Integration of Culture, Process and Policies

One of our significant accomplishments in recent times is the successful integration of culture, processes, and policies. Our efforts towards achieving a unified mindset have resulted in major milestones, including the implementation of a unified top-level structure for operations, sales, manufacturing, logistics, and support functions.

We have also established a unified grade and salary structure, along with unified learning and development programmes. To address employee concerns during this integration process, we conducted employee town halls across all locations. This assimilation into the AAA culture of Adani, Ambuja, and ACC has played a crucial role in driving our Company’s growth and success, and we are proud of this achievement.

Industrial Relations

We take pride in our long-standing tradition of fostering strong industrial relations. Our culture of bonding across generations embodies the very essence of the Indian cement industry. We currently have third and fourth generations working for our Companies, which has played a pivotal role in our integration within the Adani Group.

To create an exemplary workplace, we have implemented several initiatives, including committees, productivity meets at department and plant levels, and clubs. Our open-door policy encourages dialogue and feedback from employees, and our robust grievance redressal mechanism ensures that concerns and complaints are addressed in a fair and timely manner. We organise engaging activities regularly across all locations to promote a sense of unity among employees, their spouses, and children. Additionally, we have established various employee forums and committees to provide a platform for employee voices to be heard. By prioritising employee engagement and addressing their concerns, we foster a culture of collaboration, credibility, trust, inclusivity, and openness.

Diversity and Inclusion

Our people practice across the Group reflects our promise to be an inclusive business. We are an equalopportunity employer when it comes to attracting, retaining and developing fresh talent.

We are committed to treating all our people with respect, dignity, and fairness, regardless of their background. We believe in creating and maintaining a workplace that is diverse and inclusive, where everyone has equal access to information and opportunities, and where discrimination or harassment of any form is not tolerated.

To promote diversity and inclusion, we have identified four strategic levers that we focus on - attracting diverse talent, promoting education and awareness, engagement and development, and building ecosystems at the workplace. We recognise that building diversity at the workplace is an ongoing journey, and we are constantly working towards achieving our goals.

We are proud to report that over the last few years, we have made significant progress towards achieving gender diversity, with 26% representation of women in the heart of our operations in CCR and quality roles. In addition, we are committed to providing equal employment opportunities for people with disabilities, recognising that diversity has many dimensions.

Learning and Development

We aim to foster continuous learning and create a culture where individuals are encouraged and supported to acquire knowledge, develop new skills,and enhance their existing abilities. We believe that establishing a learning environment within our organisation is vital to prioritise ongoing learning and development.

High Impact Leadership Programmes

We designed an internal programme for all Regional Sales Managers which included role plays and case studies. The programme consisted of four modules, covering topics such as Understanding Goals & Objectives, Working with Own Behaviours and Motivation, Challenging with Impact, and Communicating to Influence.

The participants and CSO gave positive feedback, with an overall rating of 9.67 out of 10. Regional Sales Managers shared how they have been using tools such as the SCARF model to strengthen the ‘can do’ attitudes in their sales teams. Moreover, the concept of 'Who’s Got the Monkey' is helping team members move up the initiative ladder to achieve business goals.

Certification Course

We conducted a one-week certification course on cement application for our Technical Service Engineers. The primary objective of the programme was to upskill and train our customer service officers on product application. The programme was conducted face-toface, covering 280 Technical Service Engineers. The programme’s key highlight was its practical approach, including lab activities and interactions on cement and concrete. Upon completion of the course, participants were assessed through an online post-assessment on Super Assisted Intelligent Learning (SAIL) and awarded completion certificates in the presence of a senior leader.

Talent Development

We prioritise talent development and have implemented various programmes to achieve this goal. One such initiative is Takshshila, which is a talent development programme at the Adani group level. We nominated 7 of our employees for this programme to enhance their skills and potential.

Another programme we have in place is Fulcrum, which is also an Adani Group initiative. Its main aim is to develop a strong pipeline of leaders who are ready to take on challenging roles. We nominated 3 of our employees for this programme to further their leadership abilities and prepare them for future opportunities

Ensuring Employee Health and Safety at Our Plants

We, as a leading cement Company with highly evolved practices, have developed a highly effective safety management system that brings together various functions and skill sets to achieve our safety goals. Our commitment to augment our contribution towards safety is rooted in our corporate values and governance enablers. We have built a Health & Safety management system on the strong foundation of our H&S standards, Policy, and robust value system.

Health, Safety Improvement Plan (HSIP)

Our Health, Safety Improvement Plan (HSIP) serves as the governing tool to drive Safety initiatives and programmes throughout the year. The HSIP plan reinforces our leadership role in Health & Safety and has led to the implementation of specific measures to improve our H&S performance.

To ensure the implementation of safe practices, we employ a range of tools such as Boots on Ground (BoG), a mobile application that enhances leadership visibility at sites and aids in reducing incidents. Additionally, we are utilising Visible Personnel Commitment (VPC) and hazard reporting as part of our safety protocols. We launched the Critical Control Management programme to address the eight critical elements called Priority Unwanted Events (PUE) in our operation.

H&S Governance Mechanism

We have a robust H&S governance mechanism in place to ensure the diligent implementation of H&S principles across our manufacturing units. Our governance system includes three levels of audits: cross-plant audits, intra-plant audits, and self-assessments, which are conducted as per the scheduled plan for each of our manufacturing plants. We have well-defined audit protocols that elaborate our standards and systems to verify the governance mechanism at our sites.

EHS Training Programmes

We organise our EHS training programmes through both in-house and external platforms. We conduct structured H&S induction programmes for new employees in manufacturing, sales, and logistics functions to inform them about H&S rules and policies and inculcate safe behaviour. These centralised programmes are conducted at the corporate level by our H&S and HR teams. Additionally, each plant conducts its own H&S induction for new employees, visitors, and contractors. We also conduct an induction programme for senior leadership through our Corporate H&S Team.

Human Rights

Respect for human rights, ethically and environmentally sound business practices as well as fair and safe working conditions and employees’ well-being are fundamental parts of our culture and identity. We believe it is important to explicitly identify human rights as a part of our policies, procedures, and ethics training to help us keep the topic top-of-mind and make sure it does not become an issue in the future.