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Some of the key activities on regular basis are:

People with Disabilities (PWD)

The overarching theme would be to find common ground and to understand how NGOs, corporate organizations, media and government can all work together to achieve an inclusive society where the disabled are enabled and empowered.

Inclusion of people with disability is a collaborative effort between NASSCOM Diversity & Inclusion Group and NASSCOM Foundation. PWDs form ~10% of population, but they remain a highly underutilized talent pool.

Focus Areas of work going forward
  • Participate in the new legislation process for PWD to represent industry’s perspectives.
  • Assist in policy making, skill generation, best practice dissemination and consulting in the area of PWD inclusion at the workplace.
  • Increase number of PWDs in Industry – connecting industry to institutions and talent.
  • Awareness of Business Case.
  • Survey to see employment in various cases.
  • Enable assistive technology – Web accessibility, Physical accessibility, Application accessibility.
Generational Inclusivity

It is the era of the diverse workforce. Multi-generational diversity is a key concern today in the workplace. To create sustainable increases in performance and profit, an organisation needs to understand how to attract, motivate and retain different generations in the work place. Each generation has a different set of values and values drive behaviour. With largely different values, conflicts tend to erupt, hampering productivity and morale. When conflicts become difficult, they move away from mere interest-based differences and into negative generational stereotypes. The challenge in organisations is to address all generations’ needs.

NASSCOM had forecast that the Indian IT sector will directly employ around 10 million people by 2020. Further, the NASSCOM report ‘Perspective 2020’ released in 2009 reports that 70 per cent of the workforce is in the age group of 26 – 35 years. So, it is inevitable that this growing workforce will have the presence of different age groups. There is a need to focus on what challenges and opportunities arise out of the changed demographics and the identification of different practices that can be used to address them.

Focus Areas of work going forward
  • Understand Indian Context - Survey data.
  • Create awareness in Industry - - Publish White paper.
  • Best Practice Sharing - Workshops.
Multicultural Inclusivity:

Today’s organizations necessarily interface with entities that are geographically diverse. With telecommuting and global mobility we necessarily interact with people from diverse background. It is important for organizations to sensitize their personnel to assimilate diversity and absorb multiple cultures into their organizational DNA and be ready to become global leaders.

The IT-BPO workforce is becoming increasingly culturally diverse – in terms of socio-economic, linguistic, multinational and regional backgrounds.

Companies recognize that this inclusion will strengthen their innovation, penetration of different markets and responsiveness to customer segments. In India, as we begin to discover the fortune at the Bottom of the Pyramid in the rural and underserved markets, we value the different perspectives and experience that these employees and customers bring us to help create new business models, products and services.

NASSCOM and member companies are working on a number of initiatives to catalyse this process. NASSCOM is showcasing practices to bring in this diversity in the workforce and encourage Intrapreneurship and entrepreneurship at every level of society.

Focus Areas of work going forward
  • Define and Understand in Indian Context.
  • Roundtable in the Industry.
Gender Inclusivity:

The Indian IT industry has seen the number of women employed increase where they now account for close to 30 per cent of the total workforce and this is expected to go up further in the coming years. Even though this implies CEOs, boardroom directors and decision makers in Indian companies are increasingly becoming sensitive to gender inclusivity, there still is a reluctance to change the corporate profiles of their top management to reflect more Women on Boards. In order to make a real and sustainable difference to the organization and society there is a need to include more women in leadership and board positions.

Focus Areas of work going forward
  • Developing Ecosystem - Mentoring of Companies.
  • Recognizing Outstanding Companies- Diversity and Inclusion Awards.
  • Building Leadership pipeline -Engaging with each group to help design policies and interventions to reach women and empower them to achieve their potential.
  • Addressing the major factor in dropout- Shared Childcare services –– Manual.
  • Package of Workshops.
  • Panel of names for Anti Sexual Harassment committee.
  • Partner with other stakeholders.
  • We are discussing with the government for a regulation providing for space for childcare services in SEZs.
  • We are encouraging our member companies to promote girl child education, mentor and coach girl students in high school and college to aim high and prepare for careers in technology.