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People

Contribution to UN SDGs

Material Issues

  • Human Rights (including Diversity, Equity, & Inclusion)
  • Occupational Health and Safety

Highlights

11%

Women's representation on Board

17.75%

Women's representation in the workforce

100%

Workforce trained on health and safety aspects during the FY 2023-24

1,06,651 hours

of health and safety training provided to the workforce

Things to discover in this section

01

Our commitment towards Diversity, Equity & Inclusion (use this across)

02

Health and safety of the workforce

03

Workforce training, development, and retention initiatives

Uno Minda's Focus Areas

Five Key Focus Areas

Talent acquisition

Recruitment and staffing is one of the most crucial tasks of HR. It is essential to deploy the right people at the right platform who can produce the desired output

Diversity, equity & inclusion (DEI)

HR has played a significant part in promoting diversity, equity, and inclusion efforts within organisations. This entails not only implementing policies but also cultivating a culture of belonging in which each member feels appreciated and motivated to make an impact. Uno Minda believes in fostering a culture of inclusivity where employees feel safe and welcomed

Learning and development

The HR department at Uno Minda designs and implements programmes for employee training and development to enhance skills, knowledge, and capabilities

Strategic partner to business

HR is changing from being a transactional department to a strategic partner that actively works with other departments to coordinate HR strategies with larger business goals and promote organisational success

Employee experience focus

There has been a massive cultural shift towards acknowledging employee experience, which includes everything from onboarding to career development. HR is increasingly viewed as a facilitator of great experiences, ensuring that employees are appreciated, involved, and understood during their time with the organisation

From the Desk of Chief Human Resources Officer
Mr. Rakesh Mehta
Chief Human Resources Officer

Uno Minda truly believes that the driving force behind every successful organisation is its people, which is the foundation of our HR vision. We are committed to establishing a workplace that ensures every employee feels valued and respected. Our organisation's success relies on the strength and well-being of our employees; we are committed to creating a supportive atmosphere for each individual to thrive. Initiatives pertaining to equity, and inclusion are given top priority in order to foster creativity and a feeling of community among our staff. Our goal is to establish a culture of excellence and inclusivity where every individual can flourish and propel Uno Minda towards the constantly evolving workplace. We prioritise diversity and put employee experiences and well-being foremost. We have a strong emphasis on agility and innovation. We're committed to remaining on the cutting edge of HR trends and using data analytics and state-of-the-art technologies to support strategic decision-making.

Investing in Our Talent

At Uno Minda, we firmly believe that our employees are one of our most valuable assets. Their skills, knowledge, and dedication drive our success. We endeavour to establish a welcoming and safe atmosphere by providing growth opportunities, promoting safety and health at work, encouraging diversity, and contributing to employee well-being.

We are committed to fostering a work environment that values and supports our employees' growth, well-being, and professional development. By prioritising their needs, providing opportunities for advancement, and promoting a positive work culture, we empower our employees to excel in their roles. We understand that investing in our employees ultimately benefits both them and the overall success of our organisation.

Together, we strive to create a collaborative and fulfilling workplace where everyone can thrive and contribute to our shared achievements. We recognise that the well-being and development of our employees are critical to achieving long-term success. Thus, we are committed to promoting efforts that empower our workforce and enhance their professional and personal lives.

Employee Engagement and Well-Being

Connecting with our employees is significant to Uno Minda’s business operations. The Company recognises that motivated and engaged employees are essential for achieving business objectives. Therefore, it has implemented a variety of initiatives to keep its workforce motivated and energised.

Glimpses of International Yoga Day Celebrated at Uno Minda Employee Engagement

Promoting employee well-being is crucial for creating a dynamic and healthy workplace. At Uno Minda, we prioritise this commitment to the physical, mental, and emotional health of our workforce. By fostering a supportive environment and providing the necessary resources, we aim to enhance employee satisfaction, engagement, and productivity. Key elements of our focus on employee well-being include promoting work-life balance, implementing wellness programmes, encouraging open communication, and offering opportunities for personal and professional growth. By investing in our employees' well-being, we strive to create a positive and fulfilling work environment where individuals can excel and contribute their best. To support this, we have implemented a variety of policies and initiatives dedicated to ensuring our employees' well-being.

