Looking ahead with New-age Policies and newer Ways of Working (WOW Culture Code of Marico)

We embraced hybrid working during the pandemic and leveraged our key learnings through this shift to shape future of work where our members feel empowered, trusted, and connected.

Outcome oriented goal management process (Management By Results - MBR)

We strengthened our performance management process by aligning member goals to strategic business plan on next 3-4 years horizon and defined goals in terms of clear outcome and impact on business.

Empowered leaders by redesigning talent processes/systems

to bring in transparency and supervisor ownership in driving Engagement, Development, Performance for their respective teams through Glint, Blink, and MBR systems

Reimagined flexible working with work-life integration policies

• Location flexibility policy provides members flexibility to avail work-from-anywhere for an extended timeperiod
• Life-stage flexibility policy provides members flexibility to avail sabbatical leave to balance their personal and professional commitment

Catapulting Engine 2.0 with differentiated talent focus

With a focus to build Business Units (BUs) as separate, agile, start-up organisation within Marico, we laid a strong foundation with the right business strategy, talent mix and core cultural pillars in last one year.

Continuous enhancement of flexible working experience basis member feedback, global context, cultural tenets, and technology trends under these three key members needs to inspire and build trust irrespective of work location -

• Connect
  Increased frequency and mediums of informal connect –Yammer, Fireside Chats with leaders, Happy Team Hours on Friday, and multiple recognition mechanisms
• Communication
  Increased frequency and rigor in formal communication channels – senior leadership connect (Facetime and Org Communication), Functional connect (Townhall), HR connects, Team Huddle and Burst communications

The talent focus for new businesses in last one year has been on:

• Building the right structure and new age capabilities like performance marketing, content specialist and e-commerce for Digital First Brands
• Identifying and instilling key cultural tenets and behavioural attributes (Growth mindset, Risk Taking, Fail Fast, Independence, Cost Consciousness, Speed and Agility) which will enable BUs to succeed

Building an Inclusive workplace

Inclusion & Diversity has been a strong focus for Marico as we believe an environment that lets our employees bring their authentic selves to work can help build a workplace that is truly inclusive, respects diverse thought processes, encourages varied ideas and is able to make the right business decisions that create truly valuable outcomes for our consumers

In the last few years, through leadership commitment and by aligning the larger ecosystem, we have made significant strides in building our I&D vision that has resulted in significant policy, process, and infrastructural changes. From making all our policies gender neutral to extending same sex partner benefits we have tried to ensure our employees feel valued and safeguarded irrespective of their diversities.

Our I&D vision prioritises inclusion as we believe that no significant progress can be made in terms of diversity unless we have an environment where each of our employee feels a sense of belongingness. Over the last two years, we have led various proactive sensitisation efforts to create awareness around sexual harassment, discrimination, and workplace respect. Additionally, we have run sessions to generate awareness around Unconscious biases that can impact our work environments as well as hiring and retention of key talent. On a quarterly basis, we also look at our inclusion scores which primarily measure if the organisation values diverse perspectives and if our employees are experiencing a discrimination and harassment free work environment. Over, the last one year, on an average 81% of our employees feel included and our endeavour is to build on the same further

Our people roadmap is focused around developing future-ready capabilities, building a digital-first Marico, enabling critical and differentiated talent.

Governance mechanisms

• Inclusion & Diversity council has been set up to provide governance and oversight to the I&D vision. The council is led by the CEO and has a total of 8 members including one external member acting as a consultant
• Inclusion metrics are laid out, tracked, and quarterly reported to the CEO/Executive committees
• Grievance reporting and redressal is facilitated through Code of conduct and Internal Committee. Marico’s POSH policy is gender neutral.
• POSH surveys conducted for members of all genders to understand issues, challenges, and drive focused sensitisation efforts

Building a Happy Workplace

In order to enhance organisation effectiveness while strengthening Marico culture, our focus is to create High Performing and Innovating teams nurtured with trust and care.

Through the year, our utmost priority has been to continuously listen to member needs and aspirations and align our people practices to support their holistic wellbeing and growth.

*Engagement scores are measured on favourability

Member communication and engagement

We enhanced frequency and rigor of virtual leadership connects via Townhall and Facetimes for regular two-way communication with members

We strengthened our Member listening and action taking by moving from annual engagement survey to frequent bi-monthly pulses and benchmarked ourselves against global companies on ‘Glint’ – a LinkedIn platform. We empowered supervisors to drive their team engagements through sharp insights and focused action plans on Glint. ~90% of our members voiced their opinion to make Marico a future-ready workplace with the following results:

• We had consistent high member engagement score of 83 through the year, 5 points above global benchmark
• 96% of our talent practices rated above global benchmark by our members
• 91% of our members are deeply connected with Marico purpose

“Amber - CEO’s personal digital assistant” It is a Chatbot developed to communicate with our new members and take their regular feedback.

