Business responsibility report

Infosys is committed to providing a work environment that is free from discrimination and harassment for all our employees. The Company is an equal opportunity employer and makes employment decisions based on merit and business needs. The Company policy prohibits harassment of any kind, including harassment based on pregnancy, childbirth or related medical conditions, race, religious creed, color, sex, gender identity, national origin or ancestry, physical or mental disability, medical condition, marital status, age, sexual orientation, or any other basis protected by law.

Diversity and inclusion

A Global Diversity Council represented by senior employees from across the world working in delivery, human resources, sales and business functions supports and cascades the programs of the diversity office. The council determines the focus areas specific to the geography, sets goals and works to improve diversity along with periodic performance reviews. It also ensures the consistent implementation of policies and programs to equip women employees to reach leadership positions.

Our global employee count stands at 1,94,044 as on March 31, 2016, and covers over 129 nationalities. The percentage of women employees is 35.6%. Being an equal opportunity employer, we do not mandate the disclosure of disability at the time of recruitment. The number of employees who have voluntarily disclosed their disability status and the nature of disability stands at 161.

Our employee distribution across region and gender over the last three years is as follows:

Region

As on March 31, 2016

As on March 31, 2015

As on March 31, 2014

Men

Women

Total

Men

Women

Total

Men

Women

Total

India

1,11,468

61,173

1,72,641

1,03,541

55,106

1,58,647

95,267

48,854

1,44,121

APAC

4,228

3,143

7,371

3,374

2,765

6,139

2,879

2,633

5,512

Americas

5,900

2,412

8,312

4,431

1,737

6,168

4,177

1,594

5,771

EMEA

3,332

2,388

5,720

3,017

2,216

5,233

2,910

2,091

5,001

Total

1,24,928

69,116

1,94,044

1,14,363

61,824

1,76,187

1,05,233

55,172

1,60,405

Note: Permanent and fixed-term employees as per the base location

Our HR-personnel-to-employee ratio is guided by global standards and benchmarks. Most of our employees work as full-time, permanent employees. We have a de minimis number of employees working on a part-time / fixed-term contract. All employee benefits are provided based on the requirements mandated by the laws in the countries where we operate and the locations where we recruit.

Creating a fair and equitable environment

Our anti-discrimination and anti-harassment policies apply to everyone involved in the operations of the Company, as well as vendors and clients.

The forums to deal with issues and concerns raised by our employees are as follows:

  • Hearing Employees and Resolving (HEAR)
  • Anti-Sexual Harassment Initiative (ASHI)
  • Whistleblower Policy

The details of concerns and grievances raised by employees in fiscal 2016 are as follows:

Employee grievances

No. of grievances

Workplace harassment (1)

85

Workplace concerns (2)

408

Other issues (3)

Disciplinary issues – major (4)

354

Disciplinary issues – minor (5)

814

Total

1,661

Closure statistics

Internal arbitration

381

Disciplinary action

1,280

Total

1,661

Scope: Infosys Group

(1) Refers to all kinds of sexual harassment issues heard and

resolved at the workplace.

(2) Refers to grievances employees raise at the workplace.

(3) Refers to queries, clarifications and concerns that do not get channelized as per the Company grievance mechanism.

(4) Major cases involve reputation risk to the Company / employees, fraud or other ethical misconduct. This year, we are reporting the disciplinary action taken against individuals on account of incorrect data provided at the time of joining.

(5) Minor cases refer to misdemeanors or mistakes that can be corrected.

The details of workplace sexual harassment complaints in India, reported as per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, and the Ministry of Women and Child Development notification dated December 9, 2013 are as follows:

Complaints received

Fiscal 2016

Number of cases filed

62

Disposal by conciliation

1

Disposal by disciplinary action(s)

61

Employee resource groups and associations

Employee resource groups representing diverse backgrounds, affinities and skills facilitate community participation, networking, cultural enrichment and support, based on gender, affinity, ability and sexual orientation. These groups design programs and initiatives such as, peer-to-peer chat groups, leadership talks, conferences and special events, to ensure assimilation and engagement of the diverse groups and communities within the larger workforce.

We recognize the right to freedom of association through collective bargaining agreements in accordance with the laws of the land. A de minimis percentage of our employees are covered by Collective Bargaining Agreements (CBA).

The number of employees covered under CBA worldwide, as on March 31, 2016, is as follows:

Operating location

Total no. of employees

No. of employees covered under CBA

Spain

18

18

Italy

5

5

France

252

252

Finland

14

14

Brazil

769

769

Japan

183

183

Sweden (1)

109

109

Netherlands (1)

842

275

Poland

2,404

2,404

(1) Only employees hired at these locations are covered.

