Shreya Ukil vs. Wipro: Lessons in Workplace Gender Discrimination

Code : HRM0087

Year :
2018

Organization :
Wipro, London

Industry : IT Sector

Region : England and India

Teaching Note:Available

Structured Assignment :Not Available

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INTRODUCTION:

On May 05, 2016 London Employment Tribunal awarded its verdict on Shreya Ukil (Ukil) former Sales and Marketing Manager’s charges of gender discrimination, unequal pay and wrongful dismissal against India-based Information Technology services corporation, Wipro Limited (Wipro) in London.

In 2012, Ukil moved to London after working in Wipro, Bengaluru, India for seven years. While in London, Ukil discovered disparities in pay amongst men and women employees. She found that she was considerably paid less than her male colleagues. On questioning higher authorities about unequal pay repeatedly her manager, Firake, Area Sales Manager, Wipro (Firake) belittled her in meetings and asked her to leave his team over concerns about salary.

After leaving Firake’s team, Ukil joined the team of Manoj Punja (Punja) Global Head of Sales. Within few months, Ukil alleged that Punja forced her into a relationship. As a last resort, Ukil raised a grievance to Azim Premji (Premji), Chairman, Wipro Limited by mail. Premji promised her impartial investigation and the matter was handed over to a Committee. The committee reported no gender discrimination was practiced as such at Wipro. Moved by the unfavorable situation, Ukil resigned and her resignation was not accepted by the company and within a week she and Punja were fired for not disclosing their relationship which was mandatory as per the code of conduct of Wipro. In September, 2014 Ukil sued Wipro on charges of gender discrimination, unequal pay and unfair dismissal..


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