The Art of living workshop

Healthcare challenges in emerging economies are a matter of global concern, particularly as they disproportionately affect women due to intricate socioeconomic dynamics that often result in limited access to preventive diagnosis and suitable care. In alignment with our commitment to fostering enduring change, we sought to stimulate meaningful dialogue on underserved areas of women's health and take concrete steps to directly support female team members and their dependents.

At our headquarters in Mumbai, we have established an onsite medical center, hospital facilities, a children's daycare facility, and a dedicated space for women's rest and breastfeeding.

We have collaborated with Amaha, a mental health platform, to establish an Employee Assistance Programme aimed at providing confidential mental wellness services. Through this program, our team members have access to personalised plans featuring a variety of resources, including self-help tools, short daily courses, informative articles, engaging activities, and the option to consult with trained therapists. We have also extended this support to the dependents of our employees, encompassing parents, partners, siblings, and children.

We have collaborated with Amaha, a mental health platform, to establish an Employee Assistance Programme aimed at providing confidential mental wellness services. Through this program, our team members have access to personalised plans featuring a variety of resources, including self-help tools, short daily courses, informative articles, engaging activities, and the option to consult with trained therapists. We have also extended this support to the dependents of our employees,

encompassing parents, partners, siblings, and children.

We are actively fostering open dialogue surrounding the significance of mental health by organising webinars featuring senior therapists and leaders. These sessions cover a range of topics, including self-care strategies, strengthening relationships, navigating social media, and mental health awareness, among others.

Team bonding activities

We remain dedicated to fostering a culture centered on safety and health, striving to establish an organization free from incidents. To uphold this vision, we prioritize investments in top-tier safety infrastructure and the implementation of industry-leading safety systems. Our Occupational Health and Safety (OHS) Policy serves as a guiding framework, ensuring the maintenance of a safe and healthy workplace environment.

This framework encompasses various facets, including the establishment of a competent OHS organization, fostering a culture of safety awareness, conducting thorough hazard identification and risk assessments, implementing robust risk mitigation measures, and maintaining a focus on continual improvement, loss prevention, accident investigation, emergency management, health, and hygiene, as well as utilising safety performance measurement tools.

As per our commitment to close gaps on identified critical to safety areas, we have been investing in improving our safety infrastructure and systems. Some of key projects covered in last two years are around - Fall protection system, Electrical system upgrades, Machine Guarding & LOTO provisions and Fire prevention & protection system upgrade.

Automation and AI is the new way of working & we believe it can help us making our operation safer. As a company we are looking of all such opportunities. Last year we have used Drone for inspection of boiler stacks health. This has helped us in reducing the risk significantly.

All our manufacturing sites of are ISO 45001 certified. We have a detailed safety & health management system (SHMS) which is based on recognised standards such as ISO 45001. In addition to it, company's safety and health management system (SHMS) covers all the legal requirements pertaining to companies operations. SHMS system covers all site operations, employees, contractors & other stakeholder associated with sites' operations.

We have established a system to check the system effectiveness based on findings from audits, inspection (internal & external), accident CAPA (Internal & external), legal changes. Company also reviews and assess SHMS system every 3 years and add best of the industrial practices in it.

We follow Hazard identification & risk assessment (HIRA) process based on ISO 45001 standard. We use specific techniques such as HAZOP, QRA for specific operations and risk. Employees, contractor and all other stakeholder takes part in HIRA process. We have a trained team to carry out HIRA for all our site operations.

All non-routine activities are controlled through a strong work permit system. We ensure any new project or any change in terms of infrastructure, system or people goes through a detailed assessment for safety & health risk assessment.

We have identified and created a list of significant risk and named it as "Critical To Safety". A detailed action plan to mitigate these risk at all sites is prepared and it's status is reviewed up to board level.

We understand and value and power of employee participation for improvement in safety and health condition. We encourage worker participation in hazard identification related to work activities. Workers are trained for identifying hazards, near miss, safety related incident. We also organise various safety celebrations throughout the year to increase safety awareness at all levels.

We have several feedback and reporting mechanisms such as a mobile base reporting app named as I Safe, Safety suggestion box, and hazard register. Employees and workers can also report any hazard through their safety committee representative. All sites of our sites have safety committee with equal representation from workers and contractors. We also check effectiveness of hazard reporting system and safety committee effectiveness through SHMS evaluation system. Company safety policy gives right to all employee, contractor and stake holder freedom to take appropriate actions to save themself from any hazard arising out of company work related activities. Moreover health and safety criteria is a part of our contractual requirements and also part of our sustainable procurement policy.