We continue to use our annual employee satisfaction survey — LITMUS — to capture feedback from our employees. The survey results are analyzed and action items identified for better employee engagement.

Enabling a flexible work culture

We believe that providing a flexible work culture helps us retain talent and keeps our employees motivated and engaged.

Some of the flexible work options that are provided to our employees are:

  • Nine days of work-from-home option every month for family care
  • Paid maternity leave
  • Sabbatical for personal reasons (1)
  • Paternity leave
  • Adoption leave
  • Part-time, flexi-hours and selective telecommuting
  • Sabbatical for community service
  • Sabbatical for higher education
  • Work options from satellite offices

Scope: Infosys Limited, India.

(1) Personal reasons could include leave taken by new parents, sickness, adoption and travel with spouse to onsite locations.

Health and safety

Ozone, our Health, Safety and Environmental Management System (HSEMS), is designed to comply with all applicable legal requirements and exceed these expectations wherever we operate. It helps provide a secure working environment for our employees, assets and operations against all HSE risks. The initiative also keeps employees, contractors and others well informed, trained and committed to our HSE process. Most of our campuses in India are OHSAS 18001:2007 certified.

The significant dimensions of Ozone are as follows:

Risk management: This includes the identification of hazards, including new or modified activities, products and services, the implementation of measures to minimize or control impacts, and monitoring them in a structured way. Our workstations and furniture are designed to mitigate ergonomic risks prevalent in our sector. Physiotherapists are available at most campuses in India and conduct regular sessions on ergonomics and work-related injuries.

Safety committees: The Occupational Health and Safety (OH&S) committee in each of our campuses comprises employee representatives and members of the Management and cross-functional teams. The committee brings employees and the Management together in a non-adversarial, cooperative effort to promote OH&S at the workplace. Our employees are actively involved in suggesting and implementing changes to the HSE Policy.

Training: The HSE training needs are identified for different personnel based on the nature of their jobs. Accordingly, training – including awareness sessions, mock drills, classroom sessions and periodic demonstrations – is provided to all employees and contractual staff. HSEMS training is also a part of our employee-induction programs. E-learning modules have also been rolled out for creating awareness.

Audits and assessments: Periodic reviews and audits of the HSEMS are conducted for evaluating the HSE performance as well as suitability and effectiveness of processes and programs in achieving objectives and targets in line with the HSE Policy and standards.

Incident reporting and investigation: Incidents can be reported by employees through an internal application and an email reporting mechanism. Incidents reported are investigated, analyzed and corrective actions and preventive measures are taken to reduce future injury and losses. The investigations focus on root causes and system failures. The OH&S committee conducts the investigations.

Health, assessment and lifestyle enrichment (HALE)

HALE focuses on an employee’s health, safety, emotional wellness, quality of life and work environment. Striving to improve organizational productivity through healthy employees, the HALE team has held several health interventions, leisure interventions and innumerable awareness and information campaigns. HALE aims to build a workforce that is healthy, productive and able to balance work and life.

Promoting employee morale, skill upgradation and career development

All our employees are covered under competency development programs that are relevant to their role in the organization. Our Competency Development Program 3.1 (CDP 3.1) brings relevance and flexibility to competency development for a role along multiple competency dimensions. Our continuous education programs span technology, domain, business, process and behavior. We also have specialized programs for senior leadership.

We provide training to all employees without differentiating on grounds of gender or physical ability. Our Education, Training and Assessment (ETA) group offers industry-benchmarked learning programs to ensure talent enablement. ETA has over 2,000 learning offerings and interventions including training on technical, managerial and process skills, industry domain knowledge and leadership skills for employees and our strategic clients. New offerings such as, Design Thinking (dT) workshops have been added to meet the strategic needs of the Company. ETA focuses on talent development, and facilitates the foundation, continuous education and outreach programs, along with dT sessions.

The average training effort across all employee categories over the last three years is as follows:

Role-wise distribution

Fiscal 2016

Fiscal 2015

Fiscal 2014

Employee count

Training days

Average training days

Employee count

Training days

Average training days

Employee count

Training days

Average training days

Associate

92,119

18,89,390

20.51

84,219

31,21,664

37.06

80,593

20,14,424

25

Middle

73,687

1,89,434

2.57

67,451

1,98,140

2.94

57,709

2,54,015

4.4

Senior

24,153

42,227

1.75

24,015

39,374

1.64

21,635

59,295

2.74

Title holders

572

666

1.16

502

921

1.83

468

229

0.49

Others (1)

3,513

601

0.17

Total

1,94,044

1,76,187

1,60,405

Scope: The senior leadership has specialized enabling programs, such as, coaching, mentoring and one-on-one development, which are not included in the above table.

