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Apraava Sustainability Report 2020-2021 85

We strive to build an organisation that provides fair ignorance and be mindful of the stereotypes that exclude
opportunities to all candidates and employees and them. A tandem cycling experiential activity was organised
prohibits all forms of unlawful discrimination. Our in 2020 for employees and their family members to break
commitment applies to all our programmes across unconscious biases and extend a culture of inclusiveness
employment practices, measuring and reporting progress towards Persons with Disabilities (PwDa).
and striving for continuous improvement.
This programme produced an environment of openness and
There is an increasing social responsibility to include empathy while breaking social prejudices about disability.
persons with disabilities. We need to leave behind our Gender diversity at Apraava Energy is depicted in Figure 30.

Figure 30: Gender diversity at Apraava Energy

Particulars FY 2018-19 FY 2019-20 FY 2020-21
Women in Apraava Energy 11% 12% 12%

Women in managerial roles 8% 9% 9%

Women in engineering roles 8% 8% 8%

In 2020, we accelerated our efforts around Diversity, Equity &

Inclusion (DE&I) and Belongingness. Apraava Energy's Diversity,

Equity & Inclusion (DE&I) council was formed in 2020 to enable

conversations, develop a strategic plan, and provide our DE&I

efforts a more focused direction. The DE&I Council has

cross-functional senior representation and is chaired by the

Managing Director. To offer us an outside-in perspective, an

external partner was also inducted into the council.