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Equal Employment Opportunities at Hexaware

We help all our clients across the globe in building their business ideas into successful ventures by offering an excellent range of services and offering premium quality solutions. At Hexaware, we value diversity in all its forms and strive to integrate our ideas into businesses. Our staff comprises investors and executives from around the globe who bring with them unique perspectives and experiences, which add value to our company. Equal opportunity and respect for differences are ingrained in our culture at Hexaware, so our employees thrive here regardless of their background or job experience.

Hexaware believes in equal employment opportunities for its employees and applicants alike. We offer training, compensation and benefits to help you develop your skills and career potential. We use your performance KPIs to determine how much you are paid, and we also offer opportunities for promotion as well as a chance to earn additional compensation.

We work hard to make sure that we understand your needs, expectations and aspirations. This means that when you are promoted or change roles, there will be opportunities for advancement, training and development.

We value diversity and inclusion at Hexaware and we have implemented a number of initiatives to facilitate this objective. Hexaware is a dynamic organization, where we offer equal employment opportunities to all our employees. We believe in the concept of ‘Equal Opportunity’ and are committed to providing a fair career growth opportunity to all our employees. This is done through regular training programs, development opportunities and continuous motivation.

We are committed to creating a work environment where all employees and applicants are treated with respect. We are proud of our diverse workforce and the commitment of our management team. Hexaware is an equal opportunity employer and does not discriminate on the basis of race, colour, national origin, ancestry, religion (creed), sex (including pregnancy), sexual orientation, gender identity or expression, age, physical or mental disability or genetic information in employment opportunities.

Discrimination and harassment in any form are neither condoned nor tolerated at Hexaware. While we strive to afford employees and applicants the same opportunities for success in our workplace, we are committed to creating an environment free from all forms of discrimination or harassment.

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5 Ways to Reduce Stress at the Workplace

Mankind as a whole has come under unprecedented stress with the pandemic. During this time, workplaces became bigger sources of stress than normal. So, it’s no surprise that the American Institute of Stress reported that extreme stress levels at work stood at 40% in 2022.  Unfortunately, stress at work is linked to many health issues or injuries which in turn lead to financial, and personal problems.

The human Resource team at Hexaware routinely grapple with the task of dealing with the stress responses of workers. We found out that workplace stress is caused by both physical and psychosocial elements. From bad lighting or poor seating issues at work, causes extend to demands of the job, long/inflexible work hours, harassment, and bullying. Poor structuring of work or a lack of job insecurity would also add to the stress affecting the health of a worker, whose poor performance would affect the performance of the organization itself. Hexaware campus is a huge green campus where you can casually stroll to ease your mind, play a game in the gaming zone and do many more activities.

 Employers can adopt some interventions, to reduce the stress at the workplace. Let’s look at 5 such interventions by Hexaware that helped reduce workplace stress-

Planning Hybrid/Remote work:

In the wake of COVID-19, workers are quitting their jobs when asked to return to the office. The time has come for employers to take the wishes of their workers into account and modify/redesign work to make work from anywhere possible. Workers need to stay productive, work with energy and focus and willingly coordinate/cooperate with others on the team. Hexaware provides its employees with the option of working from home till the pandemic is completely over. Financial support is also provided to employees to necessitate work from home for a long-term basis due to the Covid-19 pandemic like work from home productivity items, internet reimbursement, etc.

Redesign Work and Workplaces:

When the stress faced is psychosocial, it helps to match employee skills with job requirements and eliminate mismatches by imparting the required skills. Until the employee turns adept at the tasks assigned, they may be allowed to get more time and resources to complete the work. Workplaces also need to eliminate physical hazards and adopt safer equipment and technology while promoting the use of protective equipment, where necessary. Hexaware is very innovative when it comes to our workplace. Employees can also take initiative and design their desks as colourfully as they want.

Employee Involvement in Decision-making:

When employees are involved in important decisions at the workplace, taps into their experience and accumulated knowledge of internal processes, it improves their morale and commitment and gets them invested in the success of the organization. At every level of management at Hexaware, we make sure that the employees are involved in important decision-making. Leadership Lantern Series at Hexaware is a series of Leadership sessions that reflect the involvement of the leaders and their clear focus on employee wellbeing. It's a creative initiative where leaders share their thoughts, visions, and actionable goals with the employees and include them in these strategic and practical discussions. This is critical in bridging the gap between the leaders and the employees as well.

