India S Best Companies To Work For 2023

2023
100 Best Companies

To Work For
By
Authored & Managed by: Supported by:
Suraj Jadhav Aastha Garg, Chhavianka Krishan, Pransur Mishra
Table of Contents
Investing in Workplace
Culture 2023
03 Best Workplaces Results in Higher

Business Returns
06 Workplace Culture Trends in India
08 Norms of Workplaces in India
10 Paying Fairly & Treating Fairly Offers an

Opportunity for Great Workplace Experience
12 Adding the Lens of Size and Industry,

the First Step to Devise Workplace
Culture Solutions
14 Ensuring Equitable Experience,

the Second Step to Seizing the
Market Potential
20 With For All Leadership, Work Takes

A Special Significance
01 100 Best Companies to Work For Copyright ©2023 Great Place To Work® India. All rights reserved.
From the
Leader’s Desk
“In a fast-changing and competitive Our recent study, "India's Best Companies to
landscape, it takes more than just Work For - 2023," showcases the remarkable
traditional business strategies to succeed. It impact of providing a great workplace
requires a focus on creating workplace experience. Regardless of the industry, we
cultures that empowers individuals to reach have observed that when organizations "Pay
their full potential. At Great Place To Work®, fairly, Treat fairly, and provide a better work
we believe in the For All™ Methodology, where environment," the overall experience
leaders embrace diversity and foster a sense improves by a factor of five or more. Ensuring
of belonging, irrespective of one's equal opportunities for all demographics not
demography. We take immense pride in only results in 8% higher productivity but also
being the gold standard for evaluating drives a 10% increase in innovation.
workplace cultures in India, and our position Embracing For All Leadership has, on
to hear employee voices from 150 countries average, led to 62% more employees finding
gives us a unique opportunity to witness meaning in their jobs, making a difference,
global and India Inc. trends. and creating a better future.
During the assessment process, we Your participation in this study has

thoroughly examined how your organization showcased your commitment to creating
channels the power of your people and exceptional workplace cultures. You have
nurtures an environment of inclusivity. We demonstrated that you value your
evaluated the effectiveness of your employees' well-being, growth, and success.
leadership, the significance of your values, Your dedication to fostering inclusivity and
and the culture you have fostered, which has empowering individuals has made your
resulted in a deep sense of trust and loyalty organization a true leader in the industry.
among your employees. We understand that
in the midst of significant economic growth Congratulations once again on this
and a promising outlook for the future, remarkable achievement. May your
maximizing the potential of your human continued efforts to create great workplaces
resources is vital for every business leader. inspire others to follow in your footsteps.
Together, we can build a future where every
Our globally validated Trust Index™ survey, organization embraces the For All approach
which carries 75% weightage, has revealed and creates workplaces where everyone
the essence of great workplaces. It assesses feels a sense of belonging and realizes their
crucial parameters such as Credibility, Pride, full potential.”
Respect, Camaraderie, and Fairness.
Additionally, the Culture Audit™, carrying 25%

weightage, evaluates the strength of your Yeshasvini Ramaswamy
leadership through meaningful values and a Serial Entrepreneur & CEO,
Great Place To Work India
clear philosophy.
The Upside to Investing in
Best Workplaces
Best Workplaces Results in Higher Business Returns.
RSM India study reveals that Best Workplaces have yielded 14X cumulative returns on the
initial investment since 2008–09.
India’s Best Companies To Work For BSE Sensex 30 Nifty 50
1600%
Best Workplaces
1400% outperform major stock 1411%
indices by providing
more than 3X returns
1200%
Cumulative Returns
1000%
800%
600%
400%
352%
348%
200%
0%
‘09 ‘10 ‘11 ‘12 ‘13 ‘14 ‘15 ‘16 ‘17 ‘18 ‘19 ‘20 ‘21 ‘22
Year
Note: Calculations are as per Reinvestment Model; Reinvestment entails the strategic practice of utilizing the proceeds or returns generated from
an investment to further acquire additional investment assets, aiming to amplify potential returns through compounding over time.
Best Companies To Work For 2023
Key Insights
Regardless of industry, when people feel they are “paid fairly and
treated fairly, as well as provided with the better work environment,”
they are 5 times or more likely to respond to their organization
being a Great Place To Work.
Providing equitable experience across demographics leads to 8%

increased productivity and 10% more innovation.
For All Leadership, on an average, results in 62% more employees finding

meaning in their job, making a difference, and creating a better future.
Introduction
Enabling Employees to Maximize

their Potential must be the Focus,
Especially during a High Growth
Phase of the Indian Economy
“An organization where some employees are not bringing their best
is leaving money on the table.”
– Michael Bush,
CEO at Great Place To Work
Indian economy is experiencing an The impact of organizations being able to

