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Top tech news: Netflix cheapest ever plan announced, Google will pay $5 for your face and Realme X on sale starting today

<ul><li><keyword id="6357147" type="DOMAIN" weightage="20" keywordseo="tata-steel">Tata Steel</keyword> put a policy in place that will allow LGBTQ+ employees to formally come out, revealing the identity of their partners and avail of HR benefits. </li><li>Under the <keyword id="3864760" type="PERSON" weightage="20" keywordseo="diversity-and-inclusion">diversity and inclusion</keyword> policy, these employees will be extended financial assistance for gender reassignment surgery along with 30 days special leave. </li><li><keyword id="6370971" type="COMPANY" weightage="20" keywordseo="accenture">Accenture</keyword> introduced medical cover for gender reassignment surgery in 2016. </li><li>The tech giants also have gender neutral washrooms across its offices for trans workforce.</li></ul>India companies are bringing in inclusivity into their HR policies, albeit slowly. Addressing its employees from the LGBTQI+(Lesbian, Gay, Bisexual, <keyword id="6358953" type="UNKNOWN" weightage="20" keywordseo="Transgender">Transgender</keyword>, Queer) community, Tata Steel has a policy in place that will allow them to formally come out, declare their partners and avail of HR benefits. This also includes same sex partners in live-in relationships. Under the diversity and inclusion policy, they will be extended financial assistance for gender reassignment surgery along with 30 days special leave. "The company's vision is to be a world-class equal opportunity employer where everyone is respected and every voice is heard. It is a constant endeavour of the company to create an enabling workplace for all diverse groups, respecting and embracing the differences in the individuals," the steel conglomerate <a href="https://www.indiatoday.in/business/story/tata-steel-asks-lgbtq-employees-to-declare-partners-avail-hr-benefits-1626658-2019-12-09">told</a> news agency PTI. LGBTQ employees will also be eligible for Tata Executive Holiday Plan (TEHP), honeymoon packages and travel allowances. “It has been the endeavour of the company to create an enabling workforce for all diverse groups, respecting and embracing the differences in the individuals,” the statement added. The policy will also cover medical benefits, health check-ups, adoption leave and and inclusion in employee assistance programme (EAP) among others. Corporate India’s inclusivity drive Multinational technology companies have caught on to this trend early, probably as an extension of their global policies. Accenture had introduced medical cover for gender reassignment surgery in 2016. This was before the Supreme Court decriminalised homosexuality in India in 2018 by scrapping Section 377. <keyword id="10863" type="COMPANY" weightage="20" keywordseo="CapGemini">Capgemini</keyword> too provides the flexibility of paid leave to employees undergoing gender assignment surgery. It also <a href="https://www.businessinsider.in/capgemini-has-five-lessons-to-give-india-inc-on-gender-inclusivity/articleshow/71196701.cms">employs</a> almost 100,000 LGBTQ people in India. The tech giants also have gender neutral washrooms across its offices for trans workforce. IBM, <keyword id="28721" type="COMPANY" weightage="20" keywordseo="Cognizant">Cognizant</keyword> and <keyword id="43217" type="COMPANY" weightage="20" keywordseo="Tech-Mahindra">Tech Mahindra</keyword> are also among those who extended medical insurance to same-sex partners among the LGBTQ employees. Several IBM employees have ‘come out’ with their sexuality at work, ET <a href="https://economictimes.indiatimes.com/news/company/corporate-trends/indian-mncs-openly-allying-with-the-lgbt-cause/articleshow/69951140.cms">reported</a> citing Prachi Rastogi, IBM India’s Diversity and Inclusion Leader. Foodtech unicorn Zomato also announced an <a href="https://www.businessinsider.in/zomato-paid-parental-leave-policy-for-men-and-women-and-same-sex-partners/articleshow/69635956.cms">‘inclusive parental leave policy</a>’ allowing 26-week paid leave to new parents — including same sex partners in case of an adoption. India has nearly <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">5%-10% queer employees</a> in its workforce. Of this, over half of them reported discrimination at work. The 2016 World Bank report suggests that India recorded a loss of $32 billion due to homophobia. See also: <a href="https://www.businessinsider.in/swiggy-offers-an-lgbt-support-group-with-its-first-transgender-employee/articleshow/70168484.cms">Swiggy has hired a transgender techie who will now run an in-house LGBT support group</a> <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>

