43 Diversity, Equity & Inclusion Gender diversity: Our goal is to increase the number of women employees to 18% of total work force by FY 27. We plan to achieve on the basis on meritocracy. We monitor and continually improve gender diversity across employee groups in India and Manchester year after year. We take several initiatives to hire women, retain talent and promote empowerment • Employee referral policy that offers additional incentives in case of women being hired on merit • Reaching out to women colleges for internships & industrial visits as well as hiring • Health talks and women wellness sessions at regular intervals • Risk assessment for pregnant women • Monthly DEI club meetings to ideate, sensitise, and create awareness • Celebration of International Women’s Day and conducting several women empowerment programs conducted across all sites • Publicise women success stories on our website Executive level (Level 0,A,1) Ratio of basic salary & remuneration of female to male as per various levels Top management (Level 4,5,6) Mid management (Level 2 & 3): It is our objective to foster an agile workforce by embracing diversity across age, gender and all management levels. Women in leadership positions are paramount for successful leadership and we have 10 % of women representation covering all age groups. In Manchester, in the reporting period, the overall female-male ratio is 28:72 with efforts underway to further improve gender diversity. We also have an Equal Opportunity policy in the R&D in Manchester which sets out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment. Diversity with respect to physical disabilities: We continuously strive to ensure that all our facilities, technologies, information and privileges are accessible to people with disabilities. We have identified roles which can be suitable for candidates with different disabilities and encourage candidates with different physical disabilities to apply. We also monitor pay equity in order to incorporate diverse approaches to reducing the gender pay gap by addressing cultural, talent acquisition and retention factors. We seek to promote a gender-inclusive culture while adopting a holistic approach to equal remuneration for women and men for work of equal value. By age group Under 30 76% 24% 30-50 years 90% 10% Over 50 years 87% 13% By age group Under 30 77% 23% 30-50 years 92% 8% Over 50 years 94% 6% By age group Under 30 0% 0% 30-50 years 93% 7% Over 50 years 97% 3% Executive level (Level 0, A, 1) 0.87 Mid Management level (Level 2 & 3) 0.90 Executive level (Level 4, 5 & 6) 0.83
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