Business responsibility report
Enhancing employee value
Infosys is committed to providing a work environment that is free from discrimination and harassment for all our employees. The Company is an equal opportunity employer and makes employment decisions based on merit and business needs. The Company policy prohibits harassment of any kind, including harassment based on pregnancy, childbirth or related medical conditions, race, religious creed, color, sex, gender identity, national origin or ancestry, physical or mental disability, medical condition, marital status, age, sexual orientation, or any other basis protected by law.
Diversity and inclusion
A Global Diversity Council represented by senior employees from across the world working in delivery, human resources, sales and business functions supports and cascades the programs of the diversity office. The council determines the focus areas specific to the geography, sets goals and works to improve diversity along with periodic performance reviews. It also ensures the consistent implementation of policies and programs to equip women employees to reach leadership positions.
Our global employee count stands at 1,94,044 as on March 31, 2016, and covers over 129 nationalities. The percentage of women employees is 35.6%. Being an equal opportunity employer, we do not mandate the disclosure of disability at the time of recruitment. The number of employees who have voluntarily disclosed their disability status and the nature of disability stands at 161.
Our employee distribution across region and gender over the last three years is as follows:
Region |
As on March 31, 2016 |
As on March 31, 2015 |
As on March 31, 2014 |
||||||
Men |
Women |
Total |
Men |
Women |
Total |
Men |
Women |
Total |
|
India |
1,11,468 |
61,173 |
1,72,641 |
1,03,541 |
55,106 |
1,58,647 |
95,267 |
48,854 |
1,44,121 |
APAC |
4,228 |
3,143 |
7,371 |
3,374 |
2,765 |
6,139 |
2,879 |
2,633 |
5,512 |
Americas |
5,900 |
2,412 |
8,312 |
4,431 |
1,737 |
6,168 |
4,177 |
1,594 |
5,771 |
EMEA |
3,332 |
2,388 |
5,720 |
3,017 |
2,216 |
5,233 |
2,910 |
2,091 |
5,001 |
Total |
1,24,928 |
69,116 |
1,94,044 |
1,14,363 |
61,824 |
1,76,187 |
1,05,233 |
55,172 |
1,60,405 |
Note: Permanent and fixed-term employees as per the base location
Our HR-personnel-to-employee ratio is guided by global standards and benchmarks. Most of our employees work as full-time, permanent employees. We have a de minimis number of employees working on a part-time / fixed-term contract. All employee benefits are provided based on the requirements mandated by the laws in the countries where we operate and the locations where we recruit.
Creating a fair and equitable environment
Our anti-discrimination and anti-harassment policies apply to everyone involved in the operations of the Company, as well as vendors and clients.
The forums to deal with issues and concerns raised by our employees are as follows:
- Hearing Employees and Resolving (HEAR)
- Anti-Sexual Harassment Initiative (ASHI)
- Whistleblower Policy
The details of concerns and grievances raised by employees in fiscal 2016 are as follows:
Employee grievances |
No. of grievances |
Workplace harassment (1) |
85 |
Workplace concerns (2) |
408 |
Other issues (3) |
– |
Disciplinary issues – major (4) |
354 |
Disciplinary issues – minor (5) |
814 |
Total |
1,661 |
Closure statistics |
|
Internal arbitration |
381 |
Disciplinary action |
1,280 |
Total |
1,661 |
Scope: Infosys Group
(1) Refers to all kinds of sexual harassment issues heard and
resolved at the workplace.
(2) Refers to grievances employees raise at the workplace.
(3) Refers to queries, clarifications and concerns that do not get channelized as per the Company grievance mechanism.
(4) Major cases involve reputation risk to the Company / employees, fraud or other ethical misconduct. This year, we are reporting the disciplinary action taken against individuals on account of incorrect data provided at the time of joining.
(5) Minor cases refer to misdemeanors or mistakes that can be corrected.
