Page 43 - CRISIL ESG Report 2023

i.
ii.
Women leadership success story
“It is amazing that my line manager nominated me for the 1,000 Women Leaders Programme by Jombay when my tenure at CRISIL had only been a few months, I will always remember that. For me, the design and construct of the programme stood out – there was never a dull moment; you had to be wired in from day go. I think the outside-in approach really worked for me. The programme carefully stitched together a set of frameworks and approaches and had an interesting mix of competency-based modules interspersed
Hiring related initiatives
CRISIL ensures adequate representation of women in the candidate slate for all open positions. Multiple channels, such as job fairs, campuses and lateral candidates from the job market, are leveraged for the same. Early career women talent is leveraged from multiple campuses.
with industry leaders walking us through their shared experiences to make it real and interactive. The digital learning platform and its treasure trove of nuggets made sure we were referencing what we were learning constantly. It definitely delivered on the ‘immersive’ experience for me – it was a fully connected programme.”
– Radhika Bajaj, Winner
Top 10% Club, 1,000 Women Leaders Programme by Jombay
Gender diversity, as a metric, is a reference while taking hiring decisions at the entry level to ensure proportional representation. We deploy governance checks at key milestones in the hiring process to alleviate any potential bias in selection or offer fitment. The internal mobility of employees is encouraged before external candidates are evaluated for any given position.
Creating a safe, secure and sensitive work environment
CRISIL has taken multiple steps to create a safe, secure and sensitive work environment in the hybrid working model:
Put in place a mechanism to ensure all employees are aware of the company’s POSH policy and its contents
Created a safe space for employees to voice their concerns through surveys, and regular check-ins
Provided external legal expertise from which to seek help, if required
Set up an anonymous portal- chat box, and/or complaint box for reporting inappropriate behaviour
Made employees aware of the implications of evolving regulations on safety and security
Set up an active forum, Buddy Mother Networks, that connects expectant and new mothers with other women employees
Provided a nudge to employees on the etiquette they need to follow while working from home
Established special measures for the safety and security of women colleagues during commute
Enabled special measures for women employees post maternity, including rating protection, counselling, reduced working hour programme, creche facilities, etc.
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