The Company is coordinating a variety of medical and healthcare services for employees, collaborating with Round Glass Living, a comprehensive well-being app, to organise Health Talks. These sessions aim to educate employees on various health-related topics and promote holistic well-being.

Moreover, to address significant non-work-related health risks, we have established partnerships with nearby hospitals. Through these partnerships, employees and their family members can avail of special discounts on medical services and treatments. This initiative underscores our commitment to supporting the health and well-being of our workforce beyond the workplace.

The Company celebrates its annual day, sports day, and various festivals with its employees, providing gifts and bonuses on specific occasions. Employees who have served the Company for 5 years or more receive long service awards during the annual day celebrations.

Cultivating Talent: Training, Attraction, and Retention

Talent attraction and retention are critical for the success and growth of any organisation. At Uno Minda, we understand the importance of attracting top talent and creating an environment that nurtures and retains our best employees.

Gender FY 2022-23 FY 2023-24
Total number of employees that were entitled to parental leave, by gender. Male 10,511 13,700
Female 1,195 1,729
Total number of employees that took parental leave, by gender. Male 101 165
Female 61 87
Total number of employees that returned to work in the reporting period after parental leave ended, by gender. Male 101 157
Female 37 54
Total number of employees that returned to work after parental leave ended that were still employed 12 months after their return to work, by gender. Male 89 152
Female 54 44
Total number of employees due to return to work after taking parental leave Male 0 8
Female 24 33
Return to work rate of employees that took parental leave, by gender. Male 100% 95%
Female 63% 62%
Retention rate of employees that took parental leave, by gender. Male 88% 92%
Female 94% 81%
Training Initiatives at Uno Minda

87,623 Hours

of mandatory training conducted in FY 2023-24

5.8

Training hours per participant

'The Learning Hub,' our in-house platform is integral to a comprehensive learning and development framework. We tailor training initiatives to individual needs identified through performance appraisals, skill mapping, and our rigorous induction programme 'Pathshala,' held at our dedicated Centralised Training Centre. Additionally, our culture training programme, 'Uno Minda Way,' ensures alignment with organisational values and practices.

Retaining talent is equally important, and we prioritise employee satisfaction and engagement. Recognising the necessity of thriving in an ever-evolving landscape, we emphasise the continuous enhancement of skills and knowledge. We offer our employees a diverse array of learning opportunities aimed at fostering their professional development, thereby fortifying our competitive advantage. In this endeavour, we place particular emphasis on functional excellence, cross-learning, and technology training. Our commitment to training and development underscores our dedication to equipping our employees with the tools and opportunities needed for their professional growth and realisation of their full potential. By investing in these initiatives, we not only enhance our workforce's capabilities but also drive organisational success. Recognising the pivotal role of a skilled and empowered workforce in navigating the complexities of today's business landscape and achieving strategic objectives, we prioritise the continuous development and nurturing of our employees.

Structured around three pillars—high-potential leadership development, training and learning for strong citizens, and functional training—our learning system is inclusive and diverse, catering to employees at all levels. Programs like ASCEND, D-GEMS, SETU, FTM, TRANSFOR-M, and M-LEAP are designed to foster leadership potential, skill enhancement, and succession planning across various tiers of the organisation.

We uphold the principle that hard work merits recognition, which is facilitated through our fair Performance Management System (PMS). Rotation programmes intra-functionally, inter-functionally, and within the business offer employee’s exposure to diverse experiences and domains, facilitating continuous skill acquisition and personal growth.

Additionally, we have developed 50 e-learning modules aligned with competency frameworks and forged partnerships with universities to partially fund higher education for our employees, further enriching their learning experiences. By prioritising these facets, we endeavour to maintain an adaptable, proficient workforce armed with the latest expertise, ensuring our relevance and excellence in the dynamic business terrain.

'The Learning Hub,' our in-house platform is integral to a comprehensive learning and development framework. We tailor training initiatives to individual needs identified through performance appraisals, skill mapping, and our rigorous induction programme 'Pathshala,' held at our dedicated Centralised Training Centre. Additionally, our culture training programme, 'Uno Minda Way,' ensures alignment with organisational values and practices.

At Uno Minda, we conduct routine performance and career development assessments for our workforce to facilitate their growth in tandem with the organisation's objectives. During FY 2023-24, 100% of employees underwent performance and career development evaluations. We also have a structured performance improvement plan (PIP) policy in place to demonstrate our commitment to a performance-driven culture.