Provide Effective Work-Life Balance:

Workplaces and managers need to establish boundaries between work hours and off-work hours and maintain them. This allows the employees to actually know that they are not expected to be available all the time. Taking breaks also helps employees recharge themselves, and get relief from stress. There is an amphitheatre, a gym, a gaming zone, etc. at Hexaware to provide employees with stress busters and help them maintain good work-life balance.

Train Employees to Cope with Stress:

Employees can be trained to recognize the signs of stress and learn how to avoid stress reactions using active coping mechanisms, which promote relaxation and minimize stress.

Enterprises can avoid the harmful effects of workplace stress - like low employee productivity, lower retention rates and increased absences - by tackling stress in a proactive manner. Fighting-it-Together (FIT Project) by Hexaware is a project to enable everybody to have healthy mental and physiological health was a blessing for many who suffered the stress of working at home for such a long time. Employee Assistance Program (EAP) is similar in nature to the FTI Project, EAP gave free confidential counselling to help employees deal with their problems on both personal and professional fronts.

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Conflict Resolution at the Workplace

Conflict is a natural occurrence in any workplace. It can be defined as a disagreement or dispute between two or more people. Conflict arises when different people have different opinions, ideas and goals which result in disagreements and disputes.

Conflicts can be categorized into four types:

Personality conflicts: These are based on individuals’ personality traits, such as their attitudes, beliefs, values or emotions that trigger conflicts with other people.

Workplace conflicts: These are based on differences in working styles and cultures which result in conflicts between employees.

Structural conflicts: These arise due to problems related to the structure of the organisation such as lack of communication channels, unclear policies etc.

Processing style conflicts: These are caused by how people process information and make decisions which leads to poor results

Conflict resolution is a process of managing disagreements, disputes and other types of interpersonal conflicts. It involves finding mutually acceptable solutions to problems between two or more parties.

There are several strategies and techniques that can be employed in resolving workplace conflicts. They include:

Active Listening — To resolve conflicts effectively, it is important for you to listen attentively to what the other person has to say. You should try to understand their point of view and feelings before expressing your own position on the matter.

Reframing — Reframing is another useful technique for resolving workplace conflicts which involves altering one’s perspective on a situation. For example, instead of focusing on negative aspects of a problem, reframing helps one look at positive aspects as well.

Problem Solving — The main objective behind problem-solving is to find solutions that meet both parties’ interests and needs. Problem-solving is an effective means of conflict resolution since it allows both parties involved in an argument to suggest ways in which they could settle their differences without having to compromise on their respective positions or views on the issue at hand.

Take responsibility for your part in the conflict. It takes two parties to argue, but it only takes one person to end the argument by apologizing or admitting that they were wrong. The first step toward reconciliation is accepting responsibility for your part in any dispute.

Listen to the other person’s side of the story without interrupting them or judging them when they’re upset or angry. Listen attentively while they talk about why they feel upset and try not to interrupt or offer advice until they’ve finished talking about their feelings. Avoid making judgments about what they say until you have all the information, instead of jumping to conclusions based on limited knowledge or assumptions. Ask questions if necessary — but don’t ask leading questions that make it obvious that you think something negative about them or their actions (e.g., “So are you telling me that my method is wrong and yours is right?)

Conflict is often seen as a negative thing. However, conflict is an important part of every relationship — at home with family or friends; at work with colleagues; in schools; in communities; even between nations. Conflict allows us to discover new ideas and ways of doing things that might otherwise not have been discovered or considered before.

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8 Tips for Parents Going Back to Work After Having a Baby

We know that going back to work after having a baby can be — well, overwhelming. The best thing you can do is remember that you’re not alone. So many parents struggle with the transition from being at home with their babies to being separated from them for most of the day. To get yourself through it, don’t forget these top tips:

Make sure you have easy access to photos of your baby.

Take time on your breaks to call or text your partner about how the baby is doing.

If possible, make sure you have some kind of job flexibility — even if it’s just one day per week where you start and end an hour earlier or later than usual.

When you get home, try to spend as much time with your baby as possible before they go to sleep!

Take full advantage of the holiday entitlement you have accumulated so that you get time to spend with your baby and your partner.

Plan ahead with your employer as much as possible if you need to work flexibly when you return. This will ensure they have time to find cover and plan accordingly.

Don’t be afraid to ask for help — at work or at home. It may feel like admitting defeat but sharing your workload could be the best thing for you, your family, and your employer in the long run.

If you’ve had a baby there’s no denying that you will feel tired from time to time — particularly as your baby gets used to eating and sleeping routines. Try to prioritise what matters most at this stage in your life because not everything will stay important long term — so some things may not need doing immediately after all!

