Arohan Financial Services Limited | Annual Report 2022-23

the field. A Child Care 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. • 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 hours of working and 1 hour of lunch break). Employee Health and Safety • Arohan Avalamban Yojana: Arohan is committed to thewell-being and safety of not just its employees but also their families. ‘Arohan Avalamban Yojana,’ a death in harness scheme, was launched with the objective of providing support to the families of the employees who lost their lives while in service at Arohan or have suffered permanent disabilities resulting in loss of ability to work. • Arohan Swasth Paraamarsh: This health-first programme was launched to encourage and support employees in remaining fit both physically and emotionally. Under this programme, various tips and awareness sessions, including interaction with doctors, are conducted through the digital platform. The platform“Being Fit”was also launched under this banner, wherein employees share their journey and practices of remaining fit, through a video format. • Safety at Workplace: Arohan adopted a gender- neutral POSH Policy and instituted the POSH Committee in the year 2016. Every new joiner at Arohan, irrespective of their bands, designations, and locations, undergoes mandatory POSH training as a part of their induction schedule. Regular Refresher Training is also conducted for all stakeholders at least once a year. Central and Regional Internal Committees are created, along with the mandatory presence of an External Member, across locations. • Field Employees’ Road Safety: Arohan’s field employees travel to customers on their two- wheelers. In order to ensure that employees understand the value of their lives and adhere to road safety norms, Arohan promotes Road Safety Guidelines among its employees through a campaign, #YourLifeisPrecious. Road Safety Guidelines, published in vernacular languages, as well as an interview feature on the monthly internal newsletter, Srishti, of field employees on road safety practices, is carried out as a part of this campaign. • 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 premises for the safety of women, with CCTV cameras installed in every all-women or mixed-employee branch. DRIVING GENDER DIVERSITY Since the majority of Arohan’s customers are women, it is desirable for a majority of Arohan’s field employees also to be women to enable a better understanding of the customers’ business cash flow needs and establish higher customer connections. Having identified the business linkage, Arohan is focused on having greater gender diversity in the Company with a clear roadmap in terms of attaining a natural diversity ratio of 50% by the year 2030, in line with the Aavishkaar Group’s Vision on the agenda. Arohan, being a key contributor to the Group, has set for itself a defined roadmap for the next five years in terms of reaching the desired gender diversity index. The Diversity Council of Arohan has curated focused programmes and engagements to introduce women- friendly policies and processes. We have improved our Gender Diversity ratio of Arohan from 4.9% in April 2019 to 14.32% in FY 2023. This has been made possible due to the introduction of various initiatives and policy changes included not only at the Head office or Regional office levels but also at the field levels. Arohan has categorically opened branches in several states that employ only female staff members. This has resulted in Arohan having many women- only branches where the entire business is driven by women employees of the Company. Arohan has adopted the following strategies to foster women hiring as a key activity of its Diversity & Inclusion initiatives: Women Hiring The hiring criteria for field women employees have been revised for them to join in early or even join back after a break in their career. This has been done to encourage those women employees who would want to continue with their career after a break as may be needed for family reasons. • Home Location Posting: The Diversity Council of Arohan conducted Focused Group Discussions to gain insights from employees through feedback and suggestions pertaining to women at work. 65 | Annual Report 2022-23