Tata Steel joins the small but growing list of companies like Accenture, Capgemini which are LGBTQ+ friendly

<ul><li>Private sector banks — <keyword id="6355975" type="COMPANY" weightage="20" keywordseo="axis-bank">Axis Bank</keyword> and <keyword id="46013" type="COMPANY" weightage="20" keywordseo="Kotak-Mahindra-Bank">Kotak Mahindra Bank</keyword> — are absorbing technical professionals in their teams. </li><li>The banks announced as many as 5,000 job openings for fresh graduates with cybersecurity, technical and design skills. </li><li>Axis Bank will hire 2,300 freshers — including campus hires from B-schools and IITs. </li></ul>Axis Bank and Kotak Mahindra Bank — are hiring extensively for technical professionals. These banks will hire 5,000 fresh graduates with cybersecurity, technical and design skills. According to <keyword id="234165" type="PERSON" weightage="20" keywordseo="Sukhjit-Singh">Sukhjit Singh</keyword> Pasricha, chief human resource officer at Kotak Mahindra Bank, the banking industry has witnessed a sudden demand for professionals skilled in technologies like <keyword id="107950" type="TECHNOLOGY" weightage="20" keywordseo="artificial-intelligence">artificial intelligence</keyword>, digital banking and analytics. This will be the first time that Kotak is hiring from engineering colleges, thanks to the advent of digital technologies. The private bank will hire nearly 2,600 freshers this year, Pasricha <a href="https://economictimes.indiatimes.com/jobs/kotak-mahindra-axis-bank-to-recruit-5000-fresh-grads/articleshow/72340847.cms?from=mdr">told </a>ET. This includes jobs across departments — services, operations and frontline acquisition. On the other hand, Axis Bank will hire 2,300 freshers — including campus hires from B-schools and IITs. It will also hire from National Institute of Design for the very first time. While IT and analytics remain the most sought-after job role, “this year, we have also focused on hiring in risk, compliance and cybersecurity roles,” <a href="https://economictimes.indiatimes.com/jobs/kotak-mahindra-axis-bank-to-recruit-5000-fresh-grads/articleshow/72340847.cms?from=mdr">said</a> Rajkamal Vempati, HR head, Axis Bank. This financial year, the largest public sector bank <keyword id="6354731" type="DOMAIN" weightage="20" keywordseo="state-bank-of-india">State Bank of India</keyword> (SBI) hired nearly 11,000 employees so far. This includes jobs in retail banking, IT, corporate and international banking and wealth management. “There has been continuous disruption in the financial services sector, mainly due to digitalization. While banks are fast adapting to digital ways, these new services require manpower to reach deeper pockets, to engage with customers and provide them with seamless banking experience,” Alok Kumar Choudhary, deputy managing director (HR) and chief development officer of <a href="https://www.pressreader.com/india/the-economic-times/20191203/282179357947987">State Bank of India said</a>. See also: <a href="https://www.businessinsider.in/careers/news/benching-firing-and-re-deploying-the-story-of-20000-employees-at-tech-majors/articleshow/71934414.cms">Benching, firing and re-deploying — the story of 20,000 employees at tech majors</a> <a href="https://www.businessinsider.in/education/news/b-school-students-get-summer-placements-but-for-technology-job-profiles/articleshow/72139265.cms">B-school students get summer placements — but for technology job profiles</a> <a href="https://www.businessinsider.in/business/news/india-internet-industry-goldman-sachs-investment-ideas-for-future/articleshow/72326122.cms">2020 is the time to bet on India’s internet industry which will be worth $160 billion in 5 years</a>

SBI, Kotak Mahindra and Axis Bank are going digital — hiring for AI, analytics and other tech profiles