extraordinary period of growth that is truly maximize human potential, driven by For All
remarkable. This growth is expected to Leadership, is significant, resulting in 8% higher
continue for the next decade, bringing with it a productivity and 10% increased innovation at
wealth of opportunities. the workplace.
For leaders, this translates into being able to It not only enhances combined output within
unlock the full potential of their employees. At the organization but also contributes to
Great Place To Work, we call this phenomenon enhancing the skill set of the workforce across
‘Maximizing Human Potential.’ Simply put, it the country.
means fostering a culture that brings out the
best in people. Hence, reaping benefits from maximized human
potential proves to be a powerful catalyst for
To build an organization that maximizes human progress, a critical component to seize the
potential, everyone, regardless of who they are economic growth expected for India.
and what they do, must have a consistent
positive experience.
5 Dimensions of Indian 01 Employee Experience has increased
(+1%) in 2023, standing at 83%,
as Best Workplaces are stretching
Workplace Culture the fabric.
02 Pride tends to be the most positive
across Demographics aspect, with a 5% difference from

Fairness which is the lowest.
and Industries 03 From last year, Respect and

Camaraderie have shown growth (+1%).
MOST LEAST
POSITIVE POSITIVE
WORKPLACE EXPERIENCE
IN INDIA 2023
Positively responded
Positively responded
across all aspects of Pride i.e.,
across all industries and Pride Personal Job, Team,
demographic groups
“I contribute to something and Corporate Image
really meaningful”
Most positively responded across
Education & Training

Information Technology
Credibility
Financial Services “I believe in my leaders”
Retail
Least positively responded across
Manufacturing & Production

Advertising & Marketing Camaraderie
Biotech & Pharma “The people here are great”
Construction, Infrastructure
and Real Estate
Most positively responded by Respect

“I am a valued member
Older age groups Responded positively
of this organization”
Managerial roles to Justice at the workplace
Male gender
Fairness
Least positively responded by “Everyone plays by
the same rules“
Younger age groups Responded least positively
Non-managerial roles on Equity and Impartiality
Female gender
Note: Employee Experience is measured through Trust Index© Grand Mean.
Pride and 01 86% of Indian employees respond positively to
a sense of pride in 2023.
Fairness Define 02 Within fairness, impartiality and equity in the
Workplace
workplaces remain the least-positive perception
for employees.
Culture Fulcrum 03 Fair pay, gain sharing, and managers avoiding

favoritism, will be key focus areas.
of India 2023
Contributing
to Something
Meaningful
Behaviors Driving
Workplace Culture:
• Pride in one’s job.
• Pride in the team.
• Pride in the company.
Equity in Pay
and Treatment
(Pay Fairly
& Treat Fairly)
Focus Areas of Workplace Culture:

• Rewards distributed in a balanced way.
• Management avoiding favouritism and
actively promoting fair assessments.
Norms of Workplace
Culture in 2023
Employee expectations are changing faster than ever after more than
two years of pandemic and economic upheaval.
For today’s large organizations in India (1000+ employees), strategic

cohesion of management, as well as a fair, supportive, and welcoming
environment, have become norms of the workplace in 2023.
Today, workplaces are also able to put emphasis on employees

exceeding expectations, work allocation, customer care, pride, and
finding meaning in jobs.
Norms of Workplace Culture 2023
Management
behaviours Competence and Business Acumen.
Employee Discretionary Effort and Accountability Towards Work, Customer

Behaviours Orientation, Pride in the Organization, and Purpose in One’s Job.
Fair Treatment Regardless of Gender, Sexual Orientation,

Fairness
Race or Caste.
Care for Employees Support to Get the Job Done.
Work
Friendly and Welcoming Environment.
Environment
Standing Out in 2023: Best
Workplaces Outshine Others in
Paying Fairly & Treating Fairly as
well as Better Work Environment
This year Best Workplaces have demonstrated their excellence in fair
gain sharing, equitable compensation, and providing better work
environment, accentuating the growing disparity between them and
other workplaces.
These aspects allow Best Workplaces to stand out even more this year,
with an average of 10% more employees responding positively to them.
Future Focus Areas

(Differentiators of Best Workplaces 2023)
Management
behaviours Reliability and Impartiality
Employee Pay Fairly,

Behaviours Openness and Transparency Treat Fairly
Equity in Pay, Transparency in

Fairness
Performance Management
Special and Unique Benefits,

Care for Employees
Work-Life Balance
Better Work
Environment
Work
Fun at Work
Environment
Unlocking Greatness with
Fair Pay, Fair Treatment, and
Better Work Environment
Regardless of industry, when people feel they are “paid fairly and
treated fairly, as well as provided with the better work environment,”
they are 5 times or more likely to respond to their organization being a
Great Place To Work.
Likelihood Increase
Industry Great Workplace Experience
Health Care 7X
BioPharma 7X
Financial Services 6X
Information Technology 6X
Manufacturing 5X
Retail 5X
Driving Excellence means
Tailoring Workplace
Solutions for Different Sectors
and Sizes while Emphasizing
Consistent Delivery of
Productivity and Innovation
Adding the Lens of Size and
Industry, the First Step to Devise
Workplace Culture Solutions
In the realm of workplace culture solutions, looking at size and industry is paramount. From last
year, Construction, Infrastructure & Real Estate, Non-profit Charity Organizations, Retail,
Information Technology, Transportation, and Manufacturing & Production sectors in large
companies surpassed others, leading to an overall improvement in experience.
While the overall experience is similar, mid-size companies exhibit higher year-to-year shifts,
whereas large companies remain stable. Thus, customizing strategies to suit specific sectors
and company size is key for achieving successful outcomes.
Change from last year

