For Better
Communities
SDGs IMPACTED
Enabling
community welfare
Through our initiatives, we aim to engage with communities and empower them to build better lives.
VISION
Enhance the quality of life, creating shared value for our communities.
Foster an equitable, inclusive, and safe culture for our employees.
TARGETS
2 Mn
Community beneficiaries by 2030
50%
Of diverse workforce across all geographies by 2030
Stakeholders impacted
PEOPLE
Our employees’ unwavering commitment to our business goals and vision for long-term growth have underpinned Tata Consumer’s progress over the years. We are committed to providing a safe, inclusive, and rewarding workplace for our employees in which they can realise their potential and experience a fulfilling work life.
Modes of engagement
Trainings, policies, employee-engagement initiatives, surveys and townhalls
COMMUNITIES
At Tata Group, we believe that the true measure of a successful business is its ability to effect meaningful changes in the communities it operates in. We prioritise shared prosperity and strive to build resilient communities. The trust and support of our communities fuels our efforts to build a sustainable future for us and our stakeholders. Our CSR policy is aligned with CSR rules, and our CSR activities align with the needs of communities and the challenges that they face.
Modes of engagement
Regular interaction with Tata Consumer’s CSR teams and impact assessments
GOVERNMENT AND REGULATORY AUTHORITIES
As a responsible corporate citizen, we maintain a symbiotic relationship with the government and regulatory bodies in order to bring positive change to the industry and the larger community. We participate actively in consultations relating to corporate laws and industry standards.
Modes of engagement
Compliance, periodic financial and ESG reporting, consultations, communication of any material financial changes/updates to market regulators
INVESTORS
The trust our investors have reposed in us is critical for our continued access to capital. This is important as it enables progress on our strategy and facilitates organic and inorganic growth. We aim to reciprocate this trust with sustainable returns over the years. We also maintain high standards of Corporate Governance, that ensure fairness to all stakeholders.
Modes of engagement
Periodic updates and reports, investor meets, analyst calls.
Material issues
Through the CSR theme of ‘Building Sustainable Livelihoods’, we are committed to the Tata Group Purpose of improving the quality of life in the communities we serve. We strive to promote livelihood opportunities and sociocultural development in areas where we operate.
At Tata Consumer, every employee has a variety of opportunities for self-development. We promote learning and development at all levels across our workforce, through internal and external training programmes (online/offline). A wide range of knowledge resources is also available to cater to each individual’s needs and interests.
We regard the protection of human rights as an essential component of doing business. We are committed to respecting and protecting human rights, as well as to mitigating negative human rights impact that may emanate in any part of our value chain. To this end, we have put in place a Business and Human Rights Policy that is in-line with the Tata Group’s vision on Human Rights, and we are also a signatory to industry forums like the trustea Initiative and the Rainforest Alliance.
Maintaining our competitive advantage entails filling key positions with the right talent and maintaining a highly-engaged workforce. A significant percentage of open positions are filled through internal transfers (31% in FY 22-23) indicating versatility and training adequacy in our employees. We also adhere to best practices with regard to health and safety in order to ensure the well-being of our employees.
We believe in creating an inclusive workplace. We seek people with diverse perspectives, experiences, and expertise and ensure there is no discrimination in the way we treat our people. Women currently comprise 31% of our global workforce, and we continue to maintain equal pay scales across genders and employee categories.
At the heart of achieving our long-term success is a robust corporate governance process that considers stakeholder interests, builds trust, oversees business strategies, and ensures fiscal accountability, ethical corporate behaviour, and fairness to all stakeholders. All our employees, Directors, and other concerned people (e.g. suppliers) are sensitised on our corporate governance policies and practices by way of regular training.
Highlights FY 22-23
NUMBER OF BENEFICIARIES*
* These numbers are based on Impact Assessment Report and FY 21-22 assessment happened in FY 22-23 hence it will have a one year lag.
GENDER DIVERSITY
(%)
Higher women attrition in FY 22-23 compared to FY 21-22 in production workforce in India and International business.
LOST TIME INJURY FREQUENCY RATE
(No. of LTI/Million man-hrs)
The lost time injuries have decreased in 2021-22 leading to reduced LTIFR. Continuous training, capacity building and improved safety practices also support in building safety culture of the organisation
Performance update
FOSTERING AN EQUITABLE, INCLUSIVE, AND SAFE CULTURE
At Tata Consumer, Diversity, Equity, and Inclusiveness (DEI) go beyond gender. We value employees’ expertise and experience, and endeavour to provide them with opportunities for a fulfilling career. Women hold 14% of management positions and 15% of STEMrelated positions.
Workplace safety and employee health are integral to Tata Consumer’s business and also extend to those who are visitors at our locations. We have adopted Occupational Health and Safety Management System and 70% of Tata Consumer units in India are ISO 45001 certified. In FY 22-23, 1,409 employees participated in 17 safety trainings conducted by the corporate team, totalling 2,818 hours of safety training.
EMPLOYEE ENGAGEMENT
Employee engagement is underpinned by a three dimensional framework:
- Culture of trust: embracing diverse opinions, transparent communication, and leaders’ commitment to uphold organisation values.
- Building meaningful roles: emphasising designing roles that enable learning and growth.
- Creating effective teams: fostering collaborative decision-making, recognising team efforts and enabling transparent communication for teams to meet their goals.
A six-monthly global engagement survey delivers an Engagement Index which encompasses advocacy (will recommend Tata Consumer as a great place to work), loyalty (feeling valued for contribution), and sentiment (feeling of happiness about working at Tata Consumer).
LEARNING AND DEVELOPMENT
We design customised learning solutions to meet employees’ and Tata Consumer’s growth aspirations. We have 3 types of learning interventions: learnings for key/top talent, learnings for targeted populations, and organisation-wide learnings based on the objective and audience.
We provide access to several learning platforms, including LinkedIn with 15,703 hours for FY 22-23.
For more details, please refer to the Future Ready section of the Annual Report on page 80.
EMPLOYEE RECOGNITION
We prioritise recognising our employees’ efforts, work ethics, and exceptional performance. We implement recognition programmes created to drive the right behaviours and organisational priorities.
In FY 22-23, about 53% of employees
actively engaged in Moments of Recognising
Excellence (MORE) programmes resulting
in 2,671 recognitions.
Among these is Moments of Recognising Excellence (MORE), which fosters a culture of innovation and collaboration. MORE now includes multiple programmes including -
In FY 22-23, about 53% of employees actively engaged in MORE programmes resulting in 2,671 recognitions. Programmes like “Hall of Fame” recognise teams that have collaborated to deliver high-impact work and “Long Service Awards” acknowledge employees’ commitment and continued service to the organisation over significant durations.
CREATING SHARED VALUES FOR OUR COMMUNITIES
Themed on Building Sustainable Livelihoods, our CSR projects support communities in making socio-economic progress. Tata Consumer enables access to education and vocational skills, affordable healthcare, water and sanitation, and rural development.
Our key projects are briefly highlighted below
Education and vocational skills
Through the Srishti Trust and Swastha Centre for Special Education and Rehabilitation, we have made education and skill acquisition available to over 1,000 persons with special needs in Munnar and Coorg, respectively.
Affordable healthcare
We support the Referral Hospital and Research Centre (RHRC) in Chubwa, in Dibrugarh district of Assam. A not-for-profit enterprise, it has extended services to 80,935 patients including those registered for the e-healthcare services.
Rural development
The Tata Chemicals Society for Rural Development (TCSRD) supports environment and biodiversity conservation and other aspects of community development in Maharashtra, Madhya Pradesh, and Gujarat. TCSRD’s projects have impacted over 50,000 people so far.
Water and sanitation
Through Project Jalodari, in Jorhat and Golaghat in Assam, we help to create sustainable water sources, build awareness, capacity and infrastructure relating to water and sanitation. The project also includes education on menstrual hygiene and has supported 3,586 women and adolescent girls to date.
International business initiatives
Internationally, we have committed GBP 1.2 million to help communities living on tea estates in Malawi. Our support spans safe lighting, enhanced nutrition, early childhood development care, skill development and income generation, and redistribution of surplus food.
Employee volunteering
In FY 22-23, our employees volunteered 6,640 hrs for CSR activities
For more details refer to
Business Responsibility and Sustainability Report (BRSR)
Business and Human Rights
The Tata Code of Conduct and the Supplier Code of Conduct include provisions for Human Rights and grievance reporting and redressal and apply to our employees and value chain partners.
With the launch of the Business Human Rights (BHR) in 2021, we integrated human rights into our business practices. An Apex Committee and a functional Working Committee for Human Rights oversee adherence to the policy and operational execution, respectively. Among other initiatives, we are working to Issue and adopt remediation guidelines and framework shortly and educate employees on human rights issues.
Human rights impact assessments are also an integral part of our raw-material sourcing for Tea and Coffee, which are certified by Rain Forest Alliance and Trustea.
Through our initiatives, we aim
to engage with communities and
empower them to build better lives.
Interplay of capitals