A recent firing at <keyword id="43217" type="CITY" weightage="100" keywordseo="Tech-Mahindra">Tech Mahindra</keyword> has stepped up the fear among mid-senior techies about instability in the industry where handing over of pink slips is no longer a hush-hush phenomenon. The phone call recording that went viral last week has an HR staff asking an associate to put down his papers by the next day morning, failing to which would make the employer send termination letter. In the age of internet, the recorded clip on <keyword id="881139" type="COMPANY" weightage="20" keywordseo="SoundCloud">SoundCloud</keyword> has gone viral and Tech Mahindra has received enough digital hatred for such weak HR policy. The case has reached the upper management to a level when <keyword id="46425" type="PERSON" weightage="100" keywordseo="Anand-Mahindra">Anand Mahindra</keyword>, Chairman and <keyword id="4741088" type="UNKNOWN" weightage="20" keywordseo="md-of-mahindra-group">MD of Mahindra Group</keyword> has apologised for sacking in this manner and assured no such instances in future. In an open social media post, he wrote, “"I want to add my personal apology. Our core value is to preserve the dignity of the individual and we'll ensure this does not happen in future.” CP <keyword id="45924" type="PERSON" weightage="20" keywordseo="Gurnani">Gurnani</keyword>, managing director at Tech Mahindra, tweeted, "I deeply regret the way the HR rep &amp; employee discussion was done. We have taken the right steps to ensure it doesn't repeat in the future.” Here’s the recorded clip of the conversation &lt;iframe width="100%" height="166" scrolling="no" frameborder="no" src="https://w.soundcloud.com/player/?url=https%3A//api.soundcloud.com/tracks/331810449&amp;amp;color=ff5500"&gt;&lt;/iframe&gt; Though Tech Mahindra has issued a statement regretting the manner of the exit interview, it said "alignment, of the workforce will carry on. We continue to implement strategies to implement the changing demands of business in the current global economic environment and align our workforce with the business objectives, strategic priorities of the organisations, and requirements of our clients.”

Tech Mahindra fires employee giving 24-hour notice; Anand Mahindra apologises

<ul><li>Despite a subdued forecast for sales in the short-term, India’s auto manufacturers are all set to ramp up hiring this fiscal year. </li><li>Carmakers as well as auto parts makers will mostly be on the lookout for skilled and technologically savvy labour - a sign of a changing market. </li><li>In response to <keyword id="40976" type="PERSON" weightage="20" keywordseo="emissions">emissions</keyword> norms, new <keyword id="28128" type="DOMAIN" weightage="20" keywordseo="Technologies">technologies</keyword> and the need to boost manufacturing capacity this year, hiring in the auto industry could increase by as much as 15% this year. </li></ul>Despite <a href="https://economictimes.indiatimes.com/industry/auto/cars-uvs/passenger-vehicle-sales-stay-in-slow-lane-ahead-of-elections/articleshow/68680098.cms">a subdued forecast for sales </a>in the short-term, India’s auto manufacturers are all set to ramp up hiring this fiscal year, according to <a href="https://economictimes.indiatimes.com/industry/auto/auto-news/auto-sector-to-see-uptick-in-hiring-this-fiscal/articleshow/68785115.cms?from=mdr">ET</a>. It’s not blue-collar workers they’re after, though or just mechanical <keyword id="54038" type="DOMAIN" weightage="20" keywordseo="engineers">engineers</keyword>. Carmakers as well as auto parts makers will mostly be on the lookout for advanced skills and technologically astute labour - a sign of a changing market. In response to emissions norms, new technologies and the need to boost manufacturing capacity this year, hiring in the auto industry could increase by as much as 15% this year, as per a survey by PeopleStrong, a Gurugram-based HR services firm. The industry is preparing for the introduction of new technologies such as Internet of Things, self-driving cars, 5G connectivity and will need to hire R&amp;D people and engineers adept at developing and implementing them. Capacity addition is also taking centre stage. For example, RC Bhargava, the chairman of <keyword id="44883" type="DOMAIN" weightage="20" keywordseo="Maruti-Suzuki">Maruti Suzuki</keyword>, told ET that the company could hire 3,000 people for a second plant in Gujarat this year. <keyword id="45224" type="DOMAIN" weightage="20" keywordseo="Mahindra">Mahindra</keyword> &amp; Mahindra, meanwhile, is specifically looking at hires in the digital and emerging technologies space. However, the hiring wave in the industry will likely commence after <a href="https://economictimes.indiatimes.com/industry/auto/cars-uvs/passenger-vehicle-sales-stay-in-slow-lane-ahead-of-elections/articleshow/68680098.cms">the general elections slump</a>. Car sales will be sluggish in the buildup to and immediate aftermath of elections but should take off soon after. Furthermore, as new regulations and safety and emissions norms kick in once the new government is installed, it will give car makers a clearer position from which to hire. India’s auto industry is coming off its slowest annual sales growth in five years. Passenger vehicle sales grew by around 3% to a mere 3.4 million units amid higher insurance costs, a financing crunch and election uncertainty. SEE ALSO: <a href="https://www.businessinsider.in/car-sales-in-india-start-with-online-reviews-of-top-brands-shows-a-google-kantar-survey/articleshow/67754856.cms">Indians are one step away from buying cars online</a> <a href="https://www.businessinsider.in/in-india-used-car-businesses-see-renewed-interest-from-investors-with-cardekho-raising-110-million/articleshow/67380667.cms">In India, used car businesses see renewed interest from investors with CarDekho raising $110 million</a>