↓
Positive change in employee experience
↓ Negative change in employee experience
Construction, Infrastructure Biotechnology & Pharmaceuticals

& Real Estate
All Financial Services & Insurance
Health Care
Companies Non-profit Charity Organizations
Manufacturing & Production Professional Services
Transportation Retail
Biotechnology & Pharmaceuticals
& Real Estate
Large Information Technology

Financial Services & Insurance
Companies Manufacturing & Production
(1000+ Employees) Non-profit Charity Organizations Health Care
Retail
Transportation Professional Services
Biotechnology & Pharmaceuticals & Real Estate
Mid-size Financial Services & Insurance
Non-profit Charity Organizations
Companies
(100-999 Employees) Professional Services
Health Care
Retail
Information Technology Transportation
Increasing Productivity and
Innovation means Equitable
Experience
In 2023, certain demographics face more obstacles than others, causing them to fall behind.
For example, there is a generational divide in workplaces today where workplace culture
experience varies between different gender groups and seniority levels. To bridge this gap, we must
remove barriers and ensure everyone has an equal opportunity to contribute their unique talents and
ideas. By doing so, we unleash the full potential of all individuals and drive progress for everyone.
l
ory ria
ervis ry al nage
up iso eri a
low S perv nag nior M
Be Su M a Se
Pride
I contribute to something really meaningful
Overriding Sentiment
My organization is a Great Place To Work
Credibility
I believe in my leaders
Camaraderie
The people here are great
Respect
I am a valued member of this organization
Fairness
Everyone plays by the same rules
70% 80% 90%

Low Workplace Experience by Role High
le
ma le
Fe Ma
Pride
I contribute to something really meaningful
Overriding Sentiment
My organization is a Great Place To Work
Credibility
I believe in my leaders
Camaraderie
The people here are great
Respect
I am a valued member of this organization
Fairness
Everyone plays by the same rules
70% 80% 90%

Low Workplace Experience by Gender High
Ensuring Equitable Experience,
the Second Step to Seize the
Market Potential
Rank as per People Practices Rank as per Experience
on Equitable Workplace on Equitable Workplace
Information Technology 1 1 Retail
Financianl Services & Insurance 2 2 Information Technology
Retail 3 3 Financianl Services & Insurance
Professional Services 4 4 Transportation
Manufacturing & Production 5 5 Health Care
Biotechnology & Pharmaceuticals 6 6 Professional Services
Health Care 7 7 Construction, Infrastructure & Real Estate
Transportation 8 8 Manufacturing & Production
Construction, Infrastructure & Real Estate 9 9 Biotechnology & Pharmaceuticals
Need inclusive Need consistency of

Industry programs and practices experience that reach everyone
Biotechnology &
Pharmaceuticals
& Real Estate
Financianl Services &
Insurance
Health Care
Professional Services
Retail
Transportation
How do you Ensure Everyone –
Regardless of who they are or what
Job they do – is a Full Member of
your Organization and can Reach
their Highest Potential?
Devise intentional
strategies for accountability
and success in areas like
inclusive hiring, fair pay, and
promotions, as well as right
resource allocation.
Effectively ensure a
sense of belonging for
all individuals within
the organization.
Clearly define what
inclusive leadership
means for your
organization.
Value individual uniqueness,

meet diverse needs, and
Intentionally hire, leverage varied experiences
develop, and hold and talents for business
accountable a diverse improvement.
range of great leaders.
Equitable = High Productivity
&
Experience
Innovation
For All Organizations that are able to close the gaps in employee
experience result in 8% higher productivity and 10% innovation at the
workplace through For All Leadership.
For All Leadership Model
Key Leadership Behaviors To Building A Great Place To Work For All.
Trends Shaping the
Future of Workplace
In today’s rapidly evolving world, priorities are shifting. Purpose has taken the lead. Sustainability
is no longer optional; it is necessary. Belonging emerges as the driving force for progress, and
flexibility is a default expectation.
These facets are transforming how we lead, how we operate, and how we thrive. To navigate
this new paradigm developing For All Leadership is the answer. With For All leaders, everyone
consistently experiences a great workplace, resulting in employees finding meaning, making a
difference, and creating a better future.
PURPOSE BELONGINGNESS
FLEXIBILITY
SUSTAINABILITY
B E CO MI NG
A GIVEN
A PRIORITY
A CATALYST
A MUST
With For All Leadership,
Everyone Consistently Experiences
a Great Workplace
Positive: Employees have Negative: Employees have Neutral: Employees have
a consistent positive a consistent negative a sometimes positive,
experience experience sometimes negative
experience
LEVEL 1
51% 29% 20%
Unintentional Leader
LEVEL 2
73% 18% 9%
Hit or Miss Leader
LEVEL 3 84% 12% 4%