We have several feedback and reporting mechanisms such as a mobile base reporting app named as I Safe, Safety suggestion box, and hazard register. Employees and workers can also report any hazard through their safety committee representative. All sites of our sites have safety committee with equal representation from workers and contractors. We also check effectiveness of hazard reporting system and safety committee effectiveness through SHMS evaluation system. Company safety policy gives right to all employee, contractor and stake holder freedom to take appropriate actions to save themself from any hazard arising out of

company work related activities. Moreover health and safety criteria is a part of our contractual requirements and also part of our sustainable procurement policy.

All our manufacturing sites have access to non-occupational medical and healthcare services either on-site or through tie-ups with reputed medical entities in close proximity. In addition, trained first aiders are available to respond appropriately to medical.

Over the past few years, we have implemented significant revisions to our incident reporting protocol, transitioning from the Indian standard of reportable accidents to LTI reporting. In addition to leadership focus, we have heightened awareness at all organizational levels regarding incident classification and reporting, with reporting all incidents being a cardinal rule for us. These efforts have greatly enhanced our reporting capabilities.

As a company, we have made substantial investments in upgrading our safety infrastructure. As a result, we have maintained a zero-fatality record for the past 4 years, along with with no major fires or significant property damage reported. In the fiscal year 2023-24, we achieved a notable 50% reduction in LTIFR cases, and we aim to sustain it since FY 2023.

We are committed to creating a culture
of safety across all our operations

Critical enablers: Diversity, equity, and inclusion

We believe that fostering a diverse and inclusive workforce is fundamental to sustaining and advancing our competitive advantage. This approach enables us to harness a wider array of perspectives, skills, and experiences, thereby enhancing our ability to comprehend and cater to the diverse needs of our consumers. As a global conglomerate with a vision to delight over 2 billion consumers, becoming inclusive is not just in our DNA and the right thing to do, but it also makes excellent business sense.

We take pride in our status as an equalopportunity employer. Merit is our guiding principle, and we actively promote diversity while upholding the human rights of every individual. Our commitment to non-discrimination extends across various dimensions, including gender, sexual orientation, religion, nationality, race, disability, age, and other personal characteristics. We don not tolerate disrespectful or inappropriate behaviour, harassment, intimidation, unfair treatment, or any form of retaliation.

Women and Leadership

Women comprise 48% of our total workforce, reflecting our concerted efforts to cultivate an inclusive workplace. Across all white-collar positions, women hold a 26% share. In management positions, women hold a 31% share, while in senior management roles, the representation stands at 23%. We aspire to achieve a 30% representation of women in senior leadership roles, aligning with our commitment to diversity.

DEI Fundamental Workshop

In February 2024, we started a DEI fundamental workshop. Recognizing the importance of leadership buy-in, the initiative began with comprehensive DEI fundamental workshops for all leaders across Sales and Manufacturing functions. These workshops served as a springboard for broader awareness, equipping leaders with the knowledge and skills to champion inclusivity within their teams.

Leveraging insights from focus group discussions with women in Sales and Manufacturing, the workshops explored critical topics including privilege, unconscious bias, and microaggressions. By directly addressing these oftensubtle barriers, the workshops aimed to create a more open and supportive work environment for all. The content, carefully tailored based on the focus group discussions, ensured its direct relevance to the experiences and concerns of our employees. Further enriching the learning experience, the workshops incorporated case study discussions based on reallife scenarios. These exercises provided participants with practical tools to identify and navigate potential biases in everyday situations. By equipping leaders, managers and employees with a solid foundation in DEI principles, we are paving the way for a more inclusive and collaborative future for our organisation.

Building the next generation of women in leadership in Sales

Organisations like ours have encountered a significant challenge regarding the underrepresentation of women in roles such as field sales. In our India operations, we have actively pursued strategies to address this disparity by prioritizing the recruitment of more women in field sales positions. However, we have encountered persistent difficulties in establishing and nurturing a sustainable talent pool over time.

Aarambh

Aarambh is an affirmative hiring programme initiated in 2022, with a view to increase gender representation in our Sales function. To achieve a larger goal of 100 Women in Sales by 2025, Aarambh is a specially crafted program that involves a Trainee model of hiring women who are Freshers/ from a non-FMCG sales background and making them ready as Field officers for sales stint across the country. The 6-month trainee period consists of class-room training facilitated by various functional heads, assigned mentors at mid-managerial levels, who support the functional learning and frequent HR connects to address queries and help Aarambh trainees feel integrated into the system. Trainees are also supported with frequent connects from HRBPs. 25 Sales trainees have been hired through this programme, a variation of the Aarambh trainee program has been launched in the form of an internship program to increase scale of hiring from this pool.