Carmakers in India are looking for a new breed of techies in a changing market

"Dear Sir, I need a leave” seems to be a matter of the past. As <keyword id="46431" type="CITY" weightage="60" keywordseo="India-Inc">India Inc</keyword> is aggressively trying to replace the Sir with Ma’am, thanks to the initiative to improve gender diversity at the top management level, four headhunting firms are together reporting nearly 100 live search mandates for women CXO-level executives. 
 
While MNCs were among the earliest to employ more women at the senior management levels, Indian companies are no exception now. As per a report by The Economic Times, Indian promoter driven organisations are on an aggressive bid to get high potential women talent at CXO level. "Initially, the whole push came after it became mandatory to have women directors on the board. But this process triggered thinking in this direction,” Anindita Banerjee, executive director at RGF Executive Search has told the financial daily. 
 Now this direction is definitely signalling a change! Companies like Mahindra &amp; Mahindra, Hindustan Zinc Limited, <keyword id="106159" type="CITY" weightage="60" keywordseo="Jindal-Steel">Jindal Steel</keyword> &amp; Power Limited and Schneider Electric have given mandates to search firms to hunt for potential female CXO talent. Jindal Steel is currently scouting for a woman candidate to head its finance department, director group-HR, <keyword id="211707" type="PERSON" weightage="60" keywordseo="Rajeev-Bhadauria">Rajeev Bhadauria</keyword> has informed the ET. 
 
This scenario is the same throughout the industry. "We will prefer more and more women when it comes to filling up positions with no compromise on merit," said Prince Augustin, Executive Vice-President - Group Human Capital &amp; Leadership Development at Mahindra &amp; Mahindra. 
 
Yet the red line seems to persist. Experts informed the ET, while demand goes up by 40%, success rate is only half of it. 
 
Forum for Women in Leadership (WILL) estimates that 8-10% of senior management leadership in India are women, compared to 22-25% in the US. 
 
"There is a lack of understanding on diversity...on why should we have diversity, for innovation, competitiveness, for different ideas and different skills," says Poonam Barua, founder chairman, WILL. 
 
(Image: India Times)

India Inc is ensuring you will mostly be answering to
a ‘woman boss’

