Page 104 - CRISIL ESG Report 2023

8. Mechanisms to prevent adverse consequences to the complainant in discrimination and harassment cases.
• CRISIL has a ‘Policy on Redressal of Workplace Harassment’, which specifies the detailed procedure to report and redress harassment cases. Under the policy, retaliation, in any form, against an employee or applicant for employment who exercises his/ her right to make a complaint, in good faith is strictly prohibited.
• The Whistleblower Policy, too protects complainant from any form of reprisal for reporting complaints.
9. Do human rights requirements form part of your business agreements and contracts? (Yes/No)
Yes
We contractually bind our major suppliers of IT support, staffing solutions partners, facility management and security services that employ people from the more vulnerable sections with lower literacy levels, to comply with human rights requirements. Further, purchase orders issued by CRISIL contains binding conditions for adherence to human rights.
10. Assessments of office for human rights for the year
Please refer to Table no. 20 on pg. no.68 of the ESG Databook.
11. Provide details of any corrective actions taken or underway to address significant risks /concerns arising from the assessments at Question 10 above.
Based on the current year assessment, no gaps have been identified necessitating corrective actions.
Leadership Indicators
1. Details of a business process being modified / introduced as a result of addressing human rights grievances/complaints.
CRISIL supports the protection of human rights across operations. The recruitment, remuneration, and promotion of employees is based purely on merit, irrespective of their race, religion, gender, and nationality. We do not encourage any kind of involuntary employment, and towards this end, have undertaken several initiatives, including the adoption of an Anti-Slavery Policy, which extends to CRISIL’s subsidiaries as well. The policy interdicts forced and child labour and slavery in operations.
Our Supplier Code of Conduct requires suppliers and vendors to uphold our objective of protecting human rights, prohibiting child and forced labour, promoting health and safety, and being environmentally compliant and sustainable.
Further, to reinforce appropriate conduct respecting human rights, a social sensitivity training on the themes of modern slavery, child and forced labour, equal opportunity, and DE&I is made mandatory for all employees.
• 4,810 employees were provided training on human rights.
• 6,273 hours of training on human rights.
2. Details of the scope and coverage of any Human rights due-diligence conducted.
Please refer to Table no. 19 and 20 on pg. no.68 of the ESG Databook.
3. Is the premise/office of the entity accessible to differently abled visitors, as per the requirements of the Rights of Persons with Disabilities Act, 2016?
Yes
Initiatives for differently abled colleagues
We have taken adequate measures to enhance accessibility (both digital and physical) in line with focus on diversity, equity, and inclusion. As a demonstration of allyship, CRISIL has sponsored “Diversity and Inclusion Walkathon” at Pune, conducted by NHRDN. 7. Currently, we have 9 employees who have voluntarily reported their special needs. All our offices are provided with security and safety systems to ensure safety of people in CRISIL.
4. Details on assessment of value chain partners
Please refer to Table no. 19 on pg. no. 68 of the ESG Databook.
5. Provide details of any corrective actions taken or underway to address significant risks /concerns arising from the assessments at Question 4 above.
Refer to Q6 of Leadership Indicator of Principle 3.
102 ESG Report 2023
Business Responsibility and Sustainability Report