Menstrual wellness for women in field sales roles

We believe in nurturing a culture defined by trust, respect, and inclusivity. Through ongoing dialogues concerning the diverse needs of men and women, we have recognized the importance of accommodating women's needs for time off during menstruation. This necessity is particularly acute for women in field roles, where the physical demands of outdoor work, combined with limited access to clean and hygienic washrooms, can lead to significant discomfort.

To provide support to our female team members, we are implementing the following measures:

•  Encouraging women to utilise our unlimited sick leave policy whenever necessary.
•  Facilitating opportunities for women to work from home, especially in field sales roles.
•  Enhancing existing infrastructure, including ensuring the availability of clean washrooms at our major distributor points

Additionally, our Sales Leadership Team has organized sensitization workshops to address menstruation-related challenges faced by women in field sales roles.

An inclusive ecosystem of policies and awareness-building

In addition to our existing maternity benefits and day care facilities, we have implemented a Caregiver Travel Policy designed to support new mothers. This policy enables our women employees to bring along a caregiver and children up to 1 year of age for essential work-related travel.

To foster a culture of inclusion among our senior leaders and managers, we recently conducted a workshop titled 'Winning with Empathy'. This workshop utilised conversation and reflection as key tools to address unconscious biases. We aimed to raise awareness of unconscious biases among team managers, enhance the emotional intelligence of our people managers, and establish an inclusive framework for managerial practices.

Gender pay analysis

We understand the importance of cultivating a workplace that is fair and inclusive, which involves tackling the issue of gender pay disparity head-on.

Our commitment is to ensure that all team members receive fair and equal compensation, irrespective of their gender. To uphold this commitment, we regularly conduct gender pay gap analyses across all levels of our organisation. These evaluations are aimed at pinpointing any discrepancies in pay between male and female employees that cannot be explained by consistent merit-based criteria.

In response to any identified pay disparities, we take proactive measures, including:

•  Continuously reviewing our compensation policies and practices to ensure they are fair and transparent.
•  Implementing targeted initiatives, such as training programs and career development opportunities, to support the advancement of female employees.

•  Cultivating a culture of diversity and inclusion through effective communication, education, and employee engagement efforts.

By addressing the gender pay gap, we not only promote fairness and equality within our workforce but also foster an environment conducive to innovation and long-term success.

We remain steadfast in our commitment to intensifying our efforts to eliminate the gender pay gap and nurture a workplace where every employee has equal opportunities for growth and success.

People with disabilities

India gender pay parity for FY 23-24

Top 5 workforce nationalities
Note: Based on white-collar employees

Becoming More Diverse and Inclusive

Women in manufacturing

Women GeT is our affirmative hiring program for women in our manufacturing. In FY23-24 we hired 11 Women GeT in manufacturing units across. Given there is usually a shortage of women talent, finishing a Masters course with a Supply Chain/ Manufacturing background, the GeT programme was initiated with the objective of hiring women engineering graduates from IT and other engineering colleges such as Chemical & Electronics among other engineering streams to groom them into junior-management roles in our plant operations. There have been many learnings from the programme which will help us to make it more effective for the young women engineering professionals. We also have a differentiated Employee Referral Reward for women, LGBTQ and Persons with Disabilities (PwD) candidates.

Inclusive factories framework

As part of building lighthouse factory operations in the country, we have created a framework around building and sustaining inclusive factories. Work has commenced for two upcoming greenfields projects in India, where the commitment is to hire a gender-balanced workforce at white-collar, blue-collar and contractual levels, along with at least 5% of employees coming from the PwD & LGBTIQA+ community. This philosophy has led to the teams thinking about accessibility and inclusive design from the civil & design stage to machinery procurement, accessible technology, re-think safety workflows, map hiring & talent attraction processes, followed by the integration journey.

Currently, workflows are ongoing across all the above-mentioned streams, including designing a robust capability building programme. The machinery at the plants will be state-of-the-art high-speed lines and our 60-day capability programme will ensure seamless integration of our diverse workforce into key operational roles in the shopfloor operations.

We are also in the process of outlining long-term talent building within the marginalised communities in the area of Mechanical & Digital operations. All the above operations, including hiring have commenced, and while the first line in one greenfield in Madhya Pradesh is set to launch in Jul 2024, the greenfield in Tamil Nadu is set to be launched towards end of 2024. This framework will also form the bedrock of greenfield operations, across the GCPL's global manufacturing operations.

