At JSW Steel, we are committed to respecting and promoting human rights across our operations, value chain, and communities.
We follow a structured process to identify and map human rights risks in our operations, value chain, and new business relationships. Comprehensive human rights impact assessments and due diligence studies are conducted to ensure compliance and mitigate risks.
We believe that every individual has the right to drink safe water and sanitation. JSW Steel provides proper water, sanitation, and hygiene facilities to all employees, associates, and contracted workers.
We are committed to preventing human trafficking, child labour, forced labour, harmful working conditions, discrimination, and harassment. Security personnel are trained to respect human rights and comply with applicable laws.
Through our CSR initiatives, we work to enhance quality of life in communities where we operate by improving access to sanitation, promoting water stewardship, and supporting sustainable development. We also contribute to inclusive economic growth through skill development initiatives such as the JSW Skills School, with a focus on youth and women.
Our actions are guided by our Human Rights Policy , with a commitment to the protection of the human rights of individuals within our business and to the elimination of all forms of discrimination.
We recognize the vital role businesses play in safeguarding human rights and are committed to uphold fair, transparent, and responsible labour practices across our operations, contractors, and business partners. Guided by the principles of the International Labour Organization (ILO) and applicable legal requirements, we are committed to fostering fair employment conditions that safeguard the rights and well-being of employees and workers.
Promoting dignity, respect, equal opportunity, inclusion, and non-discrimination.
We are an equal opportunity employer and all employees will be treated with respect and dignity and judged solely on their performance irrespective of their race, religion, caste, gender, age, disability and any other characteristic. We respect the social, economic, cultural and human rights of stakeholders and will regularly communicate social performance in an accurate, transparent and timely manner.
Health and safety are integral to our operations, with a focus on compliance and high standards.
We recognize Health and Safety as an integral part of our operations. We comply and aspire to exceed applicable statutory Health and Safety requirements and set the highest standards.
Fair and equitable compensation, equal pay, and compliance with applicable wage requirements.
Our remuneration philosopy is anchored in fairness, equity, and compliance, and includes a commitment to equal pay for men and women for equal work. We adhere to the statutory regulation w.r.t. payment of wages and strive to exceed the minimum requirements of applicable State or Central laws, where such laws exist.
We commit to provide fair and equitable compensation to employees and workers, informed by plant-level living wage assessments that consider local cost-of-living factors, including food, housing, and other essential expenses, while ensuring compliance with applicable statutory requirements.
Responsible working hours, shift arrangements, leave entitlements, and overtime management.
We are committed to managing working hours in compliance with the statutory limits prescribed under the Factories Act, 1948, and avoiding overtime wherever possible while minimizing it when unavoidable. In case overtime is necessary, it is managed in accordance with applicable regulations and company policies and compensated accordingly.
We have established appropriate working time regulations and shift arrangements, with maximum working hours defined in line with applicable state regulations. Working hours are regularly monitored to ensure compliance with regulatory requirements and to prevent excessive working hours. Employees and workers are also entitled to holidays and paid leave (including annual leaves) in accordance with applicable laws.
Freedom of association, collective bargaining, consultation, and cooperation.
We respect the rights of employees for freedom of association and collective bargaining, promote a culture of consultation and cooperation, and are committed to providing a safe and healthy workplace. In compliance with the provisions of the Industrial Disputes Act, 1947, minimum consultation and notice periods are observed prior to significant workforce changes.
Strict policy of zero tolerance towards any form of discrimination.
We are committed to the protection of the human rights of individuals within our business and to the elimination of all forms of discrimination i.e., any unjust or prejudicial treatment of different categories of people, especially on the basis of race, colour, age, gender, sexual orientation, gender identity and expression, nationality, ethnicity, caste, language, religion, physical and mental ability, family status, parental status, social origin, educational background, or any other status.
Zero tolerance towards sexual and non-sexual harassment.
We maintain a strict policy of zero tolerance towards any form of harassment, whether it is sexual or non-sexual. Our intense dedication to ensuring a safe and respectful environment is embedded in our Employee Welfare Policy. We foster a workplace where everyone is treated with dignity and respect, highlighting our steadfast commitment to a harassment-free environment. We have POSH policy in place accessible to all the employees and workers.
Formal grievance reporting channels and defined escalation process.
We have established multiple internal mechanisms such as Ethics helpline, Open house sessions, complaint boxes, respective HOD / Functional Head, to address human rights-related grievances. We have a formal POSH Helpline in place along with ICC committee in line with POSH ACT 2013. Introduced the in-house digital platform “Her Raksha” to strengthen women employee safety through SOS and POSH support mechanisms.
