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People

Women in Mining

Manufacturing industries has been experiencing an extreme makeover over the past decade. Fast forward to present day - it is advanced and modern requiring a diverse level of skills from both men and women. One of the top encounters for manufacturers over the past several years has been finding and retaining talent. The best innovations have come from diverse teams, who approach things differently and are better at problem- solving and creating innovative ideas.

Vedanta recognize this and has put in place policies and procedures to ensure greater inclusion of women in its business and has set itself a significant target to increase female representation at work.

We aim to achieve 20% gender diversity in Operations & 50% in Enabling functions and are mindful that when we create new opportunities, we do so in a manner that encourages gender diversity within the workplace.

A signatory of the United Nations' Women's Empowerment Principles (WEP) - 'Equality Means Business', Vedanta practices and promotes equal employment opportunities. And to shape the progress, at Vedanta we framed some unique initiatives focusing specifically on how to bridge the gap, apart from the regular initiatives like Creche, Women Council etc.

Highlights

Empowering women employees and enabling them to showcase their potential has been the cornerstone of our journey at Vedanta. We are extremely proud to share that Ms. Sandhya Rasakatla has been appointed as Mine Manager - Zawarmala Mine (India's First Woman Underground Mine Manager) and Ms. Yogeshwari Rane has been appointed as Head Planning & Development at Kayad Mine as a part of Hindustan Zinc.

Sandhya Rasakatla and Yogeshwari Rane have become the first women in Indian Mining Industry to receive the 'First Class Mines Manager' certificate of competency in the "Unrestricted" category

"I joined Vedanta as a GET and currently working as the Head Planning and Development of Kayad Mine. This would not have been possible without organization's trust and confidence in me. Vedanta as a group has always stood out for its bold decisions and the importance that Vedanta places on encouraging future women leaders is exemplary. I feel extremely proud to be a part of this esteemed organization. I am truly honoured and happy to receive this exclusive next grade promotion along with inclusion in the industry leading V-Lead programme. I hope this will inspire and motivate more women to pursue mining as a career" - Yogeshwari Rane, Head Planning and Development Kayad Mines, HZL.

"I joined Vedanta as a GET in 2018 and is currently working as Mine Manager at Zawarmala Mines. I take this opportunity to sincerely thank the entire organization empowering Women Leaders to achieve success and realize their dreams. I am excited, thrilled and delighted to be a part of the Vedanta family." - Sandhya Rasakatla, Mine Manager, Zawarmala Mines

Initiatives

Inclusion of Women in Shifts & Night Shift Visit by Security and HR Professionals: Bringing in, retaining and developing women is an excellent ideal to aspire to. Creating an environment where they are inspired to reach their potential, to do their best work. We believe there is a clear competitive advantage to be gained from having a truly diverse workforce. The major bottle neck was inclusion of female in B shifts & to debunk the myth that women can't work in operations.

As we aim towards bridging the gap & focus for achieving our goal of 20% diversity in Operations & 50% diversity in Enabling, we are also mindful for attainment of same with all safety.

Emphasizing the same, B shift implementation was done at shop floor, following the operational shift pattern. We initiated Night Visit by HR including female colleagues & Security visiting shop floor every month, placed night transport facilities, deployment of female security guards. Initially it was implemented at one SBU & subsequently replicated in all SBUs.

Mentoring in Voyage of O&M: Another important aspect to focus upon is to groom them in Core Operational profiles, to encourage and facilitate them to breakthrough and grow as future leaders of the organization. For this, we thought to kick start mentor mentee program for women professional who now forging strong foothold in Operations.

This program focuses on skills and competencies development, planning career goals and aspirations, strategies for reaching their career goals, learning opportunities, job satisfaction building positive working relationships, fitting in at a new duty station, supervision and effective working.

Swaraksha: My Safety, My Responsibility: We believe in making our women professional to always be prepared, protected & strong. For this we implemented a unique initiative on self-defense of women by security team. The session was conducted at different SBUs covering all female colleagues.

Agnivahini: A burgeoning squad of female fire-fighters, who have been trained to identify potential fire hazards, respond to fire calls, take appropriate and effective action, with the support of Vedanta Fire Service.

Agnivahini - For female Employee of Vedanta Limited

Agni-Mitra - For Families / Housewives residing in township

Agni Jagrukta Abhiyan (Along with EVP) - For Nearby community especially women on Fire prevention.

Pragati: An exclusive program specifically designed for women professional competency assessment & development planning to propel women into key & critical roles. Women getting groomed through the mentoring programs in core profiles are given a platform through Pragati to showcase their achievements & propel in key roles.

Wonder Women: In this initiative we send a mail circular unfolding the story of women from core operations from each smelter through role modelling to break glass ceilings & increase induction in unconventional roles.

Tarang: A new Horizon - Women Leadership Development Program.As a part of the program, Vedanta's objective is to build and groom pool of high potential women professionals to take up Leadership role in Vedanta. The scheme aims at identifying potential Women Leaders at mid-management level, assessing their strengths and areas of improvements, analysing their Leadership quotient and thereby building a Leadership Pipeline through structured interventions which can help enhance their Business Acumen and Managerial excellence, also making them capable to holding Critical positions in the Organization.

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