LGBT+ Inclusion

Our commitment to diversity and inclusion is evident in our comprehensive Equal Opportunity Policy and Gender-neutral Anti-sexual Harassment Policy. These policies are designed to protect the rights of all team members, including those who identify as lesbian, gay, bisexual, transgender, queer, and intersex (LGBT+). We extend medical benefits, such as hospitalisation cover, to domestic partners of our employees, allowing any team member to designate their spouse/domestic partner as a dependent, regardless of gender or sexual orientation. This inclusive approach also covers samesex dependents, individuals with AIDS, and those undergoing fertility treatments. Moreover, our Adoption Policy is structured to support a gender-neutral primary caregiver.

We provide support to team members who wish to undergo gender transition through our Gender Affirmation Policy, which offers reimbursements for non-cosmetic surgeries and hormone replacement therapy. Additionally, we are actively reviewing our amenities and infrastructure to better cater to the needs of LGBT+ team members. As a proactive step, we have established two gender-neutral washrooms at our headquarters, Godrej One, in Mumbai.

DEI in Manufacturing and Sales

At GCPL, Manufacturing and Sales are two important focus areas for Diversity Equity and Inclusion.

Over the year, in our flagship Malanpur plant, we've witnessed improvement in both white-collar and blue-collar diversity. From just 9 females in whitecollar positions in FY21, we've seen an increase to 22 in FY24, taking the overall white-collar diversity from 12.2% to 20%. Similarly, for our blue-collar diversity we have moved from 5 female workers in FY21 to 45 in FY24. This has elevated our blue-collar diversity share from a mere 1.3% to 8%. Our other manufacturing sites, like Conso in Pondicherry, Coil 6 in Karaikal & MM Nagar in Chennai also reflect 80%+ representation of women in contractual workforce.

As a part of Aarambh initiative, we have onboarded total 25 saleswomen trainee across locations. Both the Sales & Manufacturing functions have been reporting an increasing trend in genderrepresentation over the last two years.

Prevention of Sexual Harassmen

At Godrej, ensuring a safe and inclusive workspace for all is a top priority. This year, we have fortified our Anti-sexual Harassment Policy and procedures across all our locations, with the invaluable support of local HR teams and legal experts. Our policy is explicitly gender-neutral and extends protection to individuals of all genders, gender identities, and sexual orientations who may encounter harassment. To facilitate a streamlined complaint process, we have introduced an online platform for redressal, promoting transparency and accountability in addressing grievances. Additionally, we conduct mandatory training sessions for our Redressal Committee members and all Godrej team members at regular intervals to enhance awareness and comprehension of our policies and protocols.

Our updated anti-sexual harassment training module emphasizes raising awareness about sexual harassment in the workplace.

Our online platform for redressal and
POSH case management

Critical Enablers:
Talent Development

Leadership growth through the Godrej Capability Factors (GCFs)

Our beliefs on leadership, careers, and capability development

Leadership development across levels

We prioritise investing in our employees through tailored Learning and Development (L&D) programs. On average, each employee dedicates 22 hours to training and upskilling initiatives. We allocate an average of `39,758 per employee for training in skill enhancement, health and safety protocols, prevention of sexual harassment, and other human rights issues.

Employee Training by Gender and Management Level

 
Average hours per FTE of training and development

 
Average amount spent per FTE on training and development (In INR)

We provide our employees access to digital learning platforms that offer a vast array of global learning resources. Our coaching and mentorship initiatives are instrumental in nurturing talent and fostering professional growth.

Additionally, our new managers undergo regular Enterprise Risk Management training to effectively navigate complex risk scenarios. We continuously update our cybersecurity training to proactively address evolving threats. Our teams work closely together, engaging in cross-training to enhance decision-making abilities and functional expertise. Through online platforms like the 'Godrej Sales Academy' and specialized programs such as Aarambh for women, we actively promote continuous learning, skill enhancement, and leadership development throughout the organization.

HCROI

At the Company, we deeply value the contributions of our employees and are dedicated to maximizing their potential to propel our growth and success. To assess the effectiveness of our investments in human capital, we measure our Human Capital Return on Investment (HCROI), a pivotal metric that provides insights into the profitability of our organization relative to total employee costs.

A higher HCROI signifies that we are efficiently utilizing our human capital to generate greater value from our workforce. By consistently monitoring and analysing our HCROI, we gain valuable insights into trends, evaluate the efficacy of our human capital strategies, and make informed, data-driven decisions to enhance the value derived from our workforce. This approach enables us to optimize our investments in talent development, recruitment, and retention, ensuring that we continue to cultivate a skilled, engaged, and diverse workforce that propels our company forward.

