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About the report
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Corporate Overview +
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Statutory Reports +
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Crompton is dedicated to creating an inclusive working environment with equitable career opportunities and aims to eliminate any form of direct or indirect discrimination based on age, colour, disability, origin, religion, race, gender, family or marital status, gender reassignment, disability, sexual orientation, pregnancy, or maternity status. The organisation’s inclusive policies are designed to encourage people from diverse backgrounds and are aligned to fulfil organisational goals.
Gender diversity at all executive and management levels is critical for organisations to thrive. It fosters equal opportunity, enhances creativity and innovation at the workplace. To attract more women to the organisation, we have made significant changes to our human resource polices and have undertaken initiatives to encourage the participation of women at the workplace. Accordingly, we have modified our travel and stay policy, working schedule and maternity benefits.
The following policy changes have been initiated to attract, retain and promote women’s participation at the workplace.
At Crompton, we have well defined policies around D&I. We have an average 25% of females working in Company. The organisation’s D&I journey has been fortified with the establishment of a specialised council focused on diversity and inclusivity.
The Company’s Code of Conduct and POSH policy is deeply committed to promoting our human rights policy which serves as a comprehensive guideline for equal opportunity for growth, fair, compensation and benefits. We drive initiatives for promoting listening, appreciation, conversation at workplace by using human interface and artificial intelligence. Its key responsibilities are as follows:
Employee awareness
Hiring
Talent integration
Measurements as a strategic pillar
Supporting policies
Establishing accountability, providing governance, promoting communication and ensuring integration with operations, strategy and objectives
Conducting awareness programmes and workshops that emphasise the importance of embracing people from all backgrounds and skills.
Conducting regular audits to ensure adherence to policies and conducting routine trainings
Collaborating with the recruitment team to determine the minimum number of females that has to be being recruited for various job roles
Providing long-term leadership development and mentoring programmes for women. It establishes informal groups for women that allows meeting with the CEO, helps to share concerns and offers unbiased resolutions to issues.
We have implemented strict policies and practices for reporting incidences and to ensure zero tolerance for all forms of discrimination and harassment at workplace and maintain a safe and respectful environment.
At Crompton, we prioritise the safety of female employees by offering travel options in non-shared cabs or autos. They are also allowed to work from home during the first trimester pregnancy.
All female executives while traveling for official purpose are entitled for reimbursement of up to 1.5 times on usual travel allowance.
Crompton encourages work-life balance of female employees by limiting their working hours and providing flexible work schedules for women with small children. Our managers have been provided responsibility for ensuring safe transportation of women. We discourage women working after 7 pm.
The hospitalisation limit for maternity benefit has been enhanced to H75,000 and the overall hospitalisation limit along with the admissible expenses remain unchanged.
Crompton has been recognised as one of the Best Organisations for Women 2023 by ET Edge - an Economic Times Initiative at their recently held conclave in Mumbai. This recognition spotlights and honours businesses that have shown a commitment to advancing D&I in corporate India. It highlights the accomplishments of businesses that have infused a sense of fairness that is built on equity, impartiality and nondiscrimination.
Crompton’s employee engagement initiatives build trust, enthusiasm and a sense of belonging to the organisation. To enhance the fervour and commitment of the Company’s workforce, we orchestrate diverse internal competitions such as Kaizens and safety protocols. We have a process of creating crossfunctional teams and project focused work groups. we celebrate our annual day to engage not only our employees, but also their families. Through these efforts, we strive to foster a culture of participation and enthusiasm among our employees, leading to a more vibrant and productive workplace. Some of our employee engagement initiatives include the following:
We have over 25% female diversity across organisation from shopfloor to corporate office. The participation of female employee is well appreciated for their contribution in every areas of enterprise including manufacturing, quality, innovation etc.
This is testament to our commitment to inclusivity and diversity. By embracing diversity, we have positioned to benefit from the rich array of talent that employees from different backgrounds bring to the workplace.
Employee success is not solely dependent on the work environment but, is largely influenced by family support. Considering the fact, we strive to involve the families of employees in various initiatives and organise events such as online talent shows and singing competitions to boost employee morale. Through these holistic employee engagement programmes, we aim to establish a culture of care and be an employer that prioritises the well-being and happiness of employees, both at work and at home.
To allow employees to participate in friendly matches and build a team spirit, we organise an inter-department cricket tournament. These initiatives offer an opportunity to interact with colleagues from different departments, develop sportsmanship and aim to ensure holistic well-being.