(1) Employee role mapping is in progress for entities acquired in fiscal 2016.

This year, we revamped our performance management system by moving from a ‘forced ranking’ model to an ‘open ranking’ model. Under this system, we provided more flexibility to managers to appraise employees based on clearly-defined tasks with a pronounced focus on rewards for performance. We also launched ‘Compass’, a digital platform to mobilize opportunities on careers, learning and networks. It is a self-service portal which allows employees to create a personalized and humanized profile, access opportunities and leverage organizational resources to find the right expertise, self-directed learning opportunities and projects. Through Compass, we aim to empower employees to design their own journey within the organization by enabling them with the right information, support structure and access.

Awards for Excellence

The Awards for Excellence program at Infosys recognizes teams and individuals who embody Excellence, one of the foundational values of our Company. Winners of this prestigious, annual rewards and recognition program are those who have delighted clients and also inspired peers and colleagues to push the envelope. The top award winners for the year 2015-16 are as follows:

Gold winners

Innovation Culture

Zero Distance

Vasudev Kamath

Srinivas Kamadi

Shruthi Bopaiah

Ramakrishnan M.

Nilofer Rohini Dsouza

Nanjappa B. S.

Manjunatha Gurulingaiah Kukkuru

Gopikrishnan Konnanath

Archana Achal

Anand J. Raghavan

Sales and Marketing – Brand Management

Infosys and ATP – A Winning Partnership

Sudipto Shankar Dasgupta

Nicola Brocksiepe

Navin Chempakvilas Rammohan

Mohamed Anis

Gayatri Hazarika

Fauzzia Culkin

Dhruv Kanal

Claire Hockin

Cheuk Yu Poon

Balaji Rasappa

Internal Customer Delight

SWAT Initiative

Vasudeva M. Nayak

Sharmistha Adhya

Shaji Mathew

Preeti Paul

Jayesh Dhanvantkumar Sanghrajka

Harish Sathyan

Arun Kumar H. R.

Archana Achal

Anoop Kumar

Amit Gupta

Large Business Operation Program

Business Operations Transformation

Rengarajan J.

Ravi Kiran Modugula

Rajshekhar Anant Bhide

Rajendra Dhanvanthari

Raghavendra Krishnarao Kulkarni

Pramod Shenoy

Lakshmanan R. M.

Dilip Kumar Nayak

People Development

Collaborate, Innovate and Synergize

Sughosh Pramod Tembre

Sushmitha Kale

Sneha Sinha

Sanat Sridhar

Rajesh Kannan

Pooja Kushalappa

Gautam Bhattacharjee

Deepa Prabhakaran

Amol Arun Inamdar

Innovation – IP, Products and Platforms

Infosys Automation Platform

Vignesh Lappathy Nattamai Ramesh

Sunil Kumar Vuppala

Suchi Paharia

Sidharth Subhash Ghag

Shyam Kumar Doddavula

Rajib Deb

Prateek Panigrahi

Lakshmi Narasimhan Narayanan

Baburajan Venkataraman

Amit Gaonkar

Complex / Business Transformation Program Management

Rainbow Divestment Testing New Bank

Yogita Sachdeva

Vijaya Patnaik

Vandna Aggarwal

Suryanarayanan M. S.

Shiva Sharma Kakkar

Ruchi Mitter

Nipun Verma

Janardhana Channagiri

Gopinath Athisiva Arunachalam

Dinesh Chauhan

Value Champions

Exemplifying C-LIFE Principles

Manoj Philip Mathen

Sales and Marketing –
Sales Management

Orion Program

Vishal Manaklal Parakh

Sriram Vivek Kulkarni

Ryan Timothy Patrick O Sullivan

Ruchi Srivastava

Ranjan S. Kolte

Nithya Venkataraman

Mark Richard Holden

Manish Kumar Mehta

Dennis Kantilal Gada

Bhushan Gunwant Deshmukh

Infosys Champions

Emerging Technology Champion

Sudhanshu Madhaorao Hate

Account Management – Large

NewRenew at a Large Australian Telco

Warren Sheldon Reichenberg

Tulasi Cherukuri

Sudhanshu Garg

Randip Sinha

Rajat Garg

Praveen Kumar Jain

Manjunath D. Kulkarni

Madhusudan Shah

Brett Ellison

Allalkathan Kandiah Raja

Account Management – Small

Sustaining Growth Momentum in a Changing Paradigm

Vikrant Rathore

Vaijayanti A. Patharkar

Santosh Vasant Lokhande

Ravi J. Khandelwal

Nitin Malik

Mohammad Faizan Ur Rahim

Gautam Samanta

Avinash Radhakrishnan

Abhijit Vitthal Wagh

Abhay Vijay Bhole

Sustainability / Social Consciousness

First Campus in India Running on 100% Renewable Energy

Ramesh Rame Gowda

Rakesh Bohra

Mani Radha Krishnan

Pawan Kumar Chaudhary

Pavan Agrawal

Ganesh Babu Talari

Deepan Prakash Devadoss

Balasubramaniam P.