A higher HCROI signifies that we are efficiently utilizing our human capital to

Engaging meaningfully

Our senior leadership team actively engages with employees through various platforms, including town halls and oneon-one conversations. To maintain a realtime understanding of our company's pulse and take immediate action, we have transitioned from static, pointin-time conversations and surveys to a culture of continuous listening.

We leverage Amber, a chatbot, to connect with team members across different geographic locations, reaching out to all of our global employees. Through this platform, we capture employees' experiences at defined intervals based on their tenure with the company. The feedback obtained through Amber enables us to promptly address individual concerns and implement organisational-level changes based on emerging themes.

We know that our employees are our greatest asset. We strive to create an environment where our team members feel valued and satisfied with their work. We regularly ask our employees about their likelihood to recommend us as a great place to work, their intent to stay with us, and their perception of the fairness of our performance evaluation process. Our goal is to ensure that our employees feel satisfied and engaged in their roles.

A clear sense of purpose is crucial for employees to feel motivated and committed. We regularly gauge our employees’ excitement towards our strategic narrative and their trust in the decisions made by our senior leaders. We also ask them about the clarity of their goals and their contribution to business outcomes.

We are committed to fostering a happy and inclusive work environment. We regularly check in with our employees to ensure that we recognise and reward those who contribute to our success. We also ask our employees about their perception of our work environment’s inclusivity and respect for diversity, and the extent to which they see the Godrej values lived out in everyday work and behaviours.

We recognise that stress can significantly impact our employees’ well-being and productivity. We regularly ask our employees about the level of trust across the organisation, the collaboration between different work groups, and the clarity of processes and systems for contributing towards improvement ideas. We aim to identify and address sources of stress in our workplace, ensuring that our employees can perform at their best in a safe and supportive environment.

Trend of employee wellbeing

Godrej Consumer Products consistently surpasses industry benchmarks in employee well-being. As we utilise engagement data to gain insights and plan actions, our goal is to maintain high engagement scores year after year.

Employee turnover rate

Workplace by Facebook serves as our internal social media and engagement platform, facilitating global connectivity with our teams. In the past year, we achieved a 56% active user rate and 12.6% engagement rate, demonstrating significant participation and interaction among our workforce.

A Glimpse at GLF 2024

Our annual leadership conclave, the Godrej Leadership Forum (GLF), is where senior leaders from across our Group companies come together for two days of collective learning. GLF 2024 delved into the theme 'The Seen, The Unseen,' sparking two days of profound sharing and strategic visioning, with thought leaders including Dr. Raghuram Rajan - Former RBI Governor and Professor at the University of Chicago, Sandeep Bakhshi - Managing Director and CEO of ICICI Bank Limited, Sunil Bharti Mittal - Chairman of Bharti Enterprises, and many more.

Learning and sharing at the
Godrej Leadership Forum

Our GCPL Leadership meet

The GCPL Leadership Meet brings together Godrej leaders from our business locations across the globe for a day of learning and sharing. Our leadership spent time sharing reflections from the past year and setting in place ambitions for the next. The event also included a special session dedicated to enabling our leaders to explore their respective leadership styles, while continuing to stay committed to our operating philosophy.

The GCPL Leadership Meet brings together Godrej leaders from our business locations across the globe for a day of learning and sharing. Our leadership spent time sharing reflections from the past year and setting in place ambitions for the next. The event also included a special

Senior Godrej leaders convene for our
annual GCPL Leadership Meet

Through continuous engagement with employee representatives, we address a wide range of workplace concerns, including working conditions, health and safety measures, and opportunities for professional growth. This collaborative approach enables us to consistently refine our workplace policies and practices, ensuring they remain relevant, fair, and supportive of our employees' evolving needs and aspirations.

Our goal is to establish a workplace where every employee feels valued, heard, and empowered to perform at their best. By fostering strong relationships with employee associations, we effectively address the diverse needs of our workforce, fostering a thriving workplace culture that generates long-term value for all stakeholders.

Innovative recruitment approach

On another front, we are dedicated to cultivating an engaging and inclusive employer brand on business school campuses. Building upon insights from previous years, we revitalized Godrej LOUD (Live Out Ur Dream), our engagement platform, into an immersive experience that incorporates various engagement opportunities.

