Ethical behaviour and respect for the rights of all individuals are deeply ingrained in Tata Steel‘s business philosophy. As envisioned by our founder, Jamsetji Tata, we believe that a business must operate in a manner that creates value for society and respects the rights of all stakeholders.
We recognise that the age-old societal norms rooted in superstition and prejudice have perpetuated exclusion and discrimination. Historically marginalised communities have faced numerous obstacles to simply entering the mainstream.
We believe that the organisation should be a reflection of the society in which it operates and hence, Tata Steel has adopted a comprehensive approach to embedding Diversity, Equity & Inclusion (DEI) at the workplace to ensure that all employees — regardless of their sexual orientation or gender identity — are treated with respect, fairness, and equality.
MOSAIC: A Pillar of Change
Creating a workplace that embraces diversity and empowers every individual to be their authentic self is key to success in today’s global landscape.
Therefore, MOSAIC, Tata Steel’s Diversity, Equity & Inclusion initiative, was launched in 2015 to establish an inclusive culture that embraces diversity. MOSAIC employs a five-pillar approach: infrastructure, sensitisation, recruitment, retention and development, and celebration.
By challenging stereotypes, MOSAIC fosters a meritocratic environment where all employees are valued and empowered to contribute diverse perspectives. Tata Steel’s target is to achieve 25% diversity by 2025.
A Transformative Movement
A notable achievement has been our groundbreaking recruitment of transgender individuals as Heavy Earth Moving Machinery (HEMM) Operators in our mining operations, making us the first Indian company to do so.
This milestone opened doors for transgender employees across various divisions within Tata Steel. We have successfully hired over 100 transgender individuals across operating locations including Jamshedpur, Kalinganagar, West Bokaro, and various office premises, thus fostering a more inclusive workforce.
In 2022, we introduced a pioneering recruitment model called ‘QUEERious.’ This programme invites LGBTQIA+ talent from renowned B-Schools and T-schools across India to participate in a case study-based competition.
Through ‘QUEERious’, students have the opportunity to earn scholarships, internships and potential full-time employment with Tata Steel, based on their performance. More than 500 students from various institutes took part, and we extended internship opportunities to the top 10 performers, with four of them securing pre-placement offers. We are excited about scaling up this hiring model in the future.
Establishing Inclusive Policies
Ensuring LGBTQIA+ inclusivity is our priority, and we have implemented robust policies to protect our employees from discrimination and provide equal opportunities for career advancement. Our comprehensive non-discrimination and anti-harassment policies explicitly include sexual orientation and gender identity as protected characteristics.
We also value diversity, equity and inclusion across all roles within our organisation, from white-collar to blue-collar positions. This has enabled us to have transgender candidates across many divisions and locations, ensuring equal employment opportunities.
Our gender-neutral and trans-friendly Prevention of Sexual Harassment (POSH) policy applies to all employees, including LGBTQIA+ individuals. We provide support systems such as buddies for transgender trainees and maintain a strong code of conduct to ensure a harassment-free workplace.
Equal Benefits for LGBTQIA+ Employees
Tata Steel has worked consciously in overcoming barriers and in demonstrating its commitment to creating an inclusive workplace for the LGBTQIA+ workforce through various pioneering initiatives. We provide gender-neutral washrooms and changing rooms to ensure comfort and safety for all individuals.
Sensitivity training is mandatory for employees to foster understanding and empathy, particularly towards LGBTQIA+ individuals. As an equal opportunity employer, all employees, regardless of their sexual orientation or gender identity, receive the same medical insurance coverage.
Furthermore, Tata Steel demonstrates its commitment by providing comprehensive support for transgender employees. We offer reimbursement for expenses related to gender reassignment surgery, up to an amount of INR 2 lakh, and facilitate treatment through our own hospitals or refer individuals to external hospitals with appropriate facilities.
Additionally, the Company offers a diverse range of HR benefits that go beyond medical coverage. These include joint house points for accommodation, honeymoon package, adoption leave, newborn parent leave, and childcare leave for LGBTQIA+ couples. Additionally, new employees receive domestic travel coverage, while policies for temporary transfers and relocations enable partners to familiarise themselves with the new locations.
We actively embrace inclusive hiring practices by participating in LGBTQIA+ job fairs and collaborating with organisations that focus on LGBTQIA+ empowerment, aiming to attract a diverse pool of talented individuals.
Sustaining the DEI Movement and Sensitisation Programmes
At Tata Steel, we prioritise the long-term sustainability of our Diversity, Equity, and Inclusion (DEI) efforts, making an ongoing commitment to actively challenge stereotypes and foster a culture where employees from all backgrounds feel a strong sense of belonging.
To promote awareness and understanding of LGBTQIA+ issues, we regularly conduct training and sensitisation programmes for our employees. These initiatives are designed to educate employees about LGBTQIA+ terminology, dispel common misconceptions, and create a more empathetic and supportive work environment.
By encouraging dialogue and fostering empathy, these programmes help break down barriers and promote inclusivity throughout our organisation. We ensure that sensitisation takes place at all levels, including HR managers, leadership teams, union leaders, unionised employees, support staff, and the community at large.
Employee Resource Groups and Benefits
Our employee resource group, WINGS, play a vital role in fostering LGBTQIA+ inclusion, promoting allyship, and creating a supportive community. The idea behind it is to establish a platform where individuals can connect with the community and access a wealth of resources to address any question or concern they may have about the Company’s policies and show support for the LGBTQIA+ community within the organisation.
Open access to counselling services and support networks further enables the overall well-being and success of our LGBTQIA+ employees. Recently, an initiative has been incorporated for the skill development of the transgender community to make them employable through Company vendors.
Tata Steel’s DEI efforts have been recognised with its recent designation as a Global Diversity Equity & Inclusion (DEI) Lighthouse 2023 by the World Economic Forum (WEF), making it the only Indian company among the prestigious group. By implementing pioneering initiatives and policies, Tata Steel is actively creating a workplace that is inclusive, safe, and equitable for LGBTQIA+ professionals.
