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<ul><li>The <keyword id="6355833" type="LOCATION" weightage="20" keywordseo="united-nations">United Nations</keyword> declared December 3 as the International Day of <keyword id="6534205" type="UNKNOWN" weightage="20" keywordseo="persons-with-disabilities">Persons with disabilities</keyword> (PWD) to promote the rights and well-being of disabled people. </li><li>Over 2% of Indians are differently-abled or have some sort of disability, according to the National Statistical Office (NSO). </li><li>Accenture skilled over 23,000 persons with disabilities in India. </li><li>Uber has 12 employee resource groups — including ‘Able at Uber’ — a community for employees living with disabilities.</li></ul>The United Nations declared December 3 as the International Day of Persons with disabilities (PWD) to promote the rights and well-being of disabled people. According to the National Statistical Office (NSO), Ministry of Statistics and Programme Implementation, over 2% of Indians are differently-abled or have some sort of disability. However, almost 80% of them are not employed in the workforce and merely 23% are employed as salaried employees, TOI <a href="https://timesofindia.indiatimes.com/india/just-15-of-indias-disabled-employed-in-a-regular-job/articleshow/72345928.cms">reported</a>. This is despite a regulation that says PSUs must hire 4% of its employees from the category. “Differently abled people, if skilled for the appropriate job roles, can perform better or at par with other employees. Employers with disabled workers consistently report that, as a group, persons with disabilities perform at par or better than their non-disabled peers on measures such as productivity, safety and attendance,” Neeti Sharma, senior vice president of TeamLease Services told Business Insider India. Indian companies too are trying hard to address diversity and inclusion at workplace. Technology major Accenture recognizes more than 60 types of disabilities as per the UN recommendations. Accenture has skilled over 23,000 persons with disabilities in India. It also rolled out a six-month internship to create a skilled talent pool of persons with disabilities. Ride-hailing platform Uber is also promoting cultural values at workplace to boost participation. The idea is to support physical, mental, and emotional disabilities of employees. “Each employee is encouraged to bring their authentic self to work and can personally drive change by volunteering in one of our 12 employee resource groups. These include ‘Able at Uber’ — community for employees living with disabilities,” Uber said. But companies and organizations need to come together to change the dismally low employment numbers. And a mindset change needs to come in as well. “It’s important to educate teams about the realities of the conditions the differently abled employees come with. Teams may require training or workshops on how to improve and diversify their communication styles and more effectively mentor, lead, and communicate with employees with disabilities,” added Neeti from TeamLease Services. See also: <a href="https://www.businessinsider.in/welcoming-lgbtqs-and-acid-attack-survivors-these-job-fairs-aim-to-step-up-corporate-indias-inclusivity/articleshow/69968044.cms">Welcoming LGBTQs and acid attack survivors, these job fairs aim to step up corporate India’s inclusivity</a> <a href="https://www.businessinsider.in/capgemini-has-five-lessons-to-give-india-inc-on-gender-inclusivity/articleshow/71196701.cms">Capgemini has five lessons to give India Inc on gender inclusivity</a>

Here’s how Uber, Accenture are improving diversity by employing specially-abled persons

<ul><li>A recent study by <keyword id="574638" type="COMPANY" weightage="20" keywordseo="McKinsey-Company">McKinsey &amp; Company</keyword> said that the companies that have a higher share of women in their senior management teams outshined those with few or no women. </li><li>However, the increased boardroom participation is due to a law that mandates at least one woman on every company board. </li><li>Last year, Intel claimed that it has achieved gender pay parity across the workforce. </li><li>Uber says it believes in equality and makes sure women get equal opportunity and earnings as men. </li></ul>Companies in India are striving to achieve gender parity in the workforce and boost women participation across verticals. A recent study by McKinsey &amp; Company said that the companies that have a higher share of women in their senior management teams outshined those with few or no women. In fact, research shows that over 30% of the non-technical roles are represented by women — including 11% participation in the leadership roles. “Today there are many women who are active in roles like machine operators, cab drivers, construction workers, field sales etc. The organisations have undertaken advanced skilling initiatives to improve the employability and productivity of the workforce. In fact, more organizations are now using apprenticeships to train and skill women, many also absorbing them,” Sumit Kumar, Vice President at NETAP, TeamLease told Business Insider. However, the increased boardroom participation is due to a law that mandates at least one woman on every company board. “Inclusion of women has significantly increased today, from the field to the board room. Over the last few years, regulatory interventions along with the introduction of new labour policies has been aiding this paradigm shift,” said Kumar. Here’s what TCS, Netflix, Uber and others are doing to bring more women onboard : Intel 
	
