Tata Steel Kalinganagar onboards 12 transgender employees as Crane Operator Trainees

Tata Steel further expanded its transgender employee base last week by onboarding 12 Crane Operator Trainees from the LGBTQ+ community at its Kalinganagar plant. In December 2021, in a landmark initiative Tata Steel’s West Bokaro Division onboarded 14 transgender people as Heavy Earth Moving Machinery (HEMM) Operators at its mines.

This step of onboarding the LGBTQ+ community not only aims to break the glass ceiling, but also targets to mainstream transgender people in the society. Tata Steel’s Diversity & Inclusion (D&I) initiative aims at curating a workplace where everyone is respected, every voice is heard, and people can bring their authentic selves to work.

The onboarding event at Tata Steel Kalinganagar (TSK) was organised on February 17, 2022. Atrayee Sanyal, Vice President, Human Resource Management, Tata Steel, graced the occasion as the Chief Guest. Rajiv Kumar, Vice President (Operations), TSK, Jaya Singh Panda, Chief L&D and Chief Diversity Officer, TSK, CL Karn, Chief Logistics Operations, TSK, and Imdad Ali, Chief Human Resource Business Partner, TSK, were also present during the occasion.

“I am pleased to welcome all the members into the Tata Steel family. We will continue with our efforts to drive LGBTQ+ inclusion and build a benchmark workplace. This journey of HR excellence has been extremely rewarding and motivates us to explore new horizons on diversity and inclusion,” said Atrayee Sanyal, VP HRM, Tata Steel.

The trainees will undergo training for a year before they begin working in the plant as Crane Operators.

“The journey of a thousand miles starts with one step and this step in our endeavour to make a more diverse and inclusive workplace here sets an important milestone. As an equal opportunity employer, Tata Steel respects uniqueness of individuals and is putting its best foot forward to shape the workspace of tomorrow,” said Rajiv Kumar, VP (Operations), TSK.

D&I has been a part of Tata Steel’s ethos since long. The Company has taken several path-breaking initiatives, including menstrual leaves, equal benefits for LGBTQ+ partners, gender neutral parental leaves, and support for gender confirmation.

Tata Steel is committed to creating a diverse, inclusive, safe and fair workplace and has taken a target of having 25 percent diverse workforce by 2025. Tata Steel is a certified gold employer under Workplace Equality Index for LGBT+ workforce.

About Tata Steel

Tata Steel group is among the top global steel companies with an annual crude steel capacity of 34 million tonnes per annum. It is one of the world's most geographically diversified steel producers, with operations and commercial presence across the world. The group recorded a consolidated turnover of US $21.06 billion in the financial year ending March 31, 2021.

A Great Place to Work-Certified^TM organisation, Tata Steel Ltd., together with its subsidiaries, associates, and joint ventures, is spread across five continents with an employee base of over 65,000. Tata Steel has been a part of the DJSI Emerging Markets Index since 2012 and has been consistently ranked amongst top 10 steel companies in the DJSI Corporate Sustainability Assessment since 2016. Besides being a member of ResponsibleSteel^TM and worldsteel’s Climate Action Programme, Tata Steel has won several awards and recognitions including the World Economic Forum’s Global Lighthouse recognition for its Jamshedpur, Kalinganagar and IJmuiden Plants, and Prime Minister’s Trophy for the best performing integrated steel plant for 2016-17. The Company, ranked as India’s most valuable Metals & Mining brand by Brand Finance, featured amongst CII Top 25 innovative Indian Companies in 2021, received Steel Sustainability Champion recognition from worldsteel for four years in a row, ‘Most Ethical Company’ award 2021 from Ethisphere Institute, RIMS India ERM Award of Distinction 2021, and Award for Excellence in Financial Reporting FY20 from ICAI, among several others.

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Disclaimer:

Statements in this press release describing the Company’s performance may be “forward looking statements” within the meaning of applicable securities laws and regulations. Actual results may differ materially from those directly or indirectly expressed, inferred or implied. Important factors that could make a difference to the Company’s operations include, among others, economic conditions affecting demand/ supply and price conditions in the domestic and overseas markets in which the Company operates, changes in or due to the environment, Government regulations, laws, statutes, judicial pronouncements and/ or other incidental factors.

For media enquiries contact:

Sarvesh Kumar

Chief, Corporate Communications - Tata Steel

E-mail: sarvesh.kumar@tatasteel.com