PRINCIPLE 3

Businesses should respect and promote the well-being of all employees, including those in their value chains

Essential Indicators

1 a) Details of measures for the well-being of employees:

Category % of employees covered by
Total (A) Health insurance Accident insurance Maternity benefits 1Paternity Benefits 2Day-Care facilities
Number (B) % (B / A) Number (C) % (C/A) Number (D) % (D/A) Number (E) % (E/A) Number (F) % (F/A)
Permanent Employees
Male 1,549 1,549 100% 1,549 100% 0 0% 1,549 100% 0 0%
Female 103 103 100% 103 100% 103 100% 0 0% 63 61%
Total 1,652 1,652 100% 1,652 100% 103 100% 1,549 100% 63 61%
Other than permanent Employees
Male 121 121 100% 121 100% 0 0% 0 0% 0 0%
Female 29 29 100% 29 100% 29 100% 0 0% 14 48%
Total 150 150 100% 150 100% 29 100% 0 0% 14 48%

b) Details of measures for the well-being of workers:

Category % of workers covered by
Total (A) Health insurance Accident insurance Maternity benefits 1Paternity Benefits 2Day Care facilities
Number (B) % (B/A) Number (C) % (C/A) Number (D) % (D/A) Number (E) % (E/A) Number (F) % (F/A)
Permanent Workers
Male 1,245 1,245 100% 1,245 100% 0 0% 1,245 100% 0 0%
Female 25 25 100% 25 100% 25 100% 0 0% 25 100%
Total 1,270 1,270 100% 1,270 100% 25 100% 1,245 100% 25 100%
Other than permanent Workers
Male 2,272 2,272 100% 2,272 100% 0 0% 353 16% 0 0%
Female 163 163 100% 163 100% 163 100% 0 0% 136 83%
Total 2,435 2,435 100% 2,435 100% 163 100% 353 16% 136 83%

1Parental leave was not applicable to Male employees in year 2023, from 2024 onwards this is applicable to all permanent male employees across Schaeffler India
2In two plants Day care facility is available, for rest of the plants it is in construction stage. We have plan in place to introduce the facility for our employees in year 2025.
1In the above Snapshot we have not considered allied services like Canteen, Housekeeping, Security, Transportation, construction workers etc.

c) Spending on measures towards well-being of employees and workers (including permanent and other than permanent) in the following format –Cost incurred on well-being measures as a % of total revenue of the Company for Current Financial Year and Pervious Financial Year:

FY 24 (%) FY 23 (%)
Cost incurred on well-being measures as a % of total revenue of the Company 0.11% 0.06%

2. Details of retirement benefits, for Current FY and Previous Financial Year.

Benefits FY 2024 FY 2023
No. of employees covered as a % of total employees No. of workers covered as a % of total workers Deducted and deposited with the authority (Y/N/NA) No. of employees covered as a % of total employees No. of workers covered as a % of total workers Deducted and deposited with the authority (Y/N/NA)
PF1 100% 100% Yes 100% 100% Yes
Gratuity 100% 100% Yes 100% 100% Yes
ESI 100% 100% Yes 100% 100% Yes
Superannuation benefit (Co Fund + NPS) 100% 100% Yes 100% 100% Yes

1 includes family pension scheme.

3. Accessibility of workplaces

Are the premises/offices of the entity accessible to differently abled employees and workers, as per the requirements of the Rights of Persons with Disabilities Act, 2016? If not, whether any steps are being taken by the entity in this regard.

Our premises and offices are currently accessible to differently abled employees and workers mostly. We follow harmonised guidelines and space standards for barrier free environment for persons with disability. We are progressing towards installing the required facilities to make the premises accessible to differently abled employees and workers. We have basic infrastructure development plan for Differently-abled persons in all the plants. This plan includes:

  • Signages
  • Separate Entry-Exit for punching
  • Elevator, Ramp and Handrails
  • Dedicated Parking
  • Washrooms/Restrooms are few of them

In addition, to encourage diversity and inclusion, one aspect is to deploy differently abled candidates. In this view, as a regular practice the potential positions are identified in technical as well as non-technical functions. These positions may be filled on on-roll and off-roll basis. Currently, there are approximately 8 differently abled employees and workers deployed in different locations.

4. Does the entity have an equal opportunity policy as per the Rights of Persons with Disabilities Act, 2016? If so, provide a web-link to the policy.

Schaeffler India Code of Conduct (COC), incorporates principle of Diversity. We have recognised equality as one of the human right and respecting this human right at workplace is priority for the Company. The Company has a long-term commitment towards creating a respectful working environment that is free from prejudice and in which diversity is regarded as a success factor. We believe in respecting each individual and giving equal opportunity at work place regardless of their age, gender, gender identity, ethnic and social background, nationality, religion, world view, disabilities, and sexual orientation. Being a global organization Schaeffler considers cultural diversity as strength.