Hexaware has employee benefits for new mothers and fathers alike so that you can maintain a good balance between your work and family. Hexaware recognises both the parents play a vital role in childcare, especially when it comes to being new parents.

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Are You Keeping Your Employee's Mental Well-Being in Check?

Mental health is one of the most common things that affect people. We come together to learn, grow, and support each other and help the people who suffer from mental health issues. Mental health support at offices has become popular and demanding as companies and employees realize how productivity and efficiency are directly linked to positive mental health. The happier an employee is, the better they perform.

It is becoming more and more important to focus on mental health at workplaces and how it affects people. Mental health-related issues regarding the workplace have been steadily rising for the past 20 years. Mental health is not just a measure of how healthy one is eating or how friendly one is. It is about the well-being of oneself at an individual level. Mental health issues do not present themselves as perceived in most cases. Hence, it becomes significant for an employer to identify and help an employee.

Understanding mental health is the first friendly step an organization can take to help its employees. All the employees should be educated, and mental health need not be treated as a taboo subject. In fact, 'What are mental health issues and how do they affect employees?', this is something a manager should be trained to recognize.

Burnout syndrome is the most common mental health issue found in employees that work more hours than usual. This is caused due to excessive stress at work. Burnout syndrome can also cause people to spiral down thoughts of negativity and slide into depression. They may also experience anxiety, insomnia, etc. This becomes very counterproductive in the long run. It can become quite challenging to come out of this negative spiral. To avoid Burnout syndrome, employers can encourage employees to use their leaves and take a break from work. Encouraging breaks and regular rests can help a lot in refreshment and positive development to their mental health.

Hence, Hexaware has dedicated amenities to help combat stress at the workplace. These refreshments like a gym, amphitheater, gaming parlor, etc. address the stress concern within the office. It is done such that employees can brush off the burnout before it creeps in.

Taking regular feedback helps ensure that employees do not fall into heavily stressful scenarios. Also, regularly checking up on your team members can help a manager recognize mental health issues relevant to his subordinates.

Encouragement and praises work like magic for employees. Appreciation for their work and rewards can drive a very positive impact on their mental health. It is the responsibility of the employer to recognize the value brought to the table by their employees and reward their hard work.

To counter all this above-mentioned, Hexaware houses an initiative called the Employee Assistance Program (EAP) to keep mental states healthy. This program provides free, fully confidential counseling with professional psychologists. Hexaware recognizes that employees' well-being matters. Not only does it benefit an individual at a professional level, but it also helps at a personal level.

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Employee Recognition at the Workplace — Why it Matters

Employee recognition refers to an ongoing process of recognizing the quality of work put up by an employee and appreciating it. Employee recognition plays a very important role in maintaining a successful company and a healthy workplace environment. Even if someone fails at a given task, it can be motivational if the peers and seniors appreciate their work and wish them better luck for the next time. Hence, we at Hexaware promote and validate employee recognition and appreciation in the workplace.

Workplace Environment at Hexaware Recognition and appreciation at a workplace not only promote creativity and hard work but help maintain a work-life balance. Also, it allows employees to maintain good relationships with peers and seniors. Seniors and peers here take time and recognize and appreciate the people equally. There are award ceremonies and events to thank and congratulate the employees for their contribution. Small gestures such as saying thank you or giving them a hi-five can be a gift for employees.

Apart from unit-specific recognition programs, Hexaware has a Reward and Recognition framework at an organizational level that makes sure that the employees are rewarded for their work. With the rewards and recognition program, we make the entire process for employees a fun-filled one that they always look forward to. Awards which include Star of Quarter, Ace, Best Debutant, Best Team, and Spot Awards boost their morale and encourage friendly competition among peers. The unit-specific awards are given by clients i.e; Hexastars.

The High Performers Club (HPS) celebrates the true champions at Hexaware. It is a very exclusive club with membership for achievers only. The consistency with which the employees perform — is the criteria for evaluation based on their sustained performance over consecutive years. The HPC members enjoy Basket of Rewards curated exclusively for them.

Hexaware has also introduced a new program called AwEH. It’s an online digital platform for Rewards, Recognition & Benefits since the Covid-19 pandemic has halted the meet and greet activities in the world. Indeed, this has made the world a smaller place and shown us a way to celebrate talent across the globe.