The details of workplace sexual harassment complaints in India, reported as per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, and the Ministry of Women and Child Development notification dated December 9, 2013 are as follows:
Complaints received |
Fiscal 2016 |
Number of cases filed |
62 |
Disposal by conciliation |
1 |
Disposal by disciplinary action(s) |
61 |
Employee resource groups and associations
Employee resource groups representing diverse backgrounds, affinities and skills facilitate community participation, networking, cultural enrichment and support, based on gender, affinity, ability and sexual orientation. These groups design programs and initiatives such as, peer-to-peer chat groups, leadership talks, conferences and special events, to ensure assimilation and engagement of the diverse groups and communities within the larger workforce.
We recognize the right to freedom of association through collective bargaining agreements in accordance with the laws of the land. A de minimis percentage of our employees are covered by Collective Bargaining Agreements (CBA).
The number of employees covered under CBA worldwide, as on March 31, 2016, is as follows:
Operating location |
Total no. of employees |
No. of employees covered under CBA |
Spain |
18 |
18 |
Italy |
5 |
5 |
France |
252 |
252 |
Finland |
14 |
14 |
Brazil |
769 |
769 |
Japan |
183 |
183 |
Sweden (1) |
109 |
109 |
Netherlands (1) |
842 |
275 |
Poland |
2,404 |
2,404 |
(1) Only employees hired at these locations are covered.
We continue to use our annual employee satisfaction survey — LITMUS — to capture feedback from our employees. The survey results are analyzed and action items identified for better employee engagement.
Enabling a flexible work culture
We believe that providing a flexible work culture helps us retain talent and keeps our employees motivated and engaged.
Some of the flexible work options that are provided to our employees are:
- Nine days of work-from-home option every month for family care
- Paid maternity leave
- Sabbatical for personal reasons (1)
- Paternity leave
- Adoption leave
- Part-time, flexi-hours and selective telecommuting
- Sabbatical for community service
- Sabbatical for higher education
- Work options from satellite offices
Scope: Infosys Limited, India.
(1) Personal reasons could include leave taken by new parents, sickness, adoption and travel with spouse to onsite locations.
Health and safety
Ozone, our Health, Safety and Environmental Management System (HSEMS), is designed to comply with all applicable legal requirements and exceed these expectations wherever we operate. It helps provide a secure working environment for our employees, assets and operations against all HSE risks. The initiative also keeps employees, contractors and others well informed, trained and committed to our HSE process. Most of our campuses in India are OHSAS 18001:2007 certified.
The significant dimensions of Ozone are as follows:
Risk management: This includes the identification of hazards, including new or modified activities, products and services, the implementation of measures to minimize or control impacts, and monitoring them in a structured way. Our workstations and furniture are designed to mitigate ergonomic risks prevalent in our sector. Physiotherapists are available at most campuses in India and conduct regular sessions on ergonomics and work-related injuries.
Safety committees: The Occupational Health and Safety (OH&S) committee in each of our campuses comprises employee representatives and members of the Management and cross-functional teams. The committee brings employees and the Management together in a non-adversarial, cooperative effort to promote OH&S at the workplace. Our employees are actively involved in suggesting and implementing changes to the HSE Policy.
Training: The HSE training needs are identified for different personnel based on the nature of their jobs. Accordingly, training – including awareness sessions, mock drills, classroom sessions and periodic demonstrations – is provided to all employees and contractual staff. HSEMS training is also a part of our employee-induction programs. E-learning modules have also been rolled out for creating awareness.
Audits and assessments: Periodic reviews and audits of the HSEMS are conducted for evaluating the HSE performance as well as suitability and effectiveness of processes and programs in achieving objectives and targets in line with the HSE Policy and standards.
Incident reporting and investigation: Incidents can be reported by employees through an internal application and an email reporting mechanism. Incidents reported are investigated, analyzed and corrective actions and preventive measures are taken to reduce future injury and losses. The investigations focus on root causes and system failures. The OH&S committee conducts the investigations.
