"As Industry Leaders, It Is Important To Empower And Groom Young Women," Namrata

1.    What has been your company's vision and mission behind the diversity and inclusion initiatives?
Two of the principles that drive Vedanta’s philosophy, are People and Communities. Around the globe today, we see a wave of revolution – young women’s participation in economic growth today is unparalleled. Vedanta is a leading natural resource company, and historically, this segment has been closed to women. As industry leaders, we believe it is our responsibility to lead the revolution; to empower and groom young women; to provide them with equality of opportunity and to support nation-building. 
The benefits of women’s participation in the economy are not just limited to the individual or the family – they also extend greatly to businesses. Having women leaders brings forth diverse perspectives, enhances financial performance, improves Employee Satisfaction and Retention, creates role models for future leaders, provides better Customer Insights, strengthens the Company’s Reputation, improves risk management, communication & collaboration and leads to cultural transformation. At Vedanta, we are on track for 20 per cent of our workforce to be female before 2030. 

2.    What challenges have you faced in promoting diversity and inclusion, and how did you overcome them?
There are some challenges that most organisations face on the path of promoting D&I – one of them is the unconscious bias in hiring and promotions. To let go this effect we have guidelines in place – 50 per cent of all hirings must be females and 50 per cent of all positions in the succession plan must be occupied by women. Vedanta believes in developing leaders from within and there is special focus on developing female talent. 
Another challenge that is unique to Vedanta Lanjigarh, is retention of top talent due to remoteness of the location. With women, this challenge is further accentuated. While we appreciate the entry and re-entry of women in workforce and support their careers, we cannot deny the reality that even today women bear the greater share of household responsibilities and are primary caregivers in many situations. Vedanta’s progressive parenthood policy, allowing extended leaves for both parents, flexible working hours for new mothers, Township with state-of -the -art facilities including a hospital and an international school – all go a long way in getting the families to buy in to developing women’s careers.  

3.    What are some key strategies and practices your organization has implemented to promote diversity and inclusion?
The equal employment opportunity policy governs our hiring and operating process. We remain committed to 50 per cent diversity hiring practices, providing them with fast-track career progression and flexible working policies. We have a dedicated council that focusses on the well-being of our women employees. All our women employees can avail a “no questions asked”/”work from home” leave once in a month. We have also introduced “Project Shree Shakti” where our women employees have been introduced in night shift at the shop floor.

4.    What has been the hiring technique and initiatives of having a diversified workforce in your organisation? How do you ensure equivalent gender workforce across all segments?
Our hiring techniques focus on sourcing candidates from a variety of channels to reach diverse talent pools, including partnerships with organisations that specialise in recruitment for underrepresented groups. We take an active approach to ensure gender balance by implementing policies that encourage women to apply for positions across all levels and departments. During interviews, we use standardized questions and diverse panels to ensure fairness.

5.    How do you see the future of diversity and inclusion evolving in your industry, and what steps is your organization taking to stay ahead?
1.    Company's Vision and Mission Behind Diversity and Inclusion Initiatives: Our vision for diversity and inclusion at Vedanta Limited Lanjigarh is to create a workplace that reflects the diverse communities we serve and fosters an inclusive environment where every employee feels valued and empowered. Our mission is to harness this diversity to drive innovation, enhance employee engagement, and ultimately improve business performance. We believe that a diverse workforce brings different perspectives that are essential for sustainable growth and long-term success.
2.    Challenges Faced and Overcoming Them: One significant challenge we faced was unconscious bias in hiring and promotion processes. To overcome this, we implemented comprehensive training programs focused on recognising and mitigating bias. Additionally, we regularly review our recruitment and promotion data to identify patterns and ensure equitable practices. Another challenge is the retention of diverse talent, which we addressed by enhancing mentorship programs and creating employee resource groups that provide support and networking opportunities.
3.    Key Strategies and Practices for Promoting Diversity and Inclusion: Some key strategies include:
⦁    Diversity Training: Implementing ongoing training for all employees to build awareness and understanding of diversity and inclusion.
⦁    Inclusive Policies: Reviewing and revising HR policies to ensure they promote equity, such as flexible work arrangements and comprehensive parental leave.
⦁    Employee Resource Groups (ERGs): Establishing ERGs that provide a platform for various demographics to connect, share experiences, and contribute to organizational policies.
⦁    Diversity Metrics: Setting clear diversity goals and regularly measuring progress against these goals to drive accountability.
4.    Future of Diversity and Inclusion in the Industry: The future of diversity and inclusion in our industry is likely to evolve with increasing focus on intersectionality and the broader social issues affecting employees. To stay ahead, we are committed to adopting best practices from leading organizations, continuously updating our inclusion strategies based on employee feedback, and ensuring our leadership diversity reflects the communities we operate in. We also prioritize partnerships with external organizations to share knowledge and resources that enhance our approach to D&I.
Through our commitment to diversity and inclusion, we strive to create a culture that not only attracts diverse talent but also fosters innovation and engagement throughout our organisation.