ITC :: Sustainability Report 2012

Statement GRI
Application Level Check Chairman's Statement:
ITC's Vision and Strategy Key Impacts, Risks
and Opportunities ITC:
Organisational Profile Certifications,
Honours and Awards Report Profile, Scope
and Boundary Governance,Commitments
and Engagements ITC's Triple Bottom Line
Performance GRI Index Annexures

Labour Practices and Decent Work

Human Rights Significant Investments

Prevention of Discrimination at The Work Place

During 2011-12, no incident of discrimination in any of the ITC units was reported either to the concerned units or statutory authorities.

Freedom Of Association

During 2011-12, no incidents of violation of freedom of association were reported either to the concerned units or statutory authorities. Within ITC’s operations, there are no areas where the right to exercise freedom of association and collective bargaining is at risk.

Prohibiting Child Labour and Preventing Forced Labour at Work Place

During 2011-12, no incidents of child or forced labour were reported either to the concerned units or statutory authorities.

Diversity and Equal Opportunity

We believe 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.

Governance Bodies and Diversity

Our approach to 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

Our approach to 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. We do 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 and responsible for the strategic supervision of the Company, consists of 4 Executive Directors (including the Chairman) and 12 Non-Executive Directors as on March 31, 2012. The Non-Executive Directors come from different fields, thereby ensuring multi-dimensional perspectives in setting the strategic agenda.

The strategic management of the Company rests with the Corporate Management Committee comprising full time Executive Directors and 7 members drawn from senior management representing diverse functions.

The executive management of each business 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 focused on the management of its assigned business.

Equal Remuneration

Our compensation philosophy does not differentiate on gender, caste or age. It is linked to responsibility levels and based on performance. We also ensure 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.

Social Performance