Businesses should respect the interests of and be responsive to all its stakeholders
Essential Indicators
1. Employees and workers who have been provided training on human rights issues and policy(ies) of the entity, in the following format:
|
Category
|
FY 2023-24 (Current Financial Year)
|
FY Jan 2022-Mar 2023* (Previous Financial Year)
|
||||
|---|---|---|---|---|---|---|
|
Total (A)
|
No. of employees /workers covered (B)
|
% (B / A)
|
Total (C)
|
No. of employees /workers covered (D)
|
% (D / C)
|
|
|
Employees
|
||||||
|
Permanent
|
2,544
|
2176
|
86%
|
2819
|
5
|
0%
|
|
Other permanent
|
753
|
219
|
29%
|
170
|
69
|
41%
|
|
Total Employees
|
3297
|
2395
|
73%
|
2989
|
74
|
2%
|
|
Workers
|
||||||
|
Permanent
|
1,004
|
O
|
O%
|
1329
|
O
|
O%
|
|
Other permanent
|
29
|
1
|
3%
|
43
|
O
|
O%
|
|
Total Workers
|
1033
|
1
|
O%
|
1372
|
O
|
O%
|
* The Company had changed its financial year end from December to March in FY23. Therefore, the figure for FY23 is for 15 months
2. Details of minimum wages paid to employees and workers, in the following format:
|
Category
|
FY 2023-24 (Current Financial Year)
|
FY Jan 2022-Mar 2023* (Previous Financial Year)
|
||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
|
Total (A)
|
Equal to Minimum Wage
|
More than Minimum Wage
|
Total (D)
|
Equal to Minimum Wage
|
More than Minimum Wage
|
|||||||||||
|
No. (B)
|
% (B / A)
|
No. (C)
|
% (C / A)
|
No. (E)
|
% (E / D)
|
No. (F)
|
% (F / D)
|
|||||||||
|
Employees
|
||||||||||||||||
|
Permanent
|
||||||||||||||||
|
Male
|
2,458
|
O
|
O%
|
2458
|
100%
|
2,726
|
O
|
O%
|
2726
|
100%
|
||||||
|
Female
|
86
|
O
|
O%
|
86
|
100%
|
93
|
O
|
O%
|
93
|
100%
|
||||||
|
Other than Permanent
|
||||||||||||||||
|
Male
|
751
|
O
|
O%
|
751
|
100%
|
159
|
O
|
O%
|
159
|
100%
|
||||||
|
Female
|
2
|
O
|
O%
|
2
|
100%
|
11
|
O
|
O%
|
11
|
100%
|
||||||
|
Workers Permanent
|
||||||||||||||||
|
Male
|
1,000
|
O
|
O%
|
1000
|
100%
|
1324
|
O
|
O%
|
1324
|
100%
|
||||||
|
Female
|
4
|
O
|
O%
|
4
|
100%
|
5
|
O
|
O%
|
5
|
100%
|
||||||
|
Other than Permanent
|
||||||||||||||||
|
Male
|
29
|
O
|
O%
|
29
|
100%
|
43
|
O
|
O%
|
43
|
100
|
||||||
|
Female
|
O
|
O
|
O%
|
O
|
100%
|
O
|
O
|
O%
|
O
|
100
|
||||||
* The Company had changed its financial year end from December to March in FY23. Therefore, the figure for FY23 is for 15 months
3. Details of remuneration/salary/wages
- Median remuneration/wages:
|
|
Male
|
Female
|
||
|---|---|---|---|---|
|
Number
|
Median remuneration/ salary/ wages of respective category
|
Number
|
Median remuneration/ salary/ wages of respective category
|
|
|
Board of Directors (BoD)
|
7
|
31.25 lac
|
1
|
28.25 lac
|
|
Key Managerial Personnel
|
3
|
6.78 crore
|
O
|
NA
|
|
Employees other than BoD and KMP
|
3,209
|
11.18 crore
|
88
|
9.24 lac
|
|
Workers
|
1029
|
7 lac
|
4
|
6.6 lac
|
- Gross wages paid to females as % of total wages paid by the entity, in the following format:
|
|
FY 2023-24 (Current Financial Year)
|
FY 2022-23 (Previous Financial Year)
|
|---|---|---|
|
Gross wages paid to females as % of total wages
|
1.88%
|
3.10%
|
4. Do you have a focal point (Individual/ Committee) responsible for addressing human rights impacts or issues caused or contributed to by the business? (Yes/No)
Yes. Ambuja Cements Ltd. is committed to upholding of fundamental human rights in line with the legitimate role of the business. Our approach includes adherence to corporate business policies and compliance with applicable laws including internationally recognised human rights, as set out in the International Bill of Human Rights and the International Labour Organization declaration on Fundamental Principles and Right at Work. The policy is applicable to all stakeholders including employees, associates, customers, vendors, contractors, etc. Please refer http://www.ambujacement.com/Upload/PDF/Ambuja-Human-Rights-Policy.pdf
