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 Embracing diversity and fostering an inclusive governments and regulatory bodies reinforces high performance. organization and to help in ensuring work environment helps to create a vibrant have created policies and laws that adequate numbers from both 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 hires that mandates that 50% of all new balance our workforce that has an employee the organization hires should be women, helping us historically been gender skewed due assesses each individual strictly on remain committed to our goal of to the paucity of women in the the grounds of merit. No distinction is maintaining a 50% gender diversity ratio manufacturing and metals and made on the basis of caste, religion, at the time of hiring. To ensure that we mining industry and other race, gender identity, sexual socio-economic factors. 93