We believe that economic value cannot be sustained unless it is created on a foundation of ethics and responsibility. Creating a safe and empowered workplace with a culture that drives equal opportunity, non-discrimination, meritocracy and one in which employees feel ‘listened to’ are therefore our core priorities. We imbibe these principles in all our processes like hiring, compensation, access to training, promotions, etc. and do not engage in or support discrimination based on ethnicity, nationality, race, caste, religion, age, disability, gender and sexual or political orientation.
Our people practices are shaped by the Spirit of Wipro values, Code of Business Conduct (COBC), as well as principles of the U.N. Global Compact, U.N. Universal Declaration of Human Rights, OECD Guidelines for Multinational Enterprises and the International Labor Organization’s declaration on Fundamental Principles & Rights at Work (1998). While these provide the guidelines and direction for responsible business conduct at a global level, our policies are shaped and customized by local regulations and law of land. Our COBC imbibes our commitment for human rights and zero tolerance for discrimination at all stages of the employee lifecycle (Protect-Respect-Remedy of UN principles). In 2015-16, we published our Wipro Human Rights Policy which includes our commitment to human rights covering employees, suppliers, clients, and communities across geographies where we do business.
Our values and code of conduct are socialized at multiple times in the employee life-cycle through touchpoints like induction and onboarding, classroom sessions, all hands meets, awareness mailers/posters and through our mandatory online COBC certification which all employees undertake every year. All employees are entrusted and empowered to highlight concerns and grievances via the Ombudsprocess and Prevention of Sexual Harassment Committee. The policy also assures all stakeholders that a concern raised in the spirit of the policy will not be under risk of retaliation/retribution, even if unsubstantiated upon investigation. These Committees including the Audit/Risk & Compliance committee review progress and formulate strategies to address material issues pertaining to compliance.
Freedom of Association
In India, employment and livelihood of unorganized and casual labor is a priority due to the uncertain terms of employment. IT services organizations however, adopt good practices with respect to employment terms, compensation and benefits and are leaders in talent management. With the emphasis on innovation and learning, the workplace provides a meaningful experience to employees, with good working conditions and progressive people practices. Trade unions are therefore not prevalent in the Indian IT sector.
We do however recognize the right of our employees to free association and union representation, without fear of reprisal, discrimination, intimidation or harassment. A small proportion of our employees (~1%) are represented through registered trade unions, local employee representative groups and work councils in Ireland, Netherlands, Finland, Sweden, Germany, Austria, France, Poland, Romania and Australia. The HR function meets these groups periodically to inform and consult on any changes that can impact work environment and terms and conditions such as change in job functions or structures. The consultation discussions include a structured approach involving intimation of change, impact, redeployment / re-skilling approach