We are committed to continuously strengthening our safety culture to achieve our aim of Zero Harm. To deepen this culture and build systemic maturity, we regularly roll out several initiatives.
These efforts are anchored on four key strategic thrusts:
Visible and accountable leadership, proactive hazard identification, and strong engagement through culture surveys form the foundation of our robust safety culture.
Robust systems form the backbone of a resilient safety culture by driving governance, standardization, and data-driven decision-making
We build a future-ready workforce through targeted training, competency assessments, and SME-led expertise in critical safety domains like LOTO, Work at Height, PPE, and Contractor Safety through key initiatives
We have made digitalisation and innovation a defining pillar of our safety strategy, deploying a suite of cutting-edge tools and platforms that are transforming how safety is managed, monitored and learned across our operations
AI-powered solution for real-time detection of PPE violations, unauthorised access, unsafe parking and crowding, supported by automated alerts and reports across large, complex operational areas.
Rakshak, the Connected Workers platform, enables real-time safety observations, permit management and hazard reporting. Following a successful pilot at the Coke Oven unit of Dolvi Works, the platform is being scaled across Dolvi Steel to enhance field-level visibility, proactive risk management and faster response to safety concerns.
A structured assessment framework that evaluates safety governance, standards compliance and management system effectiveness, driving consistent safety performance and continuous improvement across operations.
A culture-building initiative that reinforces safety as a core personal and organisational value, empowering employees to champion safe behaviours and strengthen workplace safety culture.
Vijayanagar Action Centre (VAC) drives safety excellence across industries and communities.
Through JSW Foundation, community health and well-being are strengthened by improving access to quality healthcare, preventive care and health awareness in underserved regions. Key initiatives include Mobile Health Units (MHUs), Community Clinics, Health Camps, and Emergency Ambulance Services, which bring essential healthcare services closer to communities. The Foundation also supports public health infrastructure, disease screening and awareness programmes, helping build healthier, more resilient communities.
Read more in our Latest Integrated Annual Report
Our well-being ecosystem strengthened through wider adoption of JSW We Care and continued recognition as a Great Place to Work® certification for four consecutive year and the India's Best Employers Among Nation-Builders 2025 recognition, reflecting a culture where employees feel valued, supported and empowered to grow.
We go beyond the workplace to care for our people — offering benefits that nurture health, learning, and balance, such as:
A dedicated 24x7 confidential Employee Assistance Programme (EAP) that supports the mental, emotional and overall well-being of employees and their families through professional counselling, awareness sessions and personalized support.
Enhanced health coverage through a Group Health Insurance Top-Up Policy, along with personal accidents and term life insurance protection.
A robust performance management framework with 100% bi-annual performance reviews focused on continuous development and meaningful career conversations. The process integrates four key approaches: management by objectives; multidimensional performance appraisal for selected levels; team-based performance appraisal; and agile conversations.
Structured programmes celebrating performance, innovation, continuous learning and long-term service.
Encouraging long-term value creation and employee ownership.
Maternity and paternity support as per Act and Company’s policy, childcare assistance, crèche reimbursement and post-retirement benefits.
Programmes and facilities that encourage healthy lifestyles, physical well-being and work-life balance. Through workplace stress-management initiatives, sports and fitness facilities, childcare and parental support, and flexible people practices, employees are empowered to thrive both professionally and personally.
Through DEI Sensitisation Workshops, Allyship initiatives and Inclusive Leadership Programmes, we build awareness around unconscious bias, privilege, microaggressions, inclusive language, psychological safety and equitable decision-making. These programmes help foster an inclusive workplace culture where employees across all levels feel respected, valued and empowered to contribute.
We provide employees with opportunities to connect, collaborate, and learn through structured networks and communities such as the Diversity & Inclusion Council, Women Network Forum, Mentor Circles and Women of the Future programmes. These platforms promote peer learning, knowledge sharing, mentoring, professional development, and an inclusive workplace culture.
We also provide flexible working hours for our employees while require employees' presence for the core working hours, allowing them flexibility in work timings.
Access to townships, fitness centres, gyms and other lifestyle amenities at select locations.
Financial support of up to ₹3 lakh (₹5,000 per month for up to 60 months) under our Company’s Car Lease Policy for eligible electric vehicle purchases to encourage the adoption of sustainable mobility solutions.
Digital employee support platforms that enable timely resolution of HR, payroll, benefits and workplace-related queries.
Committees that help oversee transport, canteen services and workplace facilities, contributing to a safe and employee-friendly environment.
