180 Integrated Annual Report 2025-26 The M-Power U development journey for managers and department heads is delivered through two integrated tracks, Functional Excellence and Leadership Capability. Currently, the functional tracks are delivered in partnership with Indian Institute of Technology, Bombay (for defined Managerial cohorts) and S. P. Jain Institute of Management & Research (for Department Head cohorts), focusing on operations, commercial capability, product development, and enabling functions, while the leadership track builds self-awareness, stakeholder influence, and enterprise thinking. Complementarily, at Mahindra Research Valley (‘MRV’), there has been an accelerated focus on building a future-ready talent reservoir rich in expertise, diversity, and agility to support the complexity of Software-Defined Vehicle (‘SDV’) development. Emphasis on early career hiring, gender and geographic diversity, and niche technology skills has infused fresh perspectives and fortified critical domains such as ADAS, connected cars, cybersecurity, and electric powertrains. Significant investments in skilling, with over 200 Mahindra Technical Academy learning programmes, and the development of world-class innovation infrastructure like battery and cell labs, crash and safety labs, and cybersecurity facilities, have enhanced engineering excellence and fostered a 'first-time-right' product philosophy. This strategic blend of diverse hiring, early career talent, and focused capability building ensures Mahindra’s workforce is adept at absorbing fast-evolving technologies and delivering complex, high-quality products swiftly. Holistic Talent Management And Development Mahindra adopts a strategic and well-structured approach to Talent Management, ensuring the identification, cultivation, and deployment of the right talent across the organisation. A key initiative within this strategy is EDGE (‘Enhanced Development & Growth Experience’). EDGE is a flagship Talent Development programme at the Auto and Farm Sector of the Group. The programme plays a pivotal role in strengthening the organisation’s leadership pipeline by systematically identifying, differentiating, and developing high-potential leaders who are critical to future business continuity and growth. The development methodology is anchored in the 3E Model – Education, Experience, and Exposure, a proven approach to building leadership capability by integrating learning, application, and perspective building. In addition, the programme actively supports career mobility through structured rotations and embedded career conversations. Enabling A Smooth Employee Experience Journey The Moments @ Mahindra initiative is a testament to the Company’s unwavering dedication to enhancing the employee experience by focusing on those pivotal moments that define their journey. Rooted in the value of Care, which encapsulates the essence of our dedication, and inspired by our relentless customer obsession, we extend this ethos internally to our employees. This translates to a continuous effort to listen with purpose, streamline processes, and act swiftly to elevate each moment. The execution philosophy is guided by principles of Simplification, Scalability, Sustainability, and Standardisation, all powered and augmented by Automation and Technology. Inclusive Hiring The emphasis on this domain is reflected in the Company’s commitment to promoting diversity in the recruitment processes by striving to attract, retain, and nurture talent from under-represented groups, including women, veterans, gig workers, and individuals with disabilities. Key initiatives: • Hire Right: Training hiring managers to eliminate bias and promote inclusive recruitment. • Establishing Inclusive Job Descriptions: Ensuring all job descriptions emphasise qualifications and skills to attract diverse candidates, and are free from biased language. • Providing Equal Opportunities: Providing every applicant a fair chance to succeed based on merit, irrespective of their background, promoting a true meritocracy. • Incentivised Referrals: An additional 25% incentive for employees who successfully refer female candidates, encouraging employees to bring diverse talent into the organisation and broadening the talent pool. • Network Expansion: Partnering with diverse organisations, educational institutions, and professional networks to access untapped talent pools and enhance workplace inclusion. • SOAR Returnship Program: Supporting professionals, especially women and under-represented groups, returning to the workforce after a career break through tailored and customised training, mentorship, and integration opportunities. By prioritising excellence and merit without compromising on its commitment to diversity, Mahindra fosters an environment where individuals thrive based on their abilities, creating a culture of fairness, empowerment, and innovation. Diversity, Equity And Inclusion Diversity, Equity and Inclusion continue to be a cornerstone, as evidenced by various innovative and impactful initiatives. These range from focused mentorship programmes that offer bespoke guidance for holistic growth to the Robust ERG and Women Networks that operate to provide unparalleled support and engagement. Every effort is meticulously crafted. Additionally, there are customised professional development platforms, catering to skill enhancement, all of which exemplify the steadfast commitment to an inclusive and equitable environment where every individual is empowered, and every voice amplified.
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