Arohan Financial Services Limited | Annual Report 2021-22

Safety at Branch: With the increasing number of women employees joining the Company, Arohan has ensured to take special care in selecting the right kind of premise for the safety of women with CCTV cameras installed in every all-women or mix employee branches. Samataa - Gender Sensitization Programme: Considering the outcomes of the several Focused Group Discussions, Pulse Survey and Feedback sessions that the Diversity Council of Arohanhadorganisedfor itsemployees,Arohan launched Samataa – A Gender Sensitization Initiative where a series of events were conducted with identified ‘Change Agents’ in order to achieve the following set of objectives: Drafting the Roadmap for Arohan’s Journey of Diversity & Inclusion in line with the organizational goals Identifying and eliminating Gender Bias at the workplace Developing a positive and gender-intelligent organizational culture Establishing lower levels of gender-based conflicts and harassment Creating a balanced male-female ratio Fostering higher employee morale and greater retention The programmes were designed in such a manner that aimed to address gender-related issues by: Emphasizing the need for greater diversity at Arohan and how the same will help us in our business. Guiding and informing all employees on appropriate ways of addressing and interacting with colleagues representing the other gender. Stressing on the need of all ‘People Managers’ across the organization to focus on and promote a gender-neutral, positive and cordial work culture within and across their teams. Facilitating discussions between male and female employees. Highlightingpositive, aswell asdiscriminatory workplace practices and policies that need attention for immediate redressal. Grievance Redressal Platforms: Saheli: A unique helpline number to address the queries and grievances only for women employees who seeks any sort of HR related guidance and assistance. Preventionof Sexual Harassment (POSH) at Workplace: One of the grievance redressal mechanism that seeks to protect employees from sexual harassments at their place of work. POSH policy in Arohan is gender- neutral. Arohan Code of Conduct (ACOC): The Arohan Code of Conduct and discipline rules have been formulated to maintain the standard of business conduct to deter wrong doing and promote discipline among the employees. Training & Development: Arohan believes that the highly dynamic industry environment today demands organizations to invest in re-skilling and upskilling their employees to remain competitive. In order to keep up the stride, Arohan has devised training models to upskill its employees across the vertical. Induction Programmes The Induction programmes for all the different levels of field staffs are targeted towards developing their functional competencies. Given the current context of pandemic, the induction programmes FY2021-22 were conducted with a blended approach of virtual and physical training. A total of 693 such programmes were conducted in FY2021-22 with an effectiveness score of 88%. 87 Annual Report | 2021-2022 Management Discussion & Analysis