Statutory Section
As we accelerate our SMILE Based Targets, it is vital this positive momentum begins with our own people. We are committed to ensuring the well-being of our employees, fostering an inclusive environment, and opening doors to meaningful growth – both within Colgate-Palmolive (India) and beyond. Holistic well-being continues to stand as a fundamental organizational priority propelling us forward. This commitment represents a critical element of our 2025 Sustainability & Social Impact Strategy and a powerful expression of our company's purpose in action.
Our Global People Strategy
Our people strategy ensures that:
This strategy is designed to advance an inclusive work environment grounded in trust, fast-track the development of future-ready leaders, and fuel a culture of continuous learning.
At CPIL, we believe in unlocking the full potential of our people, empowering them to excel and bring their best to work every day. Across the organization, our people are grounded in a shared commitment to our three corporate values:
We are Caring, We are Inclusive and We are Courageous.
Reimagined to reflect who we are, these values not only reflect our essence but also empower Colgate People to propel our organization into the future. By encouraging our people to live these values in meaningful ways, we are not just shaping the future of CPIL – we are advancing the path to a healthier world, a better future for all. Towards this goal, in 2023, we identified the building blocks of our India Employee Value Proposition.
All our employee policies, processes, and programs are built upon these three essential building blocks.
We are strengthening our Culture of Caring through our people-centered benefits that prioritize physical, mental, and financial well-being, while also encouraging healthy work-life integration.
At CPIL, employee well-being is more than a benefit, it is a commitment we uphold through every stage of life. Our comprehensive benefits include offerings ranging from preventive annual check-ups, flu vaccinations, and insurance coverage for OPD visits, hospital stays, and emergencies - for both employees and their families. We also provide life and accident insurance to offer added peace of mind. Even after retirement, our support continues through thoughtfully designed retirement benefits.
Medical insurance | Life insurance | Accident insurance | Health check-ups | Doctor consultation | Seasonal flu vaccine
To support our employees' emotional and mental well-being, we have collaborated with a leading counseling service to launch the Employee Assistance Program. This initiative offers around-the-clock support for employees and their families and is available in multiple languages. Counseling can be accessed in a way that suits individual needs, whether virtually, over the phone, or in person. In addition, last year we introduced an AI-powered app designed to help manage everyday stress and offer a safe space for employees to express their thoughts and emotions.
24/7 counseling access | AI-based mental wellness app | Support systems for diverse groups | Care & compassion leave | Sabbaticals for recovery
We offer a well-rounded rewards package that combines competitive fixed compensation with performance-driven incentives. We structure incentive compensation around individual and company performance, using a combination of strategic and operational KPIs. For leadership and senior executives, compensation includes fixed pay, variable pay, and equity, with stock grants aligned with performance outcomes. Additionally, annual compensation reviews for non-union employees are guided by market benchmarks.
Fair and competitive remuneration | Education assistance | Transportation | Commute support | Retirement benefits | Performance-linked bonus | Loans and subsidies
Our progressive leave policy is designed to be inclusive and forward-thinking, offering time off for a wide range of needs and life moments. This includes Annual leave, Care & compassion leave for illness or caregiving, Personal Milestone Leave to celebrate significant life events, Give back leave for volunteering, and dedicated parental leave for both primary and supporting caregivers.
To support work-life integration, we have also introduced our flexible 'Blend In' hybrid work policy, which enables employees to work remotely two days a week. Additionally, our policy also allows a Work from Anywhere option for up to two weeks each year providing team members greater flexibility and balance. A recent internal survey revealed that both employees and managers found this policy positively impacted motivation and productivity.
Primary & supporting caregiver leaves | Care & compassion leave | Flexi festive leave | Creche/ daycare | Give back leave – volunteering | Personal milestone leave policy | Blend In policy
A culture of caring is rooted in a culture of safety. Our Environment, Health, and Safety (EHS) Management System serves as a guiding framework-ensuring that health and safety risks are consistently identified, addressed, and mitigated, while also fostering best practices across the workplace.
Our Health and Safety Policy underscores our commitment to a proactive approach, clearly outlining standards, responsibilities, and protocols. The Policy is formally endorsed by our Board of Directors. In alignment with this, we adhere to stringent safety standards and ensure full compliance with both national and international regulations, including OHSAS 18001, ISO 45001, and others.
Our goal is to build a workplace where inclusion is championed, and everyone has access to equitable opportunities to share their unique perspectives, experiences, and backgrounds. This focus fosters a culture where individuals feel empowered to learn, contribute meaningfully, and grow into the best versions of themselves.
Putting people first has always been at the heart of what we do and our approach to parental leave reflects that ongoing commitment. We enhanced our supporting caregiver leave aligning with best-in-class industry practices while reinforcing our commitment to equal parenting. Employees are now eligible to avail supporting caregiver leave of 12 weeks within 1 year of childbirth and it can be taken in 3 tranches. As such, employees may take the leave in multiple reporting periods.
