Integrated Annual Report 2024-25 98 support of 135 Ethics Counsellors who help the Company to amplify the values which the Company stands for and facilitate regular conversations and training with their cohorts. The Ethics Counsellors are trained by subject matter experts (internal/external) on ethics and policies throughout the year. During the year, they have trained approximately 10,000 employees across various geographies on the Code and policies related to ABAC, G&E, POSH and WB. Further, your Company has driven sensitisation on the Code and other ethics policies vide ethical guidelines, emailers, videos, standees and posters across locations. The Company’s Vigil mechanism process is clearly defined for identifying and resolving breaches related to the Code of Conduct and the Company’s Ethics Policies. It is regularly communicated throughout the Company vide the ‘Speak Up Campaign’. Data relating to such breaches is reviewed by the Corporate Governance Council and the Audit Committee that helps in determining the allocation of resources for future policy development, any review of policies, process improvement, training and awareness initiatives. The Corporate Governance Council ensures that the Ethics & Governance framework is executed effectively. The Group Ethics and Governance Committee and Business Ethics and Governance Committees help to ensure decisions on substantiated cases are taken in a fair, just and consistent manner across various functions of that business. Vigil Mechanism The Vigil Mechanism as envisaged in the Companies Act, 2013, read with the Rules prescribed thereunder, and the Listing Regulations is implemented through the Company’s Whistle‑Blower Policy. The Whistle-Blower Policy of your Company is available on the Company’s website and can be accessed in the Governance section at the Web-link: https:/www.mahindra.com/sites/default/ files/2024-05/Whistle-blower-Policy-Revised.pdf Revised.pdf. It enables the Directors, employees and all stakeholders of the Company to report genuine concerns (about unethical behaviour, actual or suspected fraud, or violation of the Code) and provides for adequate safeguards against victimisation of persons who use such mechanism and makes provision for direct access to the Chairman of the Audit Committee. A quarterly report on the whistle-blower complaints, as received, is placed before the Audit Committee for its review. During the year, the Company received 126 whistle-blower complaints, out of which 116 complaints were investigated and appropriate actions were taken and investigations were underway for the remaining 10 complaints. All complaints are tracked and monitored on timely basis. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 The Company adopts a zero-tolerance approach towards sexual harassment at workplace. A detailed Prevention of Sexual Harassment at Workplace Policy (“POSH Policy”) is in place as per the requirements of The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“the Act”). The POSH Policy of the Company is available on the website of the Company and can be accessed in the Governance section at the Web-link: https://www. mahindra.com/policy-on-prevention-of-sexual-harassment. The POSH Policy is also available in 8 vernacular languages. All employees (permanent, contractual, temporary, trainees) as defined under the Act are covered in this Policy. The POSH Policy is gender inclusive, and the framework ensures complete anonymity and confidentiality. Internal Complaints Committees (“IC”) have been constituted to redress complaints of sexual harassment and the Company has complied with the provisions relating to the constitution of IC under the Act. While maintaining the highest governance norms, IC are constituted for various locations. Half of the total members of the IC are women. The external members with requisite experience in handling such matters are also part of the IC. The IC is presided over by a senior woman employee in each case. Inquiries are conducted and recommendations are made by the IC at the respective locations. The IC is updated on judicial trends and trained regularly on the nuances of the Act. During the fiscal year under review, 22 complaints alleging sexual harassment were filed and 19 were resolved by taking appropriate actions as per the provisions of the Act. 3 complaints are pending inquiry as of 31st March, 2025. All complaints are tracked and monitored on timely basis. Continuous awareness in this area has been created through the POSH campaign reiterating Mahindra’s commitment to providing a safe workplace to all its employees. During the year, the Company organised sensitization and awareness programs vide inductions for new joiners, e-learning modules for all employees’ trainees, associates including sending emailers, creating standees and posters to sensitise all
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