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equitable opportunities
Tata Power creates equal opportunities for advancement, fostering a culture of continuous learning and development to drive the progress of its employees. We empower our workforce to excel, which enables us to retain our competitive edge.
Employees
Our employees are fundamental to our success. We deeply value their dedication, expertise, and contributions and prioritise their career advancement, well-being, and personal development. We are dedicated to fostering a positive workplace and supporting their continued success.
Involving employees in the carbon mitigation journey
- Zero-emissions campus: EV for in-campus
- Climate crew platform to accelerate employee’s sustainability journey
- Mobile app to reduce travel emissions
- Paperless office
- Virtual hiring for mass campus recruitment drive
Total employee base
Includes only manpower numbers of Tata Power, TPREL (inclding its subsidiaries), TPRMG, PTL, MPL, IEL, TPTCL, TPADL, TPIPL, TERPL, TPCDT, FENR, NELCO, TPDDL, TPSODL, TPCODL, TPWODL and TPNOD
**Workmen includes non-management employees
*** FDA and SE includes employees and supervisory trainees on direct contract with the Company
Key intervention areas
TALENT ACQUISITION AND RETENTION
EMPLOYEE ENGAGEMENT
LEARNING AND DEVELOPMENT
EMPLOYEE WELFARE
DIVERSITY AND INCLUSION
SUCCESSION PLANNING
HEALTH AND SAFETY
HUMAN RIGHTS
Talent acquisition and retention
We prioritise the development of our talent, particularly by recruiting young professionals from diverse fields and top educational institutions. Our digitised campus hiring process, using the Talview platform, has successfully assessed over 1,270 candidates and hired 872 young trainees. Supported by our Recruit, Ready, Engage, and Excel strategy, our campus hiring programme is among the largest in India’s utility sector. We offer comprehensive induction, training, and engagement initiatives to ensure their success and growth within our organisation.
For effective recruitment aligned with job requirements, we employ a Business Persona-based Cadre Recruitment strategy, assessing candidates’ skills and qualifications to create pathways for their professional development within the organisation. Additionally, we actively seek new talent to support our growth plan , employing lateral hiring strategies, and collaborating with local authorities to establish a training centre for skill development.
New hires
Management age group
Attrition levels
Management age group
Includes only manpower numbers of Tata Power, TPREL (inclding its subsidiaries), TPRMG, PTL, MPL, IEL, TPTCL, TPADL, TPIPL, TERPL, TPCDT, FENR, NELCO, TPDDL, TPSODL, TPCODL, TPWODL and TPNODL
Note: About 43.8% of our employees are represented by unions and collective bargaining agreements. By future skilling unionised workforce, we maintain harmonious labour relations and engage them in growth journey.
12 weeks’ notice typically provided to employees and their representatives prior to the implementation of significant operational changes that could substantially affect them.
Employee engagement
We are dedicated to engaging our employees emotionally and intellectually through various initiatives. We measure engagement through periodic surveys like the Annual Employee Engagement Survey and frequent cohort-based Pulse Survey VIBES, covering employees from different cohorts.
We organise a variety of engagement activities, including InnoRise, Ullas, Festithon, among others, to maintain workforce motivation. To optimise staffing and enhance productivity, we conduct productivity studies across all business clusters, which yield benefits in cost management and talent development. Through initiatives like Daksha, we reskill employees from mature business clusters and redeploy them to growth sectors, supporting the transition to green energy.
Climate crew
We have launched the ‘Climate Crew - Employee Changemaker’ initiative to reaffirm our commitment to sustainable development amid escalating climate change concerns. This programme aligns with India’s ‘Mission LiFE,’ inspiring individuals to take personal and collective actions to protect the environment. Tata Power integrates sustainability into its core philosophy, viewing climate conservation as a collective effort requiring individual action, and the initiative aims to foster a culture of environmental stewardship within the company.
The initiative’s multi-faceted approach includes knowledge sharing, innovation for sustainable solutions, community engagement, collaborative synergy, and recognition of positive change through workshops, seminars, and campaigns to educate employees on climate change and their roles in mitigating its impacts.
Employees are encouraged to devise sustainable solutions, focusing on energy-saving, waste-reduction, and conservation, which are supported, nurtured, and rewarded. Local community activities like tree planting and clean-up drives extend the impact beyond the organisation.
Climate Crew has onboarded over 20% of Tata Power’s workforce as champions, enhancing job satisfaction and a sense of purpose. Going forward, it aims to involve all 23,000 employees, creating a widespread climate action movement. Key accomplishments include planting thousands of saplings, and organising community workshops while using an AI-backed measurement platform resulting in a reduction of more than 75,000 kg of carbon footprint while achieving significant milestones in energy efficiency and waste management.
