Tata International Limited - MyCII - Home International Limited The Tata Affirmative Action Application. Affirmative Action Application 2011 - TIL 2 Q - 1. Describe your organization's

Tata International Limited

The Tata Affirmative Action

Application

Affirmative Action Application 2011 - TIL

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Q - 1. Describe your organization's overall social environment and context (in which your organization or its units are operating).

Tata International Limited (TIL), Established in 1962, as the International business gateway of the Tata Group, Tata International was the driving force behind the emergence of the Tata name as a global brand. The Company has evolved into an International Company with a global reach. In international trading, it encompasses the entire value chain from sourcing products to delivery, facilitating third country trade and focusing on select geographies by setting up strategic alliances or wholly owned subsidiaries. The Company has taken on various value-added roles and has stakes in a cross-section of businesses. Its main business lines are: Leather, Engineering, Automobiles, Steel, Chemicals, Pharmaceuticals, Information Technology, Hotels, Logistics, and Retail.

TIL’s head-quartered in India. It has offices in Kolkata, Chennai, Ludhiana and manufacturing operations in Dewas, Chennai (own and dedicated supply – chain) and Dong Guan, China. With the worldwide reach provided by a well-integrated network of 50 offices that span India and the globe, the Company has strengthened its capability to source globally, delivers world-class quality, work with global brands, and has developed some key international alliances for sustaining future growth. Its major markets are Europe, Africa, SAARC, ASEAN, West Asia, Latin America and the Far East. The R&D division of Tata International’s Leather BU, fosters environmental projects that look at the future needs of the leather industry, including patented technologies for energy generation from waste and for ecological leather processing.

TIL’s business foot-print is across several countries and the external social environment is diverse in view of the different cultures, traditions and languages practiced/spoken by Customers / Suppliers and other key stake-holders in different geographies. Tata International's efforts have been well- recognized by the industry and the government of India, as a recipient of several prestigious awards and international certifications. Q – 2. Elaborate on what is the organizational rationale for promoting AA in the organization

Considering the socio-economic context of the Leather industry in India and the fact that it is labour intensive and provides employment opportunities socially disadvantaged sections, especially SC/ST communities of the society the focus of the Company is to source its workforce requirements from this catchment area. While in Chennai, which is a Leather manufacturing centre, the labour is available who have work experience; in Dewas, the demographic profile is such that the region is largely populated by SC/ST’s. Besides, this community is also readily available for employment since it is a question of livelihood for them.

Since inception TIL has been practicing Affirmative Action since the Dewas plant became operational. In Chennai, the 2 key supply chain units are owned by Promoters who belong to the socially disadvantaged sections of the society. TIL has nurtured them and did pro-active hand-holding in developing their entrepreneurial talent which in turn provides employment opportunities to socially disadvantage sections.

TIL therefore has been practicing AA in employment creation, entrepreneurship and also in creating Employability opportunities to the socially disadvantaged sections of the society especially in Dewas by partnering with Government owned ITI Institute, Tonkhurd and MAPCET Institute for training in leather crafts for the underprivileged.

The Group values and the imperative to address holistic inclusiveness as a key business model is what TIL practices more articulately in its Leather Business and is reflected in its Affirmative Action policies.

With the foray into Footwear Retail sector in the Indian domestic market during 2010-11, TIL has also implemented its AA polices in this business vertical as well. TIL has opened 7


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exclusive “TASHI” retail stores in Mumbai, New Delhi and Chandigarh. Also will be starting a Shop In Shop (SIS) business Model with Westside and other retailers; where they have already informed their outsourcing agency to recruit candidate on merit basis but preference to be given to SC and ST communities.

Q – 3. Describe your organization's Key Challenges related to AA.

Due to diversified nature of business across globe TIL have the key challenges as follows:

• Recruitment – Lack of availability of talent

• Lack of quality education

• Training – Skills and competencies are required to build the Company and the Industry to remain competitive amidst aggressive competitive environment

• Retention on the grounds of Society i.e. family backgrounds, disharmony in family lives, alcoholism, domestic violence etc

• Low Risk Taking Ability on the part of Entrepreneurship

• Support Entrepreneurship in supply chain

1.1 LEADERSHIP

i) Describe the AA governance system and structure (Board, Internal AA Committees etc) for implementation. Describe review forums and review frequency used by senior leadership on AA.

