As part of its commitment to enhancing diversity, ITC places particular emphasis on representation and inclusion of women and the differently abled persons. This is sought to be accomplished systematically, through concerted actions, some of which are summarized below:

Representation

• ITC’s talent sourcing strategies are configured to enhance its diversity quotient. The Company assesses sources continuously, scrutinizes the available talent pool and consistently deploys inclusive hiring principles and practices to meet its diversity goals. This includes initiatives and efforts to enhance representation of women in the selection pool, collaborating with external partners to recruit differently abled persons, and where feasible, encouraging their deployment with business associates across the value chain.
• ITC invests in bespoke and ready to deploy capability programmes that support women achieve their full potential. Such interventions provide the thrust, as ITC strives to meet representation milestones across responsibility levels.

Inclusion & Enablement

• To enhance women participation in the workforce and realization of their full potential, ITC offers comprehensive institutional support. This includes policies which enable greater flexibility such as off-site or alternate location working, extended child care leave and return to work programme, and child and caregiver travel support. Infrastructure provisions include special accommodation arrangements for women, secure transport and access to child care facilities at or near the workplace. ITC undertakes periodic infrastructure reviews and audits and differently abled persons are supported with the necessary infrastructure to help them discharge their responsibilities. ITC undertakes various wellbeing programmes focussed on the unique needs of women.
• ITC deploys various interventions and refreshes them periodically to reinforce the tenets of inclusive practices and behaviours in work teams. The Company endeavours to tackle implicit biases, if any, through a combination of persuasive campaigns and training programs which sensitize employees on such biases, and effective means to counter them.

Commitment & Assurance

• Promotion of Diversity, Equity and Inclusion receives continuous focus and sponsorship from leadership, with the Businesses and Functions actively committed to making progress. Diversity & Inclusion goals and initiatives, particularly those pertaining to women and differently abled persons, are integrated with Human Resource Plans across Businesses.
• As a means of continuous listening and initiating proactive actions, Employee Resource Groups (ERG) / Diversity Councils are in place across Businesses. ERGs are empowered to periodically review Diversity, Equity and Inclusion efforts, gather feedback and share suggestions with Business leadership teams.
• As a testimony to ITC’s commitment, and to ensure that the Company keeps making progress, various measures relating to Diversity, Equity and Inclusion, including feedback from employees, are tracked and remedial actions taken, where required.
• As a means of positive reinforcement, ITC celebrates success stories, promotes thematic events and recognizes organizational units making progress.