Valuing the differences and unique contributions of each of our team members is part of who we are and we continue to build on that.
Our commitment towards diversity is showcased through our ‘Diversity, Equity, & Inclusion’ (DE&I) strategy which guides our everyday interactions with internal and external stakeholders. The DE&I approach reflects our ethos of respect and trust, while also ensuring an equitable and safe workplace in which every employee may thrive. In accordance with our strategy, we are constantly incorporating diversity, equality, and inclusion efforts into our policies and recruiting practices.
At our Company, we recognize the importance of implementing HR policies that foster an inclusive work culture. We believe that creating an Inclusive environment is critical to attract, engage and retain employees from diverse backgrounds, but more importantly to enable them to be their authentic selves and contribute to the diversity of thought that will help us make better business decisions. To this end, we prioritize creating an employeefriendly approach in all our HR practices to encourage a sense of belonging and purpose among our workforce.
WIN (Workplace Inclusivity for new and expectant parents) Policy
We believe that that becoming a parent can be a challenging and exciting time, hence aim to provide employees with the resources they need to balance their work and family responsibilities. The WIN (Workplace Inclusivity for new and expectant parents) Policy aims to provide flexibility at work, collaborate, innovate and perform to the best of their abilities, while seamlessly balancing their personal duties as a caregiver
Gender affirmation surgery coverage
With the aim of making our policies more inclusive, we introduced gender affirmation surgery coverage under our medical insurance policy. This coverage has been introduced with the intent to provide financial support to transgender individuals to go through their transition process as a means to express themselves and feel comfortable in their own skin. The policy covers surgery related inpatient & out patient expenses.
Gender neutral POSH policy
We have amended our POSH policy to make it gender neutral by going above and beyond the legal requirements. Our current policy covers all the complaints of sexual harassment irrespective of the gender/ gender identity of the aggrieved person. This helps us in creating a work environment that enables all the employees to work without fear of prejudice, gender bias and sexual harassment.
At CPIL, we have always put our people first. We regularly revise our policies in their best interests and parental leave is no exception.
Therapy benefits for kids with special needs
With an aim to support our employees and their families better, we have introduced therapy benefits for employee’s children with special needs. We now provide a defined OPD support to cover the therapy costs.
trainings covered of our employees across the country.
We believe in a culture of belonging. By belonging, we mean that every Colgate person feels accepted being their authentic self while having confidence that their ability to impact the business and advance within the organization is an outcome of their capability, not their identity.
In our endeavor to create an environment where all Colgate people feel like we belong and can be their authentic selves, we launched two ERGs (Employee Resource Groups) in 2022 - the Colgate Women’s Network (CWN) and the Pride Ally Network (PAN). ERGs are voluntary, employee-led communities of people who organize around a particular dimension of diversity, identity and / or background. ERGs help create a safe, supportive space for employees who share a common identity or feel passionately about a common cause. Our mission across both the ERGs is to help create an inclusive community of individuals with common identities, interests and allies, committed to drive change internally and externally by empowering individuals of the community and inculcating a sense of belonging.
To ensure greater sensitization around underrepresented groups, we conducted theater based learning workshops across our Head Office, Plants & branches. The workshop touched upon unconscious bias, role of actionable allyship and Inclusion for all as main themes. This engaging and interactive form of learning helped participants speak up about their personal stories and also commit to becoming allies, not only at the workplace but also in their personal lives. This training covered 94% of our employees across the country.
We have partnered with key Agencies to conduct PWD (People With Disabilities) Job Mapping as well as the Facility Access Audit. The purpose of this exercise is to establish linkage between the type and level of Disability to any position or role at CPIL. The Access Audit helps understand workplace modifications that might upgrade the infrastructure fitting to the needs of a PwD individual.
All roles at Colgate-Palmolive (India) have been evaluated for suitability of PwD recruitment against the 21 disabilities recognized by the Rights of Persons with Disabilities (RPwD) Act, 2016. Based on the comprehensive recommendations from the agency, a strategy would be formulated to make the workplace more inclusive for PwD
As an inclusive organization, we continue to foster a work environment where diverse employees can bring their best self to work. This philosophy defines who we are and guides all actions, starting from the hiring stage. In FY 2022-23, women constituted 33% of the entire new hires. Our people-friendly policies and inclusive practices have further ensured a steady increase in women representation in management level to 25%.
The organization also leverages an extended workforce to provide non-core services such as merchandising, housekeeping, cafeteria, security, gardening, loading and unloading, civil maintenance, engineering etc.
Among contractual employees, there are 554 males and 130 females
*Ratios are influenced by various factors including nature of role, years of experience, time in grade etc. A Gender Pay parity study done in this period showed no disparity between genders.
is our annual total compensation ratio between highest paid individual and other employees
increase in the annual total compensation ratio between highest paid individual and other employees
Women representation across STEM
Women representation across Customer Development (Sales) leadership team
Women representation across all management levels
Of new joinees are women
Conducted in 2022, did not receive any major findings of difference in pay amongst genders
The Economic Times
is a DE&I focused newsletter to share updates on strides we are making in the space of Inclusion, Diversity, Equity and Access. Helps ensure there is greater awareness and sensitization amongst our teams, thereby creating an environment where every individual feels like they belong
CPIL is dedicated to upholding universal human rights and supporting internationally recognized standards. We endorse the United Nations Universal Declaration on Human Rights, the International Labour Organization (ILO) Core Labour Standards, and the UN Global Compact Principles on Human Rights, Labour, Environment, and Anti-corruption. As a member of the Consumer Goods Forum (CGF), our parent company contributes to CGF’s Social Resolution on Forced Labor and corresponding Priority Industry Principles.