Transforming HR operations through the implementation of the HRONE suite on SuccessFactors platform
Tata Power has successfully implemented the comprehensive Employee Suite ‘HRONE’ on the contemporary SuccessFactors platform, significantly transforming its human resources operations. The suite includes modules that cover the entire employee lifecycle, from recruitment and onboarding to offboarding, encompassing employee movement recording, leave and attendance management, learning and development, and performance appraisals.
Accessible on any device, including mobiles and iPads, HRONE decentralises HR tasks, enhancing accountability and reducing turnaround time. It integrates all learning resources, whether from LinkedIn, Coursera, or Tata Power’s custom content, onto a single platform, simplifying access to professional development. This implementation has significantly improved the system experience for employees, managers, HR professionals, and other stakeholders, leading to increased satisfaction, engagement, and productivity. By leveraging advanced technology, we created a more efficient and user-friendly HR environment, fostering organisational growth and employee satisfaction.
Learning and development
We introduced several initiatives to enhance the skillset of our employees.
Leadership and development framework
Through our comprehensive in-house three-tiered leadership and development framework we are dedicated to empower our future-ready leaders.
Senior Leadership Development Programme (SLDP)
We enable senior leaders to advance their leadership skills, further their strategic vision and contribute to sustainable growth.
The programme covered topics like customer centricity, emerging business models, ESG, leveraging tech and digital etc. It provided leadership coaching to all senior leader participants of SLDP under mYCoach programme.
- An invitation-only programme for top and senior leaders organised at IIM Ahmedabad
- 32 leaders as part of Batch 2 were awarded IIMA alumni status by completing the 13-months long programme in August 2023
Achieving Your Leadership Potential (AYLP)
We equip our mid-level managers with necessary skills to unlock their full potential.
The programme aimed at sensitising participants on Tata Power 2.0 strategic vectors and ‘new age’ areas like, digital, innovation, cultural aspects etc. It covered topics like customer centricity, innovation, data analytics & insights, project management etc.
- A 4-month programme in collaboration with TMTC and SPJIMR for mid/senior officers to take up higher responsibilities
- Ongoing FY24 batch has 40 participants and have attended the faculty-led sessions by SPJIMR
Emerging Leaders’ Programme (ELP)
We groom emerging leaders, nurturing their talents for succession planning.
ELP focused on building perspective of the emerging leaders on managing the business and self while leading others. It covered topics like strategy, customer centricity, innovation, data analytics & insights, project management, execution, etc.
- A 4-month programme in collaboration with TMTC and XLRI Jamshedpur for young officers to manage task at team and individual level
- FY24 batch has 50 participants attending the faculty-led sessions by XLRI
Application-oriented learning
Our learning and development approach prioritises application-oriented learning, exemplified by action learning projects aligned with organisational goals. Participants tackle real-time project challenges, applying newly acquired skills, fostering collaboration, innovation, and effective problem-solving.
INITIATIVES TO BUILD A FUTURE-READY WORKFORCE
Enhanced leadership capabilities
SLDP, AYLP, and ELP participants exhibit heightened leadership, driving positive change and fostering excellence.
Strategic agility
Leaders, equipped with advanced skills, navigate evolving business landscapes, addressing current challenges and future uncertainties effectively.
Cross-functional collaboration
Action Learning Projects catalyse cross-functional collaboration, breaking down silos, and promoting teamwork and innovation.
Sustainable growth
Our relentless focus on sustainable growth achieves strategic objectives and contributes to societal and environmental agendas.
Future Skill Academies
Every year, our Future Skills Academies focus on digital, project management, sales, and customer-centricity skills to encourage ongoing learning, collaboration, and skill development. Utilising a blended learning approach with live sessions, self-paced learning, projects, coaching, assessments, and communities, employees strengthen their capabilities for the changing business environment.
Operational academies
DIGITAL & AI ACADEMY
The Digital Academy has transitioned to the Digital & AI Academy in FY24, marking a shift to incorporate advanced AI training. Its framework is structured around Data Literacy, Translation, and Application for individuals primed to lead digital transformation at Tata Power.
In the reporting year, number of employees trained has significantly increased, out of which, 409 participated in the academy’s specialised programmes. We also offered edX Harvard courses to our employees where some were rewarded for promoting self-learning.