Transactional Leader
LEVEL 4
92% 6% 2%
Good Leader
LEVEL 5
99% 1%
The For All Leader
With For All Leadership, Work takes
a Special Significance
From an Unintentional Leader (Level 1) to a For All leader (Level 5), 56% more employees
experience special meaning in their job, 44% more feel an increased sense of contribution to
society, 78% more can be themselves at work, and 71% more respond to being able to take time
off when necessary.
LEVEL 1 TO 5
LEVEL 5
The For All Leader
Purpose ↑ 56%
Purpose + 5%
Sustainability ↑ 44% Sustainability + 4%
Belongingness + 5%
Flexibility + 6%
Belongingness ↑ 78%
LEVEL 4
Flexibility ↑ 71% Good Leader
Purpose + 6%
Sustainability + 5%
Belongingness + 8%
Flexibility + 7%
LEVEL 3
Transactional
Leader
Purpose + 8%
Sustainability + 7%
Belongingness + 10%
Flexibility + 9%
LEVEL 2
Hit or Miss Leader
Purpose + 16%
Sustainability + 14%
Belongingness + 20%
Flexibility + 18%
LEVEL 1
Unintentional
Leader
Note: +XX% refers to change from one level to another level.
You Might be a For All Leader
if you . . .
Surround yourself with smart,

engaged people motivated to
do their best
Are invited to speak about
leadership and what your teams Receive positive feedback in
have accomplished, or run performance reviews or
workshops on the topic 360 evaluations
Are frequently asked to be Lead teams that make

a mentor or have helped innovative products and
multiple people advance in gain above-average
their careers business results
Have little to no voluntary Lead teams that work well with

turnover on teams you manage other groups throughout the
organization
Can recall at least a few

instances where you have
supported a direct report in Often hear people who report to
succeeding but haven’t felt the you say they love their job
need to take credit for your input Have been promoted on the
basis of your leadership skills or
teams’ successes
Great Place To Work India POV
Workplaces that work for everyone
At Great Place To Work India, we believe in a future where leaders and employees transcend
biases, where workplaces embody equity and foster a better work environment, and where
people leaders stand as advocates of For All Leadership.
Being a For All Leader is a challenging role. To excel, leaders should create a positive work
environment, foster cooperation and trust among team members. In addition, they should
encourage fairness, ensure their actions match their words, demonstrate competence in running
the business, and show sincere interest in employees. Setting these aspects as priorities will
enable leaders to build an environment where individuals and the organization can thrive.
By embracing these principles, we look forward to making India a Great Place To Work For All,
where everyone, regardless of who they are and what they do, consistently experiences a Great
Workplace.
Workplaces
People
Leaders
Leaders and
Employee
Behaviours
T O B E C O M E
Impartial For All

towards Leaders
everyone
Equitable and Better
Work Environment
Invest in Workplace Culture 2023
Invest in Fairness & Better Invest in Invest in

Work Environment Equitable Experience For All Leadership
Purpose ↑ 56%
5x Workplace + 8% Productivity Sustainability ↑ 44%
Experience + 10% Innovation Belongingness ↑ 78%
Flexibility ↑ 71%
For All Leader leads to For

All Workplaces…
The Great Place To Work For All Methodology
Insights into the framework of India’s largest and As part of this assessment, all organizations are
most credible workplace culture study to identify studied through two lenses. The first lens measures
best workplaces the quality of employee experience through our
globally validated survey instrument known as the
Backed by 30 years of data, Great Place To Work Trust Index™ Survey and carries 75% weightage. The
is the global authority on workplace culture. Great survey helps in seeking anonymous feedback from
Place to Work’s methodology, derived from years employees and aims to measure the core of what
of studying best workplaces across the globe, is creates great workplaces — key behaviors that
recognized as rigorous and objective and drive trust in management, connection with
considered the gold standard for defining great colleagues, and loyalty to the company. The For All
workplaces across business, academia and ™ model not only looks at the aggregate employee
government organizations. The proprietary experience of an organization but also measures
methodology and platform enable leaders to truly the differences in survey responses across
capture, analyze and understand the experience demographic groups and roles within each
of every employee, and compare outcomes with organization to assess both the quality and
data collected from more than 100 million consistency of the employee experience.
employees in 150 countries worldwide.
The second lens is called Culture Audit™; it is a
Great Place To Work’s For All methodology is proprietary tool of Great Place To Work that
based on the fact that fast-changing competitive evaluates the strength of the leadership as
landscapes, need for speed & agility indicate that supported by meaningful values & philosophy and
doing healthy business is about improving results the quality of the practices & programs that shape
by creating workplace cultures where leaders employee experience, build consistent levels of
empower all individuals to reach their full potential trust and enable each individual to use their
and where every employee feels a sense of potential to better organizational performance.
belonging regardless of their demography. This carries 25% weightage. This tool comprises of
All organizations that nominate themselves for six questions that provide greater insight into how,
India’s Best Companies To Work For list undergo an and why the organization is great for all people.
assessment. This assessment aims at studying the Great Place To Work undertakes a robust
ways in which organizations completely channelize validation process on the data gathered through
the people power and create inclusive workplaces the assessment process. The cumulative score of
through effective leadership, meaningful values, the Trust Index and Culture Audit determines an
and a culture where all employees experience high organization’s position in the ranking scoreboard
levels of trust, such that each employee is able to and helps in identifying ‘India’s 100 Best
bring their best self to work. Companies To Work For’. No individual or jury has a
say in who makes it to the Top 100 list—only
employee feedback and quality of Culture Audit
determine if an organization is a great workplace.
1. TRUST INDEX - 75% weightage

