Page 107 - Tata Chemical Annual Report_2022-2023

Integrated Annual Report 2022-23 01-83 84-192 193-365
Integrated Report Statutory Reports Financial Statements
Business Responsibility &
Sustainability Report

building social capital. All social initiatives under these of candidates that helps improve the Company’s employee 2. Details of minimum wages paid to employees and workers, in the following format:
elements are conducted around the Company’s areas of diversity. The Company has a formal policy on Diversity
operations. This approach aims to improve the quality of and Inclusion (‘D&I’) which articulates and defines its FY 2022-23 FY 2021-22
life, especially in their neighbourhoods. As per the need commitment to this cause. From 2020 onwards, February is Category Total Equal to More than Total Equal to More than
assessment, the Scheduled Caste (SC) / Scheduled Tribes celebrated as the month of Diversity and Inclusion. During (A) minimum wages minimum wages (D) minimum wages minimum wages
(ST) community in the Company’s neighbourhood regions this month, sensitisation training is conducted for the senior No. (B) % (B/A) No. (C) % (C/A) No. (E) % (E/D) No. (F) % (F/D)
aspires for better education, health care, better livelihood leadership team along with various activities conducted Employees
skills and employment. The internal job posting initiative across the Company such as focussed group discussions, Permanent
Seamlessly Harnessing Internal Expertise (‘SHINE’) is further panel discussions, expert speaker sessions on Business and Male 3,478 0 0% 3,478 100% 3,382 0 0% 3,284 100%
enhanced to include referrals for candidates from the Human Rights, Affirmative Action, play shops, quizzes, D&I Female 291 0 0% 291 100% 274 0 0% 270 100%
economically and socially backward communities calling room, communication through emailers, standees, placard, Other than Permanent
it SHINE+. Another corporate initiative was launched which batches, etc. which helps sensitising employees on D&I, Male 447 131 29% 316 71% 355 79 22% 276 78%
has more reward for recruitment consultants for shortlisting unconscious bias, inclusive behaviour, etc. Female 112 60 54% 52 46% 54 13 24% 41 76%
Workers
PRINCIPLE 5 - Businesses should respect and promote human rights Permanent
Male 829 383 46% 446 54% 915 462 50% 453 50%
Essential Indicators Female 24 17 71% 7 29% 27 21 78% 6 22%
1. Employees and workers who have been provided training on human rights issues and policy(ies) of the entity, in the Other than Permanent
following format: Male 9,202 5,700 62% 3,502 38% 8,115 4,555 56% 3,560 44%
Female 570 298 52% 272 48% 554 190 34% 364 66%
FY 2022-23 FY 2021-22
No. employees No. employees 3. Details of remuneration/salary/wages, in the following format: (For TCL India)
Category Total workers % Total workers %
(A) covered (B / A) (C) covered (D / C) Male Female
(B) (D) Number Median Number Median
Employees remuneration / remuneration/
Permanent 3,769 3,471 92% 3,656 3,249 89% salary / wages of salary / wages of
Other than Permanent 559 555 99% 409 409 100% respective category respective category
Total Employees 4,328 4,026 93% 4,065 3,658 90% (` in lakh) (` in lakh)
Workers Board of Directors (BoD) 7 56 2 66
Permanent 853 448 53% 942 534 57% Key Managerial Personnel (excludes MD & CEO and ED) 2 202 0 -
Other than Permanent 9,772 9,772 100% 8,669 8,669 100% Employees other than BoD and KMP 1,275 5 115 6
5
383
6
Workers
17
Total Workers 10,625 10,220 96% 9,611 9,203 96%
4. Do you have a focal point (Individual/Committee) responsible for addressing human rights impacts or issues caused or
contributed to by the business? (Yes/No)
Yes, the Company has adopted a Business Human Rights Policy (available at http://sustainability.tatachemicals.com/vision.htm).
Under the same, the Company has constituted a governance mechanism to address the Human rights issues. It is the same
structure we have to address out Tata Code of Conduct (TCoC) grievances. The MD & CEO is the Principal Ethics Officer (PEO)
and the CHRO is the Principal Ethics Counselor (PEC). Every location has a local ethics counselor who reports to the PEC for the
review of grievances with respect to human rights, etc.
https://www.tatachemicals.com/about-us/governance/code-of-conduct

5. Describe the internal mechanisms in place to redress grievances related to human rights issues.
The mechanism to redress grievances under Human rights is same as for other grievances. On receipt of any concern through
email, letter, web helpline, oral etc., it is registered by the Principal Ethics Counselor (PEC) and sanity check done. Anything
outside the preview of the Code of Conduct is informed back to the complainant. For complaints within the purview of the TCoC
and merits further investigation an investigator either – internal or external is assigned. The investigator conducts investigation
by gathering the data, validating, analysing and gives his observations & recommendations. The investigation report is further
reviewed by the PEC and the recommendation acted upon. The documentation of the action taken is filed for records. These
are reviewed by MD & CEO and the Audit Committee.

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