32-year-old Mr. Seyun Nishihara is a Quality Assurance and Trainer for an American insurer. He brings analytical and problem-solving skills to TDCX’s highly skilled multilingual team in Japan, which is helping international brands deepen their engagement with local customers.  

Mr. Nishihara is part of a growing number of Japanese who are attracted to TDCX (NYSE: TDCX), an award-winning digital customer experience (CX) solutions provider for technology and blue-chip companies, for its employer-centric culture and progressive workplace policies.

Mr. Nishihara said, “In the last two years at TDCX, I have been given opportunities to rotate across three different client projects. It helped me to discover where my interests lie and enabled me to focus on developing the skills I want. From the support and growth

opportunities provided, it's clear that TDCX Japan prioritizes employees' career ambitions and well-being, and I’m proud to be part of it.”

Based on TDCX Japan’s latest Flash Pulse employee sentiment survey, 73.5% of employees feel empowered to do their jobs, while close to 70% of employees expressed confidence in the company’s ability to provide essential well-being support.

TDCX’s focus on employee engagement has led to TDCX being awarded the Silver Certification for White Company Award 2023. The recognition program is designed to honor Japanese companies that have excelled in implementing comprehensive internal processes that cut across areas such as corporate governance, risk management, and human resources.

One of the key enhancements to the Employee Value Proposition (EVP) involves the onboarding experience for new hires, which allows them to plan their career roadmap and set their goals from day one. Furthermore, employees have the opportunity to be part of the Supervised iCAN program, an initiative designed to fast-track an employee’s career progression. In line with its diversity and inclusion goals, it also introduced the Inclusive Employment initiative that aims to break barriers by offering career opportunities to people with disabilities (PWD). It started hiring those with hearing impairments to work for clients that require agents with a sharp eye for detail and an ability to handle high-priority inquiries.

Mr. Shuta Ikeuchi, Customer Support, TDCX Japan, said, “As a person with moderate hearing loss, it is difficult to secure gainful employment as it is challenging for me to follow verbal conversations. However, at TDCX Japan, I was given the chance to

perform roles that don't heavily rely on verbal communication, such as performing data analysis and managing email inquiries. Additionally, my managers have made it easier for me and my fellow colleagues who are deaf to do our jobs and to feel welcomed as part of the wider team. This helps in making me feel included among my colleagues and connected to the company.”

Recognizing the importance of employee well-being, TDCX Japan provides complimentary access to online and in-person counseling services through its Employee Assistance Program (EAP). Staffed by licensed psychiatrists and therapists, this program ensures that employees have the necessary support to maintain their mental health. This commitment is further demonstrated through the provision of annual health assessments, which include workplace stress checks.

Mr. Akio Takagawa, Human Resources Manager, TDCX Japan, said, “Japan is a big market, but it remains tough to find the right talent, especially with our need for bilingual talent. Hence, when we find the right people, it is essential for us to retain them. One of the ways in which we enhance our attractiveness as employers is to listen to our employees’ voices and to act on their feedback where we can. Such initiatives improve our ability to attract and retain top-tier talent.

“Our employees are a key part of what drives TDCX forward. We are dedicated to training and upskilling our employees to become highly skilled CX professionals who are able to serve a global clientele. We will continue to work on our efforts to provide an inclusive and safe environment where employees can realize their full potential.”

¹The Supervised iCAN program identifies high-performing team members to offer them additional training to equip them for future career advancements.