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4. Please indicate the number of permanent employees with that help balance both the needs of the community and our
disabilities: long term strategic growth.
9 as on 31 March, 2018 3. Are there any special initiatives taken by the Company
5. Do you have an employee association that is recognized to engage with the disadvantaged, vulnerable and
by management: Yes marginalised stakeholders? If so, provide details thereof,
in about 50 words or so.
6. What percentage of your permanent employees are
members of this recognised employee association?: ʀ Yes. The Company follows an integrated development
Approximately 35% approach, which specifically targets the disadvantaged,
vulnerable and marginalised stakeholders.
7. Please indicate the Number of complaints relating to
child labour, forced labour, involuntary labour, sexual ʀ At Tata Chemicals Limited, it has been our constant
harassment in the last financial year and pending, as on endeavour to focus on inclusive and collaborative
the end of the financial year. growth. We began our journey a few years back by
focusing on Affirmative Action i.e. disadvantaged
Sr. Category No. of No. of communities and while we continue to progress on
No. complaints complaints this road-map, we expanded our focus on diversity
filed during pending as to additionally cover gender diversity, disadvantaged
the financial on end of the regions and the differently abled – all of which we
year financial year believe are important segments that can help us create
1 Child labour/forced labour/ NIL NIL a more sustainable organisation for the future. Towards
involuntary labour this objective, we have reconstituted our current
2 Sexual harassment 4 NIL Affirmative Action Council into a Diversity Council.
3 Discriminatory NIL NIL The Company has instituted Diversity Council (DC) led
employment by Managing Director and senior leaders to focus on
these four areas. The Company’s leadership drives the
8. What percentage of your under mentioned employees
Affirmative Action agenda across the organisation with
were given safety and skill up-gradation training in the
passion and commitment.
last year?
ʀ The Company’s inter-related development interventions
ʀ 77% of permanent employees have undergone training
are named as BEACoN (Blossom – Enhance – Aspire –
for safety, compliances and skill up-gradation.
Conserve – Nurture)
ʀ It is mandatory for all employees to go through the
safety training at sites. Refresher on safety is also ʀ All social initiatives are being conducted under these
conducted on regular basis. At non-sites we conduct five verticals, around the Company’s three areas of
operation. It follows an integrated development
safety committee meetings and drills for all employees.
approach to improve the quality of life, especially
Last year, we conducted programs on road safety for
in their neighbourhoods and for the farmers. As per
employees in offices. Drivers were also covered in this
the need assessment, the SC/ST community across
program.
the three regions aspire for better education, health
Principle 4: Businesses should respect the interests of, and be care, agriculture/animal husbandry extension, better
responsive towards all stakeholders, especially those who are livelihood skills and employment.
disadvantaged, vulnerable and marginalised
ʀ The Company’s entry level recruitments like Diploma
1. Has the Company mapped its internal and external Engineer Trainees, Graduate Engineer Trainees and
stakeholders? Yes/No Management Trainees focuses on colleges with areas
Yes. The Company has mapped its stakeholders as a part of its dominant in SC/ST like the North East. Our internal job
stakeholder engagement strategy development process. posting initiative ‘SHINE’ is further enhanced to include
referrals for candidates from the economically and
2. Out of the above, has the Company identified
socially backward communities. Indirect employment
the disadvantaged, vulnerable and marginalised
is also being provided at Mithapur and Babrala through
stakeholders?
our rural Business Process Outsourcing (‘BPO’) – Uday
Yes. We have a defined process for identifying key communities, Foundation and ChemConnect, which enables the
their needs and prioritising interventions. Our key community business to outsource some of its non-core activities.
consists of areas in and around our manufacturing sites. Criteria Seamlessly Harnessing Internal Expertise+ (SHINE+)
for selection of key community are based on our Mission, is a corporate initiative, which has higher reward
Vision and Values (MVV), neighbourhood of the area where for shortlisting of candidates that help improve the
we operate, impact on society and benefit to underprivileged Company’s employee diversity especially for gender
people. The needs are identified through various listening diversity, social and economically backward regions and
and learning methods, participatory rural appraisal, need communities and for differently challenged candidates.
assessment, etc. The needs are prioritised based on parameters

128 Annual Report 2017-18