Criteria for (An employee survey seeking anonymous feedback)
India’s Best Companies
2. CULTURE AUDIT - 25% weightage
to Work For (A study of the people practices of an organization)
Disclosure
Every participant receives their employee survey feedback report with an online analytics dashboard post the completion of the assessment,
for which each organization pays a standard fee. This assessment is done pro bono for NGOs and Social Service Organizations in India.
Great Place To Work India also has a consulting practice and the total consulting revenue from the ‘100 Best Companies To Work For 2023’, in
the financial year 2022-23 is 7.79 per cent of the total revenue. Great Place to Work, India has a stated policy of not soliciting business from the
winners of India’s Best Companies To Work For.
Participant Profile
1394 45L+
Organizations Employees
Biotechnology Education Health
& Pharmaceuticals & Training Care
3%
2% 2%
Transportation 7% Others
3%
Retail 3%
4%
Construction,
Infrastructure 5% 38%
& Real Estate
6%
Non-profit and
Charity Organizations 16%
Professional 11% Information

Services Technology
Manufacturing
& Production
Financial Services
& Insurance
Organization Size Years of Operations
Large (34%) Mid-size (66%) Upto 10 11 to 20 years More than 20 years

1000+ Employees 100-999 Employees years (22%) (33%) (45%)
Gender Age
Male (74%) Female (26%) 25 years or 26 to 35 to 44 45 years

younger 34 years years or older
(22%) (45%) (24%) (9%)
Tenure
Upto 2 years (55%) More than 2 years upto More than 10

10 years (33%) years (13%)
1. Hilton
2. Cisco Systems India Private Limited
3. REA India Pte. Limited
(Housing, PropTiger and Makaan)
4. Salesforce
5. Synchrony International Services
Private Limited
6. Aye Finance Private Limited
7. DHL Express India Private Limited
8. Atlassian India LLP
9. ISS Facility Services India Private Limited
10. HDFC Life Insurance Company Limited
11. NVIDIA
12. Wipro Limited
India’s Best 13. Barbeque-Nation Hospitality Limited

14. _VOIS
Companies To 15. Accenture Solutions Private Limited

16. Ericsson India Global Services
Work For 2023 17. DHL Supply Chain India Private Limited
18. MOURI Tech (P) Limited
19. Akamai Technologies India Private Limited
20. HP
TOP 21. ServiceNow Software Development

India Private Limited
100 22. Verizon Data Services India Private Limited

23. HashedIn Technologies Private Limited
(List is in Rank Order) 24. Cadence Design Systems
(India) Private Limited
25. Reliance Nippon Life Insurance
Company Limited
26. Harrisons Malayalam Limited
27. HIL Limited - A CK Birla Group Company
28. Mr Cooper Group INC
29. Flipkart Group (Flipkart Internet
Private Limited, Cleartrip, Flipkart Health+)
30. Satin Creditcare Network Limited
31. Bajaj Finance Limited
32. Dow Chemical International Private Limited
33. Encora Innovation Labs India Private Limited
34. Mahindra & Mahindra Automotive 67. Max Hypermarkets India Private Limited
& Farm Equipment Sectors
68. Deloitte India
35. Iris Software
69. Bharat Financial Inclusion Limited
36. Thoughtworks
70. Orient Cement Limited
37. CGI Information Systems and Management
- A CK Birla Group Company
Consultants Private Limited
71. Mahindra Holidays & Resorts India Limited
38. Edelweiss Tokio Life Insurance
Company Limited 72. Teleperformance
39. InterContinental Hotels Group 73. PepsiCo India
40. Sun Pharmaceutical Industries Limited 74. YASH Technologies Private Limited
41. PwC
75. Talwandi Sabo Power Limited
42. Lifestyle International Private Limited (A Vedanta Group Company)
43. S&P Global 76. Coats India
44. The Federal Bank Limited 77. Happiest Minds Technologies Limited
45. Ujjivan Small Finance Bank Limited
78. Hardcastle Restaurants Private Limited
46. Blue Yonder India Private Limited
79. Garware Technical Fibres Limited
47. Bigbasket (Innovative Retail Concepts
Private Limited) 80. Impetus Technologies India Private Limited
48. TO THE NEW Private Limited 81. Guardian India Operations Private Limited
49. Lemon Tree Hotels Limited 82. CSG Systems International
50. R1 RCM Global Private Limited (India) Private Limited
51. Ericsson India Private Limited 83. [24]7.ai
52. Angel One Limited (formerly known as 84. MSC Technology (India) Private Limited
Angel Broking Limited)
85. Mastercard Incorporated
53. Lowe's Services India Private Limited
86. First American (India) Private Limited
54. Rakuten India Enterprise Private Limited
87. Red Hat India Private Limited
55. Amara Raja Batteries Limited
56. TIAA Global Business Services India 88. Bridgestone India Private Limited
Private Limited 89. PGP Glass Private Limited
57. Sayaji Hotels Limited 90. Tata AIG General Insurance
58. Infosys Limited 91. Stryker India
59. Mahindra & Mahindra Financial
92. Reliance Retail Limited
Services Limited
60. Mindtree 93. Jade Global Software Private Limited
61. Future Generali India Insurance 94. Randstad India