PROJECT MANAGEMENT ACADEMY
In partnership with NICMAR, the Project Management Academy provides practitioner and champion-level certifications in project management. Utilising a mix of virtual and in-person sessions at NICMAR’s campus, this academy equips officers with essential skills for project management roles.
116
NICMAR registrations in FY24
74
Officers attended the Practitioner track
42
Officers attended the Champion track
CUSTOMER-CENTRICITY ACADEMY
SALES ACADEMY
Transformation towards modern learning solutions with Gyankosh
Knowledge acquisition is vital for both individual and organisational growth. As a leading entity in the energy sector, we prioritise learning and development as integral to our corporate ethos.
In FY24, we shifted from Skillsoft Percipio Platform to LinkedIn Learning for contemporary learning solutions. We adopted Gyankosh, an innovative e-learning platform, marking a significant shift towards modern learning solutions. This shift to LinkedIn Learning underscores our dedication to cutting-edge learning technology, offering a broad repository of courses and emphasising adaptability. We expanded our learning ecosystem in FY24 by integrating Coursera, providing diverse learning opportunities for employees.
The launch of Success Factors Learning Management System (SF LMS) in October 2023, integrating LinkedIn Learning and Coursera, caters to employees’ varied learning needs and offers advanced management functionalities. Customised learning solutions, like the integration of QuoDeck with LinkedIn Learning, were introduced to meet specific business unit requirements.
Gyankosh’s extensive custom content underscores our commitment to meeting the evolving needs of our workforce, leading to a significant increase in learning hours and video completions in FY24.
7 Skills of Highly Sustainable People programme
The 7 Skills for Highly Sustainable People programme, hosted over Gyankosh and LinkedIn Learning equips Tata Power employees with essential sustainability skills across three proficiency levels—beginner, intermediate, and advanced. It empowers learners to address and tackle the pressing environmental and social challenges. The programme covers a broad spectrum of topics essential for driving sustainability in both personal and professional settings and serves as an essential resource for those dedicated to making a meaningful impact on the world.
110
Modules with 6,000 minutes duration e-learning repository of Gyankosh customer content, addressing the evolving needs of its workforce
1,08,544
Learning hours a y-o-y increase of 60% as an impact of Tata Power’s learning initiatives
15,70,684
Video completions on the new learning platform, embracing the enhanced learning experience
OTHER SKILLING INTERVENTIONS
Through our collaboration with Tata Institute of Social Sciences (TISS), we provide training in new technical skills such as EV charging and solar technicians. Our in-house initiative, the Paribartan Ru Pragati 10P change management programme, fosters cohesion, collaboration, and customer focus among employees. Implemented in four acquired distribution companies in Odisha, it has led to positive business outcomes in collections, safety, and power restoration times.
In Odisha, various initiatives like Pehchaan, Prarambh, Pratigya, Prayas, Parichay, Prerna, Paathshala, Prasar, Prashansa, and Parivaar have been introduced. Additionally, we offer work-integrated learning opportunities for ITI/Diploma holders and Diploma engineers. Leveraging the Tata Power Skill Development Institute and partnerships with government institutions, Tata companies, educational institutes, and green tech industries, we are developing the green jobs skilling ecosystem for the country.
Average training hours
Includes only manpower numbers of Tata Power, TPREL (inclding its subsidiaries), Mundra, TPRMG, PTL, MPL, IEL, TPTCL, TPADL, TPIPL, TERPL, TPCDT, FENR, NELCO, TPDDL, TPSODL, TPCODL, TPWODL and TPNODL
Employee welfare
Ensuring employee welfare is essential for their health, satisfaction, and productivity. Our policies are regularly updated to meet their needs. We provide comprehensive healthcare, including medical clinics, health check-ups, and insurance. Programmes like GOQii, A Fuller Life and our tie-up with 1to1help.net offer wellness support.
Our ‘A Fuller Life’ programme emphasises the importance of focusing on different dimensions of wellbeing – Physical, Social, Financial, Mental, to enhance employee engagement and productivity.
We gather employee feedback through various channels, including surveys and input from senior leaders. Our policies exceed legal and industry standards; for instance, our Gender Diversity Policy offers a one-year sabbatical for family needs, and our Health and Wellness Policy covers chronic illnesses and extends coverage to parentsin-law under the Mediclaim scheme.
We conduct regular audits and trainings to ensure safety is uncompromised. We offer training for career growth and recognise contributions through rewards. Competitive salaries and bonuses are part of our incentives. Recreational and cultural events like Ullas promote camaraderie. Comfortable amenities are available across our locations, including cafeteria services and transportation.
