67 | Annual Report | 2025-2026 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 well-being, safety, and ethical conduct. Our goal is to ensure that every team member—across every level and location—feels supported, protected, an 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 have established a comprehensive training ecosystem to build functional, behavioural and leadership capabilities, which includes Structured onboarding programmes for new hires; Rolebased functional training covering credit appraisal, collections and customer engagement; Leadership development initiatives for high-potential employees; and Regulatory and compliance training aligned with applicable RBI guidelines. Training is delivered through a blended approach comprising classroom sessions, digital learning platforms and field-based coaching. Learning programmes are designed around a competency framework covering both field and non-field roles, including multilingual induction focused on functional and behavioural readiness. Continuous learning is enabled through refresher trainings, assessments, weekly field sessions and e-learning modules, with centrally curated content aligned to business and regulatory requirements. Training needs are identified through performance data and feedback, and effectiveness is assessed using audit, productivity and quality indicators. Employee Capability Development: At Arohan, capability development is embedded into the rhythm of the organisation. Through structured programmes and practical learning interventions, we are building a workforce that is agile, aligned, and equipped for the future. 1. Capability Building Initiatives Arohan runs structured learning interventions aimed at strengthening capabilities across levels, with a strong focus on practical application and business alignment. These initiatives ensure consistent learning engagement across teams and geographies while supporting performance improvement at the grassroots. 2. Management Development Programme (MDP) To nurture future leaders, Arohan has institutionalised a Management Development Programme (MDP) that brings together leadership development efforts under a unified framework. The programme focuses on: ● Building leadership and managerial capabilities ● Providing exposure to cross-functional and experiential learning ● Enabling structured development journeys aligned with organisational goals Through MDP, employees are prepared to take on larger responsibilities and drive impact across the organisation. 3. Induction Programmes: Building a Strong Foundation Arohan’s induction programmes are designed to provide a strong foundation for all new employees across field and non-field roles. ● Delivered in multiple regional languages for inclusivity ● Focus on functional and behavioural competencies ● Enable smooth integration into Arohan’s culture and operations These programmes ensure that every employee starts their journey with clarity, confidence, and alignment. Knowledge Management Arohan has established a structured approach to knowledge management, ensuring that learning is continuous, accessible, and embedded in everyday work.
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