Diversity and Equal Opportunity

ITC acknowledges that every individual brings a different and unique set of perspectives and capabilities to the team. A discrimination-free workplace for employees provides the environment in which diverse talents can bloom and be nurtured. This is achieved by ensuring that a non-discrimination policy and practice is embedded across the Company in line with Corporate principles and benchmarked business practices.

Governance Bodies and Diversity

ITC's approach to its human resource is premised on the fundamental belief of fostering meritocracy in the organisation, which promotes diversity and offers equality of 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, union organisation or minority group.

The Board of Directors at the apex, as trustees of shareholders, is responsible for the strategic supervision of the Company. There are 9 Non-Executive Directors and 4 Executive Directors on the Board which is headed by the Chairman. An indicator of meritocracy is the appointment of the current Chairman as Director when he was only 37 years old. The Non-Executive Directors come from different fields, thereby ensuring multidimensional perspectives in setting the strategic agenda.

The strategic management of the Company rests with the Corporate Management Committee comprising full time Executive Directors and 4 members drawn from senior management. The 4 members from senior management represent diverse functions like Technical, R&D, Human Resources and Corporate Affairs.

The executive management of each business Division is vested with the Divisional Management Committee (DMC), headed by the Chief Executive. The DMC draws resources from different functions. Each DMC is responsible for and totally focused on the management of its assigned business. About 60 senior managers across different age groups and functional specialisations are represented on the DMCs and SBUs.

Equal Remuneration

ITC's compensation philosophy does not differentiate on gender, caste or age. It is linked to responsibility levels of the role that the incumbent is performing and based on performance. As part of its compliance, ITC also ensures compliance with the Equal Remuneration Act which mandates every employer to pay equal remuneration to men and women employees for the same work or work of similar nature.