| 74 Annual Report | 2024-2025 organisational levels—from the corporate headquarter to regional offices and grassroot branches. One of our most impactful steps has been the creation of women-only branches in several states. These branches are staffed entirely by women, giving them the opportunity to manage operations end-to-end and setting powerful examples of female leadership in action. At Arohan, gender diversity is more than a metric—it’s a movement. And we’re committed to advancing it every day as we build an inclusive organisation for the future. Key Interventions Driving Gender Diversity At Arohan 1. Inclusive and Diverse Hiring Practices: Recognising the historical barriers that have limited women’s participation in the workforce, Arohan has introduced flexible hiring practices aimed at creating equitable opportunities for female candidates. These include: • Age Relaxation & Career Gap Consideration: We understand that career trajectories are not always linear, especially for women balancing professional and personal responsibilities. Our recruitment policies provide flexibility around age limits and consider career gaps—ensuring talented women are not excluded due to non-traditional career paths. • Women in Leadership: We prioritise the recruitment of women into leadership roles, recognising their potential as role models and catalysts for a more inclusive workplace. Critical leadership positions such as Head of Human Resources, Administration, Training & Development, Credit, Arohan Privilege, and Corporate Communications are proudly held by women at Arohan. Their contributions enrich our Management Committees, bringing diverse perspectives that enhance innovation, strategic thinking, and decision-making. • Inclusive Interview Panels: To ensure fair and empathetic evaluation of female candidates, it is mandatory to include at least one female employee on interview panels, especially when hiring women. Management Discussion & Analysis This helps foster a more inclusive selection process that considers both technical fit and the broader work environment. 2. All-Women Branches: Arohan has pioneered a unique model of empowerment through the establishment of All-Women Branches in six locations. These branches, staffed entirely by women, are a testament to our commitment to grassroots inclusion and leadership. To ensure consistency and support, we have introduced an All-Women Branch Policy, which outlines standards for infrastructure, safety, and operational best practices. This policy ensures that women in these branches can work confidently in secure, enabling environments while delivering exceptional service to our clients. 3. Safe and Supported Travel for Women: Understanding the importance of mobility and safety, Arohan provides: • Upgraded Travel Reimbursements: All female employees are eligible for a minimum of one-notch higher travel reimbursement, making their travel safer and more comfortable. • Cab Services for Late Hours: Women working beyond regular hours are provided with company-arranged cab services to ensure safe travel home. 4. Confidential Grievance Redressal Mechanisms: To reinforce our commitment to a respectful and secure workplace, Arohan has established specialised Grievance Redressal Platforms. These platforms are designed to handle sensitive and highpriority concerns with strict confidentiality and care, particularly in support of our women employees working in field operations. At Arohan, gender diversity is not an initiative—it is a strategic priority. By investing in inclusive policies and empowering structures, we’re creating a future where women are not just participants, but leaders in our shared journey of growth. KEY GRIEVANCE REDRESSAL MECHANISMS AT AROHAN At Arohan, creating a safe, respectful, and ethically grounded workplace is a top priority. To ensure that every employee feels protected, heard, and valued, we have established
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