Prompt, impartial and confidential investigation with corrective or disciplinary action where necessary.
A defined escalation process is in place to ensure that all complaints are investigated promptly, impartially, and confidentially, with corrective or disciplinary actions taken, where necessary, based on the findings of the investigation. Disciplinary actions could be as stringent as termination of service, against the guilty, depending upon the severity of the offense. To foster an inclusive and respectful work environment, we conduct regular awareness and training programs for all employees on workplace discrimination, harassment prevention.
Employee welfare, financial security, health, safety and support programmes.
To support financial well-being, we assessed remuneration practices and workforce benefits and ensure adequate wages above living wages for our employees and workers across our operations. We regularly review pay-related indicators, including the gender pay gap, equal pay for equal work, women representation across different levels of the organization, and diversity and inclusion metrics, as part of our efforts to foster an equitable and inclusive workplace.
Alongside statutory provisions, employees and workers have access to a range of social protection, welfare and support programmes that contribute to their health, safety, financial security, and overall well-being in line with our policies.
Mediclaim coverage is extended to family members and includes up to six beneficiaries, comprising the employee, spouse, two children, and either parents or parents-in-law. In addition, employees are provided with adoption leave benefits for one legally adopted child, with female employees eligible for 12 weeks of adoption leave and male employees eligible for 7 days of adoption leave. If employees require additional paid leave for family or caregiving responsibilities beyond their parental leave entitlement, they have the flexibility to utilize their annual leave balance. The annual leaves also enable employees to support dependents including children, spouses, partners, parents, or others with physical or mental health conditions.
Employee well-being is further reinforced through structured workforce management practices that promote healthy work environments and responsible working arrangements. Through defined processes and monitoring mechanisms, we seek to maintain compliance with applicable working time requirements, support work-life balance, and encourage employees to utilize available leave and wellness provisions. To support employees through key life transitions, we offer a Pre-Retirement Counselling Programme, including financial planning guidance delivered by external experts for employees approaching retirement. Beyond statutory benefits, eligible employees may also avail Special Disability Leave for work-related injuries resulting in temporary incapacity and Special Medical Leave of up to 15 days per year on a case-by-case basis.
We are committed to managing working hours in compliance with applicable labour laws and internal policies. Employee working hours are monitored through a Facial Recognition System (FRS), and contractor records are reviewed through the Aparajita compliance management system. The Company promotes effective workforce planning and responsible working-hour practices to support employee well-being and work-life balance. In instances where overtime is performed, employees are provided compensatory leave in accordance with the Company's Compensatory Off Policy, while contractual employees and workers are compensated through overtime wages in line with applicable legal requirements and contractual terms.
Open dialogue remains central to our approach to labour relations. We engage regularly with employees, recognised unions, and worker representatives to understand workplace priorities, discuss matters relating to health and safety, employee welfare, and working conditions, and identify opportunities for continuous improvement. These engagements help strengthen trust, collaboration, and share accountability across our operations.
Learning opportunities across technical, operational, managerial, digital and sustainability disciplines.
Continuous learning is central to our people strategy. Our employee development framework encompasses leadership development, coaching and mentoring, cultural education, and digital upskilling initiatives. Through the JSW Learning Academy and other capability-building initiatives, employees have access to a wide range of learning opportunities across technical, operational, managerial, digital, and sustainability-related disciplines. One such initiative is the "Yearn to Learn" programme, a coaching series delivered by an external learning partner for managers and frontline employees across JSW Steel locations.
We also invest in targeted leadership development programmes through initiatives such as Springboard, Women of the Future, Women Wednesdays, and mentoring programmes. Our FY 2025 Cohort of JSW Springboard 5.0 programme has benefitted 172 women employees, with 32% of participants receiving promotions and 12% progressing to the Future Fit Leadership programme. These initiatives are designed to strengthen leadership capabilities, support career advancement, and foster an inclusive leadership pipeline.
Diversity, Equity and Inclusion awareness is embedded through the "Shubharambh" induction programme, which provides cultural and inclusion-focused learning to new employees, while digital learning opportunities help employees build future-ready skills aligned with evolving business and technology requirements.
Preparing employees for emerging business and climate-transition realities.
As industry, technology, and sustainability expectations continue to evolve, we are focused on building a future-ready workforce. Our learning and development ecosystem equips employees with the knowledge, skills, and competencies needed to navigate changing business landscapes and emerging opportunities.
