implemented some flexibility in the organisation hiring practices with the intent to support female candidates so that they can manage their professional life along with their other life household commitments. Arohan recruitment policy offers age relaxation and considers the career gaps to provide equal opportunities to women to pursue and outshine in their career. This approach fosters a diverse and inclusive work culture. The Company gives utmost priority in Hiring women in leadership role as they serve as positive role models and contribute to a more inclusive workplace culture. Arohan has implemented a mandatory requirement to include a female employee on interview panels, especially when interviewing female candidates. This practice ensures a comprehensive evaluation of fitment, taking into consideration various factors, including the work environment and other relevant aspects. At Arohan, our steadfast commitment to diversity is evident in our strategic approach to hiring key talent for pivotal roles throughout the organisation. Positions including Head – Human Resources, Administration, Training & Development & Corporate Social Responsibility, Zonal Business Head, Head of Central Operations, Head of Arohan Privilege, Head of Cross Sell, Head of Corporate HR, Head of Corporate Communications, Head of IT Application, and numerous other critical roles are deliberately entrusted to women leaders who bring a wealth of diverse perspectives and skills. By fostering a team of leaders with varied experiences and insights, we enrich the decisionmaking processes within the organisation. These diverse perspectives contribute significantly to our Management Committees, offering unique cross-functional insights that drive innovation, enhance problem-solving capabilities, and ultimately contribute to Arohan’s overall success. • All Women Branches: Arohan has pioneered a distinctive model of empowerment by establishing branches in various states that feature an allwomen workforce. These All Women Branches embody the spirit of diversity and inclusivity, where the entire business flourishes under their expertise, creativity, and resilience. To uphold a standardized and supportive approach for these All Women Branches, Arohan has implemented an All Women Branch Policy. This policy serves as a comprehensive guide, offering clear directives for our Field Team. It ensures the provision of female-friendly infrastructure that is safe, secure and also creates an environment where female employees can deliver exceptional client service with confidence. • 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. 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 believes that Employee development is the cornerstone of organisational growth and success. By investing in the continuous learning and growth of employees, companies foster a culture of innovation, adaptability, and excellence. Arohan maintains a steadfast commitment to upskilling and nurturing its employees, cultivating a reservoir of high-potential individuals poised to lead the organisation into its Vision 2028. Recognising the evolving dynamics of the industry landscape, Arohan has proactively overhauled its approach to talent development. In the face of a rapidly changing VUCA (volatility, uncertainty, complexity, and ambiguity) world, Arohan firmly believes that continuous learning, unlearning, and relearning are indispensable for sustained success. The exigencies of the industry necessitate that employees remain agile and adaptable to stay 67 | Annual Report 2023-24
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