth of the organization at large.

MeMe — we pioneer modern computing and the business is known for its disruptive employees first, customers second (EFCS) business philosophy. Our teams got together to see how to develop a radical B2E (business to employees) messaging platform — akin to the B2C (business to customer) platforms realizing that it was not viable to use platforms like Facebook as it needs to respect the privacy of customer contracts. We challenged the young employees to build a technological framework to realize the B2E idea, and that’s how ‘MEME’ took its first shape on the drawing board.