By investing in future-focused capabilities, including digital transformation, sustainable business practices, and climate-related competencies, we support employees in preparing for emerging business needs and climate-transition realities, while strengthening organizational resilience and long-term success. Our digital learning initiatives cover areas such as digital literacy, Power BI, AI tools, SAP modules, and data-driven decision-making.
To strengthen sustainability capabilities across the organization, we conduct targeted learning and development programmes on decarbonization, climate action, sustainability reporting, biodiversity, human rights, and responsible supply chain management. Employees receive specialized training on SEED (Sustainable Energy, Environment and Decarbonisation), GRI, BRSR, Physical Climate Risk Assessment, Life Cycle Assessment (LCA) by Sphera, CBAM, biodiversity management, and human rights due diligence. We also collaborate with organizations such as CRIF, FICCI, and ProIndia Solutions to enhance ESG awareness and sustainability capabilities across our supply chain, enabling both employees and suppliers to effectively respond to emerging sustainability challenges and opportunities.
JSW's own Our HRDD process is aligned with global best practices including UNDP Guiding Principles on Business and Human Rights, ICMM, and our COSO-based ERM framework. The scope of the HRDD encompasses both operations and supply chain and will be applicable in the event of a merger or acquisition. Periodic reviews will be conducted to identify potential issues, track progress towards mitigating risks and ensure ongoing compliance with human rights standards.
Map actual and potential human rights risks.
Assess risks across operations, value chain and business relationships.
Implement mitigation actions and integrate findings.
Monitor effectiveness and track progress.
Continuously improve processes, systems and capabilities.
JSW Steel advances human rights through compliance with local laws and robust policies, programs, and grievance mechanisms. We proactively identify and mitigate risks via a structured Human Rights Due Diligence (HRDD) process aligned with global best practices, including UNDP HRDD and our COSO-based Enterprise Risk Management framework. The assessment covers a broad range of human rights risks across ten domains, including Labour Rights (protection against child labour, forced labour, and human trafficking), Minimum Wages, Equal Remuneration, Freedom of Association and Right to Collective Bargaining, Environmental Rights, Non-Discrimination and Anti-Harassment, Voice and Participation, Gender Equality, Data Rights, Privacy, and Security, and Grievance Redressal. The assessment engages key stakeholders such as employees, contract workers (including migrant workers), local communities (including women, children, and indigenous people), suppliers, security personnel, and customers.
As part of our Human Rights Due Diligence (HRDD) framework, we periodically assess actual and potential human rights impacts across our operations and value chain. For identified risks, mitigation actions are implemented through corrective action plans, enhanced governance measures, stakeholder engagement, targeted training, and ongoing performance monitoring. We periodically review assessment outcomes and mitigation measures to strengthen human rights risk management and ensure continuous improvement across our operations and value chain.
We have completed our Human rights program. As a part of this program, we have:
Over the last three years, 100% of our operational sites, including integrated steel plants, mining operations, and other facilities under management control, have undergone human rights risk assessments for sites with stakeholder consultations with our employees and contractual workers. Improvement opportunities were identified across areas such as documentation rigour, communication of rights to workers, welfare facilities and grievance redressal mechanisms. In FY 2025-26, we also completed the HRDD process at our JSW Utkal Steel, Paradeep under-construction greenfield Integrated Steel Plant in Jagatsinghpur district, Odisha. Human Rights Risk Assessment (HRRA) was carried out by an independent external agency. Where salient human rights risks are identified, targeted mitigation measures are implemented and periodically reviewed to ensure their effectiveness. Out of the Integrated Steel Plants, two sites were identified as having salient risks, and we have robust mitigation plans in place for all sites. Through this structured approach, we remain committed to embedding respect for human rights across our operations and value chain and strengthening our human rights performance over time.
Security forces are crucial in protecting public safety and upholding laws. We ensure our security forces respect human rights and operate in a manner that is consistent with international and national laws and regulations through:
We conduct assessments to identify potential threats and develop mitigation measures.
We enforce clear interaction guidelines for security forces and regularly monitor their activities.
We provide a robust grievance mechanism, including anonymous reporting via a third-party hotline.
Regular audits assess contractors' training, qualifications, and performance.
At JSW Steel, we maintain appropriate engagement with both public and private security providers, ensuring that all security-related interactions are conducted in a lawful, professional, and responsible manner, in line with applicable regulations, our policies, and our commitment to respecting human rights.
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