TDCX (SG) PTE. LTD.
Awards and Recognition:
Company details
Address750D Chai Chee Road, #06-01/06, ESR BizPark @ Chai Chee, Singapore 469004
Industry
BPO
Vision
To be the preferred partner to high growth organizations and high performing individuals.
Head Count
1100
Winners' Profile
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Website
www.tdcx.com
Explore opportunities with us!
www.tdcx.com/careers
At TDCX (SG), we believe that investing in Diversity, Equity, and Inclusion (DEI) strategies at our workplace will enhance a greater sense of belonging for our employees and in turn further empower them at work. In this aspect, the Company placed an emphasis on diversity in hiring that are merit focused, providing equal opportunities for career growth, working towards a more equal gender representation in leadership roles and ensuring our corporate facilities are caring for those with impaired physical mobility.
We understand that the formation of our policies and practices must also be reasonably inclusive, to support our employees and build a more connected and supportive company culture.
DEI is not a one-size-fits-all approach. Therefore, for most markets we operate in, the appointed DEI representative is tasked to ensure our initiatives are tailored and viable to the market’s specific needs. Globally, we cascade such initiatives and policies through various means not limited to townhall sessions and global alignment meetings but also through direct communication with our employees at large through our internal corporate and social media platforms.
At TDCX(SG), we advocate creative problem-solving mindsets. Having Diversity, Equity, and Inclusion (DEI) initiatives within a safe environment is how we set our value proposition in engaging our employees.
Pauline Chng, Assistant Director, Human Relations
When wider perspectives are considered, we derive at better decisions, and our overall employee morale and productivity are boosted.
Moving forward, we will continue to tap into support groups based on areas of concern identified, such as the Employee Assistance Programme (EAP) on Mental Health, for insights and support in fostering a workplace where every voice matters.
In the meantime, we ensure a safe and inclusive space is created within TDCX(SG) by encouraging employee feedback. Through active participation in related programs, activities and event celebrations; such as for the Women's Network and Pride Network organized by our Engagement Team, our leaders have demonstrated support through their leadership shadow in caring for the underrepresented groups. In terms of our physical workspace, we took a deliberate approach in support of Persons with Disabilities (PWD) by switching to automatic doors and wider corridors that provides greater ease of access to our offices.
Despite the awareness created through our DEI strategies, implementation had been challenging. We had overcome it though deliberate effort in removing unconscious biases in hiring and promotion, as well as in day-to-day interactions to create a truly inclusive environment within the company.
Quantifying the impact and progress of DEI initiatives was also a complex process, as this required comprehensive metrics and ongoing evaluation.Ensuring that our DEI efforts can be sustained, we constantly have to balance inclusivity while maintaining productivity and efficiency at operational level.
We had used a multifaceted approach to overcome the mentioned challenges, for instance, through consistent communication, robust training, active leadership involvement, ongoing evaluation, and showing a genuine commitment to creating an inclusive workplace culture.
Despite the awareness created through our DEI strategies, implementation had been challenging. We had overcome it though deliberate effort in removing unconscious biases in hiring and promotion, as well as in day-to-day interactions to create a truly inclusive environment within the company.
Quantifying the impact and progress of DEI initiatives was also a complex process, as this required comprehensive metrics and ongoing evaluation.Ensuring that our DEI efforts can be sustained, we constantly have to balance inclusivity while maintaining productivity and efficiency at operational level.
We had used a multifaceted approach to overcome the mentioned challenges, for instance, through consistent communication, robust training, active leadership involvement, ongoing evaluation, and showing a genuine commitment to creating an inclusive workplace culture.
Our DEI initiatives had cultivated greater sense of innovation and creativity amongst our workforce via varied perspectives and experiences. With implementation, our employees are encouraged with a broader range of viewpoints to make better decisions. Through our Flash Pulse surveys, we scored at 79% and 81% respectively in employees believing in our company’s efforts on empowerment and inclusion. We believe this contributed to higher employee engagement level, which led to an enhanced level of services for our clients.
DEI policies had significantly influenced employee behaviour within our organization. When we raised awareness in respecting individual differences, employees could collaborate more effectively. Employee grievances were minimized as we promote equity in the workplace, facilitating a positive environment for personal and professional growth within the organization.
Our workplace culture is shaped positively, as we encourage behaviours that celebrate diversity, promote fairness, and foster a sense of belonging among employees. We are proud that our leaders actively support and promote DEI, setting a good example for our employees, influencing the right behaviour and interactions within the organization.
