MAHINDRA & MAHINDRA LTD. | Integrated Annual Report 2022-23

During the year, we have driven leadership perspective sharing sessions, conscious inclusion workshops, infrastructure correction across our locations and established ERGs across prominent locations. We have announced, e-accessibility on our social media platforms the International Day of People with Disabilities, where all our posts on social media carry image descriptions and closed captions. We expect these steps to help us build more inclusive culture going forward. The overall objective of the performance management system is to ensure an alignment between an individual's goals and the organisation's goals and priorities, thereby enabling conversations at every step of the process and actions towards enhancing accountability and providing a base for a focussed career growth. Lastly, this simple and transparent system aims not just to evaluate and reward performance but also reinforces and drives the three key Mahindra Leadership Behaviours of Collaboration, Agility and Bold - in turn driving the right culture across. 133 GROUP MANAGEMENT CADRE (GMC) The next step of our strategic management process is the Group Management Cadre programme to attract leadership talent at the entry-level from top B-Schools of the country. This programme continues to strengthen Mahindra's position as an 'Employer of Choice' across premier B-School campuses and creates a strong talent pool to drive Mahindra's future growth. Through this programme, 21 GMCs joined the Group in 2022, and 31 GMCs will join us in 2023 across various Sectors and functions. As part of the Experiential Module, each GMC that joins us undergoes three stints of 4 months across different functions and businesses. The Summer Internship Programme has evolved over the years as a critical source of the GMC talent pool, and this year we have 29 students who have joined us from the top B-school of India under the GMC Summer Internship Programme 2023. GROUP DIVERSITY COUNCIL (GDC) The Group continues its strong focus on fostering Diversity and Inclusion (D&I) at the workplace with the D&I Vision of - Diversity and Inclusion “We are an organisation which is committed to Rise for a more equal world. We strive to build a caring, fair and thriving culture where individuals can bring their whole selves to work and leverage their fullest p o t e n t i a l t o c re a t e p ro d u c t s a n d experiences that count for our customers.” We have been working with wider involvement across the organisation, seeking inputs and deriving insights to drive the objectives of D&I and to continue our journey of becoming a more inclusive workplace. As a culmination of this exercise, a new D&I Charter was rolled out with clearly articulated vision and beliefs. Our special focus has been to improve gender diversity in areas of technology and business operations which are also going to be thrust areas for the Company. M&M provides equal opportunity to all persons. There is no unfair treatment in relation to the employment, promotion or other related issues or termination of the employment for reasons of gender or disability. Under this policy, we provide necessary training to the new recruits to enable them to carry out their jobs effectively. M&M works towards attracting, retaining, and developing diverse talent through initiatives such as: Equal Opportunity Policy Structured hiring programmes to attract and recruit d i ve r s e t a l e n t t h ro u g h m i n d f u l a n d p o s i t i ve communication as well as deeper engagement channels. Our focus is women and PwD hiring and support, which is done through special ised hiring consultants while maintaining our core philosophy of meritocracy. Focussed Hiring Prioritising career development of women at all levels with access to senior leaders alongside opportunity to develop new skills. Specif ic programmes like Hi-potential Women mentoring for broadening capabilities of the women employees make them ready for leadership roles. Talent Management