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Annual Report 2016-17
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139
Principle 3
Business should promote the well-being of all employees
1.
Please indicate the Total number of employees (including trainees and associates) as on March 31, 2017 –
9,460
2. Please indicate the total number of employees hired on temporary / contractual / casual basis –
573
3. Please indicate the number of permanent women employees –
3,043
4. Please indicate the number of permanent employees with disabilities –
2
5. Do you have an employee association that is recognized by management? –
No
6. :hat percentage of your permanent employees is members of this recognized employee association? –
Not
Applicable
7. Please indicate the Number of complaints relating to child labour, forced labour, involuntary labour, se[ual
harassment in the last onancial year and pending, as on the end of the onancial year.
Sr.
No.
Category
No. of complaints oled
during the onancial year
2016-17
No. of complaints pending as
on end of the onancial year
2016-17
1.
Child labour / forced labour / involuntary
labour
Nil
Nil
2. Se[ual harassment
Nil
Nil
3.
Discriminatory employment
Nil
Nil
8. :hat percentage of your under mentioned employees were given safety and skill up-gradation training in the last
year?
a. Permanent Employees –
100%
b. Permanent :omen Employees –
100%
c. Casual / Temporary / Contractual Employees –
100%
d. Employees with Disabilities –
100%
The Company’s approach for managing its core asset i.e. its people is founded on the following beliefs:
a. People’s safety is our orst priority
b. Company grows best by growing its own people
c. Our people have potential – we need to develop it
d. Diversity matters – so does inclusion
e. :e need the best talent – and need to meet the e[pectations of the best talent.
In our endeavor to be a contemporary organisation, we constantly review our policies and benchmark them against
the best in class to ensure that the Company’s agenda on employee well-being and engagement is serviced effectively.
There is a special focus to involve employees in the policy making process. A group called ‘Policy Council’ was constituted
which has been meeting regularly to e[amine the various policies and processes in the organisation especially policies
impacting employees and their day-to-day functions. The council has proposed several simpliocation and modiocation
to policies which has also ensured improved engagement levels and ownership among employees.
The Company has been regularly providing annual preventive health checks for all employees at its own cost. Further,
to enable employees manage work-life balance and related stress, if any, the Company has taken several initiatives,
including:
Agile Working:
A core component of the Company’s Diversity & Inclusion ambition, agile working encompasses
a wide range of working options that enables employees to work pe[ibly at full potential. Part time working,
job-share, home working and pe[ible hours are some options granted under this initiative.
Career Break and Maternity / Paternity Leave:
These beneots are available to employees of the Company
irrespective of the level that they operate at.
Workplace facilities:
At all ofoces and facilities of the Company, attention is paid to ergonomics to ensure a
comfortable work environment.