Page 98 - Index

Name of the Policy 11. Confidentiality Policy
https://www.crisil.com/content/dam/crisil/
investors/corporate-governance/confidentiality-
policy.pdf
SI. No. 12. Crisil Group Taxation Policy
https://www.crisil.com/content/dam/crisil/
investors/corporate-governance/crisil-taxation-
policy.pdf
13. Crisil Stakeholder Engagement Policy
https://www.crisil.com/content/dam/crisil/
investors/corporate-governance/CRISIL-
Stakeholder-Engagement-Policy.pdf
14. Crisil – Environment, Social, and
Governance (ESG) Policy
https://www.crisil.com/content/dam/crisil/generic-
images1/our-businesses/ratings/regulatory-
disclosure-highlighted-policies/highlighted-
policies/CRISIL-ESG-Policy.pdf
Policy against sexual and workplace harassment
Crisil is an equal opportunity employer and is
committed to providing its employees a safe working
environment, free from any form of intimidation or
harassment. The wellbeing of employees is at the core
of the Company’s culture, and to this end the Company
adopts a zero-tolerance approach towards any and
all forms of sexual harassment at the workplace,
including related actions or behavior such as threats,
coercion or discrimination.
The Company has complied with provisions relating
to the constitution of Internal Complaints Committee
under the Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013 and
the corresponding rules (hereinafter referred to as the
POSH Law).
The Company has constituted an Internal Committee
(IC) by an order in writing, in the manner required under
the POSH Law. The IC can advise on all matters relating
to this Policy and will be the investigating authority
if a complainant wishes to proceed with an inquiry.
Employees can reach out to any of the IC members for
a confidential discussion on any issue covered under
this Policy.
96 Annual Report 2024
Description and highlights of the Policy
•
The purpose of this Policy is to protect any information that is
not available in the public domain and is proprietary and/or
confidential to Crisil, its clients and suppliers
•
Policy aims to outline the Company’s approach towards matters
relating to tax compliance and management
•
This Policy outlines Crisil’s approach and practices in engaging
with its stakeholders
•
This Policy aims to outline broad focus areas under ESG vectors
and roles and responsibilities of oversight authorities and
governing bodies for driving and monitoring sustainability at
Crisil
Each case goes through an objective and unbiased
inquiry process ensuring utmost confidentiality
and respect to the individual employees, and that
appropriate actions are executed.
While the POSH law is only intended to protect women
employees, the Company is committed to providing a
workplace free of sexual harassment for all, and so
Crisil POSH Policy applies uