Arohan Financial Services Limited | Annual Report 2021-22

Highlights of Programme and Benefits that addresses the unique needs of employees Employee on boarding Aashirwaad: Arohan continues to run its on boarding programme for the field employees, Aashirwaad. Of our total field force, more than 65% are between the age group of 21 – 25 years, hence it is construed that, more often than not, the job offered to them is their first job. Through Aashirwaad, family members of the probationary field officers are made a part of their onboarding journey, helping them form an emotional bonding with the Company, while ensuring better engagement and retention. Employee Benefits Compensation: Arohan has adopted a three- pronged approach for its compensation philosophy to cater to the unique needs of the different groups of employees: For entry-level employees, the approach focuses on ensuring more ‘cash in hand’ to meet their day-to-day expenditures For middle management level employees, the focus is on balancing the aspects of long- term Retirement benefits and cash-in-hand to meet their immediate requirements For senior leaders, the focus is on value creation through Employee Stock Option Plans and variable pay, where the pay-out is dependent on the organization’s profit Employee Advances, Loans and Grants - To mitigate the needs of certain short-term financial support, Arohan offers its employees with advances, loans and grants. Advancesaregiventoaddress the immediate financial needs of the employees, which can be paid back within a stipulated timeline. Loans are of two categories – Personal and Educational, which relatively is a larger amount provided to the employees and for a longer duration. Grant is a special category of Education loan, whichtakescareoffinancinganyprofessional course or certification programme relevant to the job the person is undertaking. Long-Service Recognition: The true test of character is shown only in the face of adversity. Arohanrecognisesthestrongcommitmentof its employees, who have been with the Company for a minimum of 5 years and have played a key role in the growth of the organization. Child Care Leave Being a mother can sometimes require a women employee to a take few days off from their work in order to care of her child’s needs. 84 Annual Report | 2021-2022 As working from home is not an option for female employees in the field, Arohan has introduced a Child Care Leave only for women employees at thefield. AChildCare Leave (CCL) is granted for the specific purpose of taking care of a minor child for rearing or looking after its needs including examination, sickness, etc. Work from Home With Arohan being home to a diverse workforce and the new hybrid work culture that employees prefer in today’s scenario, Arohan decided to provide Work From Home (WFH) facilitytothoseemployeeswhohavethe necessary infrastructure and their job allows them to operate from home, while ensuring that employees perform to the organization’s work expectations from the role. Flexi Working Hours: Non-field employees, at Arohan, are provided the privilege of flexi- timing with the employee clocking-in the desired number of productive hours (i.e. 8