TIL has defined leadership system to set and deploy its various objectives including those for Affirmative Action. The AA governance system has been put in place in July, 2010 by framing the AA Policy of the Company (as per Group policy) and constituting the AA Implementation Committee chaired by the Mr. O. K. Kaul, Executive Director. The other members include the Mr. N. Mohan, Head – Global Footwear, Mr. Alind Sharma, Head – HR, Mr. Ashok Nambiar, Head – HR (L&LP, Dewas), Mr. Viren Gupte, Head – Trade Services, Ms. B. Geethpriya, Manager – HR & Admin (L&LP, Chennai), Ms. Akrati Pandey, Executive – HR (Footwear, Dewas) and Mr. Nikhil Dalvi, Manager – HR (Retail) as the Member Secretary.

The review frequency is quarterly and the AA Implementation Committee is the forum for the review. ii) Describe how senior leaders' engagement and actions demonstrate their commitment towards AA.

ED, Head – HR, Head – HR (L&LP, Dewas), Head – Trade Services and Manager – HR (Retail) alongwith the other committee members have regular interactions within the Organisation with workers, supervisors, union members. The committee plans and sets directions for action on employment, employability, entrepreneurship and education of SC/ST communities across country.

The Company’s AA Policy is displayed on the company’s website and the career portal permanently mentions that other things being equal preference shall be given to SC/ST candidates. The Company is committed to positive discrimination. The Tata Code of Conduct is also displayed on the Company website which gives access to stakeholders about the Company's commitment to social practices.


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iii) Describe how senior leaders communicate AA activities and its strategic importance with the entire workforce and relevant stakeholders to sensitize them, promote volunteerism, and engage them in meaningful discussion on the AA strategy.

AA initiatives in the Company are initiated from the Recruitment phase itself:

• Internal Recruitment

• Proposal of External Recruitment i.e. through Consultants

• Proposal of Campus Recruitment i.e. through NGO’s (ASRA, Kotak Foundation etc), Educational Institutes like ITI, IGNOU, FDDI etc.

• Training

• Education

The Company has continuous dialogues with key stakeholders like the Local Government authorities, CII, ITI, NGO’s, Self-Help Groups, IGNOU-FDDI, Group co-ordinators etc. In order to promote volunteerism, action is taken to invite volunteers through personal interactions and meetings etc.

1.2 STRATEGY i) Describe your organization's strategic perspective on promoting the 4Es. Describe how your organization develops its AA strategy.

The Company believes that equal opportunity in employment for all sections of the society is a component of its growth and competitiveness. It further believes that inclusive growth is a component of growth and development of the country. The Company affirms the recognition that diversity to reflect socially disadvantaged sections of the society in the workplace has a positive impact on business.

The Company does not practice nor it support conscious discrimination in any form. TIL does not bias employment away from applicants belonging to disadvantaged sections of society if such applicants possess competitive skills and job credentials as made public. The Company’s selection of business partners is not based on any considerations other than normal business parameters. In case of equal business offers, the Company will select a business partner belonging to a socially disadvantaged section of society.

The Company has a written policy statement on Affirmative Action in the workplace. The Company has an employment policy that is in the public domain. It will place such policies and employment opportunities on its website to encourage applications from socially disadvantaged sections of society. The Company makes all efforts for upskilling and continual training of employees from socially disadvantaged sections of society in order to enhance their capabilities and competitive skills. The Company has a partnership programme with educational institutions to support and aid students from socially disadvantaged sections of society.

The Company's AA Strategy is the outcome of its Social context in which it operates and keeping in mind the challenges it has to face. The strategy inputs are taken from the Group guidelines on AA, the Company's social context and the eco-system where it operates leadership outcomes as well as external inputs based on interactions with the community leaders, collaborators and partners like ITI, NGO's etc.


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(ii) Summarize your organization's Key Objectives and their goals related to AA. Describe how your organization translates these objectives into time-bound action plans (including programmes and initiatives), performance measures or indicators.