This initiative attracted 62 students from 10 prestigious business schools across India to participate in a curated program featuring leadership discussions and business immersions. From this group, we selected 23 students, with two-thirds of them being women. Through meaningful conversations, we encouraged these young individuals to reflect on their personal purpose, values, and potential to drive positive change in our world. Our belief is rooted in the notion that purpose-driven, determined young individuals can evolve into future leaders at Godrej.

Engaging with business school
students at Godrej LOUD

Hiring for potential: Programme NEO

To attract and integrate talent from diverse academic and professional backgrounds, we introduced Programme NEO in FY23. This initiative welcomed applications from seasoned professionals who had graduated from prestigious universities and sought to redefine their career paths. Candidates were evaluated based on their potential and alignment with our values, leading to the recruitment and onboarding of 10 individuals across departments such as Sales and Marketing, Supply Chain, IT, and HR.

To attract and integrate talent from diverse academic and professional backgrounds, we introduced Programme NEO in FY23. This initiative welcomed applications from seasoned professionals who had graduated from prestigious universities and sought to redefine their career paths. Candidates

Over the past year, we have concentrated on providing a diverse array of upskilling and training opportunities to equip individuals with the necessary skills for the roles they were hired for.

Recognising and celebrating high performance

Ensuring employee growth, development, and success requires regular performance evaluations and feedback. To support our employees in excelling in their roles, we have established a robust performance review system. All eligible employees undergo annual performance reviews, aiming to offer constructive feedback, define clear objectives for the upcoming year, and pinpoint opportunities for personal and professional growth.

These performance evaluations facilitate meaningful discussions between employees and their managers regarding past achievements, areas for enhancement, and future aspirations.

For mid-management and higher levels, we enhance the performance review process with a 360-degree feedback system. This comprehensive approach collects feedback from an employee's peers, subordinates, managers, and sometimes clients, providing a well-rounded assessment of an individual's performance, leadership abilities, and interpersonal skills.

Performance and career development reviews of employees:

The Godrej way awards

These awards are dedicated to recognizing individuals whose behaviors align with our core values-Trust, Be Bold, Show Respect, Own It, Be Humble, and Create Delight. Held quarterly in India, the Godrej Way Awards honor outstanding contributors who exemplify our values in their actions.

The Godrej awards 2024

Organized across the entire Godrej Group, these awards celebrate exceptional performers within our organization. Winners were honored at a special event held at our Mumbai headquarters, acknowledging their remarkable contributions.

Initiatives for sustainability

We are committed to reducing the environmental footprint of our products and operations while evaluating their sustainability throughout their lifecycle. Insights gathered from this assessment inform our product development process, enabling us to create environmentally friendly products that benefit both people and the planet.

Superstar awards
 

Recognised as the most prestigious awards at GCPL in India, the Superstar Awards commend the excellence of team members across all business functions, highlighting their exceptional performance and contributions.

Ranked among the Best Companies to Work for:

Our commitment to fostering a hightrust, high-performance culture has earned us recognition our efforts towards promoting diversity and inclusion were acknowledged when we were named one of the Best Organizations for Women in 2023 by the Economic Times.

Recognising talent and performance
at the Godrej Awards

Ranked among the Best Companies
to Work for: We are recognised
as one of Great Place to Work®
Institute (Indonesia) 2024

We actively address human rights risks within our operations and supply chain, focusing on preventing labour rights violations such as child labour, forced labour and unsafe working conditions. We ensure to go beyond compliance and build accountability by adhering to international standards like the United Nations Guiding Principles on Business and Human Rights.

Our human rights framework

Foundation

Human rights policy

To translate our commitment into action, we have established a robust Human Rights policy. It is aligned with the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work, and our commitment extends to upholding the Human Rights Principles of the United Nations Global Compact and implementing the Voluntary Principles on Security and Human Rights. We adhere to all applicable human rights laws wherever we operate. However, where those laws and international human rights standards vary, we follow the higher standard. Where they differ, we adhere to the law of the land while seeking ways to respect international human rights to the greatest extent possible.

We value diversity, equality of opportunity and fair treatment. We respect every individual’s human rights and do not discriminate on the basis of race, colour, caste, class, gender, sexual orientation, gender identity, religion, political opinion, nationality, ethnicity, social origin and status, indigenous status, disability, age or any other personal characteristic or status. We do not tolerate disrespectful or inappropriate behaviour, harassment, intimidation or unfair treatment, or retaliation of any kind by our employees or those of our suppliers and business partners. We offer safeguards to our employees, suppliers, customers, consumers, new business acquisitions, and business partners including agents, clients, and local communities and maintain them with respect for their privacy and dignity.

We prohibit the employment of individuals under the age of 18 years. We forbid the use of all forms of force in the workplace. Further we prohibit child, adolescent, bonded or compulsory labour, including any form of human trafficking. We compensate employees in relation to the industry and local labour markets, and comply with relevant wage, work hours, overtime and benefits laws or prevailing industry standards. We do not discriminate between men and women and pay equal remuneration for same work or work of similar nature. We respect our employees’ right to freedom of association and collective bargaining and ensure that they can choose do so without fear of reprisal, intimidation or harassment. We are committed to establishing constructive dialogue with employee labour representatives and bargaining with them in good faith. We are dedicated to maintaining a safe, hygienic and healthy workplace that complies with applicable health and safety laws, and minimizes the possibility of accidents, injury and exposure to health risks. We engage with employees to continually improve health and safety practices, including identifying and remediating health and safety hazards and issues.

We recognise the importance of land rights and are committed to the principle of free, prior and informed consent, and support its implementation by relevant national authorities within their legal frameworks. Further, we respect the culture and heritage of the local communities where we operate, including socially and economically vulnerable groups, and work towards developing constructive relationships with them.

We have also mainstreamed human rights into 4 other policies and procedures across our operations worldwide. It makes human rights a core requirement in our policies like Sustainable Procurement Policy, Anti-Sexual Harassment Policy, Safety and Health Policy and our Codes of Conduct.

Through these measures, we demonstrate an unwavering commitment to promote and safeguard human rights across all facets of our operations.

Our 10 salient human rights issues

Our human rights assessment between FY 2022 - FY 2024

We have evaluated our own operations and supply chain in terms of human rights. Contractors, labourers, full-time employees, and Tier I suppliers are all included in this. This assessment does not cover joint ventures.

Own Operations and supply chain

Our action plan

3. Periodic tracking and progress on action plan

In line with our commitment to human rights, we are actively strengthening systems and processes. This includes improving our labour contracts for our contract workers, improving our physical infrastructure for people with disabilities and creating awareness on human rights among others. We are also revising supplier contracts to include human rights clauses, and are collaborating with suppliers to implement corrective actions and capacity-building initiatives where necessary. We have organised a number of ESG awareness trainings for our suppliers in FY2023-24 which included training sessions on human rights.

To track and progress on our human rights action plan, we have established a crossfunctional working committee comprising representatives from departments and clusters. This committee is entrusted with implementing human rights mitigation plans across our operations.

As of March 2024, all 14% of our manufacturing sites where we need to strengthen our human rights actions have successfully integrated our human rights action plan. We are committed to expanding our plan, ensuring that all our facilities adhere to the highest standards of human rights and equitable labour practices.

4. Regular review and communication of our human rights efforts

Across our operations, human rights considerations are seamlessly integrated, from oversight by the Board to implementation by operational teams, with diligent monitoring conducted by audit teams and steadfast support provided by HR at all levels.

We have established a dedicated Boardlevel committee focused on ESG, with human rights as a pivotal area of discussion. This committee convenes bi-annually to assess ESG risks, devise mitigation strategies, identify emerging focus areas, and monitor progress on the action plan.

Our Internal Audit team oversees compliance with local laws and will provide oversight on our Human Rights action plan implementation . They conduct regular reviews of operations across all geographical locations to uphold the highest standards of adherence.

Looking ahead, we are determined to address key human rights commitments with the support of our stakeholders. In the fiscal year 2024-25, we will -

•  Develop action plans for all sites and suppliers to achieve our human rights objectives

•  Report progress against the assessment and actions plans that have been rolled out

Furthermore, in the fiscal year 2020-21, we initiated interventions targeting dengue and chikungunya prevention in urban areas of Uttar Pradesh, Madhya Pradesh and Chattisgarh. In fiscal year 2023-24 we scaled the urban intervention to Maharashtra. Our urban dengue and chikungunya project, spanning eleven cities, aims to heighten awareness among urban poor communities about mosquito-borne diseases and educate them on protecting their families and neighbourhoods. This project currently operates in Bhopal, Gwalior, Indore, and Jabalpur in Madhya Pradesh; Lucknow, Kanpur, Agra, and Meerut in Uttar Pradesh; Raipur in Chhattisgarh; and Palghar and Thane in Maharashtra with the objective of reducing dengue and chikungunya cases and associated mortality.

Interventions under this project include:

•  Home visits to provide education and raise awareness about diseases and prevention.
•  Community campaigns for widespread awareness.
•  Digital outreach through SMS, WhatsApp, interactive voice response, and community radio.
•  Mobilization and training of community volunteers to act as health advocates.
•  Training of public healthcare providers in managing neglected tropical diseases like dengue and chikungunya
•  Engagement with private healthcare practitioners.
•  Collaboration with local public health authorities, educational institutions, resident welfare associations, and professional associations.