To allow employees to benefit from online yoga and meditation sessions that encourage people to prioritise their physical and mental health.
Effective communication is key to fostering a culture of engagement. Initiatives such as ‘Ask your CEO,’ ‘DIL SAY’ freewheeling sessions, virtual meetings and town halls are regularly organised to encourage open and direct communication between employees and managers/ leaders. It provides a platform for employees to share their concerns. Conversely, the senior managers also gather valuable insight from employees and it is later utilised for formulating or modifying policies.
We organised Mahashivratri Puja and Bhandara distribution at our Baddi plant to celebrate the auspicious occasion. The event brought together our employees, fostering a sense of community and camaraderie.
We have invested in various tools and platforms with the objective of ease working, facilitating process flows and enhance productivity. Going forward, we would integrate the platforms and derive intelligence from the data ecosystem, thus enabling better decision making.
a) SSO: Single sign on will allow employees to access all the below applications we have in CGCEL. Also, we have saved Organisational polices, Induction, Product training material, Training Calendar, Holiday Calendar, SOP’s and so on.
b) Success Factor: HRMS platform where employees can view their profile, compensation structure, resignation request, performance appraisal, organisational structure and so on.
c) Ramco: Payroll software where employees can view their Payslips, Leave application, Tax declaration and actuals against it, Tax planner, Form 16
d) Yatra: Expense and Travel Portal. Employee can claim all his official expenses under Yatra (Chrome River platform).
When an employee has to travel, he may use Yatra to submit a trip request and book his tickets. All travel-related expenses can be claimed under the same category.
e) Degreed: Our Mobile Learning Partner for providing best-in-class Learning Experience to our employees. Learn anywhere anytime through Mobile App. They would also get Recommended Articles/ Videos based on their skills requirement
f) E-Learning: All mandatory courses will be assigned in this application. Employee will earn a certificate after completion of the same. Trainings like Whistle blower policy, Code of Conduct, POSH, etc. fall under this LMS platform.
g) Amber: It is Chat Box where survey link is sent to employees on completing 45days, 1 month, 6 months, 1 year and on all work anniversaries to understand if employee has any grievance or feedback to share with organisation.
In line with our strategy, we focus on hiring the right fit, provide adequate learning programs to build capability and to plan for succession.
The Company’s training and upskilling initiatives have been developed to build a strong and competent talent pipeline. It has also partnered with prestigious institutes to encourage employees to enrol in various courses. In recent years, Crompton has also placed a strong emphasis on job rotation. It helps to retain the competitive spirit and allows employees to fare well in varied job roles.
Talent onboarded
We deploy world class psychometric tools for assessment like Korn Ferry, Hogan covering multiple intelligence to ensure fair and equitable promotions and placements. We lay heavy emphasis on learning agility, empathy and culture fit in assessment of talent.
Succession planning is the pivot of organisation sustainability and growth. At Crompton we have metamorphosed into elaborate, scientific consistent succession planning at various levels.
Employee, with more than three years of experience in the organisation, is eligible to be part of the job rotation allowing diversified exposure for individual growth. Process is to identify, assess and equip successors at various managerial and leadership levels. Our approach allows us to foster a culture of growth and development within our organisation.
Crompton prioritises learning and skill development to create a stable foundation for a future-ready organisation. With dedicated effort, the Company encourages people to enhance their skillset to increase productivity and nurture their leadership potential. Crompton strives to achieve excellence in go-to-market, operational excellence and quality, brand and portfolio management and innovation through various programmes. All trainings are focused on the two main pillars of organisational excellence and operational excellence.
Average training imparted for every employee
Average training expenditure for every employee
Career development workshop for employees to sensitise them on the importance of life-long learning and how they need to take charge of their own development were conducted.
In line with our long-term business strategy, there are robust employee development programmes through structured interventions and on-the-job and experiential learning through career movements, special assignments and projects. It is intended to build best-in- class capability in the area of Go-to-Market, Operational Excellence and Quality, Brand and Portfolio Management and Innovation During the year, following unique initiatives were launched.
All employees in the manufacturing team have been enrolled for the program which covers the concepts of quality management basics like continuous and lean management, Value stream mapping, LEAN tools etc. The objective of the program is to build capability on operational excellence.
