Redefining DE&I At Shopfloor

With a legacy spanning 100 years, JSW MG Motor India—formerly MG Motor India until 2024—is a prominent automobile manufacturer. Since 2023, it has operated as a joint venture between Mumbai-based Indian multinational conglomerate JSW Group and Shanghai-based Chinese automotive manufacturer SAIC Motor, which markets vehicles under the British MG marque.

During a recent visit of Team BW People to their manufacturing plant in Halol, Gujarat, JSW MG Motor India demonstrated its evolution into an 'autotech' company. The plant showcased cutting-edge technologies and the integration of artificial intelligence (AI)throughout its operations and assembly lines. 

In India, JSW MG Motor boasts over 400 touchpoints across 170+ cities and employs more than 6,000 direct and indirect workers. This expansive network underscores its commitment to innovation and excellence in the automotive industry. 

The autotech company is dedicated to creating an inclusive environment that celebrates diversity in backgrounds, experiences and perspectives. To build a stronger and more diverse community, they have implemented various initiatives aimed at empowering women and girls. Programmes such as MG Sewa, MG Nurture, Drive Her Back, and the provision of dedicated hostels for women employees reflect the ongoing commitment to supporting and nurturing the potential of women within the organisations. 

Empowering women in the workforce

For decades, the auto and manufacturing sector has been dominated by men. However, MG Motor India has broken these barriers, achieving an impressive 37 per cent ratio of women on the shop floor. Remarkably, this high ratio has been maintained for two consecutive years. Among these women, 30-32 per cent are either leading teams on the shop floor or serving as individual contributors. This gender ratio is the highest in India's auto sector at the shop floor level.

As to how the organisation achieved this inspiring ratio, Ravi Mittal, Director of Manufacturing, MG Motor India, comments, “Initially, there was a lot of hesitation from the women around Halol to come to work. To make them comfortable, we invited their families to our plant to familiarise them with our operations and showcase the safety provisions in place for women.”

He further explains, “We have such a high ratio of women because, unlike decades ago, the industry no longer relies on muscle power but rather brain power. This shift allows anyone, regardless of gender, to handle any equipment or technology. We believe that technology is gender-neutral. Women naturally have a better eye for detail and tend to be more skilled and disciplined. Surprisingly, women constitute 60 per cent of the workforce in the paint shop, reflecting the nature of the job, which demands a keen eye for detail,” Mittal adds.

Aakruti, a Quality Supervisor, shares her personal experience of the company’s support for women employees. “I wanted to support my family financially during a crisis. MG Motor gave me the opportunity to showcase my skills and become a breadwinner for my family. The work culture here inspires me to consistently go above and beyond for the company every day.”

Javanika, an engineer in the Utility Department, concurs, saying, “Coming from a conservative Rajput family, I couldn’t even imagine leaving the house after 7 pm, let alone working in a manufacturing factory. With equal opportunities, a hygienic workplace, and a respectful environment, women can excel in any sector.”

Training & career development

The company fosters career progression by offering women on the shop floor opportunities to lead teams, instilling a sense of authority and responsibility. Additionally, blue-collar workers receive computer training, enabling many to transition into white-collar roles with supervisory responsibilities.

New female hires, regardless of their prior shop floor experience, begin with an intensive training programme. This programme starts with hands-on practice at a static station, where they are thoroughly familiarised with each machine component. In addition to technical training, they receive training in the realms of cross-team functioning, soft skills, hygiene, communication, and behavioural aspects. Training modules are available in regional languages to ensure accessibility. Hiring typically occurs after the individual has completed 12th grade. Following three weeks of physical training, participants also have the option to continue their training online.

Ensuring safety & support

Delving into the issue of safety of women at the plant, Yeshwinder Patial, Senior Director of HR at MG Motor India, states, “The safety of our female employees is our top priority. Although government amendments have extended work hours for women beyond 7 pm and before 6 am, we have implemented stringent measures to ensure their security.” 

“In addition to providing dedicated hostels, we hold daily meetings on the shop floor, each with a different agenda, such as POSH, women’s rights at work, medical safety measures, LGBTQ+ awareness, and addressing unconscious biases. These training sessions are provided for all employees irrespective of their gender, and feedback is actively solicited from everyone. Every individual is empowered to report any unethical behaviour they observe at the plant,” he adds. 

The company ensures the safety of its female employees by providing cab services to and from the workplace. Upon reaching home, employees sign a register to confirm their safe arrival, allowing the company to maintain a record of each woman’s safe return.

Inclusion efforts 

Addressing LGBTQ+ inclusion, Patial comments, “We have made significant strides in eliminating unconscious biases, which are often present not only among male colleagues but also among women leaders. We are actively working to create an environment where employees can openly discuss their preferences. However, the blue-collar workforce often hesitates to engage in conversations about gender acceptance.”

Regarding PwD inclusion, Patial notes, “We employ several individuals with disabilities in white-collar roles, including those who are visually impaired. However, for safety reasons, we do not permit them to work in our plants or manufacturing facilities.”

Comprehensive employee benefits

The autotech company offers numerous benefits to its employees. The blue-collar workforce enjoys term insurance, introduced during the Covid-19 pandemic, comprehensive medical insurance and an on-site first aid centre.

For new mothers, the support begins even before they announce their pregnancy, with a congratulatory hamper sent to their homes. Throughout the pregnancy, managers stay in touch to keep employees updated on industry trends, ensuring a smooth transition when they return to work. Working mothers also benefit from an on-site creche facility and are reimbursed for nanny expenses through the Nanny Support Programme.

By integrating advanced technology, promoting gender diversity and providing comprehensive support to its employees, the company not only sets a high standard within the industry but also exemplifies how a modern workplace can evolve. As they continue to break barriers and champion equality, the autotech company paves the way for a more inclusive and innovative future in the auto sector.