Human capital is the backbone of any industry. In an organization with the provision of good working conditions, employees are highly likely to be more positive, more motivated and therefore more productive. Other benefits include higher employee retention rates, reduced instances of employee unrest, fewer grievance claims, etc. However, even today, many companies across the world fail to recognize even the most basic employment rights, and use labour practices, including child labour and forced labour, which would be considered abhorrent within any modern society. JSW has taken various efforts and initiatives to promote healthy and safe work environment for all its employees through focus on prevention of occupational accidents and diseases.

Occupational Health & Safety

Occupational Health & Safety is a material topic for JSW and safety of its employees is fundamental, both for their welfare and to the reputation and performance of the Company. Thus safety is of prime importance for JSW and highest priority is accorded to the principle of prevention.  

Our OHS management system’s coverage is as per ISO 45001:2018 system. The systems ensure that incidents of work related injuries, ill health, and diseases are reported timely, investigated for root causes and the lessons learned are deployed across the group companies. We also seek constructive feedback from our employees on a regular basis to understand the gaps with respect to our health and mental wellbeing initiatives.We monitor the progress against our OHS targets monthly. Additionally, before the onboarding of vendors/ suppliers a PQA-Prequalification assessment form is filled by our procurement team and the vendor. Only suppliers/vendors scoring more than 50% are eligible for the supplier selection process and to enter into a contract with JSW Energy.

At JSW Energy, our plants - Barmer, Ratnagiri & Vijayanagar have already been awarded a 5 STAR Rating in Occupational Health & Safety Assessment by the ‘BRITISH SAFETY COUNCIL’. Two of the plants -Barmer & Ratnagiri have also won the ‘Sword of Honor’ presented by the ‘British Safety Council’ for excellence in Occupation Health, Safety & Wellbeing.

The company conducts Hazard Identification and Risk Assessments for its safety management systems. In the current financial year, all the four major power plants of JSW Energy identified high risk scenarios numbered 16 to 20 (16 to 18 for Barmer). These high-risk scenarios were then mitigated through our BHM tool (Barrier Health Management) where new safety systems/processes and controls were added so as to bring down its Risk Rating to below 5 (minimal risk). A total of 18 such high-Risk scenarios were covered across all plants.

The company has established a comprehensive safety governance structure in all the plant locations which includes safety committees, safety systems and safety related policies which the stakeholders must abide by. The company being ISO 45001 certified takes great measures with respect to occupational health and safety to ensure a zero-incidence scenario. There are many safety systems and tools being utilised to achieve ‘Zero Harm’ and building a Safe Work Environment at all the plants.

The Major Safety Systems being used at JSW Energy are as follows:

1. Safety Governance Structure
2. Lone Worker Safety
3. Safety Perception Survey
4. Scaffolding Inspector Certificate Training
5. Safety Observation System
6. Contractor Safety Management
7. Barrier Health Management (BHM)
8. Permit to Work, Job Safety Analysis, Hazard Identification & Risk Analysis and Lock out & Tag Out system implementation
9. E-Learning.

At JSW Energy, the company has an ongoing target to achieve "Zero Harm" in each reporting year. The company aims to ensure that each year we have no fatalities or major injuries. In FY 2022-23, the company has achieved its ongoing target of Zero Harm, with no lost time injuries and fatalities.

Human Capital

Our employees form the backbone of our organization. We are constantly striving to support our employees through various initiatives and benefits. In terms of financial benefits, we reward our employees through our ESOP scheme. We have 2 ESOP schemes for our employees- JSWEL Employees Stock Ownership Plan – Samruddhi 2021 and the JSWEL Employees Stock Ownership Plan – 2021. Cumulatively these programs cover 100% of our employees. To be eligible for the ESOP, the employees must meet the KRAs. The KRAs includes certain sustainability related components like safety performance across the organization as well as other plant specific parameters (e.g., specific energy consumption, specific water consumption, etc.).

The median remuneration of employees of the Company during the financial year was 6.30 lacs per annum

We have also established several wellbeing programs for our employees including sports and mental health initiatives for our employees. Additionally, 26 weeks of maternity leave and 1 week of paternity leave is provided to all entitled employees.

We provide flexible working hours for our employees through our “flexi time” provision. Our policy requires employees’ presence for the core working hours and allows them to start their day 30 minutes prior to or after the standard time.

At JSW Energy, the voluntary turnover rate for the reporting year was equivalent to the total employee turnover rate. All employee separations during the year were voluntary, and there were no cases of involuntary turnover.

We achieved an employee satisfaction score of 74% in FY 2022-23. The survey included assessing employees on various parameters – including job satisfaction, a sense of purpose, happiness at the workplace, and managing stress at the workplace, among others.

At JSW Energy we provide support to our employees to accelerate their career progression through our performance management system.

Agile Conversations: Employee Manager feedback was conducted from time to time throughout the year. The feedback sessions focused on receiving the feedback on achievements, developmental needs, re-addressing the objectives, barriers to performance, shortfalls and ways to bridge the gaps. The sessions were conducted at the discretion of the manager or the employee. We also introduced a new initiative called the 5-star manager in which we asked the employees to nominate their managers if they had fruitful conversation/feedback sessions with them. We got a great response from the employees which is a testimonial of a successful PMS process at JSW Energy.

360 Degree feedback/recognition: We have a reward and recognition portal named Spotlight where employees can provide feedback to their subordinates/peers/supervisors/other employees on their work/performance throughout the year.

Team-Based Performance Appraisal: At JSW Energy, we believe maintaining the highest safety standards is imperative and is the responsibility of the respective teams at each site. As part of our performance management system, we have set team goals for each plant to ensure that there are zero fatalities at the site. In case this target is not achieved at the site, all employees at the site are assessed as a team, and the variable pay is impacted for each team member at the site.

At JSW Energy, we make significant efforts to hire the best in-class talent, at the same time we provide several opportunities to our employees to accelerate their career. 145  positions were filled internally by our own employees in FY 2022-23

Average Hiring Cost

Training and Development

We support our employees to develop their careers through our employee development programs.

Leadership and Conflict Management

The leadership programme has helped managers develop skills and behaviours necessary to navigate the complexities of the workplace, drive team performance and create a positive work culture. The programme has inculcated the leadership mindset and skills required to excel in leadership roles. The programs saw 102 participants this year and 14% of the participants were given more enhanced roles with increased responsibilities.

Training on Boiler Water Chemistry and Fuel Ignition System

The training program enhanced the knowledge of employees to allow for further optimization of boiler performance, enhanced safety practices, reduced operational costs and improved sustainability. The trainings provided to the employees have played a crucial role in supporting Kaizen and process improvements by transferring knowledge, developing skills, fostering a continuous improvement mindset and enabling measurement of results. We have built a culture of continuous improvement by having a total of 467 kaizen at all our locations which has resulted in the cost saving of INR 11,033,400. 236 employees were a part of this training.