ITC believes that all its employees must live with socio-economic dignity and freedom, regardless of nationality, gender, race, economic status or religion. In the management of its businesses and operations therefore, ITC ensures that it upholds the spirit of human rights as enshrined in existing international standards such as the Universal Declaration and the Fundamental Human Rights Conventions of the ILO.

ITC upholds international human rights standards, does not condone human rights abuses, and creates and nurtures a working environment where human rights are respected without prejudice.

The Corporate Human Resources (CHR) function of ITC is responsible for the Human Rights Policy design, implementation and upgradation.

The policy is implemented at all ITC units through a set of separate policies and procedures, covering each of the main constituents of human rights applicable at workplaces.

The assessment procedures for different constituents of this policy are defined against each specific policy.

Evidence of Consideration of Human Rights Impact Across the Supply Chain

As a large and multi-product enterprise, whose products are benchmarked nationally and internationally, ITC’s main supply chains can be grouped as follows:

For all its operations, technology, machinery and equipment are sourced from reputed and globally benchmarked suppliers/vendors who are expected to follow internationally acceptable norms and standards regarding human rights.

ITC’s major businesses are vertically integrated across several Divisions. A substantial part of the supply chain is, therefore, internal through strategic backward linkages. Common values relating to human rights performance are shared across this supply chain.

Being an agri-based company, the agricultural sector is a major supplier of inputs for ITC’s operations. The bulk of agricultural commodities are procured from state-controlled trading platforms and the open market.

ITC acknowledges that every individual brings a unique set of perspectives and capabilities to the team. A discrimination-free workplace for the employees creates an environment where diverse talents can bloom and be nurtured. This is achieved by ensuring that a non-discrimination policy is practiced across the Company, in line with corporate principles and benchmarked business practices.

ITC’s approach towards its human resources is premised on the fundamental belief of fostering meritocracy in the organisation which, pari passu, promotes diversity and offers equal opportunity to all employees. ITC does not engage in, or support, direct or indirect discrimination in recruitment, compensation, access to training, promotion, termination or retirement, based on caste, religion, disability, gender, age, race, colour, ancestry, marital status or affiliation with a political, religious, or union organisation or minority group.

The policy is communicated to all employees through induction programmes, policy manuals and intranet portals.

The custodian of this policy is the head of each operational unit and the divisional chief of the respective business.

ITC’s complaints resolution procedure is premised on the freedom of employees to approach higher officials beyond his/her immediate superior. For the unionised employees, compliance of the policy is ensured through a robust grievance handling procedure, and the presence of a union that brings violations to the notice of the unit HR head.

The accountability for the application of the non-discrimination employment policy rests with the Unit Head, who reviews anti-discriminatory complaints annually or on a case-by-case basis.

CHR conducts non-discrimination reviews annually, on a sample basis with unit heads, and through on-site assessments.