ACC Integrated Report 2024-2025

Human Capital

Empowering Future-ready Teams

ACC aims to foster a dynamic work culture. As an industry frontrunner, it nurtures top talent, prioritising agility, diversity and empowerment. The Company creates a collaborative environment where teams share insights and expertise, enabling swift adaptation to market shifts. ACC’s agile workforce is pivotal to driving efficiency and sustainability in a competitive industry.

Focus Areas

Employee Health and Safety	Developing the Talent Pool	Employee Engagement	Develop Talent Pipeline
Development and Key Initiatives Tech-led safety initiatives Deploying and implementing Group-level safety programmes across the Company	Comprehensive recruitment strategies Skill enhancement programmes for employees Specific learning and development programmes	Prudent performance management system Dynamic work culture fostering collaboration through team-building activities, engagement surveys, town halls and leadership talks	Identify critical positions and succession candidates internally and externally
Key Performance Indicators 8 Manufacturing Units achieved 'Zero Harm' during the Year 2 Safety Audits were Conducted with 16 Leadership Members involved as Auditors across Sites	44 hours Training for Each Employee 16,951 Number of Training Rolled Out 75,465 Total Training Hours	Enthusiastic participation in all employee engagement initiatives Town Halls Leadership interactions Newsletters and Emailers Multiple recognitions	Consistently publishing Internal Job Postings Succession Plan formulated

Material Topics

1 Talent Acquisition and Retention
2 Diversity and Inclusion
3 Employee Training and Development
4 Employee Well-being Measures
5 Employee Engagement
6Performance Management System
7 Freedom of Association
8 Human Rights
9 Health and Safety
10 Mental Health and Well-being
11 Customer Relationship Management

Stakeholders Impacted

Employees
Customers
Channel Partners

UN SDGs Impacted

Overview

Building a sustainable organisation requires a holistic strategy that integrates leadership development, a positive workplace culture and strategic initiatives. This approach strengthens ACC’s position as an industry leader and an employer of choice, attracting and retaining top talent for long-term success. Recognising people as its greatest asset, the Company prioritises effective people management as a key differentiator. During FY 2024-25, various HR initiatives were introduced, focusing on inclusion, workplace safety, career advancement and human rights protection.

3,171

Total Employees and Workers (including Differently-abled)

Employees and Workers Strength

Age Group	Female	Male	Total
<30	40	102	142
>30	64	2,965	3,029
Grand Total	104	3,067	3,171

Managerial Staff Categories

Management Category	Female	Male	Total
Junior Management (Assistant Manager and below)	65	519	584
Middle Management (Deputy Manager to General Manager)	28	1,066	1,094
Senior Management (Associate Vice-President and above)	1	22	23
Grand Total	94	1,607	1,701

Spirit of Excellence

ACC has created an environment where teams can collaborate seamlessly, sharing insights and expertise, forming the foundation for quick adaptation to market changes. The Company has developed an agile workforce, essential in an industry where efficiency and sustainability are critical. By promoting cultural integration and breaking down barriers, ACC has created a cohesive and inclusive workplace. Celebrating diversity and empowering employees have been key drivers of its success. Together, these efforts strengthen ACC’s ability to thrive in a dynamic market, build resilience and retain a forward-thinking approach.

Talent Acquisition and Retention

ACC embraces agility, excellence, diversity and employee empowerment to drive meaningful transformation. It prioritises innovation and adaptability, ensuring resilience in a competitive market. Recognising the importance of attracting and retaining top talent, ACC implements comprehensive recruitment strategies, leveraging diverse channels like online portals, social media, professional networks, internal postings and campus hiring. Employee retention remains a cornerstone of its Human Capital strategy. It allows the Company to build an ecosystem that nurtures career growth, supports development and celebrates achievements to build lasting relationships.

Diversity, Equity and Inclusion

ACC is dedicated to fostering diversity, equity and inclusion (DEI) across its operations, recognising that these values drive innovation, productivity and long-term growth. The Company ensures equality and respect for all individuals, regardless of gender, ethnicity, age, caste, religion or other backgrounds, and promotes inclusive workplaces through pay parity, skill balancing and diverse demographics.

Aligned with its DEI policy, the Company integrates these principles into human resource management and partnerships with stakeholders, maintaining a zero-tolerance approach to discrimination and harassment. Regular training and awareness programmes reinforce this commitment, complemented by the Prevention of Sexual Harassment (POSH) policy, ensuring a safe and dignified workplace.

