1L+ members, 91% Employee Brand endorsement: WeWork India's Blueprint for Culture, Community & Belonging

How WeWork India is Building an Equitable Workplace

WeWork India believes their people are the foundation of their success. They have built a high-performance culture that is inclusive, collaborative, and deeply aligned with their values. By creating an environment where individuals feel respected, heard, and empowered, they enable their teams to deliver their best every day.

WeWork India’s diversity metrics are industry-leading and the company is successfully creating an equitable experience with 55% men and 45% women representation*.

At a leadership level, it is a 34% women representation* and 5.7% of the organisation has self-declared themselves as part of the LGBTQIA+ community*.

Psychological safety at WeWork India is emerging as a genuine performance driver, with 91% of women and 87% of men reporting positive sentiment on this front. Gender fairness is also strongly felt across the organization, with 97% of women and 95% of men affirming that people are treated fairly regardless of gender.

This sense of fairness translates into strong advocacy and pride: 96% of women and 95% of men are proud to tell others they work at WeWork India, while 90% of women and 91% of men feel a genuine sense of pride in what they’ve accomplished here. Professional growth is similarly well-supported, with 88% of women and 91% of men affirming access to training and development opportunities.

These noteworthy accomplishments are an outcome of thoughtfully designed and implemented policies, practices & programs. Below are several representative instances:

1. WeWork India’s medical insurance policy is built in partnership with Plum to support the modern workforce. With an INR 6,00,000 health insurance cover effective from Day 1, they recognise diverse family structures and extend medical insurance benefits to same-sex partners and differently abled children. The policy covers gender reassignment surgery, autism therapy and hospitalisation coverage for genetic disorders. Trust in this system is validated by a 91% cashless claim settlement rate (within 0–3 hours) and an overall NPS of 86, allowing employees to focus on work rather than navigating uncertainty.
2. In partnership with KLAY, employees gain access to a nationwide network of premium daycare centers, complemented by at-home nanny services tailored for children aged 6 months to 2 years, ensuring quality care from the earliest stages of development. Understanding that every family’s needs are unique, the policy extends beyond the KLAY network, offering parents the freedom to choose their preferred childcare provider with reimbursement support.
3. WeWork India offers Women’s Wellness Leave across the country and recognises that various stages of the menstruation cycle can affect individuals differently, and provides one dedicated day of leave each month for rest and recovery. All women employees, transgender and non-binary employees who menstruate are eligible for women’s wellness leave.
4. Parents who are primary caregivers of infants, across all family structures and identities, are eligible to up to 6-month work-from-home arrangements following the conclusion of parental leave.
5. WeWork India’s learning philosophy is straightforward: every employee is a student for life. They invest across three modes: hands-on experience in a flat, ownership-oriented organisation; coaching and mentoring; and structured training including AI literacy and managerial excellence programmes.

Every year, WeWork India launches a targeted Learning Calendar engineered to sharpen skills and drive measurable business impact. Its curated programs are built directly from talent reviews, leadership insights, and industry trends.

All employees receive INR 30,000 INR Personal Growth Credits each year to invest in their career development and overall wellness. Additionally, the E-Learning Reimbursement Program encourages continuous learning and skill development by supporting employees in pursuing online courses aligned to their career development up to INR 6,000 per financial year, making learning both flexible and accessible.

Since launching the Further Education Program in 2021, 56 employees have expanded their skills and accelerated their development through part-time professional development programmes. The program continues to build future-ready capabilities and empower people to grow their careers every financial year.

Behind the IPO: A Culture Win

WeWork India’s commitment to equity extended beyond policy and into one of its biggest business milestones. As the company prepared for its 2025 listing, the boldest act of leadership wasn’t just filing for an IPO it was the deliberate choice to lead with equity & fairness at a moment of major transition, ensuring employees didn’t just witness the IPO, but owned it. This spirit of shared ownership was made tangible through a comprehensive study resulting in additional ESOPs awarded, while dedicated training sessions helped demystify governance and compliance for employees at every level.

The IPO was the biggest testament and key outcome of the company values in action – doing the right thing, serving members first, winning together, getting it done, building for tomorrow and being entrepreneurial.

High-performing talent from across the organization drove collaborative initiatives critical to WeWork India’s transition from a privately held company to a publicly listed one. The team’s ownership and accountability were on full display as they filed the DRHP (Draft Red Herring Prospectus) in just 4 months, well ahead of typical timelines, an enterprise-wide masterclass in disciplined execution and shared ownership.

• Sneh joined WeWork India in September 2018. As a Community Lead, she was managing the opening of one building. Three promotions and seven years later, she leads two large markets of Pune and NCR, as the Associate Director, Community.

“My journey at WeWork India has been about more than just scaling buildings; it’s been about the company’s trust in me to lead through both hyper-growth and global challenges. I wouldn’t have made it this far without the people here – the constant learning from my team members and the diverse perspectives of our leadership and external stakeholders have made this growth possible. They are the ones who made the journey easier and the milestones meaningful.”