Ambuja Cements is building a sustainable future through strong leadership, a dynamic workplace culture and strategic initiatives. As an industry leader, it fosters top talent, promoting agility, diversity and empowerment. The Company fosters a collaborative environment wherein teams exchange insights and expertise, allowing for quick adaptation to market changes. Backed by an agile workforce with innovation and adaptability at its core, Ambuja Cements ensures long-term resilience and excellence in an increasingly competitive market.
Focus Areas
| Employee Health and Safety | Developing the Talent Pool | Employee Engagement | Develop Talent Pipeline |
|---|---|---|---|
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Development and Key Initiatives
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Key Performance Indicators
3
Safety Audits were Conducted with 21 Leadership Members involved as Auditors across Sites
17
Manufacturing Units achieved Zero Harm during the Year |
52 hours
Average Training Imparted Per Employee
34,623
Total Number of Training and Awareness Programmes Rolled Out |
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Material Topics
- 1 Talent Acquisition and Retention
- 2 Diversity and Inclusion
- 3 Employee Training and Development
- 4 Employee Well-being Measures
- 5 Employee Engagement
- 6Performance Management System
- 7 Freedom of Association
- 8 Human Rights
- 9 Health and Safety
- 10 Customer Relationship Management
- 11 Mental Health and Well-being
Stakeholders Impacted
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Employees
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Customers
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Channel Partners
SDGs Impacted
Overview
Building a sustainable organisation demands a comprehensive approach that blends leadership development, a positive workplace culture, and strategic initiatives. This all-encompassing strategy establishes the Company as an industry leader and as a preferred employer, attracting and retaining top talent for long-term success.
Recognising its people as the most valuable asset, the Company views effective people management as a key differentiator. In line with this vision, several HR initiatives were launched over the year, focusing on inclusion, workplace safety, career development and the protection of human rights.
Total Employees and Workers
(including Differently-abled)
Employees and Workers Strength
| Age Group | Female | Male | Total |
| <30 | 71 | 891 | 962 |
| >30 | 52 | 3,495 | 3,547 |
| Grand Total | 123 | 4,386 | 4,509 |
Managerial Staff Categories
| Management Category | Female | Male | Total |
|
Junior Management (Assistant Manager and below) |
89 | 2,061 | 2,150 |
| Middle Management (Deputy Manager to General Manager) |
29 | 1,365 | 1,394 |
| Senior Management (Associate Vice-President and above) |
0 | 55 | 55 |
| Grand Total | 118 | 3,481 | 3,599 |
Spirit of Excellence
Ambuja Cements fosters agility by championing excellence, embracing diversity and empowering employees, making them the catalysts for transformation. This approach fuels innovation and adaptability, ensuring long-term resilience.
Talent Acquisition and Retention
Ambuja Cements champions agility, excellence, diversity and employee empowerment to drive transformative change. By prioritising innovation and adaptability, it ensures resilience in a competitive market. Recognising the value of attracting and retaining top talent, the Company employs a multifaceted recruitment approach, using online portals, social media, professional networks, internal postings and campus hiring. Employee retention is central to its human capital strategy, fostering an environment that promotes career growth, supports development and celebrates achievements to build long-lasting workforce relationships.
New Hires in FY 2024-25
Diversity, Equity and Inclusion
Ambuja Cements is committed to promoting diversity, equity and inclusion (DEI) throughout its operations, recognising that these values are key drivers of innovation, productivity and sustainable growth. The Company ensures equality and respect for all individuals, irrespective of gender, ethnicity, age, caste, religion or background. It fosters inclusive workplaces through practices like pay parity, skill development and demographic diversity.
In alignment with its DEI policy, Ambuja Cements integrates these principles into human resource management and stakeholder relationships, maintaining a zero-tolerance stance on discrimination and harassment. Regular training and awareness programmes reinforce this commitment, alongside the Prevention of Sexual Harassment (POSH) policy, ensuring a safe and respectful workplace. To further enhance gender diversity, Ambuja Cements aims to increase female representation across its business by 2030, with initiatives like ’BeConnected‘ — a platform that empowers women through mentorship, networking, and professional development, cultivating an inclusive and vibrant workplace culture.
Ambuja Cements has made significant strides in promoting gender diversity, with women now occupying roles such as control room operators, thanks to its dedicated efforts in fostering an inclusive workplace.
Gender Diversity
Differently-abled employees and workers
Focus on Equal Pay
Ambuja Cements ensures that compensation is based on the skills, experience, and performance of its employees, with no gender bias. The Company focuses on optimising the return on its human capital, making data-driven decisions to guide talent acquisition, resource allocation and employee development strategies.