This year the focus was on building functional capability in the innovation process deployment through trainings on PDM, NPD while building core competence through programs like GD&T, ALTIUM etc.
The objective of the program was to identify the procurement levers of value enhancement to the business and learn how to apply these levers through practical examples. The program also helped understand how to strategize supplier collaboration through segmentation, relationship management practices, performance & compliance governance to co-create value and improve customer service. Another focus area for the procurement team this year was to develop and hone negotiation skills which was done through practical case studies and role-plays.
The New Dawn,’ a revolutionary sales training architecture, contains a 52-week induction programme that delivers full onboarding training concerning functional expertise as well as an introduction to systems and procedures. This programme is designed to develop outstanding leaders and impart industry-leading sales and distribution training to new joiners as well as the top leaders. The newly joined Area Sales Managers (ASMs) and Territory Sales Manager (TSMs) are offered a comprehensive training and development programme that facilitates learning and skill development. Successful candidates are also offered merit-based certifications. Key focus areas of EDGE are Customer management, Planning skills, Selling skills, Maximising sales incentive programmes (“SIP”). By implementing E.D.G.E, we expect significant improvements in employee performance and productivity, which in turn is anticipated to enhance revenues. The programme’s focus on continuous learning and skill development equips employees with the knowledge and tools to succeed in their roles and contribute to the organisation’s success.
The Company provides overriding priority to Employee Safety. It is committed to building a safety culture by implementing Behavior-Based Safety through trainings and workshops, recording workplace hazards, conducting scheduled Fire-Safety Audits (in-house), strict adherence to Work Permit System (“WPS”) and Daily Toolbox talks and many more.
Regular interaction is maintained through Safety Committee meetings with all associates. Fire-Safety Drills, Safety Week Celebration and continuous Safety training to all employees. Internal and cross plant safety audits are conducted too.
All actions and recommendations are being recorded and evaluated by respective EHS leaders. This monitoring has a major role in reducing workplace hazards/ incidents and making Crompton, a Zero-accident organization.
The organization has identified scenariobased emergency preparedness plans to counter specific emergencies. On a regular basis, mock tests and drills are planned and executed to ensure Emergency Response Team members are quick to respond to any situation.
Safety standards are monitored through a focus on appropriate safety control, elimination of unsafe activities, providing better replacement methods and installation of foolproof engineering solutions (Poka-Yoke).
Crompton has a strong safety culture that prioritises the well-being of its workers. It allows the Company to ensure strict adherence to the Work Permit System (WPS) and hold daily toolbox discussions to promote a safe work environment. Crompton ensures a risk-free work culture and regularly engages with its partners and suppliers through audits.
EHS leaders document and evaluate the proposals and activities discussed in these meetings and implement appropriate safety standards. The Company focuses on effective security management, elimination of hazardous situations and implementation of fool-proof design arrangements like Poka-Yoke, whenever necessary, to enhance safety.
Encouraging worker involvement in the creation and implementation of safety policies creates a sense of accountability, facilitates effective communication and promotes a shared commitment to workplace safety. We provide regular safety training to employees and workers to equip them with the skills needed to prepare for and respond to emergency situations, reducing the likelihood of workplace accidents and injuries. Additionally, we prioritise fire safety at all our offices and manufacturing units, to meet Fire NOC certification requirements. Our workplaces are also equipped with trained personnel and fire-fighting equipment to tend to emergencies.
Through these measures, we have been able to create an organization that is not only delivering high level of performance in the present context, but also an organization that is fully geared towards meeting the dynamic business landscape of tomorrow. Moving forward, we will continue to enhance our HR practices and embrace emerging trends to stay ahead in the industry with the focus on constantly making an impact in our collective pursuit of excellence.
These behaviours are essentials to achieve our desired Business vision, Personal growth and Consumer, Employee and Customer Delight.
Develops a clear personalised vision for own work area. Collaborates with others to relentlessly achieve the vision.
Speaks out the ground reality and own point of view fearlessly. Takes significant risk to leverage opportunities.
Sets development goals for self, makes a plan to achieve and executes it. Develops direct & indirect employees (including channel partner and vendors’ employees) through empowerment, enabling and coaching.
Understands consumer, employee & stakeholders needs through data and frequent interaction. Constantly improves products, services and processes.
Makes a pragmatic and well-balanced plan.
Executes the plan flawlessly and delivers commitment as per timelines.
Responds fast to provide quality solution for consumer, employee & stakeholders’ need.
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