Also, loyalty and service tenure are very appreciated and celebrated at Hexaware. Hexaware is just as happy as its employees when they reach a milestone. Employees are awarded for their commitment towards Hexaware, spending 5, 10, 15, 20, 25 years within the company. “Hall of Fame” is one such initiative that identifies employees who have completed a decade and more with Hexaware, to share their remarkable journey and extend their roots into the Hexaware family.

Another big appreciation is the Great Managers Award dedicated to the managers who always try to set new benchmarks at the workplace. It ensures that the managers demonstrate superior performance and provide a positive experience to their team members.

Gratitude is seen as a high virtue at Hexaware, and Hexaware is grateful to have employees with this deep-rooted attitude. Our R&R program bears testimony to that. Giving out consistent high performances is the essence behind our employees’ excellence. The R&R portal is available 24x7. Winners are guaranteed global recognition in the Hexaware universe. They become the stalwarts who inspire others by example. Also, R&R is linked to our PMS portal.

We at Hexaware believe that an environment with only work and no fun makes it all gloomy and dull. We have introduced this fun-filled environment with recognition and appreciation for our employees so that they lead a joyful work life. We also promote the idea of working in teams and help with better coordination within other teams, setting an example of how important and how right it is done. We do all of this, ensuring continuous recognition of the amazing talent and skills our employees bring in for us. All in all, it’s a great cycle of us being happy with our employees and vice versa.

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How can companies invest in employee well-being?

When it comes to employee well-being, the first question that pops up is why is it necessary.

Well, to answer that, here's a small quoted text from JLL’s research that states, "Employees now prioritize work-life balance over a comfortable salary, and three out of four expect their employer to support their health, well-being, and nutrition." It now becomes a requirement for organizations to cater to employee needs and ensure they feel justified and privileged at their workplaces.

The evolving employee expectations have made companies initiate a lot of well-being programs on campus. Activities involving on-site gyms to lunchtime yoga sessions are popular to maintain mental and physical fitness. Moreover, employees expect medical assistance for themselves and their families from their employers. Talking about this domain, Hexaware pleases its employees well with the FIT project and Mediclaims they offer. It makes sure it has invested enough to satisfy its employees with mental and physical peace.

Hexaware has also set an example for other companies with its crucial investment in employee development. It's well-known that employees who keep learning while executing tend to do much better than those who only work. Keeping this in mind, Hexaware has invested generously in programs like Ignite, Evolve, Mavericks, etc., to ensure their employees develop as they progress with work. They've also offered employee assistance programs and extended these to the employees' families too. While these factors might seem irrelevant, they hold great significance to the employees and promote their well-being.

Last but not least, Hexaware leaves no stone unturned in building a positive and friendly work culture. It makes sure it invests in its employees enough to have fun days, employee engagement activities, excursions, etc., for them. It is an important aspect when it comes to maintaining a work-life balance and managing employee well-being.

While 'how to invest in employee well-being' remains a question for many, companies like Hexaware have cracked the code and executed it well. They've set forth examples through their employees working with a delightful work-life balance they offer with their programs.

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Why is Communication Important at the Workplace?

One of the most important aspects for a company to run smoothly is good communication. Employees show an increase in productivity and have boosted confidence when they are able to freely communicate with their superiors as well as subordinates. Also, employees who can communicate freely and effectively are considered assets to the company.

How Does Hexaware do it?

We at Hexaware are open to communication because it leads us to be innovative, productive and peaceful because we know our employees’ individual and teamwork capabilities. Communication at the workplace is not only limited to the things mentioned above but it also helps in building relationships, minimizing errors and having a team to depend on.

Having a good communication strategy and following it is not always an easy task. Even managers struggle with it sometimes. The key is trying, with time it will always get easier. When employees are comfortable with giving and receiving feedback and constructive criticism, they can’t be comfortable with receiving and giving compliments for their achievements and this affects their willingness to put up good work.

Some ways in which we at Hexaware ensure there is good communication in the company are:

Ensuring everyone gets a chance to speak Speaking and listening - together make for good communication. Some would argue that listening is the most important end of communication. While in a meeting, it is just as important to listen to the person speaking as it is to speak yourself and put forth your ideas and doubts. Keep in mind not to interrupt people while they are speaking and managers will make sure you get your chance to speak.

For example, the Leadership Lantern Series where the focus of the series is to connect the leaders from the company to the employee. In this leadership connect program, leaders speak on various topics right from emerging trends to some essential initiatives by Hexaware, new offerings, etc.

Decide the appropriate means of communication There are some messages that require formal mail, some messages that require a note or just a ping. Some messages are so important that you must give it to them face to face. Deciding the correct means of communication enables us to feel the tone and the importance of the message conveyed.

