75 | Annual Report | 2024-2025 comprehensive grievance redressal mechanisms that address concerns with sensitivity, transparency, and integrity. 1. Prevention of Sexual Harassment (POSH) at the Workplace Arohan has implemented a gender-neutral POSH Policy to safeguard the dignity and well-being of all employees, regardless of gender. The policy is supported by: A dedicated POSH helpline for immediate support and guidance A structured redressal mechanism that ensures fair, confidential, and timely resolution of complaints Well-trained Internal Committees, including external members, at both central and regional levels This framework reinforces a workplace culture rooted in respect, safety, and zero tolerance for any form of sexual harassment. 2. Arohan Code of Conduct (ACOC) The Arohan Code of Conduct (ACOC) and accompanying discipline rules define the ethical expectations and professional standards for all employees. These guidelines are designed to: • Prevent workplace misconduct • Promote accountability and fairness • Encourage a culture of integrity and professionalism across the organisation By setting clear boundaries and expectations, the ACOC supports a workplace environment where everyone can perform and collaborate with trust and mutual respect. Through these mechanisms, Arohan demonstrates its unwavering commitment to employee wellbeing, safety, and ethical conduct. Our goal is to ensure that every team member - across every level and location - feels supported, protected, and empowered to speak up without fear. TRAINING & DEVELOPMENT: EMPOWERING PEOPLE, ENABLING PROGRESS At Arohan, we recognise that employee development is not just a function—it is a strategic driver of organisational success. We believe that empowering our people through continuous learning is fundamental to building a resilient, future-ready workforce and achieving our longterm goals, including our ambitious Vision 2028. By investing in learning and growth, we cultivate a culture of innovation, agility, and excellence, while also nurturing a strong internal talent pipeline capable of leading the organisation through an ever-evolving business landscape. Adapting to a VUCA World In today’s world marked by volatility, uncertainty, complexity, and ambiguity (VUCA), Arohan embraces the philosophy that success requires not only learning—but also unlearning and RELEARNING. Agility is no longer optional; it is essential. As industries evolve and customer needs shift, our employees must be equipped to adapt quickly, think critically, and innovate constantly. To meet these challenges head-on, Arohan has overhauled its approach to talent development, implementing robust training frameworks that span across every level and function of the organisation. At Arohan, learning is continuous and career growth is intentional. Through our comprehensive training and development efforts, we are not only building skills—we are building leaders who will carry forward our mission of inclusive financial empowerment. Employee Capability Development: Building Talent for Sustainable Success At Arohan, developing employee capabilities is central to our organisational growth and transformation journey. We believe that when we invest in people—at every level—we create the foundation for high performance, innovation, and long-term success. Through structured programmes, practical learning, and targeted development efforts, we’re shaping a workforce that is agile, future-ready, and aligned with our Vision 2028. 1. “Pragati – Unnati ki Oor”: Pragati is a flagship initiative designed to strengthen capabilities at the grassroots, reaching our field and enabling staff across all locations. Held every working Saturday morning for one hour, Pragati brings learning directly to the branch
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