Company Limited 95. CreditAccess Grameen Limited
62. Juniper Networks
96. Lucas TVS Limited
63. Sun Life India Service Centre
97. Atria Convergence Technologies Limited
Private Limited
64. Shoppers Stop Limited 98. Blue Dart Express Limited
65. UNO Minda Group 99. CESC Limited
66. GlobalLogic India Private Limited 100. Hero FinCorp Limited
Learnings from Best Workplaces:
Best Practices in Equity in Pay
At Ericsson India Global attrition analysis for Diversity.
Services, conscious efforts to
maintain compensation Additionally, due diligence
Bridging the Gap: parity among diverse and a deep dive into gender
Ericsson India's employees are taken data at various stages of the
Strategies for Equal through D&I training for employee lifecycle take
People Managers, Focused place at regular intervals
Compensation effort on gender diversity aimed at highlighting and
during Off Cycle and reducing the gender pay
Appraisals, Unconscious Bias gap.
Training, and Continuous
Pay Parity is also a priority for In addition to annual pay

NVIDIA. Since 2015, NVIDIA parity assessments, NVIDIA
has analyzed pay practices also began tracking
annually across 75-plus promotion parity across the
Inclusive dimensions, including rating, company and found no
education, years of statistically significant
Excellence: NVIDIA's experience, job function, variances in promotion rates
Proactive Approach family, and level. If the review by gender, race, and
to Pay Parity were to show an issue of ethnicity. It has also
statistically significant pay improved transparency by
disparity, the organization sharing additional detail
would take immediate about pay practices in the
corrective action. annual corporate social
responsibility report.
Paymasters at MOURI Tech analyses the demographics,

(P) Limited level out the taking pay structure,
playing field and provide a benefits, and associates’
fair opportunity for each satisfaction into
Empowering associate. The company consideration and ensuring
follows diversified wage acts they can reach the unique
Associates: MOURI governed by the central pay structure and justify the
Tech's Focus on Pay body and is complied with, associate’s contributions.
Satisfaction and creating a fair compensation
strategy and philosophy to Internally, Mouri also defines
Benefits justify the skilled workforce. grids and quartiles for each
level of associates with
MOURI Tech has structured minimum experience to
pay metrics derived from normalize the underpaid and
intensive analysis, market balance the curve to stand
studies, and surveys. The out beyond the market
organization frequently benchmarking.
Learnings from Best Workplaces –
Best Practices in Encouraging
Flexibility and Work-Life Balance
Enhancing
Work-Life Balance:
Hilton's Sabbatical
and Flexibility
Initiatives
At Hilton, Team Members (as The program offers the ability

they call their employees) are to employees access wages
provided with three mini as they earn them.
sabbaticals. The company
chooses 15 winners to receive Another way Hilton is
a week off along with a replicating flexibility
choice of a fixed monitoring opportunities internally is
amount or 7 Be My Guest through modernized
Certificates (BMGs), vouchers schedule management.
for room nights redeemable
at any Hilton property, to Some of the examples under
“Reconnect and Recharge.” this initiatives are ability to
pick up extra shifts at base
hotel or at other Hilton hotels
Likewise, Hilton is leading
in the area or developing an
with flexibility in its approach
app that will enable
to the future of work with the
employees to have more
“Hilton Flex” program.
control over when and where
they work.
Learnings from Best Workplaces –
Best Practices in Maximizing
Human Potential
To unleash the potential of every Likewise, India-based
team, Atlassian India LLP employees can work in any state of
introduced TEAM Anywhere their choice. India also has only one
program. For employees, this geographic zone for compensation
means they can choose to work purposes, allowing Atlassian to hire
from an office or home and won't anywhere from India.
be required to go to office.
Unleashing Team This year, Atlassian also updated
Potential: Employees can spend up to 90
days working outside their work
Global Relocation Policy to allow
for greater flexibility in a distributed
Atlassian's Flexible location of record. Atlassian orients work model. Applicable to new
around time zones instead of hires and internal mobility
Work Program offices. The company has set a individuals at the start of the
minimum number of collaborative program, it offers Immigration
core hours of time zone overlap (4 support (visa assistance) for
hours) between members of global accepting a new role, regardless of
teams so that they have time each location.
day to work effectively
synchronously together.
With an objective to ensure open Leader of Individual Contributors