Category Objectives Action Plan Performance Measures/Indicators

Employment Emphasis on employment to SC/ST Candidate on merit basis (i.e. TIL employees as well as outsourced one)

• Direct Recruitment Agencies/ Placement Consultants as well as NGO’s to hire candidates from SC/ST categories

• % of SC/ST employee

• % of SC/ST in Contract Workforce

Employability Enhancement of Skills & competencies of SC/ST’s from the society

• Leveraging existing partnerships with technical training institutes like ITI, MAPCET etc.

• Enhancing livelihoods has been another area where we will build partnerships to make a difference like NGO’s, Apprenticeship etc.

• No. of SC/ST persons trained

• No. of SC/ST persons who got employment through NGO’s, ITI, MAPCET etc.

Entrepreneur-ship

Nurturing / Supporting entrepreneurs

• Training and Guidance for setting up businesses from SC/ST’s Communities to create entrepreneur

• No. of SC/ST entrepreneurs developed and no. of empanelment with SC/ST Vendors/Contractors

Education Identify learning opportunities In –house support Financial Support

• More session on Career Counseling or Guidance will provide by our Managers

• Support given to Schools

Note: Details would be furnished during Site Visit

(iii) Describe the organizational resources committed towards AA programmes and activities.

Presently the company does not have any specific earmarked budget for AA activities. However resources in terms of money and manpower are addressed in Annual Business Plan/manpower Budget/CSR activity expense commitments.


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1. PROCESS & PROGRAMMES

(i) Describe how the programmes on 4Es are aligned with the organization's key AA objectives and their related goals.

The Company’s key approaches and processes relating to AA emanate from Group AA policy, the Company’s AA policy as well as the Annual Business Plan of the Company.

The AA Policy of the Company is aligned to the key strategic objectives of the Company adhering to the Group AA policy and CS initiatives of the company.

The AA agenda of the Company is focussed by the AA Implementation Committee which has been constituted for the purpose. With reference to the above mentioned table (Ref. Key Objective Table), this would help us in reviewing the performance, which would be reviewed by AA committee along with Senior Leadership Team.

The insights from this serve as an input to future program development and improvements.

(ii) Describe HOW your organization reviews, analyzes, and improves its AA programmes and activities at all levels and in all parts of your organization. For companies previously assessed, describe how the OFIs have been acted upon and improvements embedded.

Category Measures Information Mode

Review Forum Improvement initiatives

Employment No of recruits HR MIS ED/BCM/Division meetings

Employee/Union Feedback

Employability No of candidates trained with Partners Recruitments Placements

Partner meetings/ Reports

PPP Meetings Capture learning for process improvements

Entrepreneurship No of Supply chain units Income Generation Employment generation

MIS/Partner data BCM/Meetings with partners

Strengthen AA process at Supply chain

Education No of students supported

Internal HR Reports/HR MIS

BCM Creating separate HR polices for supporting education/sport-s activities.

The quality, reliability of needed data/information is ensured by the process owners by cross checking / verifying data/information/ personal discussions etc. MIS is generated from SAP System. The Company has a full-fledged IT Dept to cater to its requirements.

(iii) Describe how the effectiveness of these programmes and initiatives are measured? Provide details of the owners of the AA agenda and related activities.

Category Performance Measures/Indicators Owners

Employment • % of SC/ST employee

• % of SC/ST in Contract Workforce

• Mr. Ashok Nambiar

• Ms. Akrati Pandey

• Ms. Geethpriya

• Mr. Nikhil Dalvi


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Employability • No. of SC/ST persons trained

• No. of SC/ST persons who got employment through NGO’s, ITI, MAPCET etc.

• Mr. Ashok Nambiar

• Ms. Akrati Pandey

• Ms. Geethpriya

• Mr. Nikhil Dalvi

Entrepreneurship • No. of SC/ST entrepreneurs developed and no. of empanelment with SC/ST Vendors/Contractors

• Mr. N. Mohan

Education • Support given to Schools

A. EMPLOYMENT

(i) Describe how the programmes on 4Es are aligned with the organization's key AA objectives and their related goals.