As the world continues to evolve and adapt, so too does the way we <keyword id="6355058" type="General" weightage="20" keywordseo="work" source="Orion">work</keyword>. <keyword id="824043" type="General" weightage="20" keywordseo="business-insider" source="Orion">Business Insider</keyword> India is back with its second edition of The <keyword id="1967222" type="General" weightage="20" keywordseo="future-of-work" source="Orion">Future of Work</keyword> Summit 2023 in Mumbai this Friday, March 17. The conclave aims to explore the latest trends and advancements in the way we work. This year's agenda is focused on several key areas that are transforming the world of work as we know it: technology, cultural intelligence, upskilling and human capital. Let’s get onto what you can expect at the FoW Summit 2023. The future of <keyword id="11018" type="General" weightage="20" keywordseo="jobs" source="Orion">jobs</keyword> is tied in with the technology revolution, upskilling and the ability to find the confluence between work, technology and human experience. The day begins with a keynote address by Maharashtra’s Labour Secretary, Vinita Vaid Singal on the impact of technology on workforce, the need for reskilling and upskilling programmes to ensure that workers are equipped with skill sets to thrive in a changing job market. <h5 style="line-height:1.2;background-color:#ffffff;margin-top:12pt;margin-bottom:12pt;">Final call to <a href="http://businessinsider.in/fow2023">register </a>and be a part of all the action</h5>The rest of the sessions are broadly categorised into four sections - <ul><li>Enhancing Human Capital: The need for policies to align employee growth and business strategies to ensure that both workforce and business can thrive. -Nitin Sethi, CEO, Aon Consulting, India &amp; South Asia -Naiyya Saggi, Co-Founder, Good Glamm Group -Karan Virwani, CEO, WeWorkIndia </li><li>Technology: The future of work and technology and the tools driving digital transformation across workplaces over the next decade -Ashok Krish, Global Lead - Digital Workplace, TCS -Sumedha Chakraborty, Country Head, India &amp; SAARC Business, Google Workspace, Google Cloud -Mukesh Jain - CTO, VP &amp; Global Head of Innovation with AI/ML, Insights &amp; Data - Capgemini </li><li>Upskilling and push for Diversity, Equity, Inclusion (DEI): Two cornerstones that HR leaders must focus on to create a productive, diverse workforce that can adapt to changing needs of business. -C Jayakumar, Executive VP &amp; <keyword id="6378374" type="General" weightage="20" keywordseo="chro" source="Orion">CHRO</keyword>, Larsen &amp; Toubro -Harshvendra Soin, Global Chief People Officer and Head Marketing, Tech Mahindra -Ryan Lowe, Partner - People Advisory Services, E&amp;Y -Harish Iyer, Head - DEI, Axis Bank -Ishita Medhekar, CHRO, Metropolis Healthcare -Neha Bagaria, Founder &amp; CEO, JobsForHer </li><li>Culture, Content &amp; Creator Economy that focuses on the future of storytelling in India: How new platforms are revolutionizing the way we consume and tell stories and the opportunities it presents for content creators. -Rohan Joshi, Influencer, Comedian, Co-Founder - All India Bakchod -Advait Gupt, Co-Founder &amp; CEO, Kulfi Collective -Varun Duggirala - Influencer, Podcaster, Entrepreneur -Karishma Mehta, Founder &amp; CEO, Humans of Bombay</li></ul>Co-powered by Google Cloud, the Future of Work Summit 2023 is a confluence of the brightest minds reimagining the new era of work, workplace and workforce. Discover new trends shaping the workplace and learn about the strategies and tools that can help you stay ahead of the curve. Register <a href="http://businessinsider.in/fow2023">now</a>!

Final countdown begins! Here’s your guide to the Future of Work Summit 2023

New Delhi, Dec 23 () Homegrown auto major Mahindra &amp; Mahindra (M&amp;M) on Monday announced a rejig of its top management in automotive and farm equipment sectors with its President for auto vertical Rajan Wadhera set to retire and step down from executive role.
Announcing changes in the group corporate office as well as in auto and farm sectors, to be effective from April 1, 2020, the company said Veejay Nakra will be appointed as CEO of the auto division. 
He will have operating responsibility for passenger vehicles and entire commercial business with profit and loss accountability, except for product development process, M&amp;M said in a statement.
It further said Hemant Sikka will head the farm equipment sector, while R Velusamy will be appointed as the chief of Global Product Development (Automotive) and Vinod Sahay as Chief Purchase Officer of AFS (auto and farm sectors).
Nakra, Sikka, Velusamy and Sahay will report to Rajesh Jejurikar, who will join M&amp;M Board as Executive Director AFS from April 1, 2020, it said.
M&amp;M said Rajeev Goyal will be appointed as CFO of AFS. He will have dual reporting to Jejurikar and S Durgashankar, who will have an enhanced role as Group Controller of Finance and Accounts working closely with CFOs of all group businesses.
The company further said its agri business headed by Ashok Sharma will move from AFS and report to SP Shukla, who will also continue to head the Aerospace, Defence and Steel Sector, reporting to Anish Shah, who will transition to become Managing Director and CEO on April 2, 2021.
Rajeshwar Tripathi will be the chief human resources officer for AFS. He will have dual reporting to Jejurikar and Ruzbeh Irani, who is slated to head M&amp;M's Group HR and communications, which includes CSR, Ethics and CIS.
Last week, M&amp;M had announced a rejig of its top management with Anand Mahindra, 64, transitioning to the role of non-executive chairman from executive chairman, effective April 1, 2020.
 The firm also reappointed Pawan Kumar Goenka as the managing director with additional responsibilities of chief executive officer for a year, effective April 1, 2020, and he will retire after his term ends. RKL ANU