The performance review mechanism is consistent across all Group companies. All employees complete a self-appraisal, which is then reviewed by their Reporting Manager. During a mandatory feedback session, which involves two-way communication between the Appraiser and the Appraisee, training needs and development feedback are discussed. Based on this discussion, a Training Need and Development Plan for the following year is established for the employee. Finally, the employee's performance is reviewed by the Department Head or Business Head and is normalised according to the Bell Curve distribution for the respective function.

We are proud to announce that we have been certified as a Great Place to Work for 2024 by the Great Place to Work Institute India.
Category Parameter FY 2022-23 FY 2023-24
Total number of new employee hires Gender Male 3,078 4,706
Female 461 767
Age group Below 30 years 2,781 4,191
30 to 50 years (including 30 and 50) 745 1,250
More than 50 years 13 32
Employee turnover Gender Male 1,909 1,475
Female 191 230
Age group Below 30 years 1,460 988
30 to 50 years (including 30 and 50) 638 693
More than 50 years 2 24

Benefits to Employees

The Company provides a range of benefits to its full-time employees that are not extended to temporary or part-time staff. These benefits vary by significant locations of operation and include the following:

  • 1. Life Insurance: This benefit is not provided to full-time employees
  • 2. Healthcare: Full-time employees receive health care coverage
  • 3. Disability and Invalidity Coverage: Full-time employees are covered for disability and invalidity
  • 4. Parental Leave: Full-time employees are eligible for parental leave
  • 5. Retirement Provision: Full-time employees receive retirement benefits
  • 6. Stock Ownership: Employee stock options are available to those at the level of General Manager and above
  • 7. Other Benefits: Full-time employees are entitled to a defined benefit plan, which includes gratuity and pension plans

It should be noted that in-kind benefits, such as the provision of sports or child day care facilities, free meals during working hours, and similar general employee welfare programmes, are excluded from this consideration.

The employees who wish to depart from the organisation need to serve a notice period of a minimum of 4 weeks. This period is also considered when the Company implements significant changes within its operations.

Skills Upgradation for Workforce

At Uno Minda, we are dedicated to assessing, upskilling, and reskilling all our employees across behavioural, functional, and leadership competencies. To achieve this, we offer a comprehensive e-learning library, implement long-term interventions, utilise a robust Learning Management System (LMS), and incorporate reward and recognition programmes. Our initiatives, such as ASCEND and Transfor-M, exemplify our organised efforts to enhance the skills and knowledge of all employees, ensuring continuous growth and development within the organisation.

Further, to enhance and upgrade the skills of associates for promotion to the staff category, we have implemented a comprehensive Talent Pool. Training programme consisting of 36 modules are focussed on self-management, leading oneself, and leading others. This programme includes:

  • Continuous e-Learning Access: Associates have three years of continuous access to e-Learning resources, including a Learning Management System (LMS) platform and readily available e-Learning content, with dashboards accessible to regional hub heads
  • Quarterly Classroom Sessions: Every quarter, associates participate in one classroom session lasting four hours each, over a span of three years
  • Monthly Virtual Sessions: Each month, associates join one virtual session, also lasting four hours, for three years, conducted in 14 batches

This structured approach ensures continuous learning and skill development, preparing associates for their transition to the staff category.

To strengthen our leadership pipeline, we conducted a year-long intervention known as M-LEAP, targeting high-potential employees. Candidates were shortlisted based on psychometric assessments, Behavioural Event Interviews (BEI), 360-degree feedback, and persona interviews. This comprehensive programme included master classes, pit stops, shark tank sessions, case presentations, coaching, and peer learning as integral components. As a result, 24 leaders successfully completed this rigorous training, preparing them for advanced leadership roles within the organisation.

Our Commitment towards Diversity, Equity & Inclusion

Creating a diverse and inclusive workforce is essential for nurturing an atmosphere of innovation and empowerment. We recognise the significance of establishing a fair and just work environment that embraces all employees, irrespective of their gender, race, ethnicity, sexual orientation, age, or abilities, which is clearly articulated in our code of conduct, and applicable to all our workforce. We are committed to safeguarding the Human Rights of our workforce, to this end, we strictly prohibit the use of child labour and forced labour in our operations.