To achieve our goals, we have implemented progressive policies and remain committed to making them increasingly inclusive. Over time, we have introduced meaningful changes such as recognizing domestic partners across key HR policies, including the Employee Assistance Program, Group Medical Insurance, Transfers Policy, etc. We continuously strive to expand our policies to reflect and celebrate the individuality and diversity that define our people and our culture.
In line with this commitment, we have included the parental support policy, revamped our leave policy, gender affirmation surgery policy and policy for PwD employees.
Our Employee Resource Groups (ERGs), the Colgate Women's Network (CWN) and Pride Ally Network (PAN), are voluntary communities led by employees who come together around specific aspects of diversity, identity, or background.
Aligned with the priorities of the DEI Council, our ERGs aim to create an inclusive community where individuals with shared identities, interests, and allies can drive internal and external change, empowering community members and fostering a sense of belonging.
In collaboration with Steps Drama Learning Development, our DE&I Council hosted immersive, theatre-based workshops at the Head Office. These sessions used dynamic storytelling and live scenarios to explore themes like unconscious bias, allyship in action, and inclusive behaviors. Participants engaged directly with characters, examined real-world situations, and reflected on how these issues show up in their own environments. The interactive format sparked meaningful conversations, encouraging individuals to share personal experiences and commit to supporting one another - both professionally and personally.
Recognizing the unique needs of our female field sales force, we have taken proactive measures to support their health, comfort, and hygiene. Traveling to remote locations often means limited access to proper sanitation facilities, so we introduced the JetSetGo Hygiene Kit - a practical solution designed to help women confidently manage any restroom situation. To ensure ongoing access to essentials, each kit is accompanied by a gift card that allows individuals to replenish supplies based on their personal needs.
These thoughtful improvements address the specific requirements of our diverse employee cohorts. As we move forward, we remain focused on evolving our policies to reflect the many small and significant differences that define us — ensuring everyone feels seen, supported, and empowered.
Our DEI Council members regularly conduct focus group discussions with employees from various underrepresented groups including, but not limited to, young parents, employees with dependents, women in field roles, people with disabilities, etc. These conversations help us better understand the unique challenges they face and identify ways our policies can provide meaningful support and enablement. Beyond gathering insights, these interactions also foster a stronger sense of community encouraging peer support and connection among employees who share similar experiences.
We are committed to creating a workplace where every individual has an equal opportunity to thrive and realize their full potential. Through our Workplace Inclusivity (WIN) Policy for Employees with Disabilities, eligible employees receive support in the purchase of assistive technology that empowers them.
Our Human Rights policy is central to our operations, seamlessly integrated into all agreements and contracts. We conduct extensive training to raise awareness and ensure compliance across all sectors. Thorough due diligence is carried out at our manufacturing plants, sales offices, and headquarters, while our Supplier Responsible Sourcing Assessment (SRSA) program monitors suppliers' adherence to human rights, ethics, and legal standards.
We extend this commitment throughout our value chain, including suppliers and third-party vendors. Through the SRSA program, we assess both social and environmental compliance at various facilities, while incorporating our Code of Conduct (CoC) into agreements with third parties to uphold ethical standards. By safeguarding human rights at every level, we reinforce our values and contribute to creating wider smiles.
We take a systematic approach to identify and evaluate human rights risks throughout our operations and supply chain, utilizing third-party audits and comprehensive risk assessments. To integrate human rights into our workforce, we require all employees to complete CoC training, fostering awareness of human rights and fair labor practices. In collaboration with senior management and stakeholders, we organize capacity-building sessions for suppliers, leveraging forums such as AIM-PROGRESS.
To mitigate risks, we have implemented the Colgate Ethics Line (email: ethics@colpal.com and phone number: 1-(212) 310-2330), providing a platform for reporting and addressing violation).
We prioritize and maintain open communication, fostering collective action and sharing best practices to build a safe and inclusive global workplace.
We have identified the human rights elements incorporated into our due diligence process, based on the UN Guiding Principles on Business & Human Rights, the ILO's Labor Standards, and Colgate's Human Rights & Labor Rights disclosure statement. Through comprehensive assessments, we focus on addressing risks in key areas, including:
As part of the SRSA program, the Company conducts thorough assessments of suppliers and third-party vendors, focusing on risks related to human rights, health and safety, ethics, and legal standards.
We have invested in strengthening the capability of our managers to lead diverse and inclusive teams. Our development programs cover essential areas like equitable hiring practices, performance management, career development conversations, and coaching strategies for underperforming team members.
Note: Ratios are influenced by various factors including nature of role, years of experience, time in grade etc. A gender parity study showed no gender disparity in pay
