Arohan Annual Report FY 20-21

Chandra and Ms. Matangi Gowrishankar were conducted successfully. Talent Assessment Programme: This was launched to identify potential employees for Field leadership and Functional Head roles. The assessment was designed based on seven different mission-critical competencies - Ownership, Problem Solving, Communicating with Impact, Leadership, Collaboration, Analytical Skill and Result Orientation. 42 employees from Field Operations and Enabling Function have undergone the Talent Assessment Process during the last Financial Year. Mentoring Programme: This was launched to develop the productivity of lagging Field resources across different grades. The programme is a quarterly intervention, and was designed in consultation with the Business team to target productivity gaps. Since launch over 800 individuals have improved their performance through this intervention. COVID-19 Interventions In an externally challenged environment due to the pandemic, Arohan came up with several interventions to ease the challenge and pain for its employees. During these challenging times, the organisation’s top priority was to protect the health and well-being of its employees and their immediate families. Some of these are detailed here: Arohan Suraksha Kawaj: In order to ensure that no employee faces any challenge during the pandemic with regards to their medical needs including receiving timely treatment for COVID-19, an additional top-up insurance was provided to all employees. The Arohan Surakhska Kawaj, provides an additional coverage of INR 1 lakh, over and above the existing medical insurance coverage which also extends to COVID-19 related medical expenses. Also, Arohan has empanelled reputed hospitals across locations to ensure that employees get required access to hassle-free treatment if needed. Standard Operating Procedure on COVID-19: To ensure that all employees take relevant precautionary measures to avoid any risks and have a clear way forward to follow in every possible scenario and aspect, a detailed Guideline and SOP was shared with employees. The guideline suggested precautionary measures and steps of dealing with the suspected cases in the field, self-isolation rules and preventive measures, maintaining hygiene in the branches and office premises, employee guidelines for COVID-19 testing and sanitization techniques. This has given the employees a detailed understanding of how to proceed in case someone is detectedpositiveat the workplace. Extensive communication campaigns were run to create awareness on preventive guidelines and advice on how employees can protect themselves and their families. Safety andSupport during lockdown: Employees who had stayed back at the branch / office premises during the lockdown were ensured adequate supply of food, commodities, medicines, sanitizers, masks and other essential commodities for their well-being. The safety and security of the women employees were given utmost priority. 100% of employees were connected virtually by the Human Resources and Administration teams specifically to check on their health and wellbeing and address any concerns that they may have had. Annual Report | 2020-2021 74