Diversity and inclusion

Tata LEAD and other group-wide initiatives reaffirm the Tata commitment to diversity and inclusion as the group continues to expand its global footprint

Diversity and inclusion have been part of the Tata culture since Founder Jamsetji Tata’s times. Jamsetji’s letter to his son Sir Dorabji Tata, outlining his vision for a township for Tata employees, which eventually became Jamshedpur, states that the plan has to “earmark areas for Hindu temples, Mohammedan mosques and Christian churches”. The Tata commitment to diversity and inclusion has endured through its 148-year-old history and is enshrined in the Tata Code of Conduct and in the Tata values of ‘unity’ and ‘understanding’.

The group respects the uniqueness of each individual employee. The diversity and inclusion (D&I) culture across Tata companies enables employees to achieve their full potential without being discriminated on the basis of factors such as religion, age, gender, ethnicity, race, and physical and mental ability.

The D&I strategy of the group has been further strengthened with the launch of Tata LEAD, the group D&I initiative. Launched in March 2014, the initiative is steered by the Group Diversity Council (GDC), which comprises representatives from group companies and provides strategic direction to the programme.

A multi-pronged approach is adopted for the implementation of Tata LEAD. It is structured around a framework of leadership commitment, sensitisation, development, and celebration of milestones and achievements. Several Tata group companies have updated as well as put in place new policies and processes to support the initiative; many have set up internal diversity councils. Gender diversity is the initial area of focus for Tata LEAD.