5. Describe the internal mechanisms in place to redress grievances related to human rights issues.
Yes. Please refer https://www.ambujacement.com/Upload/PDF/Ambuja-Human-Rights-Policy.pdf (Practicing Open door policy. Grievances are heard by HR Head, Plant Head and at CMO Level)
6. Number of Complaints on the following made by employees and workers:
|
|
FY 2023-24 (Current Financial Year)
|
FY Jan 2022-Mar 2023* (Previous Financial Year)
|
||||
|---|---|---|---|---|---|---|
|
Filed during the year
|
Pendingresolution at the end of year
|
Remarks
|
Filed during the year
|
Pendingresolution at the end of year
|
Remarks
|
|
|
Sexual Harassment
|
0
|
0
|
NA
|
0
|
0
|
NA
|
|
Discrimination at workplace
|
0
|
0
|
NA
|
0
|
0
|
NA
|
|
Child Labour
|
0
|
0
|
NA
|
0
|
0
|
NA
|
|
Forced Labour/Involuntary Labour
|
0
|
0
|
NA
|
0
|
0
|
NA
|
|
Wages
|
0
|
0
|
NA
|
0
|
0
|
NA
|
|
Other human rights related issues
|
0
|
0
|
NA
|
0
|
0
|
NA
|
7. Number of Complaints on the following made by employees and workers:
|
|
FY 2023-24 (Current Financial Year)
|
FY Jan 2022 Mar 2023* (Previous Financial Year)
|
|---|---|---|
|
Total complaints reported under Sexual Harassment on of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH)
|
0
|
0
|
|
Complaints on POSH as a % of female employees/workers
|
0
|
0
|
|
Complaints on POSH upheld
|
0
|
0
|
8. Mechanisms to prevent adverse consequences to the complainant in discrimination and harassment cases.
Local plant management have the committee comprising of plant head, HR head and one more person preferably head plant operations. Any complaint regarding discrimination and harassment etc. in specific shall be treated most urgently and will be inquired on priority at the plant level itself
9. Do human rights requirements form part of your business agreements and contracts? (Yes/No)
Yes
* The Company had changed its financial year end from December to March in FY 23. Therefore, the figure for FY 23 is for 15 Months.
10. Assessments for the year:
|
|
% of your plants and offices that were assessed (by entity or statutory authorities or third parties)
|
|---|---|
|
Child labour
|
100%
|
|
Forced/involuntary labour
|
100%
|
|
Sexual harassment
|
100%
|
|
Discrimination at workplace
|
100%
|
|
Wages
|
100%
|
|
Others – please specify
|
100%
|
11. Provide details of any corrective actions taken or underway to address significant risks / concerns arising from the assessments at Question 10 above.
Proactive measures are taken. At the time of entry of employee or worker, a detailed checklist will be followed to ensure statutory compliance w.r.t. child labour, forced labour and wages without fail. For Sexual harassment, POSH is there in place and for discrimination, local management committee is in place.