We continue to nurture internal talent pipelines and build careers from within. The percentage of open positions filled by internal candidates (internal hires) in FY 2025-26 is 7.70%, compared with 8.26% in FY 2024-25, 9.12% in FY 2023-24, 5.72% in FY 2022-23, and 4.78% in FY 2021-22.
Our Actions are guided by our Employee, Health, Safety & Well Being policies
Listening to employee feedback remains an important part of strengthening the workplace experience and fostering a culture of continuous improvement.
During the year, an employee engagement survey was conducted across the organisation, with participation from over 93% of the workforce.
The survey assessed key dimensions of employee experience, including trust in leadership, fairness and recognition, opportunities for growth and development, work-life balance, collaboration, job satisfaction, purpose, happiness, and overall well-being.
Based on employee feedback, we have achieved a score of 73, reflecting the strength of our people-first culture and reinforcing recognition as a Great Place to Work.
Targeted training, competency assessments, and SME-led expertise in key safety domains and overall learning and development.
At JSW Steel, learning and development are viewed as essential enablers of employee growth, organisational resilience, and long-term success. Through sustained investments in capability building, employees are provided with access to a diverse learning opportunity across technical, leadership, digital, managerial and sustainability domains through a blended ecosystem of in-house programmes and partnerships with leading institutions such as Harvard University, Cornell University, Brown University, the Indian School of Business, IIM Lucknow, Coursera, Skillsoft and Steel University.
Leadership and future-readiness remain central to the Company's talent development approach. We strengthen our leadership pipeline through inclusive leadership and cultural learning initiatives. Through DEI sensitisation programmes, Allyship Initiatives, Cultural Education under the “Shubharambh induction programme”, and Employee Resource Groups (ERGs), employees are encouraged to build inclusive behaviours and leadership capabilities. Platforms such as the Diversity & Inclusion Council, Women Network Forum, Mentor Circles, and Women of the Future programme further enable mentoring, professional development, and the advancement of diverse talent across the organisation.
Some of the key programmes are:
Programmes such as the Future Fit Leaders (FFL) Programme, now in its ninth year, the Young Leaders Programme, the Senior Leadership Development Programme, and the Technical Leaders Programme help build a strong leadership pipeline while equipping employees with the skills needed to navigate evolving business needs, technological advancements, and the transition towards more sustainable operations. Participants benefit from structured development journeys that include coaching, mentoring, individual development plans, action learning projects, career conversations, and cross-functional exposure, supporting both personal and professional growth.
Committed to advancing diversity in leadership through initiatives such as Springboard, a dedicated women leadership development programme conducted in partnership with IIM Bangalore. Designed to strengthen leadership capabilities, business acumen, strategic thinking, and career progression, the programme has supported 154 women employees to date, with many participants progressing into expanded leadership roles and talent development programmes.
Women of Future 2.0, a flagship leadership development programme, designed to empower high-potential women employees with the confidence, capabilities and leadership skills needed to thrive in future-ready roles. Through immersive learning, senior leader mentorship and action-learning projects, the programme strengthens strategic thinking, executive presence and leadership effectiveness. To date, it has engaged 200+ women employees across JSW, supporting the development of a diverse and inclusive leadership pipeline.
This commitment to continuous learning is supported by sustained investments in employee development, averaging INR 22,627 per full-time employee (FTE) in FY 2025-26, compared with INR 21,327 in FY 2024-25, INR 22,675 in FY 2023-24, and INR 20,680 in FY 2022-23. Over the same period, learning participation has continued to strengthen, with average training hours per FTE increasing from 17.37 hours in FY 2021-22 to 31.29 hours in FY 2022-23, 21.48 hours in FY 2023-24, 25.00 hours in FY 2024-25, and 38.24 hours in FY 2025-26.
Read more about our initiatives and performance towards Employee Health, Safety and Wellbeing in our Integrated Annual Report
Platinum State Level OHS&E Award from World Safety Organisation for excellence in OHS&E management systems and performance.
for "No Fatal Accident" at the Integrated Steel Plant (CY 2024).
from Joint Committee on Safety in Steel Industry for fatality-free operations (CY 2022, 2023 and 2024) across
by Confederation of Indian Industry.
hosted by World Safety Forum in association with International Qualifications Board at the UK Parliament:
from Joint Committee on Safety in Steel Industry for fatality-free operations (CY 2022, 2023 and 2024) across:
securing 2 Platinum & 1 Gold for:
at the NSCI Safety Awards by National Safety Council of India
100% of our operations are accredited with ISO 45001:2018 (Safety Management System).
Stories
Social Media
© 2026 JSW Steel. All rights reserved
Privacy Policy