Dragging out the message can also lose its importance because it feels boring to give it any attention. The message should be short, crisp and easy to understand. It is not safe to assume that the other person understands what you are saying. And it is advisable to ask questions if you do not understand something. Asking and encouraging employees to ask questions helps them gain a better understanding of the message. Hexaware makes sure that its employees get enough autonomy to voice their opinion.

Being Open-Minded Open-mindedness can go a long way in communication as it enables you to enter a discussion free of judgement and prejudice. It will give the people participating in the discussion confidence to put forth new ideas and improvements which will benefit the company. This especially helps the women employees at Hexaware and creates a safe workspace for them.

If you go in with a preconceived mind, you will be quick to shut down people and they will be less inclined to share new ideas and the conversation will be less honest which ultimately damages the company. If you keep an open mind and listen to the other person you may even find your opinion changed by the end of it!

Use the proper tool for communication Be it a video conference, mail, message, phone call or face-to-face communication, each communication tool has its importance. Messaging can be the main source of communication among co-workers, video conferencing would be the main source when communicating with clients or superiors and subordinates for meetings. Mail can be effective if you want to relay a message that requires one-way communication. We have a solid communication chain, we ensure to use good communication tools like Yammer for conveying appropriate messages especially because we are working remotely.

In today’s world, communication is gaining more and more importance as the pillar of success of a company. At Hexaware, we ensure that our employees are listened to and given importance. These practices combined with effective communication strategies have proven to be very beneficial for Hexaware.

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How Hexaware is expanding the ability to work remotely. Know More

It’s safe to say remote work isn’t going anywhere. That’s why it’s important for corporate leaders to understand the benefits of remote work and why they need to invest in it. The COVID-19 pandemic has made organizations rethink their approach to fit the idea of the remote. The pandemic has forced employers to test remote work and results have shown no dip in productivity despite the stress and uncertainty associated with a global pandemic. Imagine the potential of remote work in better conditions. Hexaware was able to tap into this quite early on.

Some of the ways Hexaware is expanding the ability to work remotely are: 1. Communication is the key Open communication within the organization can increase total productivity and help create strong interpersonal relationships among the employees. It can also help to bridge the gap between the managers and senior-level employees to mid-level and freshers. Hexaware uses Yammer - an online platform - to help its employees network as well communicate within the organization easily and effectively.

2. Hexaware Leadership Lantern Series Providing a lamp in the darkness to its employees, the experts of their respective fields on the company regularly took sessions where they shared valuable lessons, tips, and insights that helped employees stay motivated, dispel anxiety and fear and stay aware and updated with all that is happening. Some of the topics discussed were Coping with anxiety and panic during Covid-19, the myths and beliefs of the Covid vaccination, the precautions/measures to counter the 2nd wave of Covid, understanding Covid better, the role of nutrition in health & Immunity, pranayam & yoga for your added protection against Covid 19. There was also an exclusive session to address employee queries on Covid 19, as well as a special session on Supporting our Hexaware kids during the pandemic- during Covid and beyond.

3. Fighting-it-Together (FIT Project) Hexaware’s project to enable everybody to have healthy mental and physiological health was a blessing for many who suffered the stress of working at home for such a long time.

4. Employee Assistance Program (EAP) Similar in nature to the FTI Project, EAP gives free confidential counseling to help employees deal with their problems on both, the personal and professional front.

The biggest challenge, especially for companies that are not tech-savvy is the lack of readiness to support the massive surge in employees being asked to telecommute. They don't have the technology at their disposal or budgets to ramp up remote working quickly. There is also the question of security and data backups, especially when employees are using their personal devices.

To bridge this gap and to prepare businesses for a new model of working, Hexaware is also helping other businesses ramp up their remote working facilities by providing desktop and application solutions that can be deployed or extended in less than 48 hours.

How will they help? 1. These virtual desktops and applications will provide flexibility and elasticity to businesses that are aiming to deploy remote working solutions. 2. Cloud-based delivery lowers cost and improves manageability. 3. Enterprise applications can be accessed securely anywhere and on any device.

Incorporating remote work policies into your business plan will help businesses scale up rather than scaling down. Hence, they need to make some conscious choices, following the example of Hexaware.

