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India’s Tata Steel aims 25% women representation in workforce by 2025
India’s Tata Steel aiming 25% women representation in its workforce by 2025, from the current level of 17%, company Annual Report 2018-19 said.
“Tata Steel is an equal opportunity employer and does not discriminate on the basis of gender, caste, religion or disability.”, company said.
It is also targeting towards 10% women employees of its workforce on the shopfloor by 2025 and to create more avenues for women to grow in the technical/ manufacturing domain.
With 32,984 employees, Tata Steel promote diversity within workforce is of paramount importance which complements in enhancing overall capabilities and promotes a culture of innovative thinking.
“Diversity and Inclusion is a way of life to ensure fair and equal opportunity for all employees.”, it said.
A diversity and inclusion initiative–covers four aspects, gender, Person with Disabilities (PwDs), LGBTQ+, and different sections of society (e.g., Affirmative Action Community). 32% of management trainees hired from top business schools are female, a result of our diversity-focused recruitment processes.
Tata Steel has opened up two shifts at its Jamshedpur steel plant shopfloor for women employees between 6:00 am and 10:00 pm. Starting April 1, 2019, Tata Steel has deployed 52 female employees at its Coke Plant and Electrical Repair Shopfloor in Shifts A & B between 6:00 am and 10:00 pm through the week.
The new initiative to include women in the shopfloor follows the 2017 guidelines prescribed by the Government of Jharkhand that allows women to work in some shifts, provided adequate safety measures are put in place by employers.
Under diversity and inclusion initiative, Tata Steel had conducted sensitization sessions for the employees, set-up security systems, created women role models as ambassadors and met families of women to seek continued support and make this a success.
It has created new and augmented existing facilities like creche, special conveyance, availability of lady doctors and attendants, canteen, restroom and washroom facilities, deployment of female security guards, CCTV surveillance systems and more.
Company has been constantly innovating and pioneering people practices in the realms of hiring, engagement, diversity and inclusion, rewards and recognition and performance management. In keeping with the changing times, it has introduced several path-breaking policies, practices and initiatives for various segments of the workforce like 5-day workweek, menstrual leave, paternity leave, adoption leave, satellite office operation and Take 2 (to provide a platform to the partners of the Tata Steel employees and women professionals who are on career break) to name a few.
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