and equitable access to Pathway for leaders of Individual
employees across specific & Contributors responsible for the
various stages of leadership, success and growth of a team.
Salesforce has reimagined its
legacy leadership training Leader of Leaders Pathway for
Unlocking program. Great Leader Pathways those responsible for the success,
(GLPs) program is an outcome of growth, and development of teams
Leadership this. Each Pathway focuses on the led by other leaders.
Potential: skills, mindsets, and competencies
that differentiate success at that Function Leaders Pathway for
Salesforce's stage. Pathways offer a executives responsible for the
personalized learning journey with direction, success, and growth of a
Pathways to a focus on continuous learning specific function or area.
Success (both self-paced and live), typically
including a mix of curated content, Enterprise Leaders Pathway for our
community learning, Instructor-led most senior executives, directly
workshops, Facilitated sessions responsible for the strategic
and immersive experiences. direction and success of our
company as a whole.
Here’s a quick overview of the
Great Leader Pathways: Growing Experts Pathway for
Individual Contributors seeking to
Aspiring People Leader Pathway develop themselves and their
for Individual Contributors seeking careers by growing as experts in
to develop themselves and their their chosen profession, rather than
careers through People Leadership. becoming a formal manager/
People Leader.
Best Practices in Fun Place to Work
Throughout the month of The third week included

December, Barbeque-Nation indoor games and the fourth
Hospitality Limited celebrated week was celebrated with
Celebration: each day in a unique way. talent hunt. The company
Barbeque Nation’s The first week involved recognized all winners with
innovative ideas for knowledge-based quizzes. exciting prizes.
The second week featured a
celebrating talent different cuisine each day,
providing employees with a
taste of various Indian
flavors.
‘Wizards challenge’ at Akamai organized nine

Akamai Technologies India challenges and three
Private Limited is a contests sponsored by senior
Wizards Challenge: time-bound ideation leaders.
Akamai’s strategy program focused on specific
to identify and business problems/initiatives. The top ideas from these
challenges were considered
solve problems in a These challenges have for implementation after
fun way well-defined problem evaluation by challenge
statements, timelines, target owners.
audience, and rewards for
winners.
Best Practices in
Leadership Development
Investing in The Certified International It fosters collaboration
Specialist (CIS) program at across business functions,
Leadership: DHL Express India Private allowing networking
DHL Express Limited aims to create a opportunities. Participants
proactively invests strong sense of community, receive a CIS Passport to
combining product quality collect stamps as they
in leadership with exceptional service, progress through certification
development thereby offering continuous programs.
initiatives learning and development
opportunities to employees. The CIM Supervisory
Excellence Academy is aimed
The Program starts with a at developing lower-level
detailed induction course for managers with
new hires, immersing them in comprehensive training
DHL's culture and modules and coaching support.
emphasizing customer- Graduation ceremonies
centricity. It focuses on celebrate achievements and
transforming leadership inspire employees to reach
thinking, emphasizing their potential.
communication, feedback,
and shared values.
The Future Leaders The program utilizes virtual

Future Leaders Acceleration Program (FLAP) learning modules that
is a blended learning provide an interactive
Acceleration initiative designed for classroom-like experience,
Program: middle-level managers in HP featuring live sessions with
HP consistently to develop their competencies leaders sharing their
and prepare them for future experiences and virtual
enhances their leadership roles. classroom sessions with
leadership learning and development
potential The program covers various experts.
areas such as personal
branding, networking,
change management,
communication in virtual
mediums, decision-making,
and group dynamics.
GET RECOGNIZED FOR YOUR
GREAT WORK CULTURE.
As a Great Place To Work Certified™organization, you have the opportunity to
feature among the most credible Best Workplaces™ Lists in India and globally.
Organizations are recognized across more than 20+ industries, types, sizes
and themes that matter to employees.
REGISTRATIONS OPEN! BOOK YOUR SURVEY SLOT NOW!
Visit www.greatplacetowork.in/contact-us/ or write to in_getcertified@greatplacetowork.com

Note: Since the lists are announced throughout the year, there are process deadlines for each.
Please reach out to us to know more.
Great Place To Work

Annual Calendar
India’s Most Trusted Leaders JUNE 2023 India’s Best Workplaces™ in IT & IT-BPM NOVEMBER 2023
Best
India’s Best Companies to JUNE 2023
Workplaces™
India’s Best Workplaces™ in Pharmaceuticals,
DECEMBER 2023
in Pharmaceuticals,
Healthcare and Biotech
Work For INDIA

2023
Healthcare and Biotech
India's Best Employers among JUNE 2023 Commitment towards Sustainability (ESG) DECEMBER 2023
Nation-Builders
Best
Workplaces™
India’s Great Mid-size WorkplacesTM JUNE 2023 in Manufacturing
India’s Best Workplaces™ in Manufacturing JANUARY 2024