Diversity and inclusion
We believe in the Power of ONE (Oneness, Nurture, Empower) for our Diversity, Equity, and Inclusion (DEI) initiatives, aiming to lead in Sustainability and Inclusion. Our DEI Lens covers gender, physical/intellectual ability, and inter-generational aspects. We focus on enhancing gender representation, especially in mid to senior roles and frontline operations.
For Persons with Disabilities, we are improving representation across all businesses, including various disabilities. In Inter-generational DEI, we leverage diverse age groups to innovate. Our interventions include role identification, awareness of unconscious bias, policy support, mentoring, and leadership development. We extend our DEI impact beyond the workforce to the community.
Aspirations
>20%
Gender diversity in next five years
Women employees across roles
45%
Campus hires
23%
Finance and accounting
20%
Sales and customer facing
24%
Digital and technology
Parental leaves and return to work
Gender pay comparison
Includes remuneration for employees of Tata Power, TPREL (inclding its subsidiaries), TPRMG, PTL, MPL, IEL, TPTCL, TPADL, TERPL, TPCDT, FENR only
14%
Gender diversity for officers in FY24
20%
Women out of new officers joined in FY24
Women employees across roles
Succession planning
We established a systematic succession management framework, aligned with the Tata Group’s best practices. This framework involves objective assessments of critical positions, incumbent risks, successor candidates, and their development, alongside management reviews. It ensures business continuity, internal talent funding for six acquisitions businesses, and two capability development for successors. It’s evolved from mere replacement planning to a pivotal talent process serving organisational and individual needs, guiding key business and talent decisions.
Employee retirements
Health and safety
We are dedicated to the health and safety of all employees and stakeholders, aiming to lead in global safety practices within the power and energy sector. Our proactive approach ensures that 100% of employees and contractors are trained in Occupational Health and Safety management systems. Continuous improvement of these systems helps eliminate hazards and reduce risks, with the ultimate goal of ‘No Harm, No Injuries.’
The Suraksha mobile app allows our employees to report safety observations easily. We also employ advanced technologies such as digitisation, drones, robotics, remote monitoring, automation, AI, video analytics, virtual reality, and safe systems for high-risk activities to enhance safety performance. We are focused on creating a zero-injury workplace and practice the highest safety standards guided by our Health and Safety Policy.
Safety strengthening initiatives
- Digitalised stakeholder application
- Revised safety R&R guidelines
- Felt leadership programmes and leaders’ safety walks (HVST) across business clusters
- Identification of critical risks
- Conducted safety cultural survey and working on cultural transformation
- Driven investigation learning and actions for horizontal deployment
- Conducted theme-based safety drives to reduce critical risks and SIF precursors
- To enhance workmen’s safety, a mobile system, Suraksha Samvad, allows line managers to capture and address safety observations during maintenance and project activities
Safety enhancement strategies
Internal motivation: Foster felt leadership, role modeling, and active engagement
Reporting improvement: Enhance the reporting and learning culture to better address minor injuries and near-misses, aiming to perfect the safety triangle
BA safety management: Strengthen the safety management system for business associates (BAs) through training, skill development, behaviour improvement, and family involvement, driving cultural transformation
Action-oriented leadership: Promote proactive leadership at site and middle levels, with a review mechanism for serious injuries and fatalities led by division chiefs and CEOs, fostering an integrated safety culture
Digital technology: Utilise AI and technology to identify, prevent, and predict safety hazards and unsafe conditions, learning from incidents
Critical safety procedures: Benchmark and strengthen critical safety procedures
Skill building: Enhance the skillset and competency development of Tata Power employees and workforce
INDIRECTLY EMPLOYED/CONTRACTUAL WORKFORCE
Includes remuneration for employees of Tata Power, TPREL (inclding its subsidiaries), TPRMG, PTL, MPL, IEL, TPTCL, TPADL, TPDDL, TPDDL, TPCODL, TPWODL, TPSODL and TPNODL
Occupational health and safety management system
We established a robust Tata Power Safety Management Framework, aligning with Tata Group Health and Safety Management System and ISO 45001:2018 standards. This includes Hazard Identification and Risk Assessment (HIRA) for all tasks, and Job Safety Assessment (JSA) training for our operation, maintenance, and service engineers to maintain the highest level of safety standards.
Quality is ensured through internal audits, instrument checks, and partnerships with ISO-certified labs. On-site physicians monitor health risks and maintain reports in an online system, enabling detailed analysis and individual risk mitigation. These measures promote a safe and healthy work environment for all employees.