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Building a Culture of Learning at Hexaware

Hexaware provides a highly conducive atmosphere for nurturing a learning culture. Today, not many companies understand what Hexaware has understood quite early on, and hence what growth you have here you might not have at any other IT company. Whether you are a fresher or a professional with good experience in your hand, there are learning opportunities here for everyone. Here are some of these programs:

Mavericks Training Program Mavericks is a program run for the freshers but it starts even before you join and goes on till onboarding. The program helps freshers become job-ready even before they join. This program is easily one of the best training programs in the IT industry. There are two subcategories - the Regular Mavericks program and Premier Mavericks Program. In the Regular Mavericks program, you have a full-stack foundation course that lasts up to 11 weeks. While in the Premier Mavericks Programs, you have 3 weeks of soft skill training, followed by 6 weeks of foundation training, another 6 weeks of stream-specific training (product engineering/automation/analytics/digital/innovation), and lastly 2 weeks of internship.

Leadership Lantern Series An initiative whose focus is to connect the leaders from the company to the employee. In this leadership connect program, leaders speak on various topics right from emerging trends to some essential initiatives by Hexaware, new offerings, etc.

Hexaware Future Leaders Program A leadership program that grooms the employees to become visionaries and future leaders. The candidates joining this program undergo a month of holistic training to get a 360-degree view of the business and the industry. To grow through this program your inherent skills, prior experience, and interest areas play a major role. Through a mini project, candidates are challenged to broaden their horizons and bring out their leadership skills. You will serve job roles on a rotation basis covering all business functions like Solutions and Pre-Sales, The Innovation Lab, Strategic Marketing, Strategic Sourcing, Corporate Functions, Global Bid Management, etc.

Rising W@H (Women @ Hexaware) In collaboration with the HR department, W@H has developed a leadership program called Rising W@H which mentors and supports women who have the potential and desire to become business leaders. The program comes with support from national and international business schools, projects, and development opportunities with women leaders inside and outside the organization.

Other programs/initiatives There are programs like Evolve, Jumpstart, and Catapult that are also designed for employees to help them achieve their professional aspirations. It also provides free access to UDEMY courses and runs Hexavarsity for learning and Development inside the organization.

Certified as a Great Place to Work, Hexaware has set a gold standard in the opportunities provided in the workplace culture for young IT professionals. This is a place where you are truly nurtured and taken care of like a family.

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Paving the road for women in Technology | Hexaware

It is the 21st century where the largest corporations are operated by powerful men as their henchmen. Do you see any problem with that sentence?

If you don't, then you probably do not realize the gravity of the situation. According to an EY research, companies with at least 30% women in leadership can achieve up to a 6% increase in their net margins. However, only five countries have up to 30% women in corporate leadership. It can be argued that a lot of big companies like IBM, GM, or Mondelēz International have/had female CEOs or that there is a significant increase in the number of women employees in the workforce, but then why are the numbers still so low?

The reality is still stark. Especially for women in leadership roles. The question is why are the numbers of women entrepreneurs or women leaders at such a low rate when the workforce gender gap is reducing?

We have to find the grassroots of this problem to really find its solution. In the tech industry, which is infamously known to be having the lowest female workforce, corporations need to find a solution and fast. An intervention is necessary.

By taking a leaf out of Hexaware's initiatives and policies to bridge the gender gap, we can try to understand what more the corporate world needs to do, to build an environment for future women leaders.

1. Hire talent, sans the gender. Hexaware's policy when hiring new employees is simple. They hire pure talent. There is no discrimination regarding where people come from, which gender they belong to or what language they speak. The company's commitment to building a diverse cross-cultural team is the reason why currently, 30% of Hexaware's workforce is female, and this number is growing.

2. Give them a solid space to rejoin the workforce. A lot of female employees take a break as they are culturally seen as the caretaker of their growing families. The corporate world is not easy to enter once you take a break. This needs to change. Hexaware is currently focusing on policies that help women who have taken a break to rejoin the workforce and eventually reach higher-level positions.

3. Helping create a work-life balance. Many companies have now brought the change by giving maternity leaves, menstrual leaves, work-from-home policies, etc. so that the work-life doesn't take over their personal life. We have to respect biological differences while making steady progress to bridge the gender gap. Hexaware’s sabbatical policy called Mother’s Shift allows for great flexibility in terms of work schedule, as well as the crèche at the organization’s offices in Chennai helps them take care of their kids while they work.

4. Encouraging female representation and investing in their higher education. At Hexaware, there is a separate body called Women@Hexaware which encourages as well as represents the female voices within the company. Together with the HR department, W@H has initiated an educational program where high-potential women get higher education from a premier Business School complete with learning projects and assessments; an assigned mentor to help bridge any skill gaps and the opportunity to take on a live project of strategic importance.

