Businesses should respect and promote human rights
We prioritise human rights within our Company and the communities we serve, guided by internationally recognised frameworks such as the Universal Declaration of Human Rights, ILO's Declaration on Fundamental Principles and Rights at Work, and the UN Guiding Principles on Business and Human Rights. This commitment is integral to our core values and corporate responsibility agenda. Our human rights policy, aligned with global standards like SA8000 and international treaties is aligned with respecting and promoting human rights across our operations and value chain. We ensure that human rights considerations are embedded in all facets of our business practices and interactions.
100%
Employees & workers are paid more than minimum wages
Zero
Complaints reported on human rights related issues
Zero
Complaints reported on sexual harassment & discrimination
Human Rights Policy
approved by Board
Essential Indicators
1. Employees and workers who
have been provided training on human rights issues and policy(ies)
of the entity, in the following format:
|
Category
|
FY 2023-24 (Current
Financial Year)
|
FY
Jan 2022-Mar 2023* (Previous
Financial Year)
|
||||
|---|---|---|---|---|---|---|
|
Total
(A)
|
No.
of employees
/workers covered (B) |
%
(B / A)
|
Total
(C)
|
No.
of employees
/workers covered (D) |
% (D / C)
|
|
|
Employees
|
||||||
|
Permanent
|
2,544
|
2,176
|
86%
|
2,819
|
5
|
0%
|
|
Other
permanent
|
753
|
219
|
29%
|
170
|
69
|
41%
|
|
Total
Employees
|
3,297
|
2,395
|
73%
|
2,989
|
74
|
2%
|
|
Workers
|
||||||
|
Permanent
|
1,004
|
O
|
O%
|
1,329
|
O
|
O%
|
|
Other
permanent
|
29
|
1
|
3%
|
43
|
O
|
O%
|
|
Total
Workers
|
1,033
|
1
|
O%
|
1,372
|
O
|
O%
|
* The Company had changed its financial year end from December to March in FY23. Therefore, the figure for FY23 is for 15 months
2. Details of minimum wages
paid to employees and workers, in the following format:
|
Category
|
FY 2023-24 (Current
Financial Year)
|
FY
Jan 2022-Mar 2023* (Previous
Financial Year)
|
||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
|
Total
(A)
|
Equal
to
Minimum Wage |
More
than
Minimum Wage |
Total
(D)
|
Equal
to
Minimum Wage |
More
than
Minimum Wage |
|||||||||||
|
No. (B)
|
% (B / A)
|
No.
(C)
|
% (C / A)
|
No. (E)
|
% (E / D)
|
No. (F)
|
% (F / D)
|
|||||||||
|
Employees
|
||||||||||||||||
|
Permanent
|
||||||||||||||||
|
Male
|
2,458
|
O
|
O%
|
2,458
|
100%
|
2,726
|
O
|
O%
|
2,726
|
100%
|
||||||
|
Female
|
86
|
O
|
O%
|
86
|
100%
|
93
|
O
|
O%
|
93
|
100%
|
||||||
|
Other than Permanent
|
||||||||||||||||
|
Male
|
751
|
O
|
O%
|
751
|
100%
|
159
|
O
|
O%
|
159
|
100%
|
||||||
|
Female
|
2
|
O
|
O%
|
2
|
100%
|
11
|
O
|
O%
|
11
|
100%
|
||||||
|
Workers
Permanent
|
||||||||||||||||
|
Male
|
1,000
|
O
|
O%
|
1,000
|
100%
|
1,324
|
O
|
O%
|
1,324
|
100%
|
||||||
|
Female
|
4
|
O
|
O%
|
4
|
100%
|
5
|
O
|
O%
|
5
|
100%
|
||||||
|
Other
than Permanent
|
||||||||||||||||
|
Male
|
29
|
O
|
O%
|
29
|
100%
|
43
|
O
|
O%
|
43
|
100
|
||||||
|
Female
|
O
|
O
|
O%
|
O
|
100%
|
O
|
O
|
O%
|
O
|
100
|
||||||
* The Company had changed its financial year end from December to March in FY23. Therefore, the figure for FY23 is for 15 months
3. Details of
remuneration/salary/wages
- Median remuneration/wages:
|
|
Male
|
Female
|
||
|---|---|---|---|---|
|
Number
|
Median remuneration/ salary/
wages of respective
category
|
Number
|
Median remuneration/ salary/
wages of respective
category
|
|
|
Board of Directors
(BoD)
|
7
|
31.25
lac
|
1
|
28.25
lac
|
|
Key Managerial
Personnel
|
3
|
6.78
crore
|
O
|
NA
|
|
Employees
other than BoD and
KMP
|
3,209
|
11.18
lac
|
88
|
9.24
lac
|
|
Workers
|
1,029
|
7
lac
|
4
|
6.6
lac
|
- Gross wages paid to females as % of total wages paid by the entity, in the following format:
|
|
FY 2023-24 (Current
Financial Year)
|
FY
2022-23 (Previous Financial
Year)
|
|---|---|---|
|
Gross wages paid to females
as % of total wages
|
1.88%
|
3.10%
|
4. Do you have a focal point
(Individual/ Committee) responsible for addressing human rights
impacts or issues caused or contributed to by the business? (Yes/No)
Yes. Ambuja Cements Ltd. is committed to upholding of fundamental human rights in line with the legitimate role of the business. Our approach includes adherence to corporate business policies and compliance with applicable laws including internationally recognised human rights, as set out in the International Bill of Human Rights and the International Labour Organization declaration on Fundamental Principles and Right at Work. The policy is applicable to all stakeholders including employees, associates, customers, vendors, contractors, etc. Please refer http://www.ambujacement.com/Upload/PDF/Ambuja-Human-Rights-Policy.pdf
5. Describe the internal
mechanisms in place to redress grievances related to human rights
issues.
Yes. Please refer https://www.ambujacement.com/Upload/PDF/Ambuja-Human-Rights-Policy.pdf (Practicing Open door policy. Grievances are heard by HR Head, Plant Head and at CMO Level)
6. Number of Complaints on
the following made by employees and workers:
|
|
FY 2023-24 (Current
Financial Year)
|
FY
Jan 2022-Mar 2023* (Previous
Financial Year)
|
||||
|---|---|---|---|---|---|---|
|
Filed
during the year |
Pending
resolution at the end of year |
Remarks
|
Filed
during the year |
Pending
resolution at the end of year |
Remarks
|
|
|
Sexual
Harassment
|
0
|
0
|
NA
|
0
|
0
|
NA
|
|
Discrimination
at workplace
|
0
|
0
|
NA
|
0
|
0
|
NA
|
|
Child
Labour
|
0
|
0
|
NA
|
0
|
0
|
NA
|
|
Forced
Labour/Involuntary
Labour
|
0
|
0
|
NA
|
0
|
0
|
NA
|
|
Wages
|
0
|
0
|
NA
|
0
|
0
|
NA
|
|
Other
human rights related
issues
|
0
|
0
|
NA
|
0
|
0
|
NA
|
7. Number of Complaints on
the following made by employees and workers:
|
|
FY 2023-24 (Current
Financial Year)
|
FY
Jan 2022 Mar 2023* (Previous
Financial Year)
|
|---|---|---|
|
Total
complaints reported under
Sexual Harassment on of
Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013 (POSH) |
0
|
0
|
|
Complaints
on POSH as a % of female
employees/workers
|
0
|
0
|
|
Complaints
on POSH upheld
|
0
|
0
|
8. Mechanisms to prevent
adverse consequences to the complainant in discrimination and
harassment cases.
Local plant management have the committee comprising of plant head, HR head and one more person preferably head plant operations. Any complaint regarding discrimination and harassment etc. in specific shall be treated most urgently and will be inquired on priority at the plant level itself
9. Do human rights
requirements form part of your business agreements and contracts?
(Yes/No)
Yes
* The Company had changed its financial year end from December to March in FY 23. Therefore, the figure for FY 23 is for 15 Months.
10. Assessments for the
year:
|
|
% of your plants and offices
that were assessed (by
entity or statutory
authorities or third
parties)
|
|---|---|
|
Child labour
|
100%
|
|
Forced/involuntary
labour
|
100%
|
|
Sexual
harassment
|
100%
|
|
Discrimination at
workplace
|
100%
|
|
Wages
|
100%
|
|
Others
– please specify
|
100%
|
11. Provide details of any
corrective actions taken or underway to address significant risks /
concerns arising from the assessments at Question 10 above.
Proactive measures are taken. At the time of entry of employee or worker, a detailed checklist will be followed to ensure statutory compliance w.r.t. child labour, forced labour and wages without fail. For Sexual harassment, POSH is there in place and for discrimination, local management committee is in place.