To enhance gender diversity, ACC is actively trying to increase the number of women representatives across its business by 2030, supported by initiatives like ‘BeConnected’. This platform empowers women through mentorship, networking and professional growth, creating a vibrant and inclusive workplace culture.

Gender Diversity

Focus on Equal Pay

ACC follows a gender-neutral remuneration with an emphasis on specific skills and experience. As a result, at some levels, females are paid more than their male counterparts and vice versa.

Learning and Development

ACC prioritises developing the skills and capabilities of its workforce to enhance performance and accelerate professional growth. The Company’s robust talent development programme leverages a digital ecosystem, providing seamless learning through dedicated modules, virtual instructor-led masterclasses, and customised web sessions on functional and leadership aspects.

Training Hours per Employee

ACC follows the 70:20:10 learning philosophy, with 70% of learning through on-the-job training, 20% via interactions with superiors, and 10% through structured training interventions. Line Managers play a pivotal role in supporting new employees during the onboarding process, ensuring a smooth transition. This journey includes business-specific and discipline-specific learning, facilitated by the Company’s e-Vidya digital portal. The portal serves as a comprehensive platform, offering employees easy access to training materials and resources.

Digital Dexterity at ACC

ACC has commenced an ambitious journey into the digital era by positioning digitalisation at its core, driving operational excellence and inspiring the pursuit of greatness. With enhancements such as SAP upgrades, integrated mobile apps empowering stakeholders and streamlined platforms, digital technology serves as a backbone for enhancing operational efficiency. Data analytics and AI-driven processes through
MS Co-pilot have enhanced decision-making and optimised operations, including drone utilisation. We also utilise AI across several operations to bring out the best out of our workforce.

Training Highlights of FY 2024-25

16,951

Total Number of Training and Awareness Programmes

75,465

Total Training Hours

` 1.74 crore

Amount Spent
on Training

1,148

Total Topics Covered
in Training

491

Employees Trained on
Health and Safety Measures

1,701

Employees Trained on
Skill Upgradation

Employee Development Programmes

Name	Target Group	Description
Fulcrum	CXO-level Leaders	This nine-month Leadership Development Programme is designed to nurture CXO-level leaders across ACC. This comprehensive initiative focuses on strategic leadership, business synergy and functional expertise while enhancing skills to manage stress, ambiguity and complex challenges. It emphasises overall personality development, trustbuilding and creates diverse teams to ensure collaboration and growth across the organisation.
NorthStar	Middle-level Managers	This 11-month Leadership Development Programme, in partnership with Ivy League institutions, develops middle-level leaders by enhancing their versatility and adaptability. The curriculum covers business cycles, financial management, people skills, communication, and strategic planning, preparing participants for future leadership roles. The programme results in significant improvements across all dimensions of the Adani Behavioural Competency Framework (ABCF).
Takshashila	Senior-level Managers	This 12-month Leadership Excellence Programme, in collaboration with the Indian School of Business, equips participants for leadership success. The programme combines classroom learning, interactive sessions, 360-degree feedback, action learning projects and individual coaching to develop essential leadership skills. It provides leaders with the knowledge and tools needed to excel, ensuring growth and preparing them for future leadership challenges.
e-Vidyalaya	All Employees	At ACC, continuous learning is more than a priority — it is a commitment. Embracing the future of skill development, the Company has launched e-Vidyalaya, an innovative e-learning initiative in collaboration with Skillsoft. Through the Percipio digital learning portal, employees gain seamless access to a vast repository of knowledge, spanning business, productivity, collaboration, and digital transformation. Designed for flexibility, this initiative allows individuals to upskill at their own pace. Complementing digital learning, we integrate targeted in-person training to address functional and behavioural development needs, fostering a culture of growth, agility, and excellence.

Employee Engagement

Being an employee-centric organisation, ACC engages with its employees through various initiatives that promote a sense of belonging and involvement. These include team-building activities, surveys, engagement programmes, town hall meetings, and leadership talks, all aimed at creating an environment that drives growth. The Company also runs monthly and quarterly reward and recognition programmes, such as spot awards and employee of the month, to motivate employees to exceed expectations. Long Service awards celebrate those with 10+ years of service. ACC regularly conducts surveys to understand employee experiences, to enhance their well-being and promote a positive work culture.

Unity in Action on Sports Day

The Sabarmati Riverfront Sports Complex in Ahmedabad buzzed with energy as Adani Sports Line hosted the two-day Adani Sports Day for ACC and its parent company, Ambuja Cements Limited. Employees from various departments came together to compete, collaborate and celebrate sportsmanship.

The event featured exhilarating competitions, including relay races, tug of war, volleyball, and pickleball, fostering teamwork and camaraderie. Each day began with a health and safety briefing and an energising Zumba session. The spirited event concluded with a celebratory dinner, marking a perfect blend of competition, unity and shared achievement.

Performance Management System

The Company has established a comprehensive Performance Management System (PMS) to ensure transparency and clarity, while setting clear expectations for its workforce. This system encompasses performance measurement, mid year and end year reviews, ratings, promotion recommendations, moderation and individual feedback. Regular feedback is integral to this process, with bi-directional reviews and 360-degree feedback helping to build trust, transparency and continuous growth. A key feature of the PMS is the bell curve performance appraisal, which uses forced ranking to compare employee performance based on competencies, achievements and overall performance.

This method allows the Company to identify high and low performers, highlight areas of improvement and guide decisions on promotions, rewards and career development. It ensures fairness and consistency in evaluating employee performance throughout the organisation. All eligible employees undergo annual performance appraisals. This approach guarantees that every employee receives constructive feedback and support to drive their professional growth.

Performance Appraisal

ACC’s performance appraisal process includes performance measurement, mid-year-end reviews, ratings, promotion recommendations, moderation and individual feedback. Using the bell curve method, the Company compares employee performance in specific categories to identify high performers and areas of improvement. This approach informs decisions on promotions, rewards and career development, ensuring effective differentiation of performance. All eligible employees, undergo annual appraisals, while workers are evaluated with as per agreed conditions with the union.

Compensation

The Company promotes a positive work environment through its fair remuneration and compensation policy. It boosts employee productivity and fosters healthy competition. Exceeding statutory requirements, the compensation practices ensure that the workforce is well-rewarded for their contributions and recognised for their efforts.

Saksham: Empowering Workforce through Innovation

Project Saksham is an ambitious initiative which aims to empower employees with essential tools and helps to build selfconfidence. Recently, the project introduced Neuro-Linguistic Programming (NLP) showcasing its potential to revolutionise communication and relationship dynamics.

Furthermore, ACC’s integration of Oracle Fusion HCM underscored the Company’s dedication to digital transformation. This cloud-based system has streamlined HR operations, reduced costs and enhanced employee experiences through automation and data-driven decision-making.

Human Rights

ACC prioritises Occupational Health and Safety (OHS) to create a safe working environment. OHS at the Company is driven by the aim of achieving ‘zero harm’ across all its operations. This goal is supported by a robust framework, which includes leadership commitment, clear policies and systematic processes. OHS management strategy is comprehensive, incorporating advanced safety systems, extensive training programmes and ongoing monitoring of safety performance.

OHS governance framework is based on well-defined policies and active safety committees, all aligned with the Company’s Occupational Health and Safety Policy. This policy applies to all of ACC’s operations, business units, suppliers, visitors, customers and other stakeholders. To further strengthen its commitment, ACC has implemented comprehensive Safety Management Systems across the group, with clearly defined roles and responsibilities.

Moreover, OHS requirements are fully integrated into the procurement and contractual processes, ensuring that all partners and suppliers adhere to its safety standards. By embedding OHS principles into every aspect of its operation, ACC aims to maintain a safe, healthy and productive workplace for all employees and stakeholders. ACC has implemented an Occupational Health and Safety Management System across all its operational locations, covering both employees and contractual workers. This system is certified by ISO 45001. To ensure continued compliance, ACC conducts regular safety audits and reviews, in adherence with rigorous standards that are in line with the safety management framework.

3,171

Employees and Workers Trained on Human Rights Issues

Human Rights Assessment and Due Diligence

ACC has implemented a due diligence process to assess human rights risks across its operations, value chain and activities. This includes issues such as health and safety, forced labour, child labour and equal remuneration. The Company is committed to gender-neutral pay and it ensures fairness and transparency, with regular reviews to address any disparity.

