85 We endeavor to embed diversity and inclusion in the workplace consciously by creating an inclusive mindset. For change to happen every individual leader needs to feel a sense of belongingness. We aim to create an environment for each individual to bring their best self forward and work to establish this sense of belongingness. As a first step towards meeting our SDG goal, we have been working to sensitize our leadership and employees across the organization on the importance and benefits of diversity. We endeavor to drive inclusivity by providing the right environment and constant dialogue on the subject. In pursuing our goal of gender and regional diversity and providing equal opportunity to people with disabilities, we aim to improve the effectiveness of our workforce. This however, will be done completely on the basis of meritocracy which will continue to be our main underlying principle to drive diversity and inclusion. Our talent acquisition team is leveraging social networks and conducting targeted recruitment drives to attract the right talent. In the reporting period we made a conscious effort to approach inclusion and diversity more holistically, by adding more women to the workforce, ensuring a healthy mix of campus and experienced hires, increasing regional representation and improving local representation in the top management at each of our sites. We have consciously worked to improve our workforce’s regional representation in India, with almost 70% of our new hires from states outside of Karnataka and Telangana, where our sites and offices are located. Additionally, we are committed to creating opportunities for people with disabilities as well. Advancing the representation of women in the workforce Diversity is a very important part of our recruitment philosophy, and we seek to proactively take steps to build it into our workforce. Our goal is to improve women’s representation in the workforce to 12% by 2022. Our current representation of women is at a stable 9% as of 2019-2020. We are continuing to progress towards this goal, which is reflected in our new hire ratio for women at approximately 10.5%. 02 Learning and Development (L&D) The CDMO industry requires us to have strong technological expertise in a number of areas in addition to being agile, flexible, collaborative, proactive and in tune to our customer’s needs. We therefore invest significantly in our resources to ensure a highly trained workforce. In the reporting period, we have undertaken several L&D transformation initiatives to address the training needs of our employees. We have a holistic approach to training, focusing on safety, regulatory, soft skill and technical training. We have a dedicated training team of 80+ qualified personnel, constantly working to evaluate training needs and facilitate the generation of training content that is in line with latest standards. Training needs are identified for each job role/function and training activities are managed through our cloud-based learning management system (Sai Gurukul). Training for our contract workforce is conducted on the shop floor frequently on selected topics based on specific operations or on key learnings from near misses/incidents and behavior based observations. External training is conducted on a need basis. We have dedicated training halls equipped with laptops specifically to be used for training purposes. % of total employees by gender 91% 9% % of total employees by age group Over 50 3% 21-30 28% 30-50 69% 01 Diversity & Inclusion
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