Corporate organizations have to be the flag bearers in creating the change and commit to equal representation of women in the workforce and the boardroom. Keeping this in mind, Hexaware is leading by example.

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What Makes Hexaware a "Great Place to Work"? Read More

Hexaware's core values have always been about keeping the employees first. The organization truly believes that what they are is because of the contributions and the commitment of their employees who have worked with them over these years. Here are some of the ways Hexaware is trying to create a High-Trust, High-Performance Culture™ company:

1. Helping in building Leaders of Tomorrow Helping employees to become the visionaries of tomorrow, Hexaware's programs and initiatives give the employees a platform to transform themselves with the help of the right tools and resources.

Leadership program that grooms the employees to become visionaries and future leaders. That is why it is called Hexaware Future Leaders Program. The candidates joining this program undergo a month of holistic training to get a 360-degree view of the business and the industry. To grow through this program your inherent skills, prior experience, and interest areas play a major role. Through a mini project, candidates are challenged to broaden their horizons and bring out their leadership skills. You will serve job roles on a rotation basis covering all business functions like Solutions and Pre-Sales, The Innovation Lab, Strategic Marketing, Strategic Sourcing, Corporate Functions, Global Bid Management, etc.

Leadership Lantern Series, a series of Leadership sessions that reflect the involvement of the leaders and their clear focus toward employee wellbeing. It's a creative initiative where leaders share their thoughts, visions, and actionable goals with the employees and include them in these strategic and practical discussions. This is critical in bridging the gap between the leaders and the employees as well.

These two programs are curated to benefit employees. Right from the stepping stone to the corporate world to the global stage of visionaries.

2. Communication is the Key Open communication within the organization can increase total productivity and help create strong interpersonal relationships among the employees. It can also help to bridge the gap between the managers and senior-level employees to mid-level and freshers. Hexaware uses Yammer - an online platform - to help its employees network as well communicate within the organization easily and effectively.

3. Diversity, Equality, and Inclusion Modern workplaces give equal opportunity and a place of inclusivity to employees coming from all walks of life. Hexaware's initiatives help to bridge the gap, if any, all the while creating a space of growth for everyone.

Women at Hexaware (W@H), a women-driven committee and one of the leading voices in the company. They work towards the welfare and engagement of women in the organization and open opportunities for career growth and inculcating a feeling of oneness. In collaboration with the HR department, W@H has developed a leadership program called Rising W@H which mentors and support women who have the potential and desire to become business leaders. The program comes with support from national and international business schools, projects, and development opportunities with women leaders inside and outside the organization.

We Different is an initiative to help generate a feeling of inclusiveness, camaraderie, and shared vision. Hexaware, in all its global offices, works on different themes each year to celebrate each and every individual.

4. Encouraging Growth Hexaware provides a highly conducive atmosphere for nurturing a learning culture. It runs many programs for technical and non-technical skill developments for all employees ranging from freshers to people in senior management.

Mavericks is a program run for the freshers but it starts even before you join and goes on till onboarding. The program helps freshers become job-ready even before they join.

There are other programs like Evolve, Jumpstart, and Catapult that are also designed for employees to help them achieve their professional aspirations.

This organization also invests in the higher education of the employees.

5. Well-being is the top priority Various programs and initiatives aimed at the physical and mental well-being of the employees are in place at Hexaware. Fighting-it-Together (FIT Project) is a project to enable everybody to have healthy mental and physiological health was a blessing for many who suffered the stress of working at home for such a long time.

Amelio Home assist program is at multiple locations in India where nanny care and learning from home for children aged 6 months – 6 years. Employee Assistance Program (EAP), similar in nature to the FIT Project, EAP gives free confidential counseling to help employees deal with their problems on both personal and professional front.

WFH enablement policy is an embodiment of the “Caring and Support” culture. Financial support is provided to employees to necessitate work from home for a long-term basis due to the Covid-19 pandemic like WFH productivity items, internet reimbursement.

Fostering an environment of growth, excellence and where the employees are celebrated in every way has been the vision of Hexaware. All these initiatives and programs are a testament to that vision being transformed into reality. Hopefully, Hexaware becomes a model company of how to become a Great Place to Work for other companies as well.

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Celebrating Diversity & Fostering inclusion the Hexaware way

Creating a diverse workplace is something that is so important but often overlooked for most organizations. The leaders of Hexaware wanted to create a modern workplace that continues to embrace advanced technology, innovative office, and staffing situations, and new methods of generating profit and revenue. In addition to this, creating and embracing a diverse workplace. Gradually, through its many conscious initiatives, Hexaware has become an organization that is committed to a diverse workforce, therefore, is one that aims to harness a pool of individuals with unique qualities, seeing this combination of differences as a potential for growth rather than opportunities for conflict. Attached to this commitment is also an intention to nurture and develop the potential of each individual.