Health, assessment and lifestyle enrichment (HALE)
HALE focuses on an employee’s health, safety, emotional wellness, quality of life and work environment. Striving to improve organizational productivity through healthy employees, the HALE team has held several health interventions, leisure interventions and innumerable awareness and information campaigns. HALE aims to build a workforce that is healthy, productive and able to balance work and life.
Promoting employee morale, skill upgradation and career development
All our employees are covered under competency development programs that are relevant to their role in the organization. Our Competency Development Program 3.1 (CDP 3.1) brings relevance and flexibility to competency development for a role along multiple competency dimensions. Our continuous education programs span technology, domain, business, process and behavior. We also have specialized programs for senior leadership.
We provide training to all employees without differentiating on grounds of gender or physical ability. Our Education, Training and Assessment (ETA) group offers industry-benchmarked learning programs to ensure talent enablement. ETA has over 2,000 learning offerings and interventions including training on technical, managerial and process skills, industry domain knowledge and leadership skills for employees and our strategic clients. New offerings such as, Design Thinking (dT) workshops have been added to meet the strategic needs of the Company. ETA focuses on talent development, and facilitates the foundation, continuous education and outreach programs, along with dT sessions.
The average training effort across all employee categories over the last three years is as follows:
Role-wise distribution |
Fiscal 2016 |
Fiscal 2015 |
Fiscal 2014 |
||||||
Employee count |
Training days |
Average training days |
Employee count |
Training days |
Average training days |
Employee count |
Training days |
Average training days |
|
Associate |
92,119 |
18,89,390 |
20.51 |
84,219 |
31,21,664 |
37.06 |
80,593 |
20,14,424 |
25 |
Middle |
73,687 |
1,89,434 |
2.57 |
67,451 |
1,98,140 |
2.94 |
57,709 |
2,54,015 |
4.4 |
Senior |
24,153 |
42,227 |
1.75 |
24,015 |
39,374 |
1.64 |
21,635 |
59,295 |
2.74 |
Title holders |
572 |
666 |
1.16 |
502 |
921 |
1.83 |
468 |
229 |
0.49 |
Others (1) |
3,513 |
601 |
0.17 |
|
|
|
|
|
|
Total |
1,94,044 |
|
|
1,76,187 |
|
|
1,60,405 |
|
|
Scope: The senior leadership has specialized enabling programs, such as, coaching, mentoring and one-on-one development, which are not included in the above table.
(1) Employee role mapping is in progress for entities acquired in fiscal 2016.
This year, we revamped our performance management system by moving from a ‘forced ranking’ model to an ‘open ranking’ model. Under this system, we provided more flexibility to managers to appraise employees based on clearly-defined tasks with a pronounced focus on rewards for performance. We also launched ‘Compass’, a digital platform to mobilize opportunities on careers, learning and networks. It is a self-service portal which allows employees to create a personalized and humanized profile, access opportunities and leverage organizational resources to find the right expertise, self-directed learning opportunities and projects. Through Compass, we aim to empower employees to design their own journey within the organization by enabling them with the right information, support structure and access.
Awards for Excellence
The Awards for Excellence program at Infosys recognizes teams and individuals who embody Excellence, one of the foundational values of our Company. Winners of this prestigious, annual rewards and recognition program are those who have delighted clients and also inspired peers and colleagues to push the envelope. The top award winners for the year 2015-16 are as follows:
Gold winners
Innovation Culture
Zero Distance
Vasudev Kamath
Srinivas Kamadi
Shruthi Bopaiah
Ramakrishnan M.
Nilofer Rohini Dsouza
Nanjappa B. S.
