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At UltraTech, we have entwined Human Rights considerations to our core beliefs. We have a robust Human Rights policy, which has been prepared in accordance with the requirements of international standards including United Nations Global Compact (UNGC) and International Labour Organization (ILO).
UltraTech has developed a due diligence process to proactively identify and assess potential impacts and risks relating to abuse of human rights. This helps us identify the threats to human rights and address at a nascent stage. This process extends not just to our employees, but also to our suppliers and contractors. The due diligence process includes the following:
We have developed a Human Rights Due Diligence (HRDD) tool, tailor-made to address human rights violations that could probably occur in the manufacturing sector. This tool has been implemented at all 51 manufacturing units of UltraTech to ensure that our workforce has a safe working space.
We hold regular training and capacity building sessions for our teams responsible for implementing human rights related processes at our units. During these sessions, we train them on how to fill our HRDD tool needs and guide them in making a site-specific mitigating Action Plan for potential Human Rights abuses. All processes are followed in accordance with our Group Human Rights Management Standard.
Under Human Rights framework, we at UltraTech uphold access to equal career opportunities for all genders. We strive to build an all-inclusive environment across our operations. Our gender diversity is represented as below:
Gender Diversity |
|
Share of women in total workforce (% of total workforce) |
3.60 |
Share of women in all management positions (% of total management positions) |
4.66 |
Share of women in junior management positions (% of total junior management positions) |
4.64 |
Share of women in top management positions, i.e. maximum two levels away from the CEO or comparable positions (% of total top management positions) |
2.38 |
Share of women in management positions in revenue-generating functions (e.g. sales, as % of all such managers) |
8.86 |
Share of women in STEM-related positions (as % of total STEM positions) |
4.58 |