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.
     
• We maintain a strict policy of zero tolerance towards any form of harassment, whether it is sexual or non-sexual. This includes all types of discrimination - against which we take a strong stand. Our intense dedication to ensuring a safe and respectful environment is embedded in our Employee Welfare Policy and our commitment to uphold Human Rights. We also conduct trainings for all employees on discrimination and harassment in the workplace. We foster a workplace where everyone is treated with dignity and respect, highlighting our steadfast commitment to a harassment-free environment.
   
• Besides equal employment, the workforce (including contractual workers and those with disabilities) is entitled to equal benefits, training and skill enhancement.
   
• We are committed to embracing equality and promoting diversity. Our aim is to create and sustain an inclusive culture within our organisation that extends to all our suppliers and business partners. We actively seek to enhance diversity and are committed to offering equal pay for all our employees for the same work or equivalent positions irrespective of race, color, sex, language, religion, political or other opinion, national or social origin, property, birth or other status such as disability, age, marital and family status, sexual orientation and gender identity, health status, place of residence, economic and social situation.
   
• 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

Employee Development Programs

Future Fit Leaders Program

JSW Steel is on a planned expansion journey from 27 MTPA to 37 MTPA by FY 25, and further to 50 MTPA by the decade's end. 'Talent' is seen as a crucial factor for growth, and our Future Fit Leaders program has been launched to build a talent pipeline for critical roles. 
The Future Fit Leaders Program is a well institutionalized program to identify and develop high potential talent across the various levels of the organisation and to have a robust and ready talent pipeline for critical roles in the organisation. Talent identification happens across junior, mid and senior level bands through a rigorous Assessment Centre. 

Identified talent undergoes a developmental journey with Ivy League colleges such as Cornell University and premier institutes such as ISB. Each participant is assigned a coach for a customized IDP based on their career goals, and their aspirations are aligned with their Manager for potential role movements. Participants are split into cross-functional teams to work on business problems, and about 90% of eligible employees engage in this process. The project helps in retention, role movements and promotion of high potential talent (employees).

Till date, 

• 80% of High potential talent identified have been retained as the program enables them to give broader career opportunities across functions and plants in addition to development journey
• 86% talent have been promoted due to the Fast track promotion policy for the Future fit leaders
• 60% talent have experienced role movements due to being identified as High potential talent

In last 8 years about 280 employees have been selected as FFL and for current year about 51 have been selected.

JSW Springboard – Women Leadership Journey

We have started programs like ‘Springboard’, which is designed to help high-performing women employees achieve their career goals and overcome barriers. This program provides leadership training, mentorship and networking opportunities that can help them reach their full potential. The JSW Springboard programme continues with the IIM Bangalore Women Leadership Journey, and is now in its fourth batch. 

The program’s pedagogy is based on needs identified by the Development Centre, focusing on the JSW Potential Framework and Personality Trends for Women Leaders. Topics range from self-awareness, career management, and personal branding to strategic subjects like macroeconomics, industry analysis, and digitalization. Participants engage in a structured Individual Development Plan and Action Learning Projects to apply their learnings effectively.

The initiative aims to empower women at JSW by maximizing their potential, increasing leadership skills, and enhancing business acumen. The approach includes a Development Need Assessment involving personality trends, relevant competencies, and potential indicators for women leaders. An eight-month developmental program is offered by partnering with IIM Bangalore, focusing on leadership skills, business acumen, strategic thinking, personal branding, and managing others. 

The program includes four in-person and six virtual sessions. Participants undergo a Development Discovery Lab (DDL) and engage in career conversations to create Individual Development Plans (IDPs) aligning with their career aspirations. The initiative provides a path for women to transition from junior to middle, and middle to senior-level leadership positions at JSW.

137 Women participants have been a part of Springboard to date. Initially, 70 women employees were a part of the program, where all women employees were a part of the development journey irrespective of the assessment scores. Second year onwards, the participants went through assessments, and 67 women employees have been a part of springboard, and in last 3 years, we have covered 3 batches and out of which around 32% of the women employees were promoted after going through Springboard and 12% of women are a part of Future Fit Leadership program. 32% of the women employees have taken up a new role or additional responsibility in last 3 batches.