 
 
 
 
 
 
 <div type="image" title="FILE PHOTO: U.S. chipmaker Intel Corp&amp;#39;s logo is seen on their &amp;quot;smart building&amp;quot; in Petah Tikva, near Tel Aviv" msid="74534157" hostid="261" caption="&amp;lt;p&amp;gt;U.S. chipmaker Intel Corp&amp;#39;s logo is seen on their &amp;quot;smart building&amp;quot; in Petah Tikva, near Tel Aviv, Israel December 15, 2019. Picture taken December 15, 2019. REUTERS/Amir Cohen/File Photo&amp;lt;/p&amp;gt;"></div>















 Last year, Intel claimed that it has achieved gender pay parity across the workforce. Its Home to Office (H2O) hiring programme is focused at bringing the women employees back at work after a career break. The Global Gender Gap Report 2020 by the <keyword id="69007" type="COMPANY" weightage="20" keywordseo="World-Economic-Forum">World Economic Forum</keyword> (WEF) shows that women represent merely 12% of workforce in cloud computing and 26% in data and artificial intelligence. To push women in technical roles, ‘Intel Involved’ inculcates interest in STEM among girl students, thereby helping women to take up technology roles. “When I started in the technology industry over two decades ago, opportunities for women, especially at senior levels within organizations, were very few. While women have come a long way since, substantial gaps remain when it comes to gender parity. There is wider recognition of the fact that true gender parity is the key to thriving economies and societies. Technology companies are more aware than ever that a diverse workforce and inclusive culture are not just critical to their evolution but are the driving forces of their growth,” Huma Abidi, senior director at Intel Corporation. <keyword id="6370971" type="COMPANY" weightage="20" keywordseo="accenture">Accenture</keyword> 
 
 
 
 
 
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 Women represent 44% of the workforce in Accenture, globally. It was one of the first companies to measure gender ratio. The tech giant is focussed at achieving a gender balanced workforce in the next five years and having 25% women in leadership roles. It offers executive sponsorship to promote equality. The sponsors invest in learning and development of women employees, under its ‘Grow Women in Leadership’ programme. Since 2016, more than 500 women executives at senior levels in India have benefited from this global initiative. “We hire, retain and grow women to have long and fulfilling careers through a combination of investments to remove the challenges that women face with staying in work including career pathing, learning &amp; development and childcare &amp; family friendly policies,” Accenture said. Unacademy 
	
 
 
 
 
 
 
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With 37% of the total workforce as women, Uncademy says it gives utmost priority to gender equality. Unacademy an education technology platform which claims to have at least 38% women in leadership positions. It has rolled out several HR practises including an in-house wellness room equipped with comfortable bunk beds and hot water bag to enable a conducive work environment. Unacademy says it conducts yoga sessions and menstrual health and hygiene workshops also. Netflix 
	
 
 
 
 
 
 
 <div type="image" title="NETFLIX-LATINOAMERICA" msid="74534184" hostid="261" caption="&amp;lt;p&amp;gt;ARCHIVO - En esta fotografia de archivo del 4 de noviembre de 2017, el logotipo de la empresa estadounidense Netflix en la semana de videojuegos de Paris en Paris. (Foto AP/Christophe Ena, archivo)&amp;lt;/p&amp;gt;"></div>















 Global Streaming giant Netflix recently partnered with the United Nations for equality. As much as 49% of its workforce is women. “We hope that it will spread the message that realizing women’s rights means putting women front and center to achieve gender equality,” says Netflix. Uber 
	
 
 
 
 
 
 
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Uber says it believes in equality and makes sure women get equal opportunity and earnings as men. “We are also committed towards fostering a culture of inclusiveness and diversity. Through various initiatives and programmes, we aim to onboard more women and gender-diverse partners by devising a value proposition that offers earnings, safety and support experience to them. We would like to continue onboarding more women driver partners so that they can make a mark in the industry of mobility and earn a sustainable livelihood," Uber said. Zivame 
	
 
 