Recruitment Strategy

  • Lateral hiring
  • Campus hiring plan
  • Gender-specific replacement hiring
  • Equal opportunity employer
  • Hiring at leadership level
  • Brand building (video of lady ambassador)

Workplace Strategy

  • Policy work-life balance
  • Hygiene facilities
  • Grievance resolutions/ POSH
  • Equal opportunity
  • Special female-centric policies
  • Progression to strategic role

Our commitment to diversity, equity, & inclusion is a core objective within the People Pillar, and we are dedicated to achieving our global target of 16% gender diversity by FY 2024-25. In FY 2023-24, we have increased the share of female employees in our workforce to 17.75%. The representation of women on the Board is currently at 22%. Several other initiatives are underway to cultivate an inclusive and respectful environment for all employees, enabling us to unlock our complete capabilities.

Table representing diversity in terms of age, gender and disability

Board of Directors

Gender

  • Male 8
  • Female 1

Age Group

  • Below 30 years
  • 30 to 50 years (including 30 and 50) 1
  • More than 50 years 8

Disabled (by Gender)

  • Male None
  • Female None

Board Diversity (in %)

Total Number of Permanent Employees FY 2022-23 FY 2023-24
Gender
A). Male Number 3,861 4,346
B). Female Number 247 364
Age Group
I). Below 30 years Number 1,376 1,612
II). 30 to 50 years (including 30 and 50) Number 2,530 2,850
III). More than 50 years Number 202 248
Total Number of Permanent Workers FY 2022-23 FY 2023-24
Gender
A). Male Number 6,850 9,354
B). Female Number 948 1,365 
Age Group
I). Below 30 years Number 4,189 6,663
II). 30 to 50 years (including 30 and 50) Number 3,138 3,813
III). More than 50 years Number 221 243
Total Number of Temporary Employees FY 2022-23 FY 2023-24
Gender
A). Male Number 11,567 10,733
B). Female Number 2,960 3,542

At Uno Minda, we firmly believe in the necessity of having local representation within our senior management teams. Recognising the importance of building strong bonds within the communities where we operate, we prioritise recruiting talent from these areas. This dedication to local hiring not only enhances our connection with the community but also enriches our leadership with diverse perspectives and insights.

As a socially responsible organisation, we ensure our human resources policies adhere to all local labour regulations, while also promoting the integration of global best practices. At each operation, we ensure that all our employees and workers are compensated above the minimum wage requirements mandated by the respective governments of the region. Furthermore, in our effort to provide a workplace free from any kind of discrimination, we have formulated a policy on Prevention of Sexual Harassment, which is applicable to all our workforce and is accessible to the public. Additionally, we have instituted specialised Internal Complaints Committees (ICCs) at each location to address concerns related to sexual harassment. During FY 2023-24, 4 cases related to sexual harassment were reported. These cases were promptly reviewed, and remediation plans were subsequently implemented by the organisation. Uno Minda Group has policies like Whistle Blower, POSH along with the grievance redressal mechanism to address issues and subsequently resolve them.

Ratio of basic salary and remuneration of women to men for each employee category

Over the past three fiscal years, the gross salary for associates and staff at Uno Minda Group has shown consistent growth. Male and female employees in both categories have experienced regular increases in their remuneration. This upward trend reflects the Company's commitment to competitive and equitable compensation practices, ensuring a balanced and inclusive workforce.

Ratio of Basic Salary and Remuneration of Women to Men (FY 2023-24)

64%

Staff

86%

Associates

Customer Privacy

In FY 2023-24, we have not received any complaints from customers on data breaches or privacy concerns, or loss of customer data. Additionally, the Company has implemented Next Gen Firewall, EDR Antivirus, DLP and Taking Services from External Security Operation Centre for Monitoring the network activity.

Health and Safety of Workforce

We aim to create a work environment devoid of harm, nurturing a setting where employees feel safe and empowered to thrive in their positions. Occupational Health and Safety (OHS) holds utmost significance within the Company, which maintains a zero-tolerance approach to workplace hazards.