Learning and Development
Ambuja Cements is committed to enhancing the skills and capabilities of its workforce to drive performance and foster professional growth. The Company’s dynamic talent development programme integrates a digital ecosystem that offers seamless learning through specialised modules, virtual instructor-led masterclasses, and customised web sessions focusing on both functional and leadership skills.
Adopting the 70:20:10 learning framework, Ambuja Cements ensures 70% of learning takes place through on-the-job experience, 20% through mentorship and interactions with superiors, and 10% through formal training. Line Managers play a key role in guiding new employees during onboarding, facilitating their integration. The Company's e-Vidyalaya digital portal supports this learning journey by providing easy access to a wide range of training materials, empowering employees to continuously grow and excel.
Driving Digital Transformation with Digital Dexterity
Ambuja Cements is advancing into the digital future with its pioneering Digital Dexterity Programme, harnessing cutting-edge technologies such as IoT, Cloud Computing, and AR/VR to upskill its workforce. This transformative initiative has empowered numerous employees to become Certified Change Agents, driving digital adoption across various operational domains. By integrating AI-powered tools like MS Copilot, the Company is revolutionising Occupational Health & Safety (OH&S) systems, fostering a culture of innovation, safety, and operational excellence. Through this strategic digital push, Ambuja Cements continues to enhance efficiency, agility, and resilience across the Company, ensuring it remains at the forefront of industry advancements.
Training Highlights of FY 2024-25
Total Number of Training and Awareness Programmes for Employees
Total Training Hours
Employees Trained on Skill Upgradation
Total Topics Covered in Training
Employees Trained on Health and Safety Measures
Traning Hours Per Employee
Employee Development Programmes
| Name | Target Group | Description |
| Fulcrum | CXO-level Leaders | This nine-month Leadership Development Programme is designed to nurture CXO-level leaders across Ambuja Cements. This comprehensive initiative focuses on strategic leadership, business synergy, and functional expertise while enhancing skills to manage stress, ambiguity and complex challenges. It emphasises overall personality development, trust-building, and creating diverse teams to ensure collaboration and growth across the organisation. |
| NorthStar | Middle-level Managers | This 11-month Leadership Development Programme, in partnership with Ivy League institutions, develops middle-level leaders by enhancing their versatility and adaptability. The curriculum covers business cycles, financial management, people skills, communication, and strategic planning, preparing participants for future leadership roles. The programme results in significant improvements across all dimensions of the Adani Behavioural Competency Framework (ABCF). |
| Takshashila | Senior-level Managers | This 12-month Leadership Excellence Programme, in collaboration with the Indian School of Business, equips participants for leadership success. The programme combines classroom learning, interactive sessions, 360-degree feedback, action learning projects, and individual coaching to develop essential leadership skills. It provides leaders with the knowledge and tools needed to excel, ensuring growth and preparing them for future leadership challenges. |
| e-Vidyalaya | All Employees | Recognising the importance of continuous learning, Ambuja Cements has introduced e-Vidyalaya, an innovative e-learning initiative in collaboration with Skillsoft. This programme grants employees access to the Percipio digital learning portal, making education more seamless, flexible, and impactful. With a diverse library of resources spanning business, productivity, collaboration, and digital transformation, employees can enhance their skills at their own pace. To further support professional development, Ambuja Cements actively engages with employees to understand their functional and behavioural training needs, implementing a blend of in-person training programs and digital learning modules to drive growth and excellence. |
Employee Engagement
Ambuja Cements demonstrates a strong commitment to employee engagement through various initiatives designed to foster a sense of belonging and active involvement. The Company promotes a dynamic work culture through team-building activities, engagement surveys, town hall meetings, and leadership talks, all aimed at nurturing growth and collaboration.
Additionally, Ambuja Cements’ recognition programmes, such as Monthly Spot awards, Employee of the Month recognitions, and Long Service Awards for employees with over 10 years of tenure, encourage high performance and celebrate dedication. Regular engagement surveys further help the Company understand employee experiences, enhance well-being, and create a positive, supportive work environment that drives employee satisfaction and organisational success.
Unity in Action on Sports Day
The Sabarmati Riverfront Sports Complex in Ahmedabad came alive as Adani Sports Line hosted the two-day Adani Sports Day for Ambuja Cements Limited. Employees from diverse departments united to compete, collaborate, and embrace the spirit of sportsmanship.
The event featured thrilling competitions such as relay races, tug of war, volleyball, and pickleball, promoting teamwork and camaraderie. Each day kicked off with a health and safety briefing, followed by an energising Zumba session. The event concluded with a festive dinner, perfectly blending competition, unity, and collective achievement.
Performance Management System
Ambuja Cements’ performance management system serves as a key driver of innovation, quality and seamless collaboration across its workforce. The foundation of this system is the SMART goal framework (Specific, Measurable, Achievable, Relevant, and Time-bound), which aligns individual actions with organisational objectives. By breaking down these goals into milestones and fostering team involvement, the Company transforms SMART goals into a dynamic path toward achievement.
Regular feedback is integral to this process, with bi-directional reviews and 360-degree feedback helping to build trust, transparency, and continuous growth. Half-yearly performance reviews, combined with employee input, act as critical checkpoints, ensuring that each step taken contributes to building a stronger, more effective organisation.
Performance Appraisal
Ambuja Cements’ performance appraisal process is designed to measure individual performance, facilitate mid-year and year end reviews, and provide ratings, promotion recommendations, and feedback. Using the bell curve method, the Company evaluates employees against specific criteria to identify high performers and areas for improvement. This enables informed decisions on promotions, rewards, and career development, ensuring clear differentiation of performance. All eligible employees, including permanent staff, undergo annual appraisals, while non-permanent workers are assessed by contractors according to agreed terms.
Compensation
The Company fosters a positive work culture through its fair and competitive compensation policy, which motivates employee productivity and encourages healthy competition. Going beyond statutory requirements, Ambuja Cements ensures its workforce is fairly rewarded for their contributions, recognising and valuing their efforts in a meaningful way.
Saksham: Empowering Workforce through Innovation
Project Saksham is an ambitious initiative which aims to empower employees with essential tools and confidence for peak performance. Recently, the project introduced Neuro-Linguistic Programming (NLP) showcasing its potential to revolutionise communication and relationship dynamics.
Furthermore, Ambuja Cements’ integration of Oracle Fusion HCM underscored the Company’s dedication to digital transformation. This cloud-based system has streamlined HR operations, reduced costs, and enhanced employee experiences through automation and data-driven decision-making.
Human Rights
Ambuja Cements is deeply committed to upholding fundamental human rights, which are central to its core values and corporate responsibility initiatives. The Company's Human Rights Policy is aligned with global standards such as the Universal Declaration of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, and the UN Guiding Principles on Business and Human Rights. This policy ensures the protection and respect of human rights across all operations, extending to employees, associates, customers, vendors, and contractors.
The Company places a strong emphasis on raising awareness about human rights within its workforce, having successfully trained 73% of its employees during the reporting period. Acknowledging the impact of its operations and supply chain, Ambuja Cements has implemented a Supplier Code of Conduct, which addresses key issues such as forced labour, child labour, fair working conditions, occupational health and safety, and freedom of association. The Company also ensures the protection of personal dignity, privacy, and safety, with 100% union membership for its workers. Furthermore, the comprehensive Employee Grievance Redressal Policy provides a confidential platform for employees to voice concerns.
Employees and Workers Trained on Human Rights Issues
Human Rights Assessment and Due Diligence
Ambuja Cements conducts a thorough due diligence process to assess human rights risks across its operations, value chain and activities. This includes monitoring areas such as health and safety, forced labour, child labour, and equal remuneration. The Company is committed to ensuring gender-neutral pay and regularly reviews its compensation practices to ensure fairness and transparency, addressing any disparities as part of its ongoing commitment to human rights.
Human Rights Assessment Process
Adani Group's Global Capability Centre: A Milestone in Excellence
Adani Group has launched its Global Capability Centre (GCC), marking a pivotal step towards sustainable growth and operational excellence. Inaugurated by Chairman Gautam Adani on 2 Sep 2024, and unveiled by Karan Adani, MD of Adani Ports, the GCC focuses on efficiency, innovation, and business excellence. Integrating several thousand employees over two years, this initiative optimises HR, Finance, IT, and Procurement functions, fostering innovation and enhancing stakeholder experience through advanced digital tools and analytics.
Employee Well-being Measures
Ambuja Cements prioritises the holistic well-being of its employees by offering a range of support programmes and fostering a friendly work environment. The Company provides flexible working hours, promotes work-life balance, and conducts regular health check-ups. Employees benefit from comprehensive health insurance, childcare facilities, access to fitness classes, and wellness challenges.
Maternity leave is granted for a period of 26 weeks. In case of adoption, 12 weeks of leave is granted. If a woman desires to work post availing maternity benefit, the employer allows her for any such period based on mutual agreement. Paternity leave of 6 days is also given to the non-primary giver. In addition to maternity leave, there are other paid leaves in a year which an employee is entitled to, like, priviledge leave of 21 days, sick leave of 7 days and casual leave of 7 days which an employee can avail of depending on the requirement.