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 Zivame has about half the workforce as female for the past 2 years. With it, it also claims to have “a 50:50 ratio within their leadership team”. According to Siddharth Vishwanath, Head- Human Resources, Zivame, diversity at the leadership table helps them make strategic decisions to grow and promote merit-based talent irrespective of gender, and create superior value for stakeholders. <keyword id="6354742" type="PERSON" weightage="20" keywordseo="Flipkart">Flipkart</keyword> 
	
 
 
 
 
 
 
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 Flipkart has a diverse opportunities for its women employees. It supports employees who are working parents with its ‘Mom on Board’ programme, which is designed for new mothers to grow in a structured manner. In fact, the provision of maternity leave at Flipkart in case of adoption is same as biological mothers. “At Flipkart, several employees are working parents with children across different age groups, and many others are on their journey to embracing parenthood. As parents, they do not need to prioritise work over children, or vice versa; and we believe that with the right policies in place, working parents can achieve great success without any compromises, while bringing their ‘whole’ selves to work everyday,” said Krishna Raghavan, chief people officer (CPO) at Flipkart. Western Digital 
 
 
 
 
 
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 Western Digital, which is among the top 100 employers for women in India, helps new mothers with its mentorship programmes to assure self-confidence and development of leadership skills among its women employees. Its sponsorship programme promotes women in their career, along with various rewards and recognition. “There is a strong need for companies to have dedicated programmes for women who want to take a break during the childbirth and early development of a child. Investing in programmes for reskilling such that they can Leapstart to the workforce Is imperative. Having a fair representation of women leaders in the organisation will encourage other women employees to feel inspired in the workplace,” said Supria Dhanda, country manager and VP of <keyword id="1254279" type="COMPANY" weightage="20" keywordseo="Western-Digital-India">Western Digital India</keyword>. <keyword id="6968257" type="COMPANY" weightage="20" keywordseo="optum-global-solutions">Optum Global Solutions</keyword> Optum Global Solutions, a part of the <keyword id="241662" type="COMPANY" weightage="20" keywordseo="UnitedHealth-Group">UnitedHealth Group</keyword> encourages an inclusive ecosystem to nurture a bias-free and high-performing culture. “The increasingly competitive job market calls for focusing talent management efforts on reskilling and skill upgrading, and leveraging the diverse talent pool that is capable, yet remains untapped due to dated talent acquisition/talent development models. The writing is on the wall – organizations today simply cannot afford to overlook the potential of and the need to be inclusive and diverse,” said Sandeep Ghai, senior director human capital at Optum Global Solutions. See also: <a href="https://www.businessinsider.in/india/news/womens-day-special-from-nirmala-sitharaman-to-priyanka-chopra-here-are-the-powerful-women-who-conquered-the-headlines/articleshow/74534023.cms">Women’s Day Special : From Nirmala Sitharaman to Priyanka Chopra here are the powerful women who conquered the headlines</a>

Here’s what Netflix, Uber and others are doing to bring more women onboard

The world is undergoing <keyword id="2114062" type="General" weightage="20" keywordseo="rapid-evolution" source="Orion">rapid evolution</keyword>, driven by cutting-edge technologies and transformative advancements. The recent pandemic had further accelerated the adoption of technology and digitisation, revolutionising the way businesses operate. With remote work becoming the norm, it has become crucial for organisations to utilise the full potential of technology, bridge the skill gap and enable their workforce to adapt to the changing environment. The digitisation of <keyword id="471084" type="General" weightage="20" keywordseo="business-operations" source="Orion">business operations</keyword> meant that employees had to familiarise themselves with various technical applications. However, not all employees were equipped for this or possessed the necessary skills to effectively utilise these tools. <cmsannotation type="cmsannotation" annotationid="Upskilling to adapt" comment="subhead" text="Upskilling to adapt"><keyword id="3554713" type="General" weightage="100" keywordseo="upskilling" source="Orion">Upskilling</keyword> to adapt</cmsannotation> This highlighted the importance of a diverse technological skill set among the workforce, rather than mere specialisation in one area. Rajini Athreya, Sr Director, Kantar Insights Division, aptly compared the post-pandemic upskilling era to Abraham Lincoln's quote, "Give me six hours to cut a tree, and I will spend the first four hours sharpening the sword". Athreya emphasised on the need to sharpen one’s skills. "Your sword is your skill," she said, "and sharpening it would be you preparing for the task ahead and upgrading your tools to carry out your mission". Amidst the uncertainties of today’s world, people strive to adapt and remain ahead of the competition through continuous learning. Technology has played a significant role in making learning more accessible, facilitating experimentation and creativity. "Previously, the narrative was reskilling personnel as technology advanced. Fast forward to now, and everything is role-based with individualised intervention," says Krishnan KS, VP learning and development, ITC Infotech. <cmsannotation type="cmsannotation" annotationid="Learning in an evolving world" comment="subhead" text="Learning in an evolving world">Learning in an evolving world</cmsannotation> There has been a marked shift towards role based individualised approach when it comes to upskilling or reskilling the employees. This allows organisations to focus on employees’ specific needs and help them advance in their careers. Talent Management at Titan headed by GD Singh, took a proactive approach for their employees, "Titan created a skill maturity matrix, which calculates skills that we needed to invest for the present and future, both at an organisational level, which will later be broken down to a singular level". This approach ensures that employees receive the necessary skills to stay relevant and competitive. Adding to this, Priya Singh, Associate VP, Technical Learning, Zensar Technologies emphasises the importance of continuous learning, unlearning and relearning. “We’re seeing the Learning &amp; Development function becoming more active and holistic as opposed to the cluster and divide learning that <keyword id="600377" type="General" weightage="20" keywordseo="enterprises" source="Orion">enterprises</keyword> had employed earlier. The holistic approach encompasses a vast range of domains, ranging from resilience, flexibility, and agility to change management and leadership (among several other critical human skills), and, of course, IT skills, technology awareness, and digital savvy," she says. Krishanan KS immediately chimed in, suggesting that the organisations should leverage both split and cluster learning methods as well as holistic approach as this would benefit the workforce. "Employees will flourish in both small and large ways this manner," he said. <cmsannotation type="cmsannotation" annotationid="Fostering a learning culture" comment="subhead" text="Fostering a learning culture">Fostering a learning culture</cmsannotation> To ensure the success of a reskilling and upskilling programme, leaders must cultivate a culture and work environment that values learning new skills, nurtures natural curiosity, and promotes ongoing growth. And culture begins with the top management leading by example. When employees witness their superiors’ dedication to learning, they are more likely to take the initiative to upskill themselves. Anupama Nithyanand, MD and Lead, Learning and Knowledge Management, Accenture India concludes that "Employees will take a stance to learn for themselves if they see their superiors striving to learn and stay relevant." By embracing upskilling and creating a culture of continuous learning, <keyword id="467652" type="General" weightage="20" keywordseo="indian-enterprises" source="Orion">Indian enterprises</keyword> can navigate the ever-changing landscape, remain competitive and empower their workforce to thrive in the digital age. Disclaimer: This article is generated and published by the Insider Studios team. You can get in touch with them on insiderstudios@businessinsider.in

Navigating the changing landscape: How Indian enterprises are embracing upskilling

<ul><li>Over a third of salaried employees are comfortable discussing their pay with colleagues. </li><li>More than 80% of employees also think that frequent job switches have created a positive impact on their career. </li><li>Three in four hiring managers say that transparency in pay and rewards will become important in the future.</li></ul>Whispering one’s salary might no longer be a norm. Over a third of Indian employees are now comfortable talking about their pay. Most employees also think that it is reasonable to share salary information with their colleagues, according to a report by the global management consulting firm <keyword id="743341" type="PERSON" weightage="20" keywordseo="Korn-Ferry">Korn Ferry</keyword>. Three in four hiring managers also say that transparency in pay and rewards will become even more important in the future. This has called for the need of channelising pay programmes and counselling employees who feel undercompensated. The report also identified transparency in pay, diversity and inclusion programmes are the key trends that will drive hiring in 2020. “Companies are also looking for talent who can navigate the future and see through the changes in business models, including putting the right funding in the right place,” said Konika Chadha, head of professional search at <keyword id="1890698" type="LOCATION" weightage="20" keywordseo="Korn-Ferry-India">Korn Ferry India</keyword>. More than 80% of employees also think that frequent job switches have created a positive impact on their career. Yet another pressing concern for the employers is the reskilling of employees. More than a quarter pof recruiters globally said that reskilling workforce, agility training and programming skills are key concerns in order to increase retention of employees. “For economies like India, the shift towards building an agile workforce and further developing world class local talent whilst remaining attractive as a global innovation hub is going to be critical for its future proofing,”said <keyword id="1024118" type="PERSON" weightage="20" keywordseo="Navnit-Singh">Navnit Singh</keyword>, chairman and regional managing director of Korn Ferry India. See also: <a href="https://www.businessinsider.in/careers/news/the-salary-hikes-in-india-will-be-the-best-in-asia-next-year-but-inflation-will-eat-most-of-it/articleshow/72332600.cms">India’s salary growth at 9.2% in the coming year: the salary forecast by Korn Ferry</a> <a href="https://www.businessinsider.in/careers/news/heres-how-uber-accenture-are-improving-diversity-by-employing-specially-abled-persons/articleshow/72348735.cms">Here’s how Uber, Accenture are improving diversity by employing specially-abled persons</a> <a href="https://www.businessinsider.in/salaries-in-india-projected-to-rise-by-10-this-year-but-theres-a-catch/articleshow/67585991.cms">Salaries in India projected to rise by 10% this year — but there’s a catch</a>