Go Beyond, Grow Beyond, Be The Impact with Marico – our new Talent Value Proposition

We recalibrated our talent promise to enable all members to ‘Go Beyond, Grow Beyond, Be The Impact’ with our new Talent Value Proposition (TVP). We charted a refreshed roadmap for the future with our members wherein we aim to support their aspirations of leaving a positive mark on the society, while also unlocking and nurturing their true potential and raising the bar of excellence with Marico

We launched various experiences for members to bring each of the 3 TVP pillars alive

• Go Beyond
  100+ promotions and 200+ role movements, in line with member aspirations
• Grow Beyond
  Reinforcement of trust, flexibility and inclusivity through location flexibility, sabbatical policy and forming of Inclusion & Diversity council towards building a futuristic and inclusive workplace
• Be The Impact
  Built various member volunteering avenues towards fulfilling member purpose at Marico through programs like-

Holistic Health and Wellbeing of members, families, and extended workforce

COVID related support for our extended family-

• Vaccination drive covering both doses for 100% of workforce and their nominated dependents (family and house-helps)
• COVID war-rooms to ensure emergency resources, medical advisory through on-call and empanelled doctors, tie-ups for ambulance, oxygen cylinders, COVID testing etc.
• Aiding infected members through emergency salary advance, Quarantine care treatment cover in Mediclaim, reimbursement of COVID expense for off-role field force
• Support in case of unfortunate demise through continuing salary credit for a year, supporting kids’ education till completion of higher education, Medical Insurance support for family members, waiver of employee loans, and personalised financial assistance and advisory

Insurance Policy enhancements

such as Extension of medical insurance benefits to the extended family members (parents/in-laws) and Enhanced Maternity benefit, insured ailments

• #MentorToEmpower: 50+ members volunteered 100+ hours for mentoring ~2,000 students on employability skills across 25 colleges of India, with overall beneficiary feedback of 4.5/5
• #MaricoGreenFootprints: Creation of Marico Forest with 20,000+ trees, contributed by members through various initiatives such as Impact League (1 Kilometre walked = 1 tree donated)
• #PledgeToCause: facilitating monetary donation to causes via Give India, Goonj etc. (USD$ 5,000+ and in-kind donation across locations)

‘Stronger Together’ wellness offerings

in partnership with leading experts to provide support through various “Stronger Together” initiatives on physical, mental, social, and psychological wellness;

• Tie-up with India’s leading healthcare app for remote consultations and medicines delivery at doorstep
• Dedicated "My Well-being Hour" for members to take off 1 hour each week to focus on their wellbeing through various wellness initiatives
• Accelerated efforts on mental wellness this year through active reach-out, training and communication and counselling services for members and their immediate family. We also conducted regular assessment to gauge the mental health of our members and took immediate action in case of any red flags
• Launched a Member Health & Lifestyle App to support members improve their wellbeing through healthy Lifestyle choices
• Combined our Wellbeing and Sustainability agenda, organised "MaricoGreenFootsteps" initiative – 1 tree planted for each Kilometre a member walked towards building Marico Forest

Occupational Health and Safety

At Marico, occupational health and safety forms a part of daily work habits and permeates through every function. With this mindset, we have successfully induced behavioural changes to eliminate unsafe practices and take preventive actions. The active safety culture practiced across the organisational footprint, protects our people against injuries, builds their morale and improves overall employee health, thereby enhancing efficiency and productivity.

FY22 Health and Safety Performance

At Marico, occupational health and safety forms a part of daily work habits and permeates through every function. With this mindset, we have successfully induced behavioural changes to eliminate unsafe practices and take preventive actions. The active safety culture practiced across the organisational footprint, protects our people against injuries, builds their morale and improves overall employee health, thereby enhancing efficiency and productivity.

*LTIFR refers to Lost Time Injury Frequency Rate, the number of lost time injuries occurring in a workplace per 1 million hours worked

SHE Governance Mechanism

Health and safety at our manufacturing facilities is managed by Safety Health and Environment (SHE) Management Committee. The committee is headed by Works Head and includes departmental heads.

Health and safety officers are responsible for driving SHE related activities at the factories and directly report to respective Works Heads about SHE performance. SHE performance of facilities is reviewed by the committee and corporate team on monthly basis to analyse the risks and take appropriate action to improve performance.

Concerted efforts are put to investigate each incident and derive meaningful insights to deploy the corrective and preventive actions across all our sites to prevent a similar mishap in future.

Safety Trainings

Trained workforces create safe work environment thereby transforming safety culture of the organisation. We provide adequate safety training to each of our members and business associates depending on the role that he/she has been assigned with.

In-house training competency matrix developed at Marico, maps each role to corresponding training requirements. It is ensured that 100% of the workforce, including contractual workers, receive safety training before starting their respective jobs. Classroom as well as video-based training sessions are conducted on a regular basis. Safety training kiosks installed at each of our facilities have helped us automate the basic safety trainings in English and vernacular languages. New workers mandatorily undergo training through these kiosks as a part of their induction.

~3,000 manhours of safety trainings conducted for members and contractual workers across all facilities in India in FY-22

We are committed towards continuing to drive strong business performance by building a futureready, inclusive, and happy workplace for all Mariconians.

Road Safety

Job role of a large part of our workforce involves local travel. With an intent of making business journeys safer for our members and associates, we have partnered with eDriving, a US-based organisation to deploy techbased solutions for road safety. It allows us to monitor the riding/driving behaviours of our members and associates and help them improve their driving skills thereby reducing the risks of meeting with accidents.

Audits and Inspections

Audits and inspections are important parts of the SHE management systems. All our sites are ISO 14001:2015 and ISO 45001:2018 certified by accredited external agencies. Apart from these external audits, cross functional audits are also conducted at all Marico owned facilities throughout the year. The audit findings are discussed during the monthly factory SHE management meetings and corporate review sessions to map out measurable corrective actions.