Arohan Financial Services Limited | Annual Report 2022-23

In response to the insights received, Arohan introduced the facility of Work from Home Location for women field employees in FY 2022. With the introduction of this facility, women employees from rural and semi-urban geographies now find an opportunity to build their careers with a growing organisation, while also managing their homes. • Travel for Women: To ensure the complete safety of women during their travel, all female employees at Arohan are eligible to claim a minimum of one notch-up travel reimbursement. Also, all women employees, who may need to work late in the office, have been made eligible for cab services arranged by the Company, to drop them off at their home locations. Samataa - Gender SensitizationProgramme Considering the outcomes of the several Focused Group Discussions, Employee Pulse Surveys, and Feedback sessions that the Diversity Council of Arohan had organised for its employees, Arohan launched Samataa – A Gender Sensitization Initiative. Through this initiative, a programme was designed to address gender-related issues by way of emphasizing the need for greater diversity at Arohan and how the same will help us in our business, encouraging healthy interaction with colleagues representing the other gender, mentoring ‘People Managers’ to promote a gender-neutral, positive and cordial work culture within and across their teams, and while highlighting good workplace practices also address discriminatory practices and policies that calls for immediate attention and redressal. Under this programme, identified ‘Change Agents’ have been trained to achieve the following objectives: • Drafting the Roadmap for Arohan’s Journey of Diversity & Inclusion in line with the organisational goals • Identifying and Eliminating Gender Bias in the Workplace • Developing a positive and gender-intelligent organisational culture • Establishing lower levels of gender-based conflicts and harassment • Creating a balanced male-female ratio • Fostering higher employee morale and greater retention Women-centric Grievance Redressal Platforms Arohan has created unique Grievance Redressal Platforms, especially for its women employees across the field. These platforms are specially designed to handle high-priority grievances with the utmost confidentiality. • Saheli: This is a unique helpline number to address the queries and grievances of women employees who seek any sort of HR-related guidance and assistance. • Prevention of Sexual Harassment (POSH) at the Workplace: Arohan has adopted a gender-neutral POSH Policy. The POSH helpline and structure at Arohan is one of the key grievance redressal mechanisms that seek to protect employees from sexual harassment at their place of work. • Arohan Code of Conduct (ACOC): The Arohan Code of Conduct and discipline rules have been formulated to maintain the standard of business conduct and to prevent any wrongdoing by employees while promoting good work ethics, culture, and discipline. TRAINING & DEVELOPMENT Arohan exercises a sharp focus on upskilling and developing its employees in order to create a pool of high-potential successors and leaders in preparation for theCompany’sVision2027.Withchangingdynamics of the industry ecosystem, Arohan has proactively reimagined its entire approach to developing talent in the Company. The Company believes that to sustain in a rapidly evolving VUCA (volatility, uncertainty, complexity, and ambiguity) world, the practice of learning, unlearning, and relearning is the key to success. The dimensions of the industry demand that employees are constantly developed to stay ahead of the learning curve. With this as the cornerstone, Arohan has devised training models to reskill and upskill employees across verticals. Induction Programmes Arohan focuses on conducting well-rounded induction programmes for its field, as well as non-field functions. The induction programmes for all the different levels of field employees are designed to develop their functional and behavioural competencies. A total of 570+ such programmes were conducted in FY 2023 Management Discussion & Analysis Annual Report 2022-23 | 66