We strive to create a working environment which is inclusive and free from discrimination, intimidation, and abuse. Our diversity and inclusion policy is under formulation stage.

Coc of directors, senior management & employees
Supplier code of conduct
Group code of conduct

5. Return to work and Retention rates of permanent employees and workers that took parental leave.

Gender Permanent employees Permanent workers
Return to work rate Retention rate Return to work rate Retention rate
Male1 100% 100% 100% 100%
Female 100% 100% 03 03
Total 100% 100% 100% 100%

1From year 2024 onwards this is applicable to all male candidates across Schaeffler India.
3 3There is no women worker who has taken maternity leave under permanent workers category.

6. Is there a mechanism available to receive and redress grievances for the following categories of employees and worker? If yes, give details of the mechanism in brief.

Yes/No (If Yes, then give details of the mechanism in brief)
Permanent Workers Yes
  • For workers we have unions in place wherein workers can file a complaint and/or approach the management at any point of time to resolve their grievances. As an additional measure the Company has well structured grievance mechanism with the clear scope & objectives.
  • Under Vigil Mechanism and Whistle-Blower Policy, we have defined policy to file a complaint through separate e-mail Ids, Helpline numbers & SPOCs for filing related complaints. (Contact information circulated among employees).
  • Every plant & offices have ICC committee to deal the issues related to POSH issues through helpline number, e-mail Id, SPOCS.

Under vigil mechanism employee can file compliant
weo.india@schaeffler.com

POSH related complaints
posh@schaeffler.com

Compliance related, Human rights querries
complianceindia@schaeffler.com
dedicated hotline displayed on code of conduct

Employee can file any complaint anonymously
https://www.bkmssystem. net/schaeffler

Other than Permanent Worker
Permanent Employees
Other than Permanent Employees

7. Membership of employees and worker in association(s) or Unions recognised by the listed entity:

Category FY 2024 FY 2023
Total employees/ workers in respective category (A) No. of employees/ workers in respective category, who are part of association(s) or Union (B) % (B/A) Total employees /workers in respective category (C) No. of employees/ workers in respective category, who are part of association(s) or Union (D) % (D/C)
Total Permanent Employees 1,652 0 0% 1,566 0 0%
Male 1,549 0 0% 1,468 0 0%
Female 103 0 0% 98 0 0%
Total Permanent Workers 1,295 743 57% 1,292 810 63%
Male 1,270 743 59% 1,264 810 64%
Female 25 0 0% 28 0 0%

1In the above Snapshot we have not considered allied services like Canteen, Housekeeping, Security, Transportation, construction workers etc.

8. Details of training given to employees and workers:

FY 2024 FY 2023
Total (A) On Health and safety measures On Skill upgradation Total (D) On Health and safety measures On Skill up gradation
No. (B) % (B/A) No. (C) % (C/A) No. (E) % (E/D) No. (F) % (F/D)
Employees
Male 1,670 653 39% 1433 86% 1573 1294 82% 1475 94%
Female 132 50 38% 109 83% 122 69 57% 102 84%
Total 1,802 703 39% 1542 86% 1695 1363 80% 1577 93%
Workers
Male 3,517 1,576 45% 1899 54% 3270 1981 61% 1743 53%
Female 188 82 44% 88 47% 259 234 90% 63 24%
Total 3,705 1,658 45% 1987 54% 3529 2215 63% 1806 51%

1In the above Snapshot we have not considered allied services like Canteen, Housekeeping, Security, Transportation, construction workers etc.

9. Details of performance and career development reviews of employees and worker:

We have, global Performance & Goal Management (PMGM) system to support the individual performance as well as the personal and professional development of employees. PMGM involves, setting performance goals for the new year, openly discussing employee’s career plans and defining appropriate development goals and actions in dialogs between the managers and the employees. For workers, internal performance appraisal mechanism is in place.

FY 2024 FY 2023
Total (A) No. (B) % (B/A) Total (C) No. (D) % (D/C)
Employees
Male 1,549 1,549 100% 1,468 1,468 100%
Female 103 103 100% 98 98 100%
Total 1,652 1,652 100% 1,566 1,566 100%
Workers
Male 1,245 1,245 100% 1,264 1,264 100%
Female 25 25 100% 28 28 100%
Total 1,270 1,270 100% 1,292 1,292 100%

1In the above Snapshot we have not considered allied services like Canteen, Housekeeping, Security, Transportation, construction workers etc.