M&M rejigs top management in auto, farm divisions

<ul><li>IT sector has been at loggerheads with employees for years now</li><li><keyword id="64527" type="General" weightage="100" keywordseo="Moonlighting" source="Orion">Moonlighting</keyword> is a sign of a deeper malaise not the cause</li><li>White collar workers in tech are demanding better working conditions and HR policies from employers Bangalore to Silicon Valley</li></ul> Moonlighting has become a hot topic ever since Wipro’s Executive Chairman Rishad Premji called it “plain and simple cheating”. Many industry captains have jumped onto the bandwagon to share their views liberally on the subject matter and most of them are against it, barring CP Gurnani of Tech Mahindra. In a tweet he wrote, “My thoughts on the trending 'M word'... It's necessary to keep changing with the times, and as always, I welcome disruption in the ways we work”. <div type="twitter" handle="C_P_Gurnani" handlename="CP Gurnani" image="http://pbs.twimg.com/profile_images/1555109168540839937/zECHTjEe_normal.jpg" favoritecount="36" retweetcount="6" status="My thoughts on the trending 'M word'... It's necessary to keep changing with the times, and as always, I welcome di… https://t.co/WLCnZL3ELO" createdat="1661664718000" id="1563761285128663040"></div> For those who have joined this conversation late, moonlighting is nothing but taking on assignments outside of one’s regular day jobs, and may I add, full-time jobs. There are many who will support his view as it is a breach of contract, but the IT industry is fraught with human resource problems that it cannot wish away. <cmsannotation type="cmsannotation" annotationid="Moonlighting trends" comment="subhead" text="Moonlighting trends">Moonlighting trends</cmsannotation> Moonlighting may have become a conversation point in India now, but it has been a trend that’s been on the uptick in the United States since 1996. According to US Census Bureau’s Longitudinal Employer-Household Dynamics, multiple jobholding rate has increased to 7.2% in 2018 from 6.8% in 1996. More women in the US hold multiple jobs than men. In the US, employers tend to put in place policies for employees that require disclosures from them to avoid conflict of interest and use of office resources for other jobs. It is time, employers in India recognise the writing on the wall instead of using strong-arm tactics that will further alienate employees. Moonlighting has been around for the longest time and professionals from creative industries have toyed with the idea, but it has become mainstream only after the pandemic. <div type="image" title="Moonlighting has become mainstream only after the pandemic" msid="94260234" hostid="261" caption="&amp;lt;p&amp;gt;Moonlighting has become mainstream only after the pandemic&amp;lt;/p&amp;gt;"></div> <cmsannotation type="cmsannotation" annotationid="Why is the workforce disengaged?" comment="subhead" text="Why is the workforce disengaged?">Why is the workforce disengaged?</cmsannotation> Before vilifying their employees, threatening them or by throwing the employee code at them, industry captains need to smell the coffee and ask themselves if they are in any way responsible for the disengagement that most of the IT workforce feels. Work from home may have enabled more people to explore moonlighting compared but the real cause is not that. At the start of the pandemic, WFH seemed like a very good idea to the bosses of IT companies as it led to enormous savings for them from the September quarter of FY2021. As costs declined, margins jumped and stocks rallied. Not surprisingly, the companies were willing to make this a permanent feature and were looking to repurpose their large tech parks and real estate. Two years down the line, they are taking to Twitter and calling their employees unethical and in doing so have put the spotlight on their “people problem” yet again. The pandemic has only accentuated the problem of disgruntled employees and their cry for better wages. While many of my friends who head human resource functions tell me that moonlighting is a breach of contract, people practices of India’s large IT companies can surely improve from where they are right now. <cmsannotation type="cmsannotation" annotationid="Time on Floor" comment="subhead" text="Time on Floor">Time on Floor</cmsannotation> Scratch beneath the surface or better still visit Glassdoor or Quora and search for “Time on Floor” and you will find horrifying stories of how India’s IT companies are run. One employee from a leading IT services company in Bangalore told me that he had to clock a number of hours on his seat while he was on a project, which had to add up to eight hours or more and to achieve his target he curtailed his toilet breaks and even time eating his lunch. In 2017, one tech services major sacked women who had returned from maternity leave and another one in Kolkata stopped providing women employees transport to and from the