Human Rights Assessment Process

Employee Well-being Measures

The Company ensures holistic employee well-being by offering comprehensive support programmes and creating a supportive work environment. This includes flexible working hours, regular health check-ups, health insurance, childcare facilities and celebrating significant events. ACC promotes physical fitness through fitness classes, sports facilities, wellness challenges and health resources. To support parenthood, parental leave (maternity as well as paternity leave) is offered. In addition, employees have other paid leaves to their credit which can be availed.

Maternity leave is granted for a period of 26 weeks. In case of adoption, 12 weeks of leave is granted. If a woman desires to work post availing maternity benefit, the employer allows her for any such period based on mutual agreement. Paternity leave of 6 days is also given to the non-primary caregiver. In addition to maternity leave, there are other paid leaves in a year which an employee is entitled to like privilege leave of 21 days, sick leave of 7 days and casual leave of 7 days which an employee can avail of depending on the requirement.

Assuring Excellence through the Global Capability Centre

Adani Group has launched the Global Capability Centre (GCC), marking a pivotal step towards sustainable growth and operational excellence. Inaugurated by Chairman Gautam Adani on 2 Sep 2024, and unveiled by Karan Adani, Chairman of ACC, the GCC focuses on efficiency, innovation, and business excellence. Integrating several thousand employees over two years, this initiative optimises HR, Finance, IT, and Procurement functions, fostering innovation and enhancing stakeholder experience through advanced digital tools and analytics.

Health and Safety

ACC upholds fundamental human rights, which are integral to its core values and corporate responsibility efforts. The Company’s Human Rights Policy is aligned with internationally recognised frameworks such as the Universal Declaration of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work and the UN Guiding Principles on Business and Human Rights. This policy ensures the protection and respect of human rights across all its operations and applies to employees, associates, customers, vendors and contractors.

The Company prioritises raising awareness of human rights among its workforce, successfully training 73% of its employees during the reporting period. Recognising the impact of its operations and supply chain on human rights, it has implemented a Supplier Code of Conduct, which addresses key issues such as forced labour, child labour, fair working conditions, occupational health and safety and freedom of association. Additionally, it is committed to ensure personal dignity, privacy and safety through the protection of the right to freedom of association. Additionally, the Company’s comprehensive Employee Grievance Redressal Policy provides a platform for employees to raise issues confidentially.

We Care

The ‘We Care’ programme is designed to promote safety among frontline workers and contract personnel, aiming for a ‘Zero Harm’ workplace. Each site identifies up to three ‘Safety Heroes’ every month to recognise good safety behaviour, through surveys, honouring them with a Golden Helmet and a gift worth `5,000 during the Safety Gate Meeting, attended by the entire workforce and their families. In FY 2024-25, 283 ACC Safety Heroes have been recognised and a souvenir has been launched in their honour. The CEO and Management Committee unveiled this souvenir at the Taj Gandhinagar. Copies were ceremoniously presented to the Safety Heroes from each site, in the presence of their families.

'We Care' Initiatives

Suraksha Bandhan

This unique initiative connected thousands of individuals across the organisation, including contractors, transporters, township residents and students at Adani Public Schools. It was well-received, cultivated emotional bonds among participants who shared the spirit of Suraksha Bandhan.

Roko Toko

Roko Toko promotes behavioural transformation by empowering individuals to intervene and correct unsafe acts or conditions, encouraging leaders to ‘never walk past’. ACC along with its parent company Ambuja Cements Limited publishes Roko Toko moments to inspire widespread participation and accountability.

Learning from Incidents

The LFI initiative extends the importance of safe behaviour beyond the Company’s boundaries, encouraging employees to share personal incident learnings. These contributions are shared with all employees and recognised with appreciation letters and gift vouchers.

Monthly Campaigns

Each month, a unique theme drives safety awareness through innovative online and offline campaigns, engaging the workforce. Rewards at Safety Gate Meetings further encourage participation. December’s ‘Never Miss a Near Miss’ campaign led to an impressive 177% increase in incident reporting.

