Our People and Culture

Accelerating Growth through Culture, Capability, and Care

At Mastek, our people are our strongest differentiator. Over the past year, we have evolved our people strategy to align with VECTOR—our core values of Velocity, Empowerment, Collaboration, Trust, Ownership, and Respect. VECTOR is more than a value system; it is embedded into every facet of our people‑first approach, from hiring and onboarding to engagement, learning, and leadership development, ensuring that as we lead with AI, we do so with people and culture at the centre.

Embedding VECTOR
into People Practices

The VECTOR framework forms the backbone of all our people initiatives, ensuring that every interaction and intervention reflects our core values. Velocity drives swift grievance redressal and efficient HR operations, enabling a responsive employee experience. Empowerment and Ownership encourage managers to take independent decisions, fostering agility and accountability across teams. Trust and Respect are deeply embedded in our leadership connects, feedback loops, and performance evaluations, strengthening our culture of transparency. Collaboration fuels cross‑functional teaming and co‑creation, allowing us to build capabilities and culture in tandem. Together, these values enable Mastek to nurture a high‑performing, inclusive, and purpose‑driven workforce that is equipped for sustained growth and innovation.

Driving Engagement
Across the Organisation

Our engagement strategy is built on a robust three‑tiered approach designed to energise, connect, and empower our people. At the regional level, initiatives like Sprint of Mastek in the UK foster team spirit and strengthen cultural cohesion across geographies. Service line engagement focuses on activity‑based programmes tailored for young developers and delivery teams, offering direct CXO‑level interactions and mentorship from senior leaders. Finally, career engagement anchors our long‑term commitment to talent development through upskilling opportunities, professional certifications, and well‑defined career pathways, encouraging Mastekeers to grow and thrive with the organisation.

Regional Level Events

The Spirit of Mastek celebrations commenced at the Heart of England Conference and Events Centre, where dynamic hosts, Ritujit Sikand and Dean Richardson, brought infectious energy to the evening with engaging quizzes and trivia. The momentum continued with two powerful keynote sessions that left the audience inspired and invigorated. Ashank Desai, our Founder, took the audience on a nostalgic journey, from the Company’s modest beginnings to representing Mastek at London Tech Week and meeting the UK Prime Minister, underscoring the deep trust customers place in the organisation. This was followed by Abhishek Singh, President – The UK & Europe, who spoke passionately about leading with purpose in a digital‑first world, highlighting that bold transformation must remain grounded in human values.

As the evening unfolded, guests were treated to an indulgent spread of world cuisines like Indian, Thai, and Mediterranean, topped off with an irresistible array of desserts. With appetites satisfied, the crowd hit the dance floor, moving to the beats of a spirited DJ set and the infectious rhythm of desi dhols. The celebration wrapped up on a high note with a burst of colour, culture, and playful competition, as dodgem rides brought out the inner child and a few friendly rivalries among the attendees.

In honour of Mastekeers who have had a long‑standing association with Mastek, the organisation acknowledges, appreciates, and celebrates their service milestones through the Fellowship Awards. Held every month across various locations, these long service awards recognise their unwavering commitment and invaluable contributions to Mastek’s success.

Acting on Employee Voice

We consistently capture feedback through the annual Great Place to Work survey and ongoing unit‑level workshops. In FY25, employee feedback led to several impactful changes:

  • Compensation Overhaul: Rolled out transparent, skill‑based compensation structures anchored in an external benchmarking study, ensuring fairness and market alignment.
  • Policy Refresh: Simplified 24 key policies to promote agility, minimise bureaucracy, and reinforce the VECTOR principles of velocity and empowerment.
  • Leadership Connects: Enhanced CEO and leadership‑level communication channels to ensure better engagement with remote and delivery teams.
  • Performance Streamlining: Ensured timely closure of performance appraisal cycles and variable pay disbursements, driving fairness, clarity, and workforce planning efficiency.

Learning: Skilling for Tomorrow

At Mastek, learning is not just a support function, it’s a strategic driver of future readiness. In an era shaped by rapid technological change, we have re‑imagined our learning ecosystem to equip our people with the skills, mindset, and tools needed to thrive in an AI‑first world. Our approach blends mandatory digital upskilling, global certifications, and leadership development with a strong emphasis on culture and behavioural alignment. With structured platforms, defined learning targets, and role‑specific training, we continue to build a workforce that is not only technically proficient but also agile, adaptive, and future‑fit. Our learning strategy is focused on future readiness:

  • AI for All – Mastek AI Academy: Mandatory role‑based AI training to prepare every employee for an AI‑first world.
  • External Certifications: In partnership with Oracle, Salesforce, AWS, Microsoft, Snowflake, and Databricks to maintain partner credentials and technical currency.
  • Leadership & Culture Training: ‘VECTOR’ behavioural training, cross‑cultural awareness sessions, and certified programme management workshops with Stackroute and KPMG.
  • ~1,100 certifications were added across emerging technologies and platforms.
  • We deliver structured learning through SAP SuccessFactors, Udemy, and LinkedIn Learning, with defined targets for AI, Oracle, and other strategic skillsets.