Systems and Processes

Acceleration of Application and Business Performance with Deployment of In-Memory Technology SAP HANA

Srikanth Srikantaiah

Rama Krishna Reddy Banda

Priya Jacob

Narendra Murari Sonawane

Muthukumaran Ganesan

Kiran Shrinivas Gole

Kasivindhkumar Shanmuganathan

Jitendra Sangharajka D.

Anita Nilesh Dange

Akhilesh Kumar Maurya

Development Center Management Large

Chennai

Thothathri V.

Muthuvel G.

Development Center Management – Small

Thiruvananthapuram

Sunil Jose

Best Performing Industry Vertical

Financial Services (FS)

Mohit Joshi

Best Performing Service Line

Independent Validation Services (IVS)

Narsimha Rao Mannepalli

Best Performing Business Enabling Function

Infosys IT

Dheeshjith V. G.

Client Value Survey

Unit (Industry Vertical) – Energy & utilities, Communications and Services (ECS)

Rajesh K. Murthy

Client Experience

Service Line – Engineering Services (Eng)

Sudip Singh

Collaboration

Zero Bench for Maximizing our Potential

Vidya Lakshmi Hariharan

Sudhanshu Madhaorao Hate

Shalini A. Nair

Saraswathi Chandrasekharan

Radhakrishna S.

Neha Kothari

Manisha Sanjay Saboo

John Philip R.

Gururaj B. Deshpande

Ajay M. A.

Project Execution Excellence

Delivery Excellence via Distributed Agile Operating Model

Tamilarasan Subramanian

Suma Kumar

Sabarish Ayyappan Pillai

Rupinder Singh Ghai

Paramendra Tiwary

Mary Margaret Francis Poovala

Kapil Mogha

Ashok Sesu Ramakrishnan

Relentless 3I Framework and Automation

Vijaysingh Dharamsingh Nirwan

Satya Ranjan Nanda

Ranbir Pattnaik

Jyotirmaya Rath

Ipsit Misra

Devidutta Rabindra Nath Mohanty

Arindam Sadhu

Anupam Maiti

Amit Kumar Ghorai

Framework to Support Data Setup and Manage Testing Automation based on RFT

Vineet Bhasin

Vedvyas Mohapatra

Swarup Dutta

Suchit Mohanty

Srikrishnan M. S.

Rajdeep Das

Kiran Srinivas Janapareddi

Haimabati Nandan Das

Development of Single Admin UI

Yaju Shukla

Susmita Mukherjee

Sushant Rajendra Ghotgalkar

Siddharth Govind Karkun

Ruchika Dhawan

Pratiksha Saxena

Panchanand Jha

Krishnakant Ramakant Rawle

Kirti Pradeep Ramdurgekar

Indu Sharma

‘Work study’ Initiative and Savings through Extreme Automation

Sushil Kumar Goyal

Sumeet Kumar

Srinivas Vinjamuri

Pranava Kumar Jha

Deepak Mahesha

Ashish Bansal

Aashish Gupta

Discovery of E2E Scenarios and Implementation of Iterative Critical Path Testing

Sibarpita Chandan Mohapatra

Nikhil Vijay Munot

Manoj Kumar Panda

Malaya Basanta Upadhyaya

Lalatendu Mahapatra

Binoy Kumar Singh

Amee Hasmukh Karnavat

Abhishek Bagchi

Technology Excellence

Wi-Fi Proximity / Location-based Solution

Vijayalakshmi Mallenahalli Siddaiah

Vagish Honnali Vasudev

Saravanan Kolandha Gounder

Roshan Raghav Hegde

Ramamoorthy Makkithaya

Priya Sharma

Mohit Gupta

Anjan Babu Etha

Loyalty Earn Manager (Bonus Reversal)

Vaibhav Singhal

Surya Prakash Pandey

Saurabh Nayar

Saravana Tharmalingam

Renu Shyam Agarwal

Prashanth Reddy M.

Ananth Kumar Yeleswarapu

Amala Lam

Client Delight

New Products Launch Program for an American Diversified Financial Services Company

Suraj Panwar

Sai Sujan Angadi

Manu Juneja

Manikandan Harikrishnan

Lokesh Gangadhar

Henry He

Jaydeep Satpathy

Chandrasekar Rangarajan