Flexibility, Well-Being, Work-Life Balance: GCCs’ Hook to Lure Talent
Building a Culture: Inclusive workplace policies reflect the larger purpose of the organisation, of being empathetic.
24 JUNE 2025 / 2 min read
Today, job seekers want more than just a high-paying job. They are looking for work flexibility, meaningful roles, mentorship, autonomy, and a positive company culture. To meet these evolving expectations, Global Capability Centres (GCCs) in the country are increasingly offering benefits such as comprehensive healthcare, including mental health support, elder care, and on-site childcare. These policies go beyond the flexibility of remote work, helping not only to retain talent but also to boost productivity.
Take Bengaluru-based Anisha Singh, a young mother and software engineer at a GCC, who considers the on-site childcare facility provided by her employer as the most valuable perk.
“Knowing that my two-year-old is just 500 metres from my desk puts me at peace,” she says. “I can get to him quickly if there’s an emergency and, surprisingly, it’s made me more productive.”
New mothers make up the largest share of those who step away from their careers. These breaks often lead to employment gaps and added challenges when returning to work. In response, GCCs are working to ensure they don’t lose skilled talent in the process.
The COVID-19 pandemic accelerated a global shift in how we work, and India’s GCCs have been quick to adapt to the changing needs. From remote and hybrid work models to flexible hours and location-independent hiring, they are leading the charge in offering work-life balance. These policies are especially crucial in attracting talent from Tier-2 and Tier-3 cities, expanding the talent pool while supporting decentralisation.
They are offering Employee Assistance Programmes (EAPs) focused on the holistic well-being of the employees with perks like gym subsidies, subscription to wellness apps, insurance with mental health coverage, and others. Multigenerational workforce have diverse needs, and while tech giants and multinationals have been offering customised perks and benefits, GCCs are not far behind. Inclusive workplace policies reflect the larger purpose of the organisation, of being empathetic. For instance, mushrooming of GCCs across tier-2 and tier-3 cities has created more women representation in the workforce, as many could take up their jobs without leaving their hometowns.
Talent retention is another challenge that GCCs are addressing by offering a well-defined career planning process including targeted learning opportunities such as upskilling and training to keep pace with the changing job market. Working with teams across geographies and gaining cross-cultural exposure adds value, supports career growth, and helps reduce employee turnover. Hands-on learning through real-world challenges and emerging technologies can foster a culture of innovation—especially among Gen Zs in the industry.
GCCs in India have a mammoth task to attract and retain talent, given that demand for skilled professionals is expected to surpass supply in the coming years. Today, it is essential to constantly upgrade workplace policies to keep pace with the changing needs. With the right focus on innovation, inclusivity and employee development, GCCs are well-positioned to become global talent hubs that not only meet but shape the future of work.
