Titan Company has implemented many benefits for the employees working with the organization. These benefits have been implemented to attract and retain a diverse workforce.
The benefits include enhanced safety and support for women posted in non-metro cities, as well as parental support initiatives.
Priya Mathilakath, Head of HR – corporate and retail, Titan Company said, “We have been reviewing our policies over the last couple of years and have had extensive discussions with employees to figure out what they want, and our new revised initiatives are a result of these discussions.”
“Previously, we have observed that women do not prefer non-metro locations due to unfamiliarity and safety issues, but we want to change that through our revised policies; we hope that these enablers will help women employees take charge of their careers and get exposure in different cities and teams.” She added.
Priya further said, “The firm is looking to bring more women into the workforce, and have 50% women across all levels and teams.”
Currently, there is 25.5% women workforce. Now, the company is also enforcing such policies to make women employees feel safer during the field roles.
The organization is also aligning its travel and transfer policies.
Previously, the company has observed that women do not prefer non-metro locations due to unfamiliarity and safety issues. So, it has designated a person who will be available in non-metro cities to help women employees find a place to stay and manage broker negotiations. The help will also be provided during unpacking and delivery of goods.
Gender-neutral policies have also been enforced to increase equality, especially forts policies related to childbirth and parenting. This policy will ensure that parents can actively partner in the journey of parenting, inclusive of the LGBTQ community.
The company is also extending benefits post six months of maternity leave to help the employee transition back to work. The extended support will be provided beyond leave to both primary and secondary parents, as well as job protection for the returning primary parent.
The benefits also include the cab travel reimbursement that will be given for pregnant women employees. In case of a business trips child may travel with his/her mother until the age of three.
There is an additional support mechanism for parents of differently-abled children, including financial aid to support fees of schools as well as other medical-related expenses, and counseling for parents.
