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TRANSFORMING TRANSFORMING TRANSFORMING
SUSTAINABILITY REPORT FY 2023 COMMUNITIES THE PLANET THE WORKPLACE

Aim 8

Promote gender parity, diversity and inclusivity

Key Material Issues Workplace diversity helps build a orientation, disability, etc. We firmly get the best kind of talent from both
Diversity & Inclusion, Talent Attraction and Retention, culture that is welcoming of believe in fostering an inclusive and genders, we regularly recruit
Learning & Development, Labor Practices differences, promoting qualities of diverse environment, and recognize and outstanding talent from top-ranking
assimilation and collaboration and respect our employees for their abilities, campuses in our country.
recognizing what is best in people. potential and achievements alone. All
Employees feel valued in such an other considerations are immaterial at A number of initiatives are underway
environment, increasing productivity our workplace and we actively promote a to facilitate the practice of gender
and reducing attrition. Today, many work culture that celebrates and equality and parity within the
governments and regulatory bodies reinforces high performance. organization and to help in ensuring
Embracing diversity and fostering an inclusive have created policies and laws that adequate numbers from both
work environment helps to create a vibrant promoting equality and diversity in Vedanta has an internal Code of Conduct genders are recruited and integrated
workplace that is open to new ideas and is the workplace. There are corporate (CoC), which is part of the onboarding across levels. Several initiatives like
adaptable to a changing world. It also opens us a reporting requirements related to processes that new recruits are taken V-Lead, SheLead, Pragati, Tarang are
much larger talent pool for us and we are able to diversity and inclusion, and failure to through. The CoC encapsulates our underway under direct Board

attract and retain the best talent. meet these may lead to legal company’s policies and work principles oversight and these are
consequences, financial penalties, and every employee is required to be strengthening our efforts in
and reputational risks. These familiar with it and to observe it. Our promoting gender equality. These
concepts have thus moved much anti-harassment policy is part of the CoC programmes are designed to
beyond philosophies or and is diligently upheld across all levels. mentor, train, guide and promote our
good-to-have goals to full scale In case of complaints of harassment, we talented women professionals so
requirements, with targets and have appropriate mechanisms for that they earn their rightful place
responsibilities attached across addressing such grievances, deterring within the organization.
different levels of the organization. the recurrence of misbehaviour and
penalization of the offender. To ensure that equality and diversity
Vedanta has championed equality of remains an abiding organizational
opportunities and diversity and priority that sees real-time
inclusion within our company for we Awarded Great outcomes, we have integrated key
firmly believe in its positive impact in Place to Work for performance indicators (KPIs) into
making our people open to the second our Environmental, Social, and
challenges, and helping enrich their consecutive year Governance (ESG) framework. These
perspectives and experiences. KPIs serve as benchmarks to drive
continuous improvement. When
At Vedanta we have put in place evaluating candidates with similar
policies that ensure equal Gender Parity skillsets, we prioritize the inclusion of
opportunities for all. At the time of We have instituted a policy for lateral deserving women, in a bid to
recruitment, and during their time as balance our workforce that has
an employee the organization hires that mandates that 50% of all new historically been gender skewed due
assesses each individual strictly on hires should be women, helping us to the paucity of women in the
the grounds of merit. No distinction is remain committed to our goal of manufacturing and metals and
made on the basis of caste, religion, maintaining a 50% gender diversity ratio mining industry and other
at the time of hiring. To ensure that we
race, gender identity, sexual socio-economic factors.

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