Integrated Annual Report 2025-26 278 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 labor laws. This process includes a rigorous evaluation of core areas such as child labor, forced or compulsory labor, 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 labor practices. Once completed, the certification will serve as a formal validation of M&M's human rights management systems and labor 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 Company 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 enforces an ESG‑aligned Supplier Code of Conduct and works with suppliers who share the Company’s values and culture of fair, ethical, and responsible business practices. Over a period, 95%of suppliers by its purchase value signed the Supplier Code of Conduct, affirming their compliance with key human rights and labour standards, including provisions related to child labour, forced labour, sexual harassment, wages, working conditions, and non‑discrimination. The Company initiated ESG due diligence in FY 2023-24 which was continued through FY26. Cumulatively, due diligence has been completed for 68.1% of suppliers, by value, since FY 2023-24. During FY 2025-26, ESG due diligence was conducted for 11.9% of suppliers, by value. The ESG due diligence is aimed at strengthening responsible sourcing and supply-chain governance. It involves an assessment of employee health & safety, employee wellbeing, environmental impact, working conditions along with other environmental, social and governance aspects. The due-diligence process also evaluates critical social parameters, including child labour, human rights compliance, and minimum wage adherence. % of value chain partners (by value of business done with such partners) that were assessed Child labour • 11.9% in FY 2025-26 • 68.1% Cumulatively from FY 2023-24 Forced/involuntary labour Sexual harassment Discrimination at workplace Wages Other human rights related issues 5. Provide details of any corrective actions taken or underway to address significant risks/concerns arising from the assessments at Question 4 above. There are no significant risks/concerns observed during third party ESG due diligence at supplier’s end. As a proactive measure to enforce responsible practices and strengthen supplier awareness, the Company also conducts training programs on human rights as part of its broader ESG training initiatives. The Company always encourages suppliers to report violation of Code of Conduct (CoC) and any questionable behavior through the Company’s protected and confidential reporting channels, details of which are available on the Company’s website or through the designated email address [email protected]. All such communications are kept confidential and due action is taken as per procedures laid down.
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