Health and Safety
Ambuja Cements places a high priority on Occupational Health and Safety (OHS), striving to create a safe and compliant work environment with a ‘Zero Harm’ objective across all operations. This commitment is supported by a strong governance framework, leadership dedication, and clear safety policies. The Company’s OHS strategy includes advanced safety systems, comprehensive training and continuous safety performance monitoring.
The Company’s OHS governance is guided by well-defined policies and active safety committees, ensuring adherence to the Occupational Health and Safety Policy across all operations, suppliers, customers, and stakeholders. The Company has implemented Safety Management Systems, outlining clear roles, responsibilities and accountabilities. These safety standards are embedded into procurement and contractual processes to ensure that all partners and suppliers comply.
To further reinforce its commitment, Ambuja Cements has integrated its OHS principles throughout its operations, ensuring a safe, healthy, and productive workplace for employees and stakeholders. The Occupational Health and Safety Management System, certified by ISO 45001, is in place at most operational locations, covering both employees and contractual workers. Regular safety audits and reviews ensure ongoing compliance with rigorous standards, in line with Ambuja Cements' commitment to maintaining a safe workplace.
We Care
At Ambuja Cements, fostering a culture of safety is a top priority. The ‘We Care’ programme is dedicated to promoting safety and well-being among frontline workers and contract personnel, reinforcing the Company's commitment to a ‘Zero Harm’ workplace. To encourage and recognise exemplary safety behaviour, each site selects up to three ‘Safety Heroes’ every month through surveys. These individuals with a process of selection are honoured with a Golden Helmet and a ` 5,000 reward during the Safety Gate Meeting, attended by the entire workforce and their families.
To date, over 400 Safety Heroes have been recognised for their contributions. In a special honour, a souvenir highlighting the achievements of 214 individuals from the first half of the financial year was unveiled by the CEO and Management Committee at the Taj Gandhinagar. Copies of this souvenir are ceremoniously presented to the Safety Heroes at each site, with their families proudly witnessing their well-deserved recognition. The family was also presented with 'Letter of Honour' by the site leadership.
We Care Initiatives
Suraksha Bandhan
The Suraksha Bandhan initiative fostered a sense of unity and safety, connecting over 90,000 individuals across the organisation, including contractors, transporters, township residents, and students at Adani Public Schools. The initiative was well-received, creating emotional bonds as participants came together to celebrate the spirit of safety.
Roko Toko
Roko Toko focuses on driving behavioural change by empowering individuals to intervene and address unsafe actions or conditions. The programme encourages leaders to "never walk past" safety issues. Ambuja shares Roko Toko moments to inspire broader engagement and accountability throughout the organisation.
Learning from Incidents
The Learning from Incidents (LFI) initiative goes beyond the workplace, encouraging employees to share lessons from personal life safety incidents. These learnings are circulated among all employees, with contributors receiving recognition through appreciation letters and gift vouchers.
Monthly Campaigns
Each month, a new theme is introduced through Monthly Campaigns to raise safety awareness. These campaigns engage the workforce both online and offline, with rewards presented at Safety Gate Meetings to further motivate participation and strengthen the Company’s safety culture. The December campaign was themed as ‘Never Miss Reporting Near Miss’. The outcome was substantial 177% increase in reporting.
Initiatives Undertaken to strengthen Safety Performance
| Leadership Commitment and Governance | Training and Capability Building | Safety Execution Strategy at Ambuja Cements | Safety Engagements and Rewards and Recognitions |
|---|---|---|---|
86,762
Safety Concern Visible Personal Tours (VPC) and Hazards were Reported and Corrected
3,426
Near Misses Reported and Corrective Actions Taken |
10
Members are undergoing PG Diploma in Process Safety from UPL University
37,579
Workers Trained under this Programme
1,50,316
Man-hours Spent on Health & Safety Training |
Ambuja Cements prioritises people and is committed
to achieving zero harm across its workforce,
including employees, associates and contractors.
By focusing on hard control interventions, safety
audits and reviews, the Company drives its WeCare
framework—a care-based safety management system.
With digital tools, competency building, and cultural
shift initiatives at the core, Ambuja fosters a robust
safety culture. Additionally, various programmes and
assurance audits are implemented to strengthen risk
awareness and mitigation across its plants.