The Company's HR department collects data relevant to employees from the recruitment stage itself. On a voluntary basis the caste detail are also captured and further consolidated at Organisational level by the HR team. The quality, reliability of needed data/information is ensured by the process owners by cross checking / verifying data/information/ personal discussions etc. MIS is generated from SAP System. The Company has a full-fledged IT Dept to cater to its requirements. The detailed break-up of the manpower compliment is reported in the application and further clarifications would be furnished during the site visit.

(ii) Describe how the spirit of positive discrimination for the SC/ST communities has been applied in recruitment. (iii) Describe how the population diversity in your regional area has been taken into consideration for building/augmenting your work force.

The Company believes that equal opportunity in employment for all sections of the society is a component of its growth and competitiveness. It further believes that inclusive growth is a component of growth and development of the country. The Company affirms the recognition that diversity to reflect socially disadvantaged sections of the society in the workplace has a positive impact on business. The Company does not practice nor it support conscious discrimination in any form.

TIL does not bias employment away from applicants belonging to disadvantaged sections of society if such applicants possess competitive skills and job credentials as made public. The Company has a written policy statement on Affirmative Action in the workplace. It will place such policies and employment opportunities on its website to encourage applications from socially disadvantaged sections of society. Some of the recent interventions to support this are as follows:

o Recruitment Agencies / Placement Consultants engaged by TIL are directed to proved CV’s of SC/ST candidates provided they satisfy the required job competencies

o Advertisements which are published on TIL Career Portal has clear o In campus placements, TIL follows its AA guidelines o TIL also employs persons from SC/ST communities in case of contract labour and other

temporary workforce including consultants. The numbers of these SC/ST persons are regularly tracked and contractors are encouraged to engage greater number of SC/ST subject to merit.

Details of SC/ST Employees working for Tata International Ltd.

Category Number of Employees

Percentage

SC 822 15%

ST 80 1%

Others 4805 84%


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Total 5707 100%

Considering the demographic profile of the population in the dewas region the company has considered and ensured recruitment of workforce belonging to diverse relegious and socio economic backgrounds.

Tata International Ltd. – Staff Cadre

Location Category No. Total

SC 12

ST 6

Chennai Others 80 98

SC 0

ST 0

Corporate Others 31 31

SC 28

ST 4

Dewas Others 466 498

SC 18

ST 0 Mumbai, Delhi & Chandigarh Others 81 99

SC 0

ST 0 Mumbai Kolkata & Ludhiana Others 41 41


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Tata International Ltd. – Workers Cadre


SC 357

ST 3


SC 407

ST 67

Dewas Others 1023 1497

Details of SC/ST employees in Contract Workforce for Tata International Ltd.


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Contract Workforce in Tata International Ltd.


SC 975

ST 41

Others 1348

Total 2364

Contract Workforce in Tata International Ltd. (Staff Cadre)


SC 13

ST 0


SC 0

ST 0

TIL Retail Others 6 6

Contract Workforce in Tata International Ltd. (Workers Cadre)


SC 388

ST 0 Chennai Others 281 669

SC 574 Dewas

ST 41

1638


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Others 1023

B. EMPLOYABILITY

(i) Describe your schemes, either on your own, or in partnership with vocational training institutes, ITIs, NGOs, for skill-enhancement in specific marketable trades and how these schemes have been scaled/improved over time to increase the ranks of skilled and employable members of the SC/ST communities.

Enhancing livelihoods has been another area where we have built partnerships to make a difference.

o Tie Up with Technical Institutes (e.g. ITI Tonkhurd, IGNOU-FDDI etc) to provide technical education (Full Time or Part Time Course) to all students; who may either work outside TIL or be absorbed TIL subject to qualifying the selection process.

o Training Centre: As mentioned earlier, the Company’s leather operations require skilled workforce. The Company imparts training in-house to its employees

o Currently, an MOU has been signed with MAPCET to impart Training. The said training curriculum is also customised as per industry requirement. Post training; we have provided employment to students in which all students were female.

o Proactive Approach – “TASHI” a Retail Business which is growing and have a lot of potentials to create an employment in India by opening new stores across India or by way of Shop In Shop (SIS) concept; TIL had talked with lot of NGO’s like Vedanta Foundation, Kotak Mahindra Foundation, Kherwadi Foundation for creating Talent Pool.