Prioritising Well‑being

At Mastek, we believe that employee well‑being is foundational to sustained performance and engagement. Our holistic wellness strategy goes beyond physical health to encompass mental, emotional, financial, and spiritual support, ensuring our people feel cared for in every dimension of their lives. From empowering leaders to managing hybrid teams with empathy, to offering 24/7 global counselling services and continuously benchmarking our benefits, we are committed to creating a work environment where every Mastekeer feels supported, resilient, and empowered to thrive.

Our holistic wellness approach spans:

  • Hybrid Leadership Training: Equipping managers to support team well‑being in hybrid work environments.
  • Silver Oak Partnership: A global wellness partner offering 24/7 anonymous counselling and themed wellness sessions.
  • Benefit Benchmarking: Enhancements to health, financial, and emotional support policies for global teams.

These efforts ensure our employees feel supported physically, mentally, emotionally, and spiritually.

Inclusion: Enabling Everyone to Belong and Thrive

At Mastek, Diversity, Equity, and Inclusion (DEI) are not just ideals, we translate them into deliberate, measurable actions. We believe that a truly inclusive workplace is one where every individual feels seen, heard, and empowered to succeed. Our DEI strategy focuses on creating equitable opportunities, building a culture of belonging, and ensuring that progress is driven by practice, not just policy. This year, we made meaningful strides in strengthening representation, supporting career advancement for women leaders, and embedding inclusion across our talent lifecycle. We are committed to advancing Diversity, Equity, and Inclusion (DEI) with action over intent:

  • ‘Upward and Onboard’: A 6‑month development programme for women leaders resulting in tangible promotions and role transitions.
  • Inclusive hiring, promotions, and salary reviews are governed by policy and practice, not just metrics.
  • Women’s representation in leadership roles saw a meaningful increase this year, aligned with our FY26 diversity targets.

Giving Back: CSR and Volunteering

From volunteering campaigns to tech‑for‑good initiatives, our people actively participated in community‑focused CSR programmes throughout FY25. Several stories of impact emerged during the performance review cycle, reflecting our shared commitment to social responsibility.

Future‑Ready HR: Digitised and Data‑Led

Mastek’s HR function continues to evolve as a strategic, technology‑enabled facilitator of business growth. By embracing digital tools and data‑driven processes, we are building a modern, agile, and responsive people ecosystem. From SAP SuccessFactors powering our end‑to‑end HR lifecycle to digitised stay interviews and focus groups that enhance retention insights, every initiative is designed to align talent strategy with business needs. Our refreshed job architecture and targeted rewards for niche skillsets further reflect a market‑aligned approach to attracting, retaining, and nurturing top talent.

  • SAP SuccessFactors powers end‑to‑end HR processes from talent acquisition to compensation and goal setting.
  • Digitised stay interviews, focus groups, and leadership connects improve retention intelligence.
  • Our job architecture refresh with AON, along with targeted rewards for hard‑to‑hire roles, reflects a modern, market‑aligned HR function.

Our People Priorities

Area FY25 Initiatives
Career Development AI Academy, Certifications, Leadership Coaching
Culture Building VECTOR Behavioural Training, Leadership Connects
Digitisation SAP SuccessFactors Rollout, Automated Performance & Comp Cycles
Engagement Themed Regional and BU‑led Events, Stay Interviews
Recognition & Rewards Job Levelling, Variable Pay Revisions, Role‑Based Hard Skill Premiums

HR Strategic Priorities 2025

  • Succession Planning
  • Leadership Development
  • Top Talent Programme
  • Annual Talent Review
  • Culture Refresh
  • Ways of Working
  • Roll‑Out Pulse Surveys
  • DE&I

Project HR Excellence Digitisation:

  • Success Factor
  • HR Shared Services 2.0
  • Stay Interviews
  • New Manager Assimilation.
  • Leadership connect
  • HR – Focus Group Discussion

Hiring Grids Job Architecture -

  • Career Leveling Variable/ Performance Pay
  • Special Programmes (Hot Skills)
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