In line with this, we designed a Human Rights policy for CPIL which reflects our commitment to the various Human Rights elements.
Adherence to national and international laws on safeguarding human rights
We also conducted Human rights training across all our business operations which covered 100% of our employees, workers & security personnel to ensure awareness on human rights and the overall governance mechanism supporting Human Rights.
We are committed to eradicating forced labor from our supply and value chains. Furthermore, Colgate-Palmolive (India) strictly adheres to its policy of not engaging with any suppliers or contractors that are known to engage in forced labor. The company does not condone the use of forced labor in any of its operations and is committed to eliminating it from its supply and value chains. Keeping this in mind, we conducted human rights training sessions for India based suppliers.
To ensure that issues or complaints regarding human rights are promptly and effectively addressed, CPIL has implemented a comprehensive and efficient grievance system with a clear escalation matrix.
The Leadership Team at Colgate-Palmolive (India) ensures effective monitoring of human rights compliance, with a centrally nominated Human Rights Leader responsible for addressing potential violations by the company, partners, or suppliers. On the ground, Human Rights Champions consolidate and communicate information to enable informed decisions and promote human rights compliance throughout the company. CPIL has also implemented a human rights due diligence process based on UN Guiding Principles on Business & Human Rights, ILO’s labor standards, and its own disclosure statement on Human Rights and Labour Rights, in addition to its grievance mechanism structure.
During FY 2022-23, Colgate-Palmolive (India) conducted Human Rights Due Diligence for 100% of its direct business operations, such as manufacturing plants, sales branch offices and the Head Office. The company’s SRSA program assesses various risks, including those related to human rights, health and safety, ethics, and legal aspects, for its suppliers and third-party vendors.
Our human rights due diligence process is a four-step approach that evaluates risks related to various aspects
Employees & workers underwent Human Rights Training
Supplier operations identified as significant risk for Human Rights violations
CPIL security personnel trained for Human Rights
Reported Incidents of child labour, freedom of association and violations against indigenous people
58GRI 407-1, GRI 408-1, GRI 409-1, GRI 410-1, GRI 411-1
We understand that our employees’ well-being requires a comprehensive approach. We are developing a nurturing culture and a range of purposeful programs and services that cater to the distinct needs of our staff, while offering personalized solutions for individual circumstances.
Our definition of well-being transcends mere physical health, as we recognize its pivotal role in achieving our business objectives. To empower our employees to perform at their best, we must address their well-being across numerous interconnected facets.
As the Colgate-Palmolive (India) brand becomes synonymous with good health, we use the same principles to ensure employees safety. Our Environment, Health and Safety (EHS) Management System acts as a guidance for ensuring a work culture which continuously mitigates health and safety risks and promotes good safety practices across our focus areas. The EHS Management System is applicable to the US Colgate-Palmolive company’s subsidiaries including factories, warehouses, offices, and technology centers.
Our Health and Safety Policy demonstrates our commitment to proactive health and safety practices. Our approach to safety standards, tasks, and responsibilities is outlined in our EHS policy, which has been approved by the Board of Directors. We have implemented the CPIL’s specific safety standards which help us maintain compliance with all the required national and international standards including OHSAS 18001, ISO 45001, British Safety Council’s 5 Star System, ILO-OSH 2001, and ANSI/ AIHA Z10.
In order to prevent safety issues, we adopt a proactive approach to identify and minimize risks. We have established robust procedures in all our plants for both routine and non-routine operations, including labor, machinery, behavior, and process hazards. Our locations conduct regular risk assessments and hazard analyses to identify all existing and potential hazards. These inspections cover a range of risks, such as chemical hazards, machine guarding, and ergonomics.
At our company, we take a proactive approach to identifying and addressing any potential issues that could have negative consequences. Our Quality Assurance team regularly evaluates the chemicals used in manufacturing, as well as the methods used to ensure their safe use. The engineering team is responsible for creating safe working environments, manufacturing facilities, and procedures for handling processes and chemicals. We use our control hierarchy to eliminate or mitigate all risks, resulting in a safer work environment.
We have implemented an IT-enabled portal to facilitate a simplified incident reporting process, providing quick access to all EHS information and escalation procedures. Our incident reporting system follows a three-step approach of investigation, analysis, and prevention to address safety-related incidents. We encourage our employees to identify and report any unsafe situations, hazardous work conditions or behaviours, and potential work-related hazards. Upon receiving a complaint through formal or informal channels, our dedicated team promptly takes action to resolve the issue.
With
management and non-management or workers’ representatives, our Safety Committee is responsible for cascading and implementing safety practices through monthly meetings.
At Colgate-Palmolive (India), we recognise the importance of creating a healthy and safe workplace for all our employees. We commit to the highest standards of safety as we nurture a safe and healthy working environment.
qualified and trained medical staff is stationed on site whose services are accessible to all workers/staff during fixed working hours at plants (except Baddi).
Plant tie-ups with local medical service providers/ doctor who are located nearby from the factory and office premises to ensure accessibility is less than
of employees and workers is safeguarded through private consultations with records being maintained with strict confidentiality.
Our employees and workforce are the first responders to any untoward incident; hence we need to be wellequipped to effectively mitigate such situations and prevent any catastrophic outcomes. We conduct safety initiatives and EHS training sessions for our employees and workforce, through internal experts and external industry representatives, to share the best practices. In FY 2022-23, EHS training sessions across our four plants covered more than 1,700 employees through 25,236 man-hours of training.
Our robust technology and infrastructural control measure, aligned with national and international standards, are at the foundation of workplace safety.
Note: Based on the data provided for all plants till March 2023