10. Health and safety management system:

a) Whether an occupational health and safety management system has been implemented by the entity? (Yes/No). If yes, the coverage such system?

Yes

Safety is a fundamental value that takes precedence over all business objectives. At all of our plants, we have Occupational Health Centre (OHC) facilities that are staffed by doctors, nurses, and ambulances that operate around the clock. Our health and safety management systems have been implemented in accordance with the International Standards ISO 45001 (Occupational Health and Safety Management System Standard). The coverage is 100%, and it includes all employees and workers. Following the link of the EnEHS policy of Scheffler Group available on Public domain, applicable to all the entities of Schaeffler Group.

EHS Policy – Group

b) What are the processes used to identify work-related hazards and assess risks on a routine and non-routine basis by the entity?

We believe that as a responsible organization, it is our duty to prioritise safety in all our operations. It is a critical aspect of our business, and we are committed to instilling a culture of safety across all levels of our organization. We regularly evaluate our safety practices against industry standards to establish a safe and secure workplace for our employees, business partners and contractors, striving to set the benchmark for excellence. On the routine work we have process of Identification of potential work related Risks, Assessment and valuation of risk (HIRA) is done in every risk assessment cycle for all work locations. This risk assessment process is carried out in three stages – to be at local locations across the locations by CFT teams and by engaging third party. Apart from the above process we have following system in place to identify routine and non routine related work.

  1. Regular inspections of the workplace to identify potential hazards and unsafe practices by TPM check list.
  2. EHS walk through by Cross functional team along with top management of the location.
  3. Group internal Safety audits, External audits acc to ISO 45001.
  4. Near miss reporting systems are implemented across the location for employees working at the shopfloor.
  5. Creating regular awareness among employees on occupational safety.

c) Whether you have processes for workers to report the work related hazards and to remove themselves from such risks. (Y/N)

Yes.
In addition to implementing safety measures, we encourage our employees and workers to report health and safety violations such as work hazards, near misses, and unsafe acts among others. We have Incidence reporting system in place where employee can report work related hazards.

  • Everyday shopfloor management meeting are conducted where employee can report such incidences or possibility of occurrence
  • Every plant has a safety officer to whom worker can report such incidence & decide action plan in case of occurrence of such incident.

Also we have group level incident reporting systems, any employee can report such incidents and the same will be addressed in coordination with EHS regional and Central function.

d) Do the employees/worker of the entity have access to non-occupational medical and healthcare services? (Yes/No)

Yes.

The employees and workers have access to non-occupational medical and healthcare services. Employees and workers can avail cashless medical claim services from the hospital chains which are covered under group insurance coverage. We are providing health checkups for employees of age 45 and above. Employees are engaged in the mental wellness programmes at offices like yoga, periodic health checkups, regular inspection of workplaces etc. Conducting the health awareness programmes by company medical officers and external doctors on seasonal and lifestyle related diseases etc. Recently we have launched a parenting leave policy which offers expectant parents the opportunity to embrace the joys of parenthood while ensuring smooth transition into their new roles.

11. Details of safety related incidents, in the following format:

Safety Incident/Number Category FY 2024 FY 2023
Lost Time Injury Frequency Rate (LTIFR) (per one million-person hours worked) Employees 0.86 0.20
Workers 0.22 0.10
Total recordable work-related injuries Employees 3.00 1.00
Workers 2.00 1.00
No. of fatalities Employees 0.00 0.00
Workers 0.00 0.00
High consequence work-related injury or ill-health (excluding fatalities) Employees 0.00 0.00
Workers 0.00 0.00

1In the above Snapshot we have not considered allied services like Canteen, Housekeeping, Security, Transportation, construction workers etc.

12. Describe the measures taken by the entity to ensure a safe and healthy work place.

Ensuring safety is our top priority, and to achieve this,

  • We have mandatory safety trainings for all our employees and group level E-Learning for Supervisors
  • Safety DOJO training is established in all the locations where employees who must work in Gemba will get hands on experience on all he safety aspects
  • We engage cross location team and third-party experts to conduct risk assessments where potential occupational risks are assessed, measures against that are defined in advance
  • Walkthrough surveys by CFT (cross functional teams) is conducted on regular basis
  • Safety committee meetings are conducted on regular basis headed by senior experts in area, to ensure safety practices are evaluated & well executed at workplace
  • Various E-learning modules at induction of new joiner, while Training and awareness sessions on regular basis conducted
  • Mock drills and fire drills are conducted to face emergency situations
  • Corrective and preventive actions based on our safety walk observations and audit rounds are defined. Our systems are continuously monitored to ensure they function properly
  • Additionally, we have installed gas detection systems, fire hydrant and detection systems, personal announcement systems, and fire extinguishers in our facilities to ensure safety of worker at workplace
  • We have trained ERT team distributed across all the shifts to react during any emergency, and we have defined a crisis management team for managing the crisis centrally.