INDIA
2024
Best
Workplaces™
India's Best Workplaces to Work For Millennials AUGUST 2023 in Retail
India’s Best WorkplacesTM in Retail FEBRUARY 2024

INDIA
2024
Best
Workplaces™
Building a Culture of India's Best WorkplacesTM Building a Culture
Asia's Best WorkplacesTM SEPTEMBER 2023 FEBRUARY 2024
Innovation by All
2023
INDIA
2023
of Innovation by All
Best
Workplaces™
for Women
India’s Best WorkplacesTM for Women SEPTEMBER 2023 FEBRUARY 2024
INDIA
2023
India’s Best Workplaces in Diversity, India’s Best Workplaces in Health &

SEPTEMBER 2023 I
MARCH 2024
Equity, Inclusion & Belongingness 2024
Wellness 2024
Best
Workplaces™
India’s Best NGOs to Work For OCTOBER 2023 in BFSI
India’s Best WorkplacesTM in BFSI APRIL 2024

INDIA
2024
World's Best WorkplacesTM OCTOBER 2023

3
Great Place To Work is the global authority For Research Collaborations or Feedback:
in_getcertified@greatplacetowork.com
on workplace culture. Our mission is to help

every place become a great place to work Ms. Geetanjali Jagannathan
for all. We give leaders and organizations +91 992 035 8374
geetanjali.jagannathan@greatplacetowork.com
the recognition and tools to create a
consistently and overwhelmingly positive Great Place to Work® Institute (India)
employee experience, fostering cultures that @india_greatplacetowork
are proven to drive business, improve lives,

and better society. Our recognition is the
most coveted and respected in the world for
elevating employer brands to attract the
right people. Our proprietary methodology
and platform enables organizations to truly
capture, analyze, and understand the
experience of all employees. Our
groundbreaking research empowers
organizations to build cultures that retain
talent and unlock the potential of every
employee. Our coaches, content, and
community connect the boldest leaders,
ideas, and innovations in employee
experience. Since 1992, our certification, Best
Workplaces Lists, and global benchmarks
have become the industry standard, built on
data from more than 100 million employees
in 150 countries around the world.

India S Best Companies To Work For 2023

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India S Best Companies To Work For 2023

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2023

100 Best Companies

03 Best Workplaces Results in Higher

06 Workplace Culture Trends in India

08 Norms of Workplaces in India

10 Paying Fairly & Treating Fairly Offers an

12 Adding the Lens of Size and Industry,

14 Ensuring Equitable Experience,

20 With For All Leadership, Work Takes

During the assessment process, we Your participation in this study has

Additionally, the Culture Audit™, carrying 25%

India’s Best Companies To Work For BSE Sensex 30 Nifty 50

Providing equitable experience across demographics leads to 8%

For All Leadership, on an average, results in 62% more employees finding

Enabling Employees to Maximize

Indian economy is experiencing an The impact of organizations being able to

across Demographics aspect, with a 5% difference from

and Industries 03 From last year, Respect and

Most positively responded across

Education & Training

Least positively responded across

Manufacturing & Production

Most positively responded by Respect

Note: Employee Experience is measured through Trust Index© Grand Mean.

Fairness Define 02 Within fairness, impartiality and equity in the

Culture Fulcrum 03 Fair pay, gain sharing, and managers avoiding

Focus Areas of Workplace Culture:

For today’s large organizations in India (1000+ employees), strategic

Today, workplaces are also able to put emphasis on employees

Norms of Workplace Culture 2023

Employee Discretionary Effort and Accountability Towards Work, Customer

Fair Treatment Regardless of Gender, Sexual Orientation,

Care for Employees Support to Get the Job Done.

Future Focus Areas

Employee Pay Fairly,

Equity in Pay, Transparency in

Special and Unique Benefits,

Change from last year

Construction, Infrastructure Biotechnology & Pharmaceuticals

Large Information Technology

70% 80% 90%

70% 80% 90%

Financianl Services & Insurance 2 2 Information Technology

Retail 3 3 Financianl Services & Insurance

Professional Services 4 4 Transportation

Manufacturing & Production 5 5 Health Care

Biotechnology & Pharmaceuticals 6 6 Professional Services

Health Care 7 7 Construction, Infrastructure & Real Estate

Transportation 8 8 Manufacturing & Production

Construction, Infrastructure & Real Estate 9 9 Biotechnology & Pharmaceuticals

Need inclusive Need consistency of

Manufacturing & Production

Value individual uniqueness,

LEVEL 3 84% 12% 4%

Note: +XX% refers to change from one level to another level.

Surround yourself with smart,

Are frequently asked to be Lead teams that make

Have little to no voluntary Lead teams that work well with

Can recall at least a few

Impartial For All

Invest in Fairness & Better Invest in Invest in

For All Leader leads to For

1. TRUST INDEX - 75% weightage