| 66 Annual Report | 2025-2026 carefully selected to meet safety standards, reinforcing our commitment to providing a secure and inclusive space for every employee. DIVERSITY, EQUITY AND INCLUSION We are committed to fostering a diverse, equitable and inclusive workplace aligned with our business model and customer profile. Our focus areas include increasing women participation across managerial and leadership roles; ensuring equal opportunity employment practices across hiring, development and advancement; and maintaining a safe and respectful workplace supported by policies and governance mechanisms. We were recognized as a Great Place to Work for the fourth time, ranked among top 25 of India’s best workplaces in BFSI 2024, and placed 35th among India’s top 50 best places to work, 2024 and India’s top 50 (Large) Best workplace for Women, 2024 by the Great Place to Work Institute, India. Given that a significant majority of our customers are women, particularly under group-based microfinance models, women employees play a critical role in our business operations. We believe that female employees enhance customer engagement, trust and communication, support effective group formation and repayment discipline, and strengthen community connect, thereby contributing to portfolio quality and customer retention. Key Interventions Driving Gender Diversity at Arohan 1. Inclusive and Diverse Hiring Practices: 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 professionals are not excluded due to non-traditional career paths. ● Women in Leadership: We prioritise the recruitment of women into leadership roles, recognizing their potential as role models and catalysts for a more inclusive workplace. ● 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. This helps foster a more inclusive selection process that considers both technical fit and the broader work environment. 2. Implementing a minimum of two female employees per branch to reduce isolation and create a more supportive and secure work environment, especially in field/branch roles. 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 onenotch higher travel reimbursement, making their travel safer and more comfortable. ● Cab Services for Late Hours: Women working beyond regular hours are provided with companyarranged 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 specialized Grievance Redressal Platforms. These platforms are designed to handle sensitive and high-priority concerns with strict confidentiality and care, particularly in support of our women employees working in field operations. 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 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 Management Discussion & Analysis
RkJQdWJsaXNoZXIy NTE5NzY=