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72nd Annual Report 2016-17
DIVERSITY
As a part of the Tata Group, we uphold
the Group’s core values and provide equal
growth opportunities to people from
different social segments. To enhance
workplace diversity, we increased the
intake of blue-collared women workers on
the shop floor across the company in
FY 2016-17. We also focused our campus
hiring efforts to target women graduates.
For JLR:
• Female graduate and apprentice intake :
up by 30%
• Women joining graduate programme
make up 29 per cent of total hires
LEADERSHIP COMMUNICATION
Town halls are conducted every quarter by
the ExCom at different locations to update
on business and OE exercise. After the town
halls, group discussions are held by each
ExCom with employees at that location.
OCCUPATIONAL HEALTH AND SAFETY
Providing our employees, a safe
and healthy work environment is a
key priority of our people’s policy. A
companywide Occupational Health and
Safety policy is the guiding mantra for
our safety initiatives. The Board-level
SHE (Safety, Health and Environment)
committee oversees and directs our
safety initiatives. We have institutionalised
Safety Committee across our CV and PV
businesses.
There are multiple initiatives like safety
drills and trainings which are undertaken.
We also focus on contractor safety
management and evaluation prior to
awarding contract. Besides, audits, reward
and recognition are conducted on
field safety.
We have significantly increased our scope
of Safety Awareness Building Campaigns
(like road safety week, national safety
month, among others) for engaging our
channel partners and supplier fraternity
as well. We engage in continuous
communication and awareness on
lifestyle/ wellness, health promotional
activities for our white-collared
employees as well.
FULFILLING THE SKILLS SHORTAGE
To fulfil the skills shortage faced by the UK’s
automotive industry, the Company has
established its Jaguar Land Rover Academy
and spends over GBP 100 million each year.
With this, the Company wants to develop
the present workforce and inspire future
engineers.
JLR is continuing its efforts by reaching
out to untapped talent through multiple
education schemes. Many of its employees
who have been through these programmes
have gone on to be award-winning
engineers.
Further efforts in this direction include
programmes supporting award-winning
STEM (science, technology, engineering
and mathematics) education schemes
for young children. The Company wants
to increase these inspirational outreach
programmes to align with the future
skill needs.
Some of the areas in which JLR wants to
attract future talent are:
• Virtual Modelling
• Data Analysis
• Hardware Design
• Software Design
• Programme Delivery for highest-
calibre project management
To help address industry
shortages, in the last four
years Jaguar Land Rover has
reached out to over
2.5 million young people to
inspire them to consider an
automotive career.
Our subsidiary, JLR’s goal is 'Zero Harm'.
Destination Zero is the campaign which
gets everyone at JLR to understand their
safety responsibilities.
JLR's Lost Time Case performance had an
improving trend of ~6% Y-o-Y.
At JLR, the guiding philosophy
is 'Engaged, passionate people
delivering experiences
the customers love, for life'.
At TML, Lost Time Injury Frequency rate
(LTI-FR) has reduced from 0.17 to 0.15 - an
overall reduction of 11.8%, compared to
our 2015-16 safety performance. Similarly,
Total Recordable Case Frequency rate
(TCR-FR) has reduced from 1.49 to 1.41 -
an improvement in performance
by 5.36%.