Indians don't want to hide their salaries from colleagues anymore

<ul><li>The Indian IT services giant <keyword id="6354512" type="COMPANY" weightage="20" keywordseo="Infosys">Infosys</keyword> has signed on with <keyword id="6355629" type="DEFINITION" weightage="20" keywordseo="google">Google</keyword> to hire 500 employees with Google Career Certificates over the next two years.</li><li>This comes as part-and-parcel of Google opening up enrollment for three new certification courses to become a data analyst, project manager and UX designer.</li><li>According to Infosys President, Ravi Kumar, this will help the Indian multinational reach its target of having 25,000 employees in the US by 2022.</li></ul>Google has introduced three new certificate courses to help the unemployed in the US and Indian information technology (IT) services giant, Infosys, is among the list of companies that has signed on to hire them. Google has opened up enrollment to <a href="https://blog.google/outreach-initiatives/grow-with-google/career-certificates/amp/">three new certification courses</a> to become a data analyst, project manager, and user experience (UX) designer. To put its money where its mouth is, the SIlicon Valley behemoth has signed on more than 130 employers to hire people who graduate with these certificates — one of them being Infosys. The Indian multinational has promised to onboard 500 graduates with Google Career Certificates over the next two years. According to <a href="https://dallasinnovates.com/three-google-career-certificate-programs-are-now-available-in-texas-to-help-job-seekers/">Ravi Kumar</a>, the president of Infosys, this will help the Indian multinational fulfil its commitment to hire 25,000 workers in the US by 2022. Along with Infosys, other companies like Deloitte, Walmart, Accenture, and Verizon have also partnered with Google. “We’re also partnering with Guild Education, which works with Fortune 1000 companies, to bring Google Career Certificates to help some of the country’s largest employers upskill their workforce,” said chief executive of Google, Sundar Pichai, in a <a href="https://blog.google/outreach-initiatives/grow-with-google/career-certificates/amp/">blog post</a>. What are Google Career Certificates? Google Career Certificates are available to all US citizens regardless of previous job experience or education level. The courses can ideally be completed between three to six months, according to the Silicon Valley behemoth. Each of them costs around $49 per month, which means the total price depends on how quickly one finishes each course. Given Google’s stipulated timeline, the overall fee of getting certified should come in under $3,000. And, the jobs at stake have a payout that is close to twenty times higher. <table style="border-width: initial; border-style: none; table-layout: fixed; width: 468pt;"></colgroup><tbody><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Course </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Description </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Average annual wage </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Data analyst </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Learn how to use tools and platforms to process, analyse, visualise, and gain insights from data. </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">$66,000 </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Project manager </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Learn the foundations of traditional project management and gain insight into agile project management. </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">$93,000 </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">UX designer </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Learn the foundations of UX design and research, building low-fidelity designs and wireframes, creating high-fidelity prototypes, and testing. </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">$75,000 </td></tr></tbody></table> Kent Walker, the senior vice president of global affairs at Google, asserts that companies hiring graduates from these courses will treat these certificates the same as a four-year degree in a related field. The certificates are a part of the Grow with Google initiative, which was founded in 2017 to help Americans reskill. According to Google, the programme has helped more than six million US citizens in the last four years. SEE ALSO: <a href="https://www.businessinsider.in/stock-market/news/the-760-crore-anupam-rasayan-ipo-has-received-a-mixed-response-from-brokerages-heres-what-works-for-it-and-what-doesnt/articleshow/81462495.cms">The ₹760-crore Anupam Rasayan IPO has received a mixed response from brokerages — here's what works for it and what doesn't</a> <a href="https://www.businessinsider.in/business/news/oyos-singapore-arm-secures-200-million-loan-from-softbank/articleshow/81427001.cms">OYO's Singapore arm secures $200 million loan from SoftBank</a>

