Integrated Annual Report 2024-25 244 10. Assessments for the year: % of your plants and offices that were assessed (by entity or statutory authorities or third parties) Child labour 100.00 Forced/involuntary labour 100.00 Sexual harassment 100.00 Discrimination at workplace 100.00 Wages 100.00 Others NA 11. Provide details of any corrective actions taken or underway to address significant risks / concerns arising from the assessments at Question 9 above. NA LEADERSHIP INDICATORS 1. Details of a business process being modified / introduced as a result of addressing human rights grievances/ complaints. [GRI 2-25, GRI 3-3] There have been no human rights grievances / complaints in FY25 requiring the Company to modify its business processes or introduce new business processes. 2. D etails of the scope and coverage of any Human rights due-diligence conducted. [GRI 3-1, GRI 3-3] The scope and coverage of Human Rights Due Diligence extends to the Company’s operations and its value chain partners. The Company is a signatory to the United Nations Global Compact and is committed to the highest standards of human conduct and the dignity of all those associated with the Company. The Company’s Human Rights Policy ensures that all sectors/business units assess the human rights implications of investments, encompassing new projects, joint ventures, acquisitions of existing businesses, and all business partnerships like vendors, dealers, and suppliers. As part of strengthening its human rights due diligence framework, the Company is currently undergoing the SA8000 certification process—an internationally recognized standard for decent workplaces, grounded in the principles of international human rights norms and national labour laws. This process includes a rigorous evaluation of core areas such as child labour, forced or compulsory labour, health and safety, freedom of association, discrimination, disciplinary practices, working hours, and remuneration. The certification process involves comprehensive internal audits, worker interviews, management reviews, and stakeholder engagement, thereby reinforcing the Company’s ongoing commitment to ethical labour practices. Once completed, the certification will serve as a formal validation of Company's human rights management systems and labour standards, both within its operations and across its value chain. 3. Is the premise/office of the entity accessible to differently abled visitors, as per the requirements of the Rights of Persons with Disabilities Act, 2016? Yes. The facilities include ramps, accessible entrances, and designated restrooms to ensure easy access for individuals with disabilities. The entity is committed to providing a barrier-free environment, ensuring that all visitors, regardless of their abilities, can navigate the premises with ease. 4. D etails on assessment of value chain partners [GRI 414-1, GRI 414-2]: The Company also conducts ESG audit of suppliers which covers employee health & safety, employee well-being, environmental impact, working conditions along with other environmental, social and governance aspects. The audit also covers various social aspects such as child labour, human rights, minimum wage compliance, etc. The Company initiated ESG audits in FY24 and these were continued in FY25 as well. Cumulatively, audits were completed for 432 suppliers.
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