79 | Annual Report | 2024-2025 • Mandatory POSH training is provided to all new employees during induction. • Annual refresher sessions are conducted organisation-wide to reinforce awareness, vigilance, and procedural clarity. • Dedicated POSH committees - comprising internal and external members - are in place to ensure impartial handling of complaints, underscoring our commitment to a safe, inclusive work environment. 2. Training on Arohan Code of Conduct (ACOC): Our Core Values, represented by the acronym ETHICS, form the foundation of expected behavior at Arohan. The Arohan Code of Conduct outlines the standards of integrity, professionalism, and ethical conduct required from every team member. • New employees receive comprehensive orientation on the Code of Conduct during onboarding. • Ongoing communication and reinforcement ensure that these principles guide daily interactions and decision-making, helping maintain a culture of trust and accountability. 3. Training on Anti-Money Laundering (AML): In alignment with the Prevention of Money Laundering Act, 2022, Arohan ensures that all relevant employees receive thorough training on Anti-Money Laundering (AML) protocols. Annual AML refresher training is a mandatory activity, keeping employees informed about current regulations, risk indicators, and reporting procedures. These sessions help strengthen our institutional defenses against financial crimes and uphold the integrity of our operations. • Client Protection Principles & Poverty Probability Index (PPI): Arohan adheres strictly to internationally recognised Client Protection Principles, with a strong emphasis on ethical lending and responsible finance. The Poverty Probability Index (PPI) is a key tool we use to assess customer eligibility and tailor loan offerings responsibly. Employees receive detailed training on both Client Protection Principles and the use of PPI during induction. Additionally, Monthly refresher training sessions are conducted to ensure that these practices remain front and center in customer interactions, reinforcing our mission of serving low-income communities with transparency, fairness, and care. Through these statutory training interventions, Arohan not only meets regulatory expectations but builds a workplace grounded in ethics, awareness, and continuous learning. We believe that compliance is not just a requirement - it is a reflection of our values and our commitment to doing business the right way. Assessment Centre: Enabling Internal Talent for Future Leadership At Arohan, we believe that effective succession planning is critical to sustaining growth and leadership continuity. To this end, we have implemented a structured and merit-based Assessment Centre, designed to identify, evaluate, and prepare high-potential internal talent for future leadership roles across the organisation. The Assessment Centre provides a transparent and equitable platform for employees to demonstrate their readiness for advancement. Facilitated by a reputable third-party service provider, the process ensures objectivity and alignment with industry best practices. Participants engage in a multi-stage evaluation process that includes: • Individual Presentations on strategically assigned topics to assess communication skills, subject matter expertise, and critical thinking. • Competency-Based Panel Interviews, conducted by a cross-functional panel of senior leaders, where participants are assessed on key leadership competencies, behavioral traits, and role-specific capabilities. • Performance and Knowledge Evaluation, incorporating both quantitative scores and qualitative observations to provide a holistic view of each candidate’s potential. This rigorous process not only supports fair and informed promotion decisions but also plays a vital role in developing future-ready leaders, aligned with Arohan’s long-term vision and values.
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