Our vision

Tata Motors, an organisation of significant global aspiration has embraced diversity and inclusion at all levels as a strategy to move forward.

When Tata Lead – the Tata group’s diversity and inclusion (D&I) initiative – was launched in 2014, gender diversity being the immediate area of focus, Tata Motors responded by forming a diversity council at apex and unit levels, which is tasked with increasing gender diversity in the organisation through various initiatives and actions. Leadership tracks the results of these activities to measure progress and take corrective action.

Diversity at work brings a unique quality to the organisation's core values and its cultural fabric. With a variety of opinions, perspectives coming from different age and gender groups, the company's path to encourage and nurture innovation becomes easier. At Tata Motors, we see diversity and inclusion as a source of strength, thereby leveraging it for our future success and growth. Come home to Tata Motors and experience the difference

- Guenter Butschek,
CEO & Managing Director, Tata Motors

Our Initiatives

SCIP – (Second Careers. Inspiring Possibilities.)

A pioneering programme launched by the Tata group in 2008 for returning women to help them transition back into a career. Tata SCIP enables hiring of potential candidates from an external talent pool of qualified experienced women. It is an innovative channel for women to resume work post a career break. TML has developed a robust SCIP policy to ensure that we get the most out of this innovative channel.

Visit www.tatasecondcareer.com for more details

GearUp - Women Development Programme

Gear Up is a development programme designed for women mid-managers, which aims at providing management development inputs focused on building their individual development plan while providing them the mentoring support in their journey as they get ready to take charge.

Women development programmes and
initiatives at group level

There are several programmes conducted at the group level as a part of D&I initiatives. TML regularly participates by nominating high potential women employees and senior leaders for these programmes. These programmes are listed below.

  • Tata Mentors:

    Tata Mentors is a structured development programme that provides a cross company mentoring platform. The programme aims to create mutually beneficial relationships between mentors and mentees that enable career development of mentees by aligning the mentoring process with their development needs

  • Reach out:

    The Reach Out programme aims to provide a development platform for senior women leaders. By connecting with leaders and peers across a group of likeminded organisations, they can share, network and learn to enable greater career success

  • Pathways to Success:

    The programme is meant for women who have around 5-8 years of work experience. It focuses on actively engaging women talent and enabling their career growth. Pathways to Success seeks to help confront and address the unique challenges that women face in their careers

  • CXO Workshops:

    These are one-day workshops that focus on sensitising senior leadership teams on the importance of diversity and inclusion (D&I). The workshop involves building the business case for D&I, being aware of business practices across the globe and understanding unconscious biases that we have and how they manifest at the workplace

  • Power of Inclusive Management workshops (POIM):

    POIM workshops are conducted to sensitise the middle management across the group about diversity and inclusion. These half day workshops focus on understanding the business case for an inclusive management style and practical advice on being an inclusive manager. They also help participants become aware of unconscious bias and how it affects them at work

Benefits designed to empower you

Valuing motherhood

New parents can adopt 6-month maternity leave with full pay. With crèche facility in our plant locations we ensure that you spend time with your bundle of joy without having to worry about your career.

Work-life balance

If you need to adjust your work-life balance, do so with the flexible work options. You will be given the flexibility of start and end time. We also offer half a day working option for a period of 6 months through the part-time work option. Get to work from home for 2 consecutive days under this option.

Sabbatical policy

Take a sabbatical from work. Get extended leave without pay granted for a short break from work. You can be back at work when you want to and your job will be there for you.

Adopting a kid

We support the noble cause of giving a child a home. To ensure this we provide our employees 3 months' paid leave.

  • "After 6 months of being on maternity leave, I was both happy and apprehensive about resuming work. Happy because I knew I could contribute to my workplace in a positive manner and apprehensive as I was not sure how I would be able to manage the dual responsibilities of a working professional and a mother. Thankfully, Tata Motors gave me the liberty to work half a day. This was a confidence boost for me as I could now appreciate the pleasures of being a mother as well as an employee. This policy may come across as a small endeavour to support working mothers, but for me, it was an invaluable one as it contributed immensely to my happiness."

    - Munmun Kedia, Corporate Human Resources

  • "Tata Motors has allowed me to unleash my potential. SCIP is a wonderful initiative for working women who wish to strike work – life balance, manage home and kids without compromising on their career aspirations. It has allowed me to unleash my potential to the fullest besides making me a super mom at home. Kudos to Tata Motors."

    - Rina Shrivastava, SCIP (Consultant)

  • "I am extremely thankful to Tata Motors for their wonderful crèche facility that provided a secure environment for my child and allowed me to strike a balance between my professional and personal life, in a hassle-free manner."

    - Deepali Tandon, Finance (Lucknow)