GCCs and the Future of Work: Driving Inclusion, Flexibility,Collaboration

1. GCCs and the Future of Work: Driving Inclusion, Flexibility, Collaboration An engineer in Hyderabad, a designer in Stockholm, and a product manager in San Francisco connect through a digital workplace managed by a Global Capability Centre in Bangalore. They work at different times, speak different native languages, and live in different cultures—yet they are building the same product pipeline in real time. This is no imagination; This is the future of work, which is already coming out. By 2025, India will have more than 1,950 GCCs, which will contribute to more than 1.5 million high-skilled jobs. India added 65 new GCCs in FY 24 alone, which is an increase of 25% year-on-year. India’s economic attraction increases further due to 30– 70% cost efficiency, a digitally skilled talent pool, and strong infrastructure for hybrid workmodels. The cumulative economic impact of Indian GCC is estimated to be $103 billion by 2030. GCC as a New Operating System For Talents The physical office has become one of the several nodes in the global net. Today’s global capability center GCC is strategically a new look to the operating model, emphasising flexible talent association and digital change at GCC. Indian cities like Bengaluru, Hyderabad and Pune now serve as the center of workplace strategies prepared for the future, which empower global distribution for BFSI, retail, healthcare and technical industries. Democratisation of Opportunities Through GCC The visionary GCC in India is no longer focused on operating efficiency. They are now incorporating diversity, equality and inclusion (DEI) in their talent structure. Leading players are appointing professionals with neurodiversity, enabling other women to get jobs, and promoting LGBTQIA+ inclusion. Included Functioning of GCC In India In the future of work, inclusion is no longer a checkbox—this is a basic structure. In India, GCC, beyond appearances, is leading global efforts to promote diverse, equivalent and human-focused workplaces. These initiatives are giving remarkable results in retention, innovation and employer brand equity. Key Inclusion Programmes and Their Impact and Global Initiative GCC Company Example

2. Returnship for Women Mastercard GCC, Pune Neurodiversity Hiring SAP Labs India Inclusive Leadership Training Target GCC, Bengaluru LGBTQIA+ Inclusion Charter Citibank India GCC Digital Accessibility Audits Accenture India GCC Hiring from Tier-2/3 Cities JPMC India GCC Cross-Cultural Immersion Pods Bosch India GCC Language-Neutral Hiring Panels Google India GCC Disability Inclusion Programme IBM India GCC Women in Tech Sponsorships Dell Technologies GCC Why Are These Practices Important These are not independent human resources initiatives. These workplace strategies are the lever that aligns with them: Hybrid function models that allow flexible engagement for various requirements. Digital transformation in GCCs that ensures accessible and inclusive technology. Workplace strategies prepared for the future are based on equality, affiliation and objectives. Inclusion enables flexibility in indefinite times, improves cross-border cooperation, and speeds up innovation by exposing diverse thinking. In fact, according to a report, companies falling in the top quartile in terms of gender and ethnic diversity perform 25–36% better than companies falling in the lower IV in terms of profitability. India's Advantage in The Inclusive GCC Model India’s socio-cultural complexity makes it a fertile basis for the scalable inclusion model. Strong government support (e.g., rights of persons with the Rights Act, POSH law, etc.) and increasing DEI awareness and digital-first complexes, Indian GCCs are specially located to

3. export inclusive innovation globally. Incredible, Tight, Always on: DNA Flexibility The GCC is designed for a 24 -hour innovation cycle, where across-the-border teams easily collaborate. With the growth of distance work trends, Indian GCC has integrated cloud-based productivity suites, safe digital workplace and AI-operated workforce management equipment to strengthen asynchronous cooperation. This is not only about flexibility; it is about providing speed and scale with accuracy. In 2024, 78% of Indian GCCs fully supportremote work trends or hybrid function structures. Global Cooperation: Active Cultural Setup Today’s global capability centers act as strategic cultural seats, which convert enterprise targets into regionally relevant implementation. Indian GCCs are leading border research and development, co-forming intellectual property with global business units, and enabling local innovation in markets such as Asia-Pacific, Middle Europe, and North America. Companies such as Atlassian, Microsoft and Goldman Sachs have redesigned their Indian GCC as centers for cross-functional, co-located teams that make innovation, testing and sins a reality. In India, a form of Human-Cloud Organisation was established. It is swinging towards GCC as a Service that is modular, scaleable and prioritised to the people. In this model, organisations are using India’s digital fluidity and multilingual talent through the AI-enabled skills. With smart scheduling, immersive onboarding and predicted resources, GCC has become a platform, not just one place. Conclusion As the global center of the GCC, India is not only providing labour; rather, it is shaping the next paradigm of the task, a paradigm that is more inclusive, agile and globally coordinated.