Aspects of occupational health services
- On-site occupational physicians with expertise in industrial health help identify health risks and hazards at the workplace, ensuring compliance with relevant regulations
- Our in-house lab, equipped with the necessary apparatus and experienced staff conducts statutory health checks
- Collaboration with external labs for health checks at smaller sites where in-house facilities are unavailable
- Health check reports are managed online, enabling detailed analysis and individual risk mitigation
- Statutory forms are submitted to respective authorities within specified timeframes
Aspects of maintaining service quality
- Annual internal audits are conducted
- Lab instruments undergo daily quality checks, annual services, and calibration with authorised vendors
- External lab tie-ups are with exclusive ISO-certified labs
Aspects of facilitating worker access
- Medical centres with trained occupational physicians are present at all work sites
- An annual calendar of required health services is shared with HODs and line managers
- The medical team tracks completion status and notifies line managers and HR of upcoming and overdue health checks monthly
- Occupational physicians counsel workers on the importance of health checks and guide reports and follow-ups as necessary
EMPLOYEE HEALTH DATA SECURITY MEASURES
- Online and password protected data
- Confidentiality agreement with vendors and outsourced labs to keep cloud-based storage of records
- Medical reports are only accessible to individual employees and doctors counselling them
- Aggregate data is presented in management meetings for data analysis with individual specifications
- As mandate by law, occupational health reports are only shared with relevant Government authorities/ certifying surgeon
ETHICAL UTILISATION OF WORKERS’ HEALTH INFORMATION
- Individual counseling is provided for health risks, with periodic follow-ups until mitigation
- Health risks are tracked individually to reduce high risks to medium or low levels
- Preventing the reversal of low risks to high risks through health record analysis
- Group-level health initiatives target top-identified risks from aggregate records to mitigate them effectively
- No sharing of information with external medical or pharmaceutical groups for preferential treatment
- Medications are procured through a centralised contract with rigorous techno-commercial negotiations, ensuring no preference for any specific pharmaceutical or drug company
Non-occupational health services
We offer comprehensive non-occupational health services, including medical insurance for hospitalisation and a medical fund scheme to cover expenses not included in insurance. Additionally, we provide advanced hospitalisation policies and OPD facilities for consultations, tests, and acute treatments. To further support our employees, we offer a voluntary OPD insurance scheme to cover out-of-pocket medical expenses, provide medicines for chronic conditions, and offer free health checks based on age-based risk profiles. We also arrange visits from specialists to our on-site medical centres for consultations with employees and their dependents.
VOLUNTARY HEALTH PROMOTION PROGRAMMES
- Diet and nutrition programme with consultations from a dietitian
- Emotional counselling through EAP services available online, by phone, and in-person when needed
- Promotion of a smoke-free campus
- Walkathon programmes to encourage physical activity
- Sports club, gym, and annual sports events for physical and mental well-being
- Monthly expert discussions on managing diabetes, hypertension, cancer awareness, and mental health
- Monthly EAP sessions covering mental health, parenting, and work-life balance
- Women’s well-being programmes, particularly for mothers returning to work
- Communication of events through social media
100%
Employees were offered the voluntary health services
Human rights
We uphold a strict commitment to human rights standards across our value chain, enforcing a zerotolerance policy against violations and discrimination. We rigorously prevent child and bonded labour, workplace harassment, and prejudice, aligning our policies with international standards from the Industrial Labour Organisation (ILO) and United Nations Global Council (UNGC). Supported by a comprehensive due diligence framework based on the UN Guiding Principles Reporting Framework, we regularly update and provide training modules to ensure our employees understand and adhere to these principles at all times.
Human rights commitment framework
Human Rights Dipstick Assessment in FY24
In FY24, Tata Power conducted a Human Rights Dipstick Assessment through an external assessor as a precursor to SA8000 certification. This certification promotes socially acceptable practices in eight key areas: child labour, forced labour, health and safety, free association and collective bargaining, discrimination, disciplinary practices, working hours, and compensation.
Achieving SA8000 will help us measure social performance, raise awareness on human rights, and engage with stakeholders meaningfully, enhancing both internal systems and external sustainability metrics. During the meetings, the assessor will present the readiness report findings, followed by necessary actions.
Human resource recognitions
- Randstad Employer Brand Research 2023 – Most Attractive Employer in India
- Fortune India - Employer of the Future, 2023
- Kincentric Best Employer 2023
- Ambition Box Employee Choice Awards 2023
- KelpHR PoSH Awards® Safe Workplace Award