With its exemplary alignment of employee engagement and employee experience to the business goals and objectives, Hexaware has stood up and shown the industry a way of taking care of its employees and working together to make a company great. Some of the ingenious initiatives to bring in diversity and harmony in the company include:

1. Yammer: An online platform that is provided to the employees for internal communication and networking. This has been extremely helpful during the pandemic when the virtual was the only source of all communication.

2. Leadership Lantern Series: These are a series of Leadership sessions that reflect the involvement of the leaders and their clear focus toward employee wellbeing. It’s a creative initiative where leaders share their thoughts, visions, and actionable goals with the employees and include them in these strategic and practical discussions. This is critical in bridging the gap between the leaders and the employees as well.

3. Women at Hexaware (W@H): It is a women-driven committee and one of the leading voices in the company. They work towards the welfare and engagement of women in the organization and open opportunities for career growth and inculcating a feeling of oneness. In collaboration with the HR department, W@H has developed a leadership programme called Rising W@H which mentors and support women who have the potential and desire to become business leaders. The programme comes with support from national and international business schools, projects, and development opportunities with women leaders inside and outside the organization.

4. We Different: It is an initiative to help generate a feeling of inclusiveness, camaraderie, and shared vision. Hexaware, in all its global offices, works on different themes each year to celebrate each and every individual.

Workplace diversity encourages creativity and innovation because every team member, from leadership to frontline employees and mobile workers, brings their own unique backgrounds, experiences, and perspectives to the table. Understanding proper procedures to respect diversity among workers can reap benefits for employees themselves and companies, all while reducing workplace inequalities. In modern times, Heaware’s policies have made it an ideal workplace and one that is going in the right direction.

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What are the Learning & Development programs at Hexaware

One of the best parts about working in Hexaware is that it is a company that believes in building its workforce up, investing in their development and learning because they understand that is what is required for the company's growth as well. Whether you are a bright-eyed and bushy-tailed newcomer who is joining the fast-paced IT industry or want to take the industry from its reins by doing the leadership hat, there is a specially curated program just for you. Keep no doubts because it is the best any company can offer.

 The welcoming program for freshers is called Mavericks. Just like the name it helps you gain a solid footing in the industry all the while helping you transform and giving a jumpstart in your career while retaining your individuality. Now the Mavericks is also based on your background, i.e., whether you belong to the engineering or the non-engineering field. If you are in the engineering field, based on your college placement scores you will be further eligible for either the Regular Mavericks program or the Premier Mavericks program.

 Let's start with the Regular Mavericks Program. In this program, you have a full-stack foundation course that lasts up to 11 weeks and includes:

 - Campus to Corporate and Essential Soft Skill Program (ESSP)

- Programming (Java, JDBC, JDBI), Database (MySQL/SQL), UI Development (HTML 5, CSS3, Javascript & Angular 6/8), Web Services (REST, Jersey, Json, JAX-RS), Testing (Junit, Jmockit, Restassured, Jasmine/Karma, Selenium/Protractor), Project Management and AWS Basics

- Quality Process and Information Security

 Then after that, there is a 5-week technical course where you will polish skills on:

 - Java/.Net/Mainframe

- BIBA/Digital Assurance/Digital Customer

- Enterprise Solutions: PeopleSoft/SAP/Oracle/Workday

- Infrastructure Management Services/USAS/BFS

  While in the Premier Mavericks Programs, you have 3 weeks of soft skill training, followed by 6 weeks of foundation training, another 6 weeks of stream-specific training (product engineering/automation/analytics/digital/innovation), and lastly 2 weeks of internship.

 Now coming to the leadership program that grooms the employees to become visionaries and future leaders.  That is why it is called Hexaware Future Leaders Program. The candidates joining this program undergo a month of holistic training to get a 360-degree view of the business and the industry. To grow through this program your inherent skills, prior experience, and interest areas play a major role. Through a mini project, candidates are challenged to broaden their horizons and bring out their leadership skills. You will serve job roles on a rotation basis covering all business functions like Solutions and Pre-Sales, The Innovation Lab, Strategic Marketing, Strategic Sourcing, Corporate Functions, Global Bid Management, etc.

  These two programs are curated to benefit employees. Right from the stepping stone to the corporate world to the global stage of visionaries.