In today’s dynamic corporate landscape, embracing diversity isn’t just an option but a strategic necessity for any innovative and sustainable organization. Our journey of inclusivity at Vedanta Aluminium includes a strong commitment to integrating transgender people in our workplace.

Championing Inclusivity: A Core Value

Central to our ethos is the belief that diversity and an inclusive workforce are necessary for innovation as well as excellence. It is this belief that is demonstrated through our comprehensive policies on Diversity & Inclusion (D&I) that give priority to marginalized groups, such as transgender individuals.

We understand that genuine inclusiveness goes beyond mere numbers; it entails creating an atmosphere where each employee feels valued, respected, and empowered to bring forth his or her best effort. This holistic approach is evident in our robust programs aimed at integrating transgender employees into our workforce.

Transgender Inclusion: Breaking Barriers and Building Bridges

We are proud to share that Vedanta Aluminium has hired new team members who belong to the transgender community. They have been deployed at our mega aluminium smelter in Jharsuguda, Odisha, our alumina refinery in Lanjigarh, and our BALCO manufacturing facility in Korba, Chhattisgarh. We now have nearly 30 transgender employees, showcasing that LGBTQIA+ inclusivity in the heart of our core industrial operations.

Our approach began with a thorough review of existing policies, followed by the formulation of personalized policies and support mechanisms. These programs encompass recruitment strategies, workplace adjustments, healthcare benefits, and sensitization programs.

In fact, BALCO had set a pioneering example in the realm of diversity and inclusion by becoming the first organization in the manufacturing industry in Chhattisgarh and within the Vedanta Group to hire transgender individuals. In addition to being a frontrunner in hiring transgender employees, BALCO was also the first within the Vedanta Group to implement a gender reaffirmation policy, providing essential support for gender affirmation surgeries and related medical needs. This year, we have also introduced financial aid to our LGBTQIA+ employees, interested in pursuing higher education.

A Three-Pronged Approach

We have made our job descriptions less gender-specific to ensure our talent acquisition processes capture the marginalized. We engage with specialized organizations and NGOs on rights and employment matters related to transgender individuals to reach out to individuals who may otherwise have been omitted from standard hiring processes.

To support our transgender employees, we have adopted a three-pronged approach:

1. Skill mapping and training programs:We ensure that transgender candidates are matched to roles that align with their skills and aspirations, providing them with opportunities to thrive. Our training initiatives equip them with the skills they need to excel in their roles. This includes technical training as well as leadership development programs.
2. Gender-sensitization sessions:These sessions educate our workforce and the communities about transgender issues, promoting empathy and respect. By fostering allyship, we ensure that inclusivity is a collective responsibility shared by all employees and their families.
3. Infrastructural augmentation:We have ensured that the workplace has gender-neutral facilities and signage. Not only that, we have also made housing and community spaces gender-neutral in our colonies.

Creating an Inclusive Workplace

An inclusive workplace or workforce is not just about policies and practices but also about breeding a culture of understanding and acceptance. We have, therefore, invested heavily in sensitization and awareness programs to educate our employees about transgender issues and promote empathy and respect. These programs involve workshops, training, and guest lectures from experts and advocates hailing from the transgender community.

One of our flagship projects includes the 'Allyship Program,' which is a platform to inspire employees to become allies of the transgender community. It helps employees learn how to support their transgender colleagues, challenge bias, and contribute to a more inclusive work culture.

Impact and Future Directions

Our workplace culture is being reshaped by our D&I initiatives, which have also increased employee satisfaction. We continue to view diversity as a catalyst for innovation, maintaining our commitment to extending gender diversity objectives with the aim of achieving 30% representation by 2024-25.

We are proud to have been honoured with the top position in S&P Global Corporate Sustainability Assessment 2023, within the global aluminium industry. This allows us to speak up for ourselves and advocate for change in society enabling transgender people to enter the corporate world.

We believe we are playing a part in building a more just and equal society in the country. As more companies follow in our footsteps, the vision of a truly inclusive workplace, where every individual can thrive, becomes increasingly attainable.