WOMEN EMPOWERMENT POLICY

INTRODUCTION
Empowerment of women in the workforce means allowing women to have
more control over their lives. It means giving them the freedom to make
their own schedules, learn new skills and gain self-reliance. Empowerment
is created when the strengths that women already bring to the company
are recognized and utilized. Research provided by the United Nations has
shown that businesses that promote women empowerment and gender
equality are more profitable.
The Company has formed Women Empowerment Committee for gender
equality and non discrimination with women employees.
POLICY
1. Establish high-level corporate leadership for gender equality.
2. Treat all women and men fairly at work respect and support human
rights and non discrimination.
3. Ensure the health, safety and well-being of all women workers.
4. Promote education, training and professional development for
women.
5. Implement enterprise development, supply chain and marketing
practices that empower women.
6. Promote equality through community initiatives and advocacy.
7. Measure and publicly report on progress to achieve gender equality.
Leadership Promotes Gender Equality
a) Ensure that all policies are gender sensitive and identifying factors
that impact women and men differently and that corporate culture
advances equality and inclusion.
b) Affirm high level support and direct top level policies for gender
equality and human rights.
c) Establish goals and targets for gender equality and include progress
as a factor in managers performance reviews.
Equal Opportunity, Inclusion and Non discrimination
a) Pay equal remuneration, including benefits, for work of equal value
and strive to pay a living wage to all women and men.
b) Ensure that all policies and practices are free from gender based
discrimination.
c) Implement gender sensitive recruitment and retention practices and
proactively recruit and appoint women to managerial and executive
positions.
d) Assure sufficient participation of women 30% or greater in decision
making and governance at all levels and across the company.

e) Offer flexible work options, leave and re-entry opportunities to

positions of equal pay and status.
Health, Safety and Freedom from Violence
a) Taking into account differential impacts on women and men, provide
safe working conditions and protection from exposure to hazardous
materials and disclose potential risks, including to reproductive
health.
b) Establish a zero-tolerance policy towards all forms of violence at
work, including verbal and/or physical abuse, and prevent sexual
harassment.
c) Strive to offer health insurance or other needed services and ensure
equal access for all employees.
d) Respect women and men workers rights to time off for medical care
and counselling for themselves and their dependents.
e) In consultation with employees, identify and address security issues,
including the safety of women travelling to and from work and on
company related business.
f) Train security staff and managers to recognize signs of violence
against women and understand laws and company policies on
human trafficking, labour and sexual exploitation.
Education and Training
a) Invest in workplace policies and programmes that open avenues for
advancement of women at all levels and encourage women
employees to enter non traditional job fields.
b) Ensure equal access to the women employees of the company for
education and training programmes, including literacy classes,
vocational and information technology training.
c) Provide equal opportunities for formal and informal networking and
mentoring.
Enterprise Development, Supply Chain and Marketing Practices
a) Ask business partners and peers to respect the companys
commitment to advancing equality and inclusion.
b) Respect the dignity of women employees in all marketing and other
company materials.
c) Ensure that company products, services and facilities are not used
for human trafficking and/or labour or sexual exploitation.
Community Leadership and Engagement
a) Lead an example by showcase of company commitment to gender
equality and womens empowerment.

b) Leverage influence, alone or in partnership, to advocate for gender

equality and collaborate with business partners, suppliers and
community leaders to promote inclusion.
c) Work with community stakeholders, officials and others to eliminate
discrimination and exploitation and open opportunities for women
and girls.
d) Promote and recognize womens leadership in, and contributions to,
their communities and ensure sufficient representation of women in
any community consultation.
e) Use philanthropy and grants programmes to support company
commitment to inclusion, equality and human rights
Transparency, Measuring and Reporting
a) Make public the company policies and implementation plan for
promoting gender equality.
b) Establish benchmarks that quantify inclusion of women at all levels.
c) Measure and report on progress, both internally and externally,
using data disaggregated by gender.
d) Incorporate gender markers into ongoing reporting obligations.
ELIGIBILITY
All women Employees of the Company are eligible to make Complaint
under the Policy in relation to gender equality, health, safety and wellbeing of all women workers the Company.
The identity of the woman employee, who make the complaint shall be
kept confidential to the extent possible and permitted under the law. Any
other employee assisting in the said investigation shall also be protected
to the same extent as the aggrieved person.
A woman employee, who make any complaint, which have been
subsequently found to be mala fide, frivolous or malicious, shall be liable
to be prosecuted and may lead to dismissal from the Company.
REPORTING COMMITTEE OFFICER
The company has always been committed to women development and
gender equality. Any aggrieved woman employee shall contact to the
committee officer and in exceptional cases to the committee. If you have
any questions concerning this Policy, you can contact the Committee
Officer. The contact details of the Committee Officer are as under:Mrs Veena Shinde, Director
___________________
ROLE OF THE WOMEN EMPOWERMENT COMMITTEE

The Women Empowerment Committee is responsible for supervising the

development and implementation of this Policy, including the work of the
Committee Officer. The Women Empowerment Committee shall
periodically review the Policy to consider whether amendments are
necessary, and, if so, it shall communicate any such amendments to all
Employees as soon as possible.
The Women Empowerment Committee shall receive reports from the
Committee Officer concerning the investigation and resolution of the
complaints made pursuant to the Policy on a quarterly basis as per the
guidelines given by the Women Empowerment Committee. In addition, the
Women Empowerment Committee shall have responsibility for
coordinating the investigation of any serious Complaint concerning
violence at work, including verbal and/or physical abuse, and sexual
harassment.
ACCESS TO
COMMITTEE

CHAIRMAN

OF

THE

WOMEN

EMPOWERMENT

The Aggrieved Employee shall have right to access Chairman of the

Women Empowerment Committee directly in exceptional cases and the
Chairman of the Women Empowerment Committee is authorized to
prescribe suitable directions in this regard.