Employee Health, Safety and Well Being


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 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.  JSW Steel has been certified as Great Place to Work (GPTW) for the year 2022-2023. The organisation has emerged as a company having a strong cultural foundation.

As of FY 23, JSW Steel has 12,856 employees – out of which 743 are permanent women employees, 23 are differently abled employees, and 1 is an expat (i.e. non-Indian citizen).


SDG Mapping of JSW Steel’s Initiatives & Projects

SDG 8: Decent Work and Economic Growth



  • Health and Safety of employees is a material topic for JSW. To build resilience against the risk associated with occupational health and safety JSW has come up the following strategic plan
    • Adoption of DuPont Process Safety Management System. The initiative is a part of its safety excellence journey to transform the safety culture of the organisation from a reactive to an interdependent system.
    • To ensure best safety practices, all the manufacturing sites of JSW Steel are certified to Occupational Health & Safety Management System as per OHSAS 18001.
    • Safety has also been made a Key Performance Indicator for managers to promote safety as a culture in the organization.
    • As part of this group initiative, all JSW employees, business associates & contractors are required to comply with the newly launched "10 JSW CRITICAL SAFETY RULES" and to further explore and improve safety practices in and around the shop floor.
    • Periodic safety trainings through 14 training modules and mandatory use of Personal Protective Equipment (PPE)
    • Monthly apex safety meetings to review safety performance
    • Medical facilities and health insurance for all employees
    • Apart from this, we report our safety related incident to the Joint Planning Committee (JPC) on a monthly basis. We also report our occupational health & safety data to the World Steel Association, of which we are also a member, and also disclose this data publicly in our integrated report every year.
  • JSW is not only concerned with the safety of the people inside the premises of the manufacturing unit but also promotes safe practices in all spheres of life. Through its CSR activities JSWhas sought to educate people on the importance of safety.

    Vijayanagar Action Centre

    The Vijayanagar Action Centre, under the banner of Karnataka Chapter of the National Safety Council, was established in the year 2000, with an ambition to drive safety systems among the surrounding industries of Bellary – Koppal area – and contribute as part of the Company’s CSR initiatives.
    The Vijayanagar Action Centre carries out the following activities to create safety awareness and improve the safety systems:

    • Conduct safety training programmes (i.e., legal compliances, working at height, confined space entry, emergency preparedness, road safety, construction safety, excavation safety and learning from previous incidents)
    • Arrange interactive sessions with Factory Directorate Officers with all neighbouring industries
    • Share safety best practices
    • Provide emergency services for neighbouring villages and industries
    • Distribute and maintain fire extinguishers in 25 government schools in neighbouring villages
    • Distribute safety hand books
    • Conduct safety competitions (e.g., slogans, songs, essays and posters) for employees, school children and ladies
    • Arrange safety skits based on learnings from previous incidents and best practices
  • In FY 23 - the average amount spent per FTE on training and development was INR 20,680.

  • In FY 23, the percentage of open positions filled by internal candidates (internal hires) was 4.72% at the corporate office, and 5.72% overall – including all 3 ISP’s and the corporate office.

  • The employee turnover rate in FY 23 was 10.28%, out of which the voluntary turnover rate was 9.86%.

  • 100% eligible employees receive regular performance and career development reviews, and our performance management appraisals are based on Management by Objectives, and conducted biannually.

SDG 3: Good Health and Well-being


  • JSW acknowledges that human capital forms an integral part of any organization and helps drive strategic actions to achieve the end and hence constantly engages with individuals from multiple locations to explore their full potential and prepare them for leadership roles.
    • IIM Ahmedabad Strategic Leadership Programme
      ​As the name suggests, JSW IIM Ahmedabad ExecutiveEducation programme is intended to develop analytic, strategic, and leadership skills. The programme’s objective is to upskill employees and make them quick thinkers, better decision-makers and efficient managers. In FY 2018-19, as a part of the second batch of the programme, 28 participants embarked on this journey of personal and professional progress.
  • The Company’s constant efforts have created an inclusive culture that does not discriminate on the basis of religion, gender, caste, or disabilities and has a policy for equal opportunity for all.
    • JSW diversity and inclusion – Springboard
      ​As one of the leading steel companies in India, JSW Steel has been working towards creating an empowering and rewarding working environment for women. The Company puts gender equality on top of its agenda and makes diversity one of its key business and people strategy components. The Diversity and Inclusion Policy for JSW Steel were unveiled inFY 2018-19. This policy aims to ensure that all those participating in its workplace are treated with respect, dignity, and fairness, thus creating an environment which promotes positive working relationships.
    • IIM Bangalore Women Leadership Journey – Batch Of 2018
      With a focus on creating next-generation women leaders,JSW Steel launched the IIM Bangalore Women Leadership programme. A batch of 67 high performing women employees were selected to propel their careers around the organisations business needs. They were trained in self-awareness, career management, personal branding, and strategic subjects such as macroeconomics, industry analysis and design thinking. These women will be JSW Steel’s drivers of change.
    • Gender Sensitisation Workshops
      In order to reduce workplace deviance behaviours and generate respect for individuals irrespective of gender, JSW Steelconducted gender sensitisation workshops for the leadership team and all the line managers. These workshops helped closegender gaps and further workplace equality. The workshop helped achieve the following: Addressed concepts of diversity and inclusion, Imparted concepts of bias and its origin, Conveyed impact of cultural programming and stereotypes, Contrasted impact of implicit bias and explicit bias and Elaborated on unconscious bias
    • Sammaan- Safe spaces make great workplaces
      ​In FY 2018-19, the Company revised the Prevention of Sexual harassment (POSH) policy under an initiative called ‘Samman’.This was done with the objective of emphasising a safe and harmonious work culture within the Company. The revised policy was an effort to create awareness on the subject, often considered taboo, and develop ‘speak up’ culture to receive help from the organisation. Going a step further, JSW Steel speciallycurated e-learning modules to maximise awareness and highlight various nuances of sexual harassment. Using the forum theatre technique, the facilitators enacted scenarios and provided technique to handle such situations effectively and raise concerns, as and when necessary.
  • Besides equal employment, the workforce (including contractual workers and those with disabilities) is entitled to equal benefits, training and skill enhancement.
  • JSW has been awarded the Workplace Wellbeing Charter for its efforts to promote employee well being in office space
    • Pre-Retirement Workshops
      ​To help employees and their spouses understand important aspects of retirement, prepare them for challenges ahead of time and ensure that they make the most out of their post retirement time, JSW Steel conducted pre-retirement workshops. Conducted by the Senior Leadership Team at the Vijayanagar and Kalmeshwarfacilities, the workshop covers four important aspects of Psychological Preparedness, Social Preparedness, Financial Preparedness and Health Preparedness.
  • Key e-learning initiatives and courses
    • #GirlswannaLearn - A blended learning programme curated for women employees of JSW
    • MS Office based courses - An initiative to hone employee skills in MS Excel and MS PowerPoint
    • Skills 2020 - An initiative where Skillsoft courses are bundled on the basis of the most important skills employees should possess by 2020 according to the World Economic Forum

JSW Steel’s Trend of Safety KPIs

Safety is a priority area and due to the firm resolution of JSW towards vision ‘Zero Harm’ JSW saw a decline in the LTIFR.

JSW discloses the sustainability related information in its integrated/sustainability reports which can be found on the following links