70%

of plants are ISO 45001 certified

We have established a policy around occupational health and safety which regulates the implementation of various initiatives to ensure the workforce’s health and safety is maintained. Additionally, the majority of our manufacturing plants have implemented the Occupational Health and Safety Management System, by ISO 45001 to demonstrate commitment towards the highest level of compliance and to fulfil the requirements of our key stakeholders. The management system encompasses all categories of employees and workers, including management, non-management, contractors, and trainees. They are essential components of Uno Minda's manufacturing ecosystem and play significant roles in health and safety initiatives.

Health and Safety Initiatives

Regular review of HIRA

Capturing near misses and unsafe acts

EHS committee meeting

EHS survey

Regular health check-ups

Regular safety audits

100%

of the employees and workers participated in health and safety related trainings in FY 2023-24

Occupational Health and Safety Unit of Measurement FY 2023-24
Lost time incidents Number 2
LTIFR Rate 0.028
Safety-training hours Hours 106651

To assess plant performance, we conduct monthly EHS Committee meetings where the attendance of employees/workers is compulsory. These meetings aid in identifying various work-related risks and formulating corrective actions for those identified risks. EHS Committee is formulated at the plant level where workers representation of around 50% exists. This representation may vary from plant to plant depending upon the size of the plant and the workforce deployed in it. Furthermore, we conduct regular training sessions on EHS-related topics, along with fire drills and mock drills, actively involving the workforce as outlined in the defined EHS Strategy and management system. The topics covered under these trainings are general EHS awareness, firefighting, and emergency evacuation along with other job-specific topics like LOTO, height work and chemical handling.

The Company has implemented robust systems and mechanisms to uphold the safety of its employees, ensuring that it is never compromised. Employees are strongly encouraged to openly discuss any work-related hazards or health concerns they may face. We actively foster an environment of open communication regarding safety issues, prioritising the safety and well-being of our employees. Workers are also empowered to promptly report any potential hazards observed in the workplace through appropriate reporting channels. By actively promoting hazard reporting, we aim to foster a culture of proactive identification and resolution of safety risks across our organisation. This collective effort ensures that each member of our team plays a role in maintaining a safe and secure work environment. Additionally, the Company has established standard operating procedures (SOPs) for reporting accidents or incidents.

Uno Minda guarantees that all employees and workers have access to extensive non-occupational medical and healthcare services. Our dedication to the welfare of our workforce goes beyond the workplace, offering them the essential assistance and resources to sustain their health and well-being beyond their professional duties. The Company implements various medical and healthcare services by organising Health Talks for employees in collaboration with Round Glass Living, a holistic well-being app. Additionally, to address significant non-work-related health risks, we have established partnerships with nearby hospitals, offering special discounts to employees and their family members.

WAY DOJO- A Safety Initiative

DOJO, derived from Japanese, translates to 'a place of the way.' In common usage, DOJO serves as a venue for training in martial arts like Kendo, Judo, and Aikido, among others. In the context of manufacturing, this establishment grants access to self-learning and training on the Company’s policies and procedures. The learning modules encompass all three styles through which individuals absorb and assimilate new information: visual, auditory, and kinaesthetic. These aid new hires in swiftly acclimating to the workplace and foster a sense of belonging.

  • Uno Minda Energise: As part of our Uno Minda Energise programme, we organise various webinars covering topics such as mindfulness, yoga, emotional intelligence, mental health, eye health, and financial planning. Uno Minda Energise aims to provide employees with the right resources to sustain, grow, and manage their health and overall well-being.

  • Uno Minda Tele OPD: The objective of this plan is to provide healthcare services to employees aged 45 and above. A dedicated 24/7 helpline handles medical inquiries and refers patients to specialists when necessary. Additionally, the plan includes a one-year healthcare programme for chronic diseases, along with regular reminders for follow-up appointments.

  • Uno Minda FIT: Given the growing sensitivity around mental health in today's world, organisations must prioritise the mental well-being of their employees. Our HR department is increasingly focussed on this by offering resources, initiatives, and support services that promote work-life balance and reduce stress levels. Uno Minda FIT, an innovative internet application, has been introduced to support this effort. Accessible to all employees, the app provides health tips, wellness sessions, and opportunities to interact with experts, helping employees effectively manage their mental and physical well-being.

Focus Areas for FY 2024-25

  • Ensure all employees are trained on health, safety and sustainability modules across all levels
  • Maintain a zero-accident and zero fatality environment