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We thrive in a culture of respect, inclusion and diversity. At Tata Steel, we have made a conscious effort to build an equitable environment and a diverse leadership team. We have always been a pioneering and enlightened employer. We recognise that our people give us the competitive edge. Across the globe, our teams have a healthy mix of not just gender and age, but also culture, ethnicity and a myriad of other such aspects. We actively work against stereotypical biases to encourage a culture of meritocracy. MOSAIC, our Diversity & Inclusion initiative established in 2015 for Indian operations, is a driver towards this goal. It defines the path the company has taken to build a people-oriented culture that both celebrates and encourages diversity and inclusion. The initiative has a five pillar approach that covers infrastructure, sensitisation, recruitment, retention and development, and celebration.

Infrastructure

We have state-of-the-art crèches with ergonomically designed furniture that offer complete safety. We also have customised amenities for physically-disabled persons as well as music and sports rooms, gymasiums and libraries at all our company housing complexes and offices.

Sensitisation

We organise structured workshops for every level of our workforce. To promote Diversity and Inclusion, we hold workshops for our senior leadership to help them understand the importance of a diverse workforce. We also organise workshops for middle-management to help them leverage the potential of a diverse workplace and employ an inclusive approach in their business dealings. Panel discussions and debates are organised to encourage expression of thoughts and opinions on diversity and inclusion.

Recruitment

Gender diversity has increased 5% when it comes to new hires in Indian in the 2016-17 period. We are also organising scholarship programmes for women in engineering colleges, thereby creating opportunities for them to join Tata Steel.

Retention & Development

  • At Tata Steel, we promote employee-friendly policies that promote work-life balance. These include paternity leaves, satellite office operation, five-day work week, work from home days and a revised sabbatical leave policy. We have also instituted out-of-bell-curve consideration during appraisals for women on maternity leave.
  • In Europe, the European Works Council meets on a regular basis to provide a forum for discussion of significant issues that may affect employees. We also have consultative structures in place at both the national and local level.