Infosys plans to hire Google-certified graduates to meet its target of 25,000 US employees by 2022

<ul><li><keyword id="28721" type="COMPANY" weightage="20" keywordseo="Cognizant">Cognizant</keyword> is planning to layoff staff. As many as 7,000 mid level and senior level jobs are on the line. </li><li>Another 6,000 jobs may also be affected, globally as the IT major plans to close down its content moderation services. </li><li>Cognizant posted a quarterly revenue of $4.25 billion, 4.2% up from last year.</li></ul>American technology multinational Cognizant is expected to lay off hundreds of employees to cut costs. According to an ET <a href="https://m.economictimes.com/tech/ites/cognizant-to-cut-7000-mid-senior-level-jobs-exit-content-moderation/articleshow/71829299.cms">report</a>, as many as 7,000 mid and senior level jobs are on the line — accounting for 2% of its workforce. As many as 5,000 employees will be redeployed into other job roles. “To improve cost structure to partially fund these investments and advance Cognizant’s growth agenda, it has made the decision to remove approximately 10,000-12,000 mid-to-senior level associates worldwide from their current roles in coming quarters. The gross reduction is expected to lead to a net reduction of approximately 5,000 to 7,000 roles as the company aims to reskill and redeploy approximately 5,000 of the total associates impacted,” Karen McLoughlin, CFO, Cognizant said. Given the job cuts, the company expects to save up to $500 million in the next two years Another 6,000 jobs may also be affected globally as the IT major plans to close down its content moderation services — including social media platforms like <keyword id="6354576" type="UNKNOWN" weightage="20" keywordseo="facebook">Facebook</keyword>. It will exit the services focussed on identifying objectionable content, keeping in mind the mental health of moderators, the company said. “Exiting this area will impact an additional approximately 6,000 roles worldwide, though the company intends to work with its partners to explore ways to transition the roles to alternative vendors, thereby reducing the impact to associates,” ET <a href="https://m.economictimes.com/tech/ites/cognizant-to-cut-7000-mid-senior-level-jobs-exit-content-moderation/articleshow/71829299.cms">reported</a> citing company executives. The closure of content moderation services will also impact its communications, media and technology verticals. “Cognizant is aligning with clients’ digital imperatives, and doubling down on four key areas — Data, Digital Engineering, Cloud and Internet of Things (IoT),” the company noted. The company posted a 4.2% increase in its third quarterly revenue at $4.25 billion, as compared to the same period last year. It also witnessed a $20 million jump in its net income at $497 million, compared to $477 million last year. At the same time, it is trying to boost revenues by tightening travel budgets, and increasing variable pay. In 2018, Cognizant also introduced a <a href="https://www.businessinsider.in/cognizant-begins-voluntary-separation-program-for-senior-staff-report/articleshow/69515809.cms">voluntary separation </a>programme for senior executives. Under this, it offered 12-month salary and stock benefits depending on the employee’s tenure in the organisation. See also: <a href="https://www.businessinsider.in/policy/news/h-1b-visa-rejection-rates-rise-sharply-30-of-cognizant-capgemini-accenture-wipro-and-infosys-applications-denied/articleshow/71821596.cms">H-1B visa rejection rates rise sharply — 30% of Cognizant, Capgemini, Accenture, Wipro and Infosys applications denied</a> <a href="https://www.businessinsider.in/case-against-accenture-cognizant-caspex-for-bad-leave-policy-and-long-working-hours/articleshow/71074536.cms">Cognizant, Accenture and Caspex accused of 'white collar slavery' in a new lawsuit</a> <a href="https://www.businessinsider.in/cognizant-to-hire-500-sales-professionals-to-boost-its-digital-technology-services/articleshow/70954946.cms">Cognizant will hire 500 sales staff and looks to poach ‘disillusioned’ IBM employees</a>

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