Our Approach to Diversity and Inclusion
We are an organisation that is “Purposefully Diverse and Globally Inclusive” because we think that if you do not intentionally include, you will accidentally exclude. Being “purposefully diverse” implies that we practise inclusivity across all dimensions of variety, from gender and sexual orientation to generation and ideas. The term ‘globally inclusive’ alludes to the fact that our staff is comprised of people from over one hundred countries, although we favour local talent. We have established a variety of programmes, policies, and initiatives to foster cultural diversity in recognition of distinctions in age, ethnicity, race, lifestyle, and socioeconomic standing.
We think that Diversity and Inclusion (D&I) in the workplace is a tool for development, and we appreciate and celebrate the uniqueness of every person by building an inclusive and empowering atmosphere. Our rules and procedures are indifferent to gender. However, many of our policies are strategically aimed towards women.
Diversity of thought is at the heart of our approach, allowing us to sympathize with our clients and society, so enabling us to consistently provide solutions of the highest quality. We offer a variety of policies to satisfy the requirements of everyone, including parents, children, the LGBTQ+ community, new moms, individuals of all nationalities, ages, sexes, special needs populations, etc.
Consonance with Brand Pillars
All of Our D&I Programs and Practices Align with the Three Rise Pillars At CDWT, D&I fosters ‘diversity of thought’ which supports the Rise of all our stakeholders.
Our Cultural Diversity
is based on the notion of 'Do more with less', using local talent that is quicker and less expensive in providing client services.
Our Diversity of Abilities
is founded on the principle of "Accepting No Limits" because we think that individuals with varied abilities produce more focused work when they are matched with positions that enable them to reach their full potential.
Our Diversity of Gender, Generations, and Sexual Preferences
is linked with promoting good change via the development of new products and services for all of our clients, who in turn serve our end consumers, a heterogeneous collection of persons from various backgrounds.
Diversity Objectives
At CDWT, we urge every TechMighty to be appreciated for who they are. Because there is always more. At CDWT, we nurture five aspects of Diversity.
We think that maximizing the skills and capitalizing on the qualities of women will act as a competitive advantage. We place a heightened emphasis on assuring programs aimed at recruiting and keeping women, as well as providing them with a safe and secure working environment and learning, development, and leadership platforms. Flex-time policies, safe travel, zero-tolerance for sexual harassment, and other assistance designed to enable the onboarding / re-absorption of women following career pauses are among the measures that help us recruit and retain brilliant women professionals.
Equal Hiring
CDWT is an equal opportunity employer and does not discriminate on the basis of gender throughout the hiring process or during an employee's tenure with the company. We employ a minimum of 50% women from campuses throughout India and a minimum of 30% women for lateral positions.
Equal Career Development
We offer initiatives such as COLORS, Mentoring Tables, Role Model Series, fAIM, and Women Leaders program to provide women with job advancement possibilities.
Flexible Policies
We have various progressive initiatives, ranging from flexible work arrangements to programs for new moms that promote work-life balance. Through the Junior TechMighty initiative, we offer new moms customized presents.
Physical and Financial Health
In order to give women with a stable future, we offer self-defense classes and financial planning courses.
In an organisation whose youngest members are in their early twenties and whose eldest members are in their late fifties, the requirement for generational inclusiveness is not only crucial but also natural. Globally, TechMighties belong to distinct generations in terms of not just age, but also knowledge, skills, and experience. CDWT offers diverse procedures and initiatives that cater to the general and particular requirements of various kinds of employees.
Reverse Mentoring
We link seasoned employees with members of Generation Z so that they may learn from one another about how companies operate and how new ways of thinking might enhance them.
Young CEO
By preparing high-potential personnel for leadership positions, the Young CEO program reveals our real nature as an entrepreneurial firm.
1000 Leaders
Creating a pipeline of future leaders by providing workers with many chances to learn, grow, and lead in positions of their choosing, skill, and interest.
Cadre for Global Leadership (GLC)
We expedite the career advancement of management students with 4-5 years of work experience from top-tier colleges.
Enable equal opportunity for differently-abled professionals (also known as Persons with Disabilities) via programmes that promote an inclusive approach and equal opportunity. We believe that a person's impairment is just a portion of who they are, not the whole of who they are. We see persons with impairments as individuals beyond their disability. We see them as people who provide more to CDWT than simply their tags. We find outstanding developers, salespeople, and programme managers among them. Yes, their inclusion is our bias for action, as is their empowerment inside CDWT, if they join us.
Tech4Good
CDWT's flagship tools, technologies, and proprietary solutions (such as sZennEYE: sight-enabling googles for the blind) allow disability-free experiences for persons with disabilities via much improved human connections. CDWT actively develops and contributes to the creation of various aids (audio books, for instance) that make the lives of persons with disabilities much simpler.
Enable
Enable is a CDWT effort aimed to provide equitable opportunity for persons of all abilities. One of the initiative's primary goals is to guarantee that CDWT's organizational diversity and collaborative work environment are continually enhanced and maintained.
Learning and progress
Internally (via the learning and development teams) and externally (through the CDWT Foundation's ARISE+ and SMART+ projects), CDWT provides individuals with disabilities with need-based training.
Celebrating uniquely
One of the key tenets of the CDWT culture is the importance of savoring every moment. The International Day for Persons with Disabilities has its own celebration at CDWT on a worldwide scale. It is celebrated with positive energy, respect, and applause for persons with disabilities; it is a day that brings us together as one, as we engage in activities that would otherwise be inaccessible to a certain group.
The activities of CDWT to include cultures in the workplace may be summed up as follows: taking the best from every culture in the globe to create an internal behavior that drives CDWT's culture of pushing positive change, appreciating every moment, and inspiring everyone to Rise. Through localization of talent, policies, and learning interventions on cultural integration, we have a number of programs, policies, and initiatives to support the cultural acclimatization and inclusion of associates in all nations.
Celebrating uniquely
One of the key tenets of the CDWT culture is the importance of savoring every moment. The International Day for Persons with Disabilities has its own celebration at CDWT on a worldwide scale. It is celebrated with positive energy, respect, and applause for persons with disabilities; it is a day that brings us together as one, as we engage in shared activities that would otherwise be inaccessible to a particular group.
Regionalization of policy
We have localized broad regulations for every location, eschewing the "one-size-fits-all" concept and recognizing the distinctive requirements of each culture.
Talent localization
With a strong commitment to the principle of 'think globally, act locally,' CDWT strives to localize talent in the countries in which it operates through employing locally.
Interventions for intercultural learning and integration
We provide cross-cultural awareness and learning courses for both employees and clients to educate them on cultural differences and eliminate communication obstacles. Other projects in this area include cultural clubs and specific introduction, sensitization, and integration sessions with individuals of other cultures.