Manjunatha Gurulingaiah Kukkuru
Gopikrishnan Konnanath
Archana Achal
Anand J. Raghavan
Sales and Marketing – Brand Management
Infosys and ATP – A Winning Partnership
Sudipto Shankar Dasgupta
Nicola Brocksiepe
Navin Chempakvilas Rammohan
Mohamed Anis
Gayatri Hazarika
Fauzzia Culkin
Dhruv Kanal
Claire Hockin
Cheuk Yu Poon
Balaji Rasappa
Internal Customer Delight
SWAT Initiative
Vasudeva M. Nayak
Sharmistha Adhya
Shaji Mathew
Preeti Paul
Jayesh Dhanvantkumar Sanghrajka
Harish Sathyan
Arun Kumar H. R.
Archana Achal
Anoop Kumar
Amit Gupta
Large Business Operation Program
Business Operations Transformation
Rengarajan J.
Ravi Kiran Modugula
Rajshekhar Anant Bhide
Rajendra Dhanvanthari
Raghavendra Krishnarao Kulkarni
Pramod Shenoy
Lakshmanan R. M.
Dilip Kumar Nayak
People Development
Collaborate, Innovate and Synergize
Sughosh Pramod Tembre
Sushmitha Kale
Sneha Sinha
Sanat Sridhar
Rajesh Kannan
Pooja Kushalappa
Gautam Bhattacharjee
Deepa Prabhakaran
Amol Arun Inamdar
Innovation – IP, Products and Platforms
Infosys Automation Platform
Vignesh Lappathy Nattamai Ramesh
Sunil Kumar Vuppala
Suchi Paharia
Sidharth Subhash Ghag
Shyam Kumar Doddavula
Rajib Deb
Prateek Panigrahi
Lakshmi Narasimhan Narayanan
Baburajan Venkataraman
Amit Gaonkar
Complex / Business Transformation Program Management
Rainbow Divestment Testing New Bank
Yogita Sachdeva
Vijaya Patnaik
Vandna Aggarwal
Suryanarayanan M. S.
Shiva Sharma Kakkar
Ruchi Mitter
Nipun Verma
Janardhana Channagiri
Gopinath Athisiva Arunachalam
Dinesh Chauhan
Value Champions
Exemplifying C-LIFE Principles
Manoj Philip Mathen
Sales and Marketing –
Sales Management
Orion Program
Vishal Manaklal Parakh
Sriram Vivek Kulkarni
Ryan Timothy Patrick O Sullivan
Ruchi Srivastava
Ranjan S. Kolte
Nithya Venkataraman
Mark Richard Holden
Manish Kumar Mehta
Dennis Kantilal Gada
Bhushan Gunwant Deshmukh
Infosys Champions
Emerging Technology Champion
Sudhanshu Madhaorao Hate
Account Management – Large
NewRenew at a Large Australian Telco
Warren Sheldon Reichenberg
Tulasi Cherukuri
Sudhanshu Garg
Randip Sinha
Rajat Garg
Praveen Kumar Jain
Manjunath D. Kulkarni
Madhusudan Shah
Brett Ellison
Allalkathan Kandiah Raja
Account Management – Small
Sustaining Growth Momentum in a Changing Paradigm
Vikrant Rathore
Vaijayanti A. Patharkar
Santosh Vasant Lokhande
Ravi J. Khandelwal
Nitin Malik
Mohammad Faizan Ur Rahim
Gautam Samanta
Avinash Radhakrishnan
Abhijit Vitthal Wagh
Abhay Vijay Bhole
Sustainability / Social Consciousness
First Campus in India Running on 100% Renewable Energy
Ramesh Rame Gowda
Rakesh Bohra
Mani Radha Krishnan
Pawan Kumar Chaudhary
Pavan Agrawal
Ganesh Babu Talari
Deepan Prakash Devadoss
Balasubramaniam P.
Systems and Processes
Acceleration of Application and Business Performance with Deployment of In-Memory Technology SAP HANA
Srikanth Srikantaiah
Rama Krishna Reddy Banda
Priya Jacob
Narendra Murari Sonawane
Muthukumaran Ganesan
Kiran Shrinivas Gole
Kasivindhkumar Shanmuganathan
Jitendra Sangharajka D.
