Page 125 - Index

Mission-Critical Decisions, Made with Confidence.
Key metrics pertaining to women engagement include:
• 40% women in workforce
• 41,794 hours of training to women employees
Hiring and retention-related initiatives for women talent
Crisil adopts a multi-layered strategy to attract women talent and offer them enriching and diverse careers. Coaching
and competency-based development programmes ensure honing of managerial skills and preparing all employees
for career changes and higher responsibilities. At the same time, a culture of flexible working and secure working
environment that prioritises safety and promotes sensitivity towards personal wellbeing go a long way to contribute
towards long and fulfilling careers at Crisil. Employees, including women, across levels, locations and functions are
sponsored at multiple forums for leadership development. Women employees are also given opportunities to connect
with senior leaders.
Inclusion Forum established
The purpose of the Inclusion Forum is to provide governance and oversight on inclusion efforts and enhance brand
visibility. It was launched in May 2024 with representation across business lines and demographic filters, sponsored
by the MD and CEO. It played an instrumental role in initiating and sustaining key initiatives such as reverse mentoring,
promoting allyship through the People Resource Group (PRG) and understanding digital accessibility of Crisil’s
ecosystem. Many of the members participated in industry forums globally.
Supplier inclusivity
Refer response to Q3 of Leadership Indicator under Principle 8.
Initiatives for accessibility
We have undertaken a comprehensive plan to ensure universal access to Crisil’s ecosystem - both digital and physical.
An audit, as per compliance requirements, has been initiated at select locations and reports have been analysed
for closing gaps. All our offices are provided with security and safety systems to ensure safety of people in Crisil.
Digital platforms at Crisil have been vetted for web accessibility standards and aim to be compliant as per Web
Content Accessibility Guidelines (WCAG). Employees have been trained on accessible content creation. Sensitisation
for disability inclusion was gamified through experiential learning booths at our offices. It evoked great response from
employees.
Please refer to Q3 of Essential Indicator under Principle 3
Driving social change
Refer to the CSR Report on page 53 of the Crisil Annual Report 2024 for further details. For further details, refer to Q2
of Leadership Indicator in Principle 8
PRINCIPLE 5: Businesses should respect and promote human rights
Essential Indicators
1. Employees and workers who have been provided training on human rights issues and policy (ies) of the entity
Please refer to table no. 18 on page 140 of the Sustainability Databook
2. Details of minimum wages paid to employees and workers (HR)
Please refer to table no. 12 on page 137 of the Sustainability Databook
3. (a) Details of remuneration/salary/wages
Please refer to table no. 7 on page 135 of the Sustainability Databook
(b) Gross wages paid to females as % of total wages paid by the entity, in the following format:
Please refer to table no. 7(b) on page 136 of the Sustainability Databook
Annual Report 2024
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Sustainability