86 Integrated Annual Report 2025-26 • Mentorship programme: The Mentorship programme is an instrumental initiative at the Auto and Farm Sector, designed to cultivate a culture of perpetual learning, knowledge sharing and skill development. In this initiative, employees of diverse backgrounds (including men and women) are paired with senior leaders as mentors, ensuring a rich diversity of insights and experience sharing. • Robust ERG Networks: Employee Resource Group (ERG) Networks at the Auto and Farm sector have grown impressively from 7 ERGs in FY25 to 28 ERGs in FY26, engaging 200+ members. They are pivotal to addressing local challenges and creating an inclusive workplace that caters to the diverse needs and experiences of employees. Their contributions range from bridging process and infrastructure gaps to championing our Diversity & Inclusion agenda. They are governed by a central charter that lays out clear roles and responsibilities. Building an Ethical Culture At Mahindra, ethics shape our core, ensuring every action and decision embodies integrity, dignity, and accountability. Our proactive, inclusive approach empowers all associates with essential training in the Code of Conduct, ABAC, and Human Rights. Our POSH initiatives are anchored in education and outreach, utilising vernacular content, continuous email campaigns, and induction-based learning. Internal committee members were trained on capability and skill building. The POSH Policy has been translated into eight vernacular languages. These efforts ensure every voice is protected, respected, and heard. We also have a community of 170+ Ethics Counsellors, helping us amplify our core values and facilitating regular conversations and training awareness with their cohorts. They are trained by subject matter experts (internal / external) on ethics and policies throughout the year. During the year, they have trained 4,000+ employees across geographies on various codes and policies, including appropriate real-life case studies (while maintaining confidentiality). These efforts embody Mahindra’s steadfast commitment in this domain. 170+ Community of Ethics Counsellors 4,000+ Employees trained across geographies on various codes and policies by Ethics Counsellors 8Translated vernacular languages for POSH Policy Performance with Purpose, Total Rewards and Enabling Policies The Rise pillars, Rise for a More Equal World and Rise to be Future-Ready, shape how we recognise and reward talent, innovation and responsible leadership. Rewards are designed not only to attract and retain talent but also to reinforce behaviours that align with sustainability, inclusion and customer centricity. Our rewards integrate compensation, benefits, well-being and career opportunities to create an environment where our associates can thrive and deliver sustained impact. Our philosophy is designed to attract, retain and energise high-quality talent through a balanced mix of performance-linked rewards, inclusive practices and life-stage flexibility. Rooted in Mahindra Behaviours — Collaborative, Agile, Bold, our PMS philosophy aims to foster meaningful dialogue, real-time feedback, and leadership-aligned development. Compensation at Mahindra is guided by the principles of meritocracy, fairness, and market competitiveness. We benchmark our pay structures regularly to ensure alignment with industry standards while differentiating rewards based on performance, potential, and role criticality. A significant component of rewards is performance-linked variable pay, transparently tied to financial and ESG outcomes. This aligns individual contributions with long-term value creation. For senior leadership, incentives such as equity-based programmes reinforce ownership and shared success, fostering accountability and sustained performance. Beyond financial rewards, we place strong emphasis on employee well-being and holistic development. Our offerings span physical, emotional, and financial wellness, supported by policies that provide flexibility across different life stages — medical allowances, education assistance, mobile reimbursements, and sabbatical options. To foster a supportive environment for families, we have initiatives such as women’s travel safety policies, an extensive 5-year maternity support policy, and provisions for surrogacy, adoption, and IVF. Our goal is to ensure every team member feels fully supported and valued in all aspects of their professional and personal lives. Our Total Rewards philosophy is about truly enabling our people to Rise — by harmonising and aligning individual growth with organisational success, and by creating a workplace where performance, purpose, and well-being come together seamlessly.
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