Initiatives Undertaken to strengthen Safety Performance

Leadership Commitment and Governance	Training and Capability Building	Safety Execution Strategy at ACC
Key performance indicators (KPIs) have been integrated into performance appraisals and senior leadership training. Safety training sessions were successfully conducted, sharing lessons from past incidents across teams. Governance was strengthened in high-risk processes through critical control management and monthly safety reviews. Individual engagement promoted safety leadership, ensuring open communication for the swift resolution of issues. This approach ensured a secure work environment by encouraging reporting and promptly addressing individual concerns. 94,959 Safety Concern-visible personal tours (VPC) and Hazards Reported and Corrected 4,453 Near Misses Reported and Corrective Actions Taken	A robust training needs identification process was implemented across plants. Line Managers enhanced their capabilities through training in risk assessment, incident investigation and managing high-risk activities. Incident learning videos were shared to foster continuous improvement. Saksham training sessions were conducted for contract workers and project safety workshops were organised with relevant teams to strengthen safety practices. 58,731 Workers Trained under Saksham 2,34,924 Man-hours Spent on Saksham Training 4,345 Number of Permits to Work Audits Conducted	ACC leverages advanced technologies to ensure a safe working environment. The Company has implemented SafeX for efficient reporting of safety indicators and utilises drone applications during high-risk activities such as shutdowns and silo cleaning. Additionally, ACC monitors and analyses critical safety parameters through a dedicated dashboard, enabling effective safety management and continuous improvement.

Technological Intervention for System Assurance	#SafetyCulture	Safety Engagements and Rewards and Recognitions
ACC leverages advanced technologies to ensure a safe working environment. The Company has implemented Gensuite for efficient reporting of safety indicators and utilises drone applications during high-risk activities such as shutdowns and silo cleaning. Additionally, ACC monitors and analyses critical safety parameters through a dedicated dashboard, enabling effective safety management and continuous improvement.	#SafetyCulture serves as Adani’s flagship brand identity, focused on fostering a strong safety ethos. This initiative drives the development and implementation of all safety interventions, programmes, and engagements. As part of the Adani Group, ACC actively engages internal stakeholders, including employees and associates, alongside local communities, through impactful safety-themed campaigns and comprehensive training initiatives. 12 Safety Campaigns Rolled Out during the Year/p>	Throughout the year, ACC involved its employees and workmen in its safety journey through quarterly campaigns focused on work-at-height and electrical safety. Monthly safety themes were introduced to enhance competency and compliance. The Company recognised exemplary safety practices and hosted knowledge-sharing sessions, often featuring industry experts. To strengthen safety culture and ownership, ACC organised Saksham Samvaad, engaging many leaders from the cement business and reinforcing key safety principles. 8 Sites Achieved 'Zero Harm'

De-risking Projects

Despite technological advancements, the cement industry remains labour and infrastructure intensive, with inherent risks. To challenge this, ACC embraced a bold question: "If the risk is high, why involve humans?" This mindset drove innovation beyond traditional boundaries. With the Adani Group’s progressive approach, ACC has succesfully completed trial on applying safety cage inside calciner and preheater areas.

*Area Implementation Committee

Industrial Relations

ACC fosters strong employeemanagement relationships through open communication, mutual respect, and collaboration. Regular feedback sessions, team-building activities and transparent decision-making build trust and align goals. These initiatives create a supportive, engaged workplace, ensuring a positive environment that drives collective success and organisational growth.

Safety Governance

ACC maintains a robust safety governance structure. The OHS governance framework is built on clear policies and involves safety committees to drive initiatives in a top-down manner and support prudent workforce engagement.

The Corporate Responsibility Committee oversees safety governance at the Company with a comprehensive Safety Management System and clearly defined roles at the group level. Safety governance is led by the Apex Council, comprising senior leadership and supported by the Steering Safety Council, which includes business safety heads and leaders.

Taskforces at both Group and site levels oversee safety implementation. Site committees meet quarterly to review performance and introduce new measures. During the year, ACC held several safety committee meetings and integrated safety KPIs into the performance appraisals of senior leaders.

Safety Performance for FY 2024-25

Description	FY 2024-25	FY 2023-24
Fatality (On-site)	1	0
Lost Time Injury	22	28
Restricted Workday Cases	7	3
Medical Treatment Cases	9	2
Lost Time Injury Frequency Rate	0.41	0.62
Total Injury Frequency Rate	0.72	0.71
First Aid Cases	34	36

Prioritising Employee Health and Wellness

ACC has established OHS facilities at sites to provide healthcare services, ensure compliance with health-related standards and support OHS teams in promoting medical fitness, appropriate work placement, first aid, preventive care, health education and monitoring.