214 Safety Heroes
Recognised for exemplary Safety behaviour |
The Company conducts quarterly safety campaigns
focusing on key areas like work at height (‘Unchaai‘)
and electrical safety (‘Urja‘) to enhance safety
across its operations. Monthly safety themes further
engage stakeholders, promoting competency and
compliance. Ambuja Cements encourages best-inclass safety practices through knowledge-sharing
sessions with industry experts. Additionally, the
Saksham Samvaad, part of the Saksham programme,
facilitates direct interactions between cement
business leadership and the workforce, with
participation from leaders.
15
Number of Sites Achieved 'Zero Harm' |
De-risking Projects
The cement industry has seen significant technological advancements over the years, but it remains a labour- and infrastructure-intensive sector with high risk levels. Recognising this, the Company decided to rethink how it approaches critical processes with one simple question: "If the risk is high, why should a human be involved?" This mindset pushed Ambuja Cements to explore innovative solutions beyond traditional industry boundaries. With the Group's openness to new approaches, the Company introduced trials that are a first for the Indian cement industry. The successful ones are now being integrated into our standard operating procedures.
Industrial Relations
The Company implemented various initiatives to cultivate strong and constructive relationships between employees and management, emphasising open communication, mutual respect, and collaboration. Regular feedback sessions, team-building activities, and transparent decision-making processes nurtures trust and align objectives. These efforts are designed to nurture an inclusive and engaged work culture, driving shared success.
Safety Governance
Ambuja Cements maintains a robust safety governance structure to uphold its commitment to safety excellence. The OHS framework is built on clear policies and active safety committees, ensuring safety initiatives are driven from the top-down and supported by strong workforce engagement.
The Corporate Responsibility Committee oversees safety governance, supported by a comprehensive Safety Management System and well-defined roles at the Group level. Safety leadership is provided by the Apex Council, consisting of senior executives, with the Steering Safety Council guiding safety strategy across the business.
Taskforces at both Group and business levels ensure effective safety implementation. Site committees, which meet quarterly, review safety performance and introduce new initiatives. Throughout the year, Ambuja Cements conducted several safety committee meetings and integrated safety KPIs into the performance appraisals of senior leaders, ensuring continuous safety excellence.
Safety Governance structure
Safety Performance for FY 2024-25
| Description | FY 2024-25 | FY 2023-24 |
|---|---|---|
| Fatality (On-site) | 02 | 02 |
| Lost Time Injury | 24 | 14 |
| Restricted Workday Cases | 06 | 03 |
| Medical Treatment Cases | 17 | 07 |
| First Aid Cases | 88 | 28 |
| Lost Time Injury Frequency Rate | 0.42 | 0.38 |
| Total Injury Frequency Rate | 0.85 | 0.70 |
Prioritising Employee Health and Wellness
Ambuja Cements has set up OHS facilities at its sites to deliver healthcare services, ensure adherence to health standards, and support OHS teams in promoting medical fitness, proper work placement, first aid, preventive care, health education and continuous monitoring.
Occupational Health
Key Initiatives
Round-the-clock Medical Staff
First-aid and Ambulance Services
Dust prevention Mist Water Spraying
Occupational Health Centres
Canteen Facilities and Rest Sheds
Non-Occupational Health
Key Initiatives
Preventive Health Initiatives
Health Awareness
In-house Allied Services
Tele-consultation Services
Clinical Support during Hospitalisation
Vertigo Test Structure for Height Phobia at Dahej Line 2 Project
As part of a safety initiative at the Dahej Line 2 Project, a Vertigo Test Structure was set up at the main gate near the OHC and training room to address the risks associated with working at heights. Workers from various states, including Bihar, West Bengal, and Uttar Pradesh, often face acrophobia, or fear of heights, which can significantly impact their ability to work safely. Given that working at height is a routine task at the site, it was crucial to assess the workers' fear levels before they began their duties.
The Vertigo Test involves checking the worker's blood pressure, pulse, and inner ear function before and after the test to ensure they are fit for working at height. If the worker passes the test, they are then cleared for Saksham training and further medical tests. This proactive measure has helped mitigate risks and prevent fatalities, ensuring the safety and well-being of workers at the Dahej plant.
Redefining Construction: A Historic Dome Lift Achievement
Ambuja Cements has set a new industry milestone with an unparalleled engineering achievement at Bhatapara. For the first time ever, the Company successfully lifted a massive 225 MT Clinker Dome (50m in diameter, 40m ring beam height, and 56.3m total height) in a single operation. This groundbreaking feat was accomplished using an 800 MT crane, making it a first for the Indian cement sector. Completed in just 35 days, including site preparation and assembly, the project stands as a testament to Ambuja's commitment to innovation, efficiency, and excellence in industrial engineering and project execution.
