TVS Motor Company
Manufacturing Electrical & Electronics, Mechanical
Chennai
BCWI : 2020 2021,2022,2023,2024
MICI : 2021,2022,2023,2024
Career enablement at TVS Motor Company is focused on ensuring that women work on their competencies to take themselves to next level. Women in middle level manager roles undergo “Flying Lessons” Women Leadership Development Programme. In spite of being in manufacturing, employees are empowered to manage and utilise “Remote Working Policy.
“Unnati Policy” for second career women allows WFH/ part-time and upskilling and mentoring. Default Rating Policy for women on Maternity and Higher Education Candidates ensures they are not lagging behind. Employees Assistance Programme supports employees on psychological, emotional, personal, relationship, stress management and overall wellbeing. Menstrual Cycle leave Policy allows women to take 1 day leave every month. Career Development Workshop Policy provides opportunity to employees to get sponsored for over-seas higher education on merit basis. New mothers are given a provision to defer the opportunity for 1-2 years on the family condition basis, without impacting their merit to avail the provision.
TVS Motor Company is dedicated to creating an inclusive ecosystem by addressing specific challenges at an individual level rather than implementing one-size-fits-all initiatives. Acknowledging unconscious bias as a significant barrier to inclusion, the company increased its workforce of persons with disabilities (PwD) from nearly zero to around 250 in 2022-23. Focused programs have been rolled out to combat this issue, making training mandatory for managers.
In 2023-24, over 800 team members, including managers, received training in Sign Language, while more than 500 employees were sensitized to inclusivity topics. PwD are now part of the hiring program for both manufacturing and executive roles.
With over 35% of employees from diverse regions, TVS Motor Company caters to generational and regional needs through its canteen facilities. The company aims to raise PwD representation to 5% and overall diversity, including women, to 25% by 2025, demonstrating a strong commitment to agility, innovation, and employee well-being.