campus. The “chatter around moonlighting” has only come as the latest pain point for an industry that has found it hard to manage its people or keep them happy, which is perhaps why they rely so heavily on freshers. Moonlighting is a problem that may have surfaced after the pandemic started in 2020 and work-from-home gave people the latitude to explore other avenues of income since they were not sitting in office and saving on time. There is a deeper malaise that tech companies in India need to address upfront as the Big Techs are doing in Silicon Valley. <cmsannotation type="cmsannotation" annotationid="Problem of disgruntled employees is not new" comment="subhead" text="Problem of disgruntled employees is not new">Problem of disgruntled employees is not new</cmsannotation> From times immemorial, the IT industry in India has been battling high attrition levels and margin pressure due to wage hikes. Given the sheer number of employees that each of these companies have, it is hard to create a sense of ownership, loyalty and engagement. Nearly two decades ago, at a town hall of a large IT company, the much respected founder was asked why the variable pay was not paid out despite the very high growth trajectory of the company – those days some IT companies were growing by 100% year-on-year. The venerated founder told him that the company had its own internal goals, which were not met, therefore, the variable pay was not given. Wages at IT services companies are a lever to manage margins and to keep costs under check, thousands of freshers are hired each year. Any industry that treats employees like labour and not capital are bound to see low engagement and commitment levels. <div type="image" title="Tech CEO salaries zoomed in a decade while fresher salaries remained stable" msid="94260292" hostid="261" caption="&amp;lt;p&amp;gt;Tech CEO salaries zoomed in a decade while fresher salaries remained stable&amp;lt;/p&amp;gt;"></div> One only needs to compare the wage growth of senior management with that of freshers to see the disparity. Between 2012 and 2022 the salary of the CEO of Infosys grew from ₹80 lakh to ₹79.75 crore, while that of freshers rose from ₹2.75 lakh to ₹3.6 lakh. The story is no different for the other big IT services players (see table). Town Halls, Quora and Glassdoor are a testimony of this trend. <cmsannotation type="cmsannotation" annotationid="Are employee unions the answer?" comment="subhead" text="Are employee unions the answer?">Are employee unions the answer?</cmsannotation> In a bid to improve the working conditions of the IT and ITES sectors and make these companies adopt better human resource policies, employees came together to form a union in November 2017. The labour department in Karnataka certified the formation of the Karnataka State IT/ITES Employees Union (KITU) under the Trade Union Act 1926 and Karnataka Trade Unions Regulations 1958. The first such trade union was born in the midst of large scale retrenchment by the industry in 2017. The trade unions never took off as few employees were willing to join the union. But it does not take away the problem people have with their employers. One would wonder why would white collar workers want to come together and fight for their rights considering they are already privileged and enjoy “higher salaries” and free lunches? There is a reason as tech workers across the globe are pushing back practices of their employers be it on their business practices or treatment of outspoken employees. Tech workers across Silicon Valley too are looking at organising themselves to push their employers to adopt policies that are more inclusive. An <a href="https://www.washingtonpost.com/technology/2021/01/26/tech-unions-explainer/">article by The Washington Post</a> in April 2021 says, “Union advocates say discrimination faced by women and people of colour at the tech companies proves the need for stronger worker protections. Unions can also be a way for workers to have their voices heard about the issues they have with decisions executives are making, such as — which politicians to give money to or whether to sell software to the military and police.” Unlike the industrial age, the white collar unions are today seeking answers to bigger questions on equity, treatment of employees and broader company policies. SEE ALSO <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/news/adani-group-enters-into-a-no-poaching-pact-with-mukesh-ambani-led-reliance-industries/articleshow/94353862.cms">Adani Group enters into a no-poaching pact with Mukesh Ambani led Reliance Industries</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/thelife/personalities/news/sundar-pichai-lost-a-fifth-of-his-wealth-last-year-check-the-net-worth-of-other-indian-origin-ceos/articleshow/94353534.cms">Sundar Pichai lost a fifth of his wealth last year – check the net worth of other Indian-origin CEOs</a>

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