Our third project under EMBED focuses on providing technical support to the Government of India and Government of Uttar Pradesh in developing an integrated vector management protocol and facilitating its implementation in endemic states.

This project aims to:

•  Develop Integrated Vector Management (IVM) protocols for shortterm and long-term interventions.
•  Conduct information, education, and communication activities targeting at-risk communities using an IVM approach for vector-borne disease control.
•  Strengthen existing health systems and providers through capacity building on case identification, treatment, and referral, along with providing technical support.
•  Foster sustainable partnerships among multisectoral stakeholders to adopt a collaborative approach.
•  Enhance the capacity of the state and district for outbreak investigation and management.

A third-party impact assessment of the rural malaria intervention was conducted in the fiscal year 2021-22. The assessment covered four districts of Madhya Pradesh-Shivpuri, Sheopur, Alirajpur, and Jhabua-1.5 years after the project's completion and exit from December 2021 to February 2022. The study revealed high community awareness about malaria symptoms (98%) and frequent testing (70%) among respondents with fever, leading to timely treatment and faster recovery. Additionally, 92% of participating households actively maintain cleanliness to prevent mosquito breeding. The Social Return on Investment (SROI) value for the overall program is ₹12.57, indicating that for every Rupee invested, the program generates a value of ₹12.57.

Protecting communities and spreading awareness around vector-borne diseases through Project EMBED

Transforming solid waste and plastic management

As a global FMCG player and responsible corporate, we commit to reducing waste across all our plants, processes, products, and supply chain. For the past five financial years, we have achieved zero waste to landfills from our manufacturing units. Beyond managing our manufacturing waste, we recognize our responsibility to work with communities to manage waste. We collect 100% of the plastic waste we generate each year, as per Indian EPR laws, and collaborate with civic agencies, social enterprises, and citizens’ groups to promote material reuse and recycling.

We invest in helping communities around our offices and plant locations to identify and address their waste-related issues using circular economy principles. Since FY 2020-21, we have partnered with the Puducherry Municipal Corporation on a community waste management project, reaching over 200,000 people. We digitally track waste management processes, raise awareness on door-to-door collection and source segregation, and have diverted over

1500 MT of waste from landfills through clean-up drives and door to door collection. We established a sanitation park processing 4 TPD of waste and provided medical camps for 1,104 waste workers. Our detailed project plan for sustainable waste management has influenced new tenders from the Government of Puducherry.

Our three-year project with Malanpur Nagar Parishad covers all 15 wards, aiming for zero waste to landfill and breaking even on operational costs by the third year. As of FY 2023-24, we diverted 1,329MT of waste from landfills.

Our integrated decentralized solid waste management system in the Palashbari Municipal Board, Kamrup district, Assam, covers all 10 municipal wards and surrounding commercial zones. The project aims to break even on operational costs. Till FY 2023-24, it diverted 2,214MT of waste from landfills.

In Kasauli, Solan district, Himachal Pradesh, we launched a municipal waste management project to tackle the increasing garbage issues impacting the area's natural beauty. In FY 2022-23, we conducted a baseline assessment in the Kasauli cantonment area and five surrounding Panchayats. In FY23-24 we organized cleaning drives, established waste-themed art installations, and engaged school children to raise awareness, diverting 652 kgs of waste.

In Goa, we partnered with the Goa State Pollution Control Board and Goa Waste Management Corporation on a threeyear waste management project with Bicholim and Sattari Municipal Councils. Implemented by the Mineral Foundation of Goa and Sampurn(E)arth, this project serves approximately 2.9 lakh people. In FY 2023-24, we diverted 1,449 MT of waste from landfills.

Overall, we diverted 7,278 MT of waste from landfills since 2019 and our goal is to transform waste management systems in five municipalities and divert over 8,000 MT of waste from landfills by FY2025-26 through collaborative partnership.

We have successfully treated 2,950 hectares of land, covering the total project area. To date, we've distributed over 8.5 lakh saplings for direct planting and seed dibbling. Additionally, the project has established 39 pandals and installed 25 drip irrigation systems on farmers' lands, with a 30% contribution from the beneficiary farmers. We have also trained over 100 farmers in alternative agricultural practices. Through this project we will sequester 30,000 metric tons of CO2 per year and enhancing the entire community's capacity in water management and sustainable agriculture .

Investing in watershed management
to help restore ecological balance