Employer of choice

Tata Steel has always been a pioneering and enlightened employer.

Core principles

Long before its human resources policy was formally written down in 2001, the company’s employment philosophy and practices were based on the recognition that its people are the primary source of its competitiveness.

 

The core principles enshrined in that policy, and now applied across the Tata Steel Group worldwide, are: equality of opportunity, continuing personal development, fairness, mutual trust and teamwork. These principles are underpinned by the five Tata Group core values: integrity, understanding, excellence, unity and responsibility.

 

Recruitment and retention

The Tata Steel Group believes that being the best possible employer helps to recruit and retain the best employees.

 

Retaining talented employees is critically important, and the Group recognises that the best way of earning employee loyalty is by providing them with good and challenging jobs, with opportunities for development and progression, and with competitive compensation and benefits schemes.

 

Training and development

As our business continues to evolve, we encourage and enable all our people to develop and grow with it. The Tata Steel Group continues to invest in and improve its managerial and technical capabilities through internal development and training of its employees across Europe, India and South East Asia.

 

An inclusive and diverse workforce

We believe as a matter of principle that diversity within the workforce greatly enhances our overall capabilities. In all our global operating locations, we pride ourselves on being an equal opportunity employer and do not discriminate on the basis of race, caste, religion, colour, ancestry, gender, marital status, sexual orientation, age, nationality, ethnic origin or disability.

 

Employee policies and practices are administered in a manner that ensures all decisions relating to promotion, compensation and any other forms of reward and recognition are based entirely on merit.

 

Any alleged violation of the equal opportunity policies is investigated and acted on through a formal grievance process and where concerns are valid, appropriate action is taken.

 

Open and continuing dialogue

Clear, honest, two-way communication between management and employees at all levels is intrinsic to the culture of the Tata Steel Group.

 

In India, the joint consultation system has been in place for more than 50 years and has matured in scope from a purely consultative mode to a partnership mode.  Any issues relating to the progress, plans and prospects of the business are discussed openly and with a sense of shared purpose among senior management and employee representatives.

 

Mutual trust based on openness and transparency is equally ingrained in the performance culture of our European operations. Our European Works Council meets on a regular basis, and we have consultative structures and processes at country and business unit levels. In the UK, an information and consultation agreement with national unions provides a framework for consultation on strategic issues and for regular updates on business performance.