ITI Tonkhurd

August 2010-11 Batch

Trade : Leather Goods Maker

Category Male Female Total

GEN 2 3 5

OBC 3 5 8

SC 6 2 8

ST - - -


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Grand Total 21

MAPCET

Footwear Training (Dewas)

Category Male Female Total

GEN - 32 32

SC - 23 23

ST - 6 6

Grand Total 61

(ii) Describe your involvement with the beneficiaries' post training employment/self employment prospects to demonstrate your commitment to establishing your beneficiaries as productive members of society and realizing their potential.

The relevant details would be furnished during the site visit.

C. ENTERPRENURSHIP

(i) Describe how the spirit of positive discrimination for AA communities has been applied to promote Entrepreneurship by embedding entrepreneurs from the SC/ST


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communities in the organization's value chain upstream and downstream (vendors, suppliers, wholesalers, retailers, dealers etc.)

The Affirmative Action Initiative are directed not only at providing employment and employable skills to the SC/ST persons but also enabling them to set up their own business which can initiate a virtuous cycle of development and prosperity, within the value chain or outside of it. Some initiatives taken in this regards are:

o The 2 model supply chain partnerships at Chennai (M/s. Keerthi Exports) have been covered in the application already. The Company has been able to develop on a sustainable basis dedicated supply chains which have resulted in economic empowerment of the 2 entities, steady income for the workers and also employment opportunities to the marginalised population in the units.

o AS “TASHI” Retail Business is upcoming and have a lot of potentials to grow in Indian Market through which there might be a possibility of creating or developing Vendors for TIL.

Keerthi Exports (Staff Cadre)


SC 5

ST 0

Others 6

Total 11

Keerthi Exports (Workers Cadre)


SC 68

ST 0

Others 86

Total 154

(ii) Describe how your organization has provided training on entrepreneurship development among the SC/ST population and, subsequently, worked with those trained by you to establish themselves as entrepreneurs through, for example, mentoring, facilitating access to finance etc.

The Company partners with ITI for imparting training to potential entrepreneurship through its PPP model. As regards Kirti (Entrepreneurs in Chennai) the engagement is deep rooted and has strengthened over the years in terms of exchange of ideas, on the job learning’s, sharing best practices etc. Details would be shared during site visit as well as interactions with the Kirti management.


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D. EDUCATION

(i) Describe your organisation's schemes for improving the education capabilities of SC/ST youth and the extent and quality of your involvement with their education.

This is as simple as making sure that we keeps kids in school to complete their education, and provide them with the opportunities to make life choices on the same basis that your parents and mine made. However, given the financial challenges some families face its sometimes impossible have a child in school and manage day to day life. A child working is an extra income. Therefore, we want our initiatives to provide children with a means to continue in school, and to provide parents with the means support their children. We want to partner with local schools in improving the quality of education imparted to tomorrow's leaders. That might mean our employees, taking classes, improving infrastructure, or something as simple as inspiring students through their own educational experiences. More important than the money is ongoing support, commitment and sponsorship of children, their parents and local schools.

Partner in life skills education for children and also be part of the activities for their development…

BINJANA SCHOOL

Category Number of Students

SC 57

ST 7

OBC 27

General 11

Total 102

Note : The company also supports a school in Amona and details will be furnished during site visit.

Statistics prove that it is important to teach kids something that can be ingrained in them

for a lifetime. This can be done only at an early age and we believe that it is good values, like teaching them on honesty, boosting their self esteem, teaching them to face their fears and to be able to voice their thoughts and views, teaching them about cleanliness and hygiene. We know that even if they may not grow to be engineers and doctors, these values which are ingrained in them from childhood will remain for a life time and they will pass it on to their next generation. Some of the examples are:


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1. Support to Schools in Binjana and Amona villages where the majority school

students are from marginalised community 2. Partnership with ITI-Tonkhurd for vocational education 3. Support to Chimnadevi School,Dewas where the student population is

SC/OBC 4. Support to Shreyas Vidyalaya ,Dewas where the student population is

Sc/OBC 5. Support to NGO – ASRA for “Masti Ki Patshala” – School drop-outs

motivation initiatives so that they return to school for continuing education.