13. Number of Complaints on the following made by employees and workers:

FY 2024 FY 2023
Filed during the year Pending resolution at the end of year Remarks Filed during the year Pending resolution at the end of year Remarks
Working conditions 37 0 - 49 3 -
Health & safety 54 0 - 9 0 -

Note: In year 2024 we have taken more concrete steps to keep record of such complaints.

1In the above Snapshot we have not considered allied services like Canteen, Housekeeping, Security, Transportation, construction workers etc.

14. Assessments for the year:

% of your plants and offices that were assessed (by entity or statutory authorities or third parties)
Health and safety practices 100%
Working Conditions 100%

Note: Schaeffler India internal assessment Schaeffler India undergo through strict Internal EHS audit & internal control checks as well.

All our factories are ISO 45001 covering health & safety practices.

15. Provide details of any corrective action taken or underway to address safety-related incidents (if any) and on significant risks/concerns arising from assessments of health & safety practices and working conditions.

  • All safety related accidents are being investigated, Post incident/s route cause analysis being done and documented and outcomes from investigation reports are shared across organization.
  • Action plan prepared and corrective action have been taken through safety PDCA with why-why analysis.
  • Lessons learnt from the incident are shared across the locations for the horizontal deployment of the corrective actions.
  • Hazard identification & risk assessment (HIRA) is conducted for all the machines every year, identified risks are mitigated through plan of action.
Leadership Indicators

1. Does the entity extend any life insurance or any compensatory package in the event of death of (A) Employees (Y/N) (B) Workers (Y/N).

Employees Yes
Workers      Yes

Yes. Our benefits programme follows an integrated approach and provides a range of options to improve financial and social security including notional gratuity, accident insurance & death benevolence to mitigate any unfortunate events.

  • In Schaeffler India Limited, employees have death benefit scheme. Under this, in the event of unfortunate demise of employee, beneficiaries receive lump sum amount of 120 months of basic salary +DA last drawn by deceased employee.

2. Provide the measures undertaken by the entity to ensure that statutory dues have been deducted and deposited by the value chain partners.

Schaeffler India believes in complying all government rules and regulations including the ones governing its supply chain.

In the supplier onboarding process, all the suppliers have signed the SCoC (Schaeffler Code of Conduct) and confirming their responsibility towards such compliance.

At Schaeffler India, we have regular review for GST and applicable Labour law related compliance for service vendors at plants and focusing on it. Additionally, we are also supporting Government agencies for any such proceedings and information sharing.

3. Provide the number of employees/workers having suffered high consequence work-related injury/ill-health/fatalities (as Data Needed in Q11 of Essential Indicators above), who have been are rehabilitated and placed in suitable employment or whose family members have been placed in suitable employment:

Total no. of affected employees/worker No. of employees/workers that are rehabilitated and placed in suitable employment or whose family members have been placed in suitable employment
FY 2024 FY 2023 FY 2024 FY 2023
Employees 0 0 0 0
Workers 0 0 0 0

4. Does the entity provide transition assistance programmes to facilitate continued employability and the management of career endings resulting from retirement or termination of employment?

No.

5. Details on assessment of value chain partners.

% of value chain partners (by value of business done with such partners) that were assessed*
Health and safety practices 62%
Working Conditions 62%

Note: The assessment covering majority of purchasing spent were evaluated through Self-Assessment Questionnaire (SAQ) which is designed to indicate and verify supplier compliance on CSR/Sustainability topic including health & safety practices & working conditions, policies, processes, functions, tools and internal controls etc.

6. Provide details of any corrective actions taken or underway to address significant risks/concerns arising from assessments of health and safety practices and working conditions of value chain partners.

Schaeffler ensures better Health & safety practices and working conditions are followed by value chain partners through execution of the Supplier Code of Conduct document.

Additionally, the health and safety practices as well as the working conditions are assessed through the audits on selected basis: SIA – Supplier Initial Assessment & SSA- Supplier Self-Assessment, Self-Assessment Questionnaire (SAQ) is applicable for registered suppliers (applicable supplier for the year). It covers topics such as Working Conditions, Health and Safety, Business Ethics, Environment, Company Management, Human Rights, Responsible Supply Chain Management and Responsible Sourcing of Raw Materials etc.

Low performers in SAQ is referred to RSCI audit (Responsible Supply Chain Initiative).

During 2024, 2 suppliers had a low SAQ score which were referred to RSCI audit and appropriate measures taken for improvement (One supplier got the RSCI Label, another is under follow-up audit).