Anita Nilesh Dange
Akhilesh Kumar Maurya
Development Center Management – Large
Chennai
Thothathri V.
Muthuvel G.
Development Center Management – Small
Thiruvananthapuram
Sunil Jose
Best Performing Industry Vertical
Financial Services (FS)
Mohit Joshi
Best Performing Service Line
Independent Validation Services (IVS)
Narsimha Rao Mannepalli
Best Performing Business Enabling Function
Infosys IT
Dheeshjith V. G.
Client Value Survey
Unit (Industry Vertical) – Energy & utilities, Communications and Services (ECS)
Rajesh K. Murthy
Client Experience
Service Line – Engineering Services (Eng)
Sudip Singh
Collaboration
Zero Bench for Maximizing our Potential
Vidya Lakshmi Hariharan
Sudhanshu Madhaorao Hate
Shalini A. Nair
Saraswathi Chandrasekharan
Radhakrishna S.
Neha Kothari
Manisha Sanjay Saboo
John Philip R.
Gururaj B. Deshpande
Ajay M. A.
Project Execution Excellence
Delivery Excellence via Distributed Agile Operating Model
Tamilarasan Subramanian
Suma Kumar
Sabarish Ayyappan Pillai
Rupinder Singh Ghai
Paramendra Tiwary
Mary Margaret Francis Poovala
Kapil Mogha
Ashok Sesu Ramakrishnan
Relentless 3I Framework and Automation
Vijaysingh Dharamsingh Nirwan
Satya Ranjan Nanda
Ranbir Pattnaik
Jyotirmaya Rath
Ipsit Misra
Devidutta Rabindra Nath Mohanty
Arindam Sadhu
Anupam Maiti
Amit Kumar Ghorai
Framework to Support Data Setup and Manage Testing Automation based on RFT
Vineet Bhasin
Vedvyas Mohapatra
Swarup Dutta
Suchit Mohanty
Srikrishnan M. S.
Rajdeep Das
Kiran Srinivas Janapareddi
Haimabati Nandan Das
Development of Single Admin UI
Yaju Shukla
Susmita Mukherjee
Sushant Rajendra Ghotgalkar
Siddharth Govind Karkun
Ruchika Dhawan
Pratiksha Saxena
Panchanand Jha
Krishnakant Ramakant Rawle
Kirti Pradeep Ramdurgekar
Indu Sharma
‘Work study’ Initiative and Savings through Extreme Automation
Sushil Kumar Goyal
Sumeet Kumar
Srinivas Vinjamuri
Pranava Kumar Jha
Deepak Mahesha
Ashish Bansal
Aashish Gupta
Discovery of E2E Scenarios and Implementation of Iterative Critical Path Testing
Sibarpita Chandan Mohapatra
Nikhil Vijay Munot
Manoj Kumar Panda
Malaya Basanta Upadhyaya
Lalatendu Mahapatra
Binoy Kumar Singh
Amee Hasmukh Karnavat
Abhishek Bagchi
Technology Excellence
Wi-Fi Proximity / Location-based Solution
Vijayalakshmi Mallenahalli Siddaiah
Vagish Honnali Vasudev
Saravanan Kolandha Gounder
Roshan Raghav Hegde
Ramamoorthy Makkithaya
Priya Sharma
Mohit Gupta
Anjan Babu Etha
Loyalty Earn Manager (Bonus Reversal)
Vaibhav Singhal
Surya Prakash Pandey
Saurabh Nayar
Saravana Tharmalingam
Renu Shyam Agarwal
Prashanth Reddy M.
Ananth Kumar Yeleswarapu
Amala Lam
Client Delight
New Products Launch Program for an American Diversified Financial Services Company
Suraj Panwar
Sai Sujan Angadi
Manu Juneja
Manikandan Harikrishnan
Lokesh Gangadhar
Henry He
Jaydeep Satpathy
Chandrasekar Rangarajan