73 | Annual Report | 2024-2025 Our field employees are often on the move, serving customers on two-wheelers. Recognising this, Arohan launched the #YourLifeIsPrecious campaign to promote road safety and instill a deep sense of personal responsibility. Guidelines are shared in local languages to ensure clarity and accessibility, and field employees share their experiences and best practices in our internal newsletter, Srishti, to foster peer learning and commitment to safe travel. • Safe Branch Environments for All: As our workforce grows increasingly diverse, especially with more women joining Arohan, we remain vigilant about creating safe branch environments. All-women and mixedgender branches are equipped with CCTV surveillance and are carefully selected to meet safety standards, reinforcing our commitment to providing a secure and inclusive space for every employee. DRIVING GENDER DIVERSITY AND INCLUSION AT AROHAN At Arohan, empowering women is not just a business imperative—it is a core belief. We proudly serve over 2.1 mn women engaged in diverse income-generating activities, helping them create stronger financial futures for their families and communities. Behind this impact is a dedicated workforce of over 10,000 employees, many of whom work directly with our female clients to understand their unique financial needs and strengthen trust-based relationships. Recognising that the majority of our customer base is women, we have strategically emphasized recruiting female field staff. This approach not only enhances service quality but also creates a meaningful connection between our employees and the communities we serve. In alignment with the Aavishkaar Group’s vision of achieving a natural gender diversity ratio of 50% by 2030, Arohan has set a clear roadmap to significantly improve gender representation across all levels of the organisation. Our Diversity Council leads this mission, championing inclusive, women-friendly policies and practices that foster an environment where women can thrive, lead, and grow. These efforts have delivered measurable progress. Arohan’s gender diversity ratio has grown from 4.9% in April 2019 to 12.97% in FY 2025—a testament to our sustained focus on inclusion. This progress stems from targeted policy reforms and proactive initiatives at all Home (WFH) facility to those employees who have the necessary infrastructure and whose jobs allows them to operate from home, while ensuring that employees perform to the organisation’s work expectations from the role. • Child Care Leave: Being a mother can sometimes require a woman employee to take a few days off from their work in order to care for her child’s needs. As working from home is not an option for female employees in the field, Arohan has introduced a Child Care Leave only for women employees in the field. A Child Care Leave (CCL) is granted for the specific purpose of taking care of a minor child for rearing or looking after its needs, including examination, sickness, etc. • Flexi Working Hours: Non-field employees at Arohan are provided the privilege of flexitiming with the employee clocking in the desired number of productive hours (i.e., 8 hours of working and 1 hour of lunch break). PRIORITISING EMPLOYEE HEALTH, SAFETY, AND WELL-BEING At Arohan, the health, safety, and holistic wellbeing of our employees and their families are foundational to our values. We are deeply committed to fostering a secure and supportive work environment across all levels and locations of the organisation. • Arohan Avalamban Yojana: Our commitment extends beyond the workplace through the Arohan Avalamban Yojana—a compassionate initiative designed to support the families of employees who have passed away while in service or have suffered permanent disabilities that hinder their ability to work. This programme reflects our deep sense of responsibility toward the families of our people, ensuring they are not left unsupported in times of hardship. • Safe and Respectful Workplaces: Safety at work begins with dignity and respect. Since 2016, Arohan has adopted a genderneutral Prevention of Sexual Harassment (POSH) Policy and established both Central and Regional Internal Committees, including external members to ensure transparency and fairness. Every employee, regardless of role or location, undergoes mandatory POSH training during induction, with annual refresher sessions to keep awareness high and the culture of respect strong. • Promoting Road Safety for Field Employees:
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