India hosts 53% of global GCCs, employs 1.9 million professionals, and sees 85% of professionals reporting a positive workplace experience. As GCCs evolve into strategic hubs and account for up to 40% of office demand, challenges around pay, leadership, and job security underscore the growing importance of workplace culture and employee engagement.
India continues to cement its position as the world’s leading hub for Global Capability Centres (GCCs), hosting nearly 53% of such centres globally and employing over 1.9 million professionals. What began as a cost arbitrage play has now become a strategic advantage, with GCCs taking on high-value roles across operations, innovation, and business strategy.
The ecosystem remains heavily concentrated in six key markets—Bengaluru, Hyderabad, Delhi-NCR, Mumbai, Pune, and Chennai—which together account for 94% of all GCCs in the country. With projections indicating the number of centres will exceed 2,100 by 2028, India’s dominance in this space is expected to strengthen further.
A Major Driver of Office Demand
GCCs are also reshaping India’s commercial real estate landscape. By 2026, they are projected to account for 35% to 40% of total office space demand, making them one of the most influential occupier segments.
This surge is closely tied to the evolving nature of GCC operations. No longer limited to back-office functions, these centres now handle core business processes, advanced analytics, and innovation-driven mandates. As a result, demand is shifting toward high-quality, flexible, and tech-enabled workspaces that can support dynamic teams and hybrid work models.
Strong Employee Sentiment, But Gaps Remain
Despite rapid expansion, employee experience within GCCs remains relatively stable. According to the study, “85% of employees working in GCCs report a positive workplace experience,” placing the sector close to broader corporate benchmarks in India.
Trust levels within GCCs stand at 82%, broadly aligned with the IT sector. However, this lags behind industries such as healthcare and manufacturing, pointing to areas where organisational culture can improve.
Employee feedback highlights specific concerns about fair pay, profit-sharing, leadership accessibility, and the clarity of the organisational vision. Issues related to job security and recognition also emerged, suggesting that while the overall experience is positive, expectations are rising alongside industry growth.
The Role of Workplace Strategy in Retention
In an increasingly competitive talent market, workplace strategy is becoming a key differentiator. GCC employees highlighted access to advanced technologies, modern infrastructure, and flexible work arrangements as major advantages.
The workforce itself is evolving, with a strong presence of Gen Z and millennials driving demand for flexibility, transparency, and purpose-led work environments. Women now represent around one-third of the workforce, indicating gradual progress in diversity.
Importantly, organisations with strong workplace practices report lower attrition, reduced burnout, and higher confidence in leadership. These factors are directly linked to productivity and long-term business stability, making employee experience a core operational priority.
From Scale to Sustainability
As GCCs continue to expand in both scale and scope, the focus is shifting toward sustainable growth. While India’s infrastructure, talent pool, and cost advantages remain strong, long-term success will depend on how effectively organisations address employee expectations.
The study underscores that workplace culture, leadership quality, and communication will play a decisive role in shaping the next phase of GCC growth. For companies operating in this space, the challenge is no longer just about scaling operations—but about building resilient, future-ready workplaces.
In a market defined by intense competition for talent, the ability to deliver a strong employee experience may ultimately determine which GCCs lead—and which struggle to keep pace.
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