(ii)Describe your scholarships and detail your involvement with the SC/ST students. (iii)Describe your involvement with any Group led scholarships, if any.

The Company has not instituted direct scholarships to SC/ST students, however as indicated in the application the Company supports 4 schools in Dewas region who have predominantly SC/ST students on their rolls. Besides, the Company has sponsored 2 scholarships as per Group initiative with FSFE New Delhi.

SHINING CASE STUDY

Title of Case Study: “Society: Creating a positive Impact”

Location: Ladies Footwear Plant-Tata International Limited (Dewas, MP)

Case Study Synopsis:

They believe that the true worth of an organisation comprises more than just its business achievements. The service it renders to society bestows great value on the organisation itself. We are committed to creating a responsible leadership that has a positive impact on society, and helps solve its most challenging issues.

The PRIMARY OBJECTIVE of this AA practice is to Contribute towards ‘Employability and Empowerment of women of Dewas and surrounding areas especially the marginalized community

Other Objectives include:

• Improving Socio Economic Condition of lesser privileged in Dewas region

• Developing skills for Technical training to work in modern industrial environment

• By successful implementation of the above, create a “societal impact” in the communities to which the women belong.


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The AA Process: Women Employability & Empowerment

Tata Group/TIL CS Policy/ AA Policy

Training Details

FIRST BATCH TRAINING SECOND BATCH TRAINING

19th July to 31st July 2011 4th September to 4th October 2011

CATGORY NO. OF TRAINEES % CATGORY NO. OF TRAINEES %

Others 9 40.91 Others 10 45.45

SC 13 59.09 SC 10 45.45

ST 0 0 ST 2 9.09

GRAND TOTAL 22 100 GRAND TOTAL 22 100

Shining Examples to explain the process with outcomes/results

• 374 Women are now trained and fully engaged at Tata International Limited (Ladies Footwear Plant , Dewas)

• TIL has been running entire plant with 100% production realized from the girls employed

• The other tangible outcomes are improvement in the health and well being of the women employees besides economic empowerment

• Improved harmony in family lives .Respect to women by their families including in-laws

• Sense of dignity, self-esteem and pride instilled in them

ED’s vision to have a footwear plan

operated by Women for

empowering them in improving

socio economic condition with

emphasis on marginalised society

Decided to set up

plant capacity of

10000 pairs per

day

Counseling given to employees to

send their daughter / relatives for

ITI training & become employable

in the footwear plant

Contacted ITI Dewas

to enroll women as

trade trainees with

preference to SC/ST.

Training Center Established

and training Infrastructure

made available.

7 Girls selected for higher

technical training at

Chennai

Employment given to 374

Girls

Skill level development to produce

range of shoes at FWB/Ladies

plant.


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Details of the practice

No. Process Step Periodicity Process owner Measures

1 Engagement of Girls as Apprentice

2 years Head - HR (L&LP, Dewas)

# Girls enrolled

2 Vocational training batch-wise

4 months Training Officer # Girls trained & made employable

3 Provide Employment at Footwear plant

Continuous Head - HR (L&LP, Dewas)

# Girls employed

External recognition received by the Company which evidences societal impact:

• Chief Minister of MP visited the plant and felicitated the women employees.

• Wide coverage given by media to highlight the success initiative of TIL (Dewas)

• Government of MP is making film to promote / attract investors in Global meet. Highlighting women empowerment, employment and empowerment initiative of TIL (Dewas) which is part of the promotion program of MP government.

• Government of MP has invited TIL (Dewas) to share successful training and development model of women employability, employment and empowerment as part of ‘National Workshop on Skill Development’ as well as ‘ITI Up-gradation Program’ at MP.

• Appreciation to TATA and TIL by the local community including Gram Panchayat, village leaders, local NGO’s

Documents

Tata International Limited - MyCII - Home International Limited The Tata Affirmative Action Application. Affirmative Action Application 2011 - TIL 2 Q - 1. Describe your organization's