Communication on diversity and inclusion
Our people are our biggest strength and hence, a plethora of initiatives, policies and interventions have been undertaken by the organisation in order to foster a connection between employees and stakeholders, irrespective of their job, function, role or geographical location.
Committed to creating a diverse, inclusive, safe and fair workplace, Tata Steel has taken a target of having 25 percent diverse workforce by 2025. As a certified gold employer under Workplace Equality Index for LGBTQIA+ workforce, the company aims at curating a workplace where people can bring their authentic selves to work. This not only involves the successful deployment of a diverse workforce, but also the involvement of both management and union representatives in these recruitment processes, through JDC D&I Committees, from the grassroots level. Hence, regular communication is done across hierarchies, at both internal and external platforms and in multiple languages, with an objective to create more awareness, foster a sense of belonging and a level playing field for all.
The diversity and inclusion journey has been documented through the in-house journals, newsletters, films, vlogs, blogs, podcasts, webinars, creatives, interviews, authored articles, industry/ feature stories and others, and has been communicated on various platforms, in multiple languages and through all the communication tools available to us.
The organisation is focussed on the judicious implementation of enabling policies
and interventions and is conscientious of the same through internal and external
communication platforms, so as to better embrace a diverse workforce and establish a unique and immersive organisation culture.
The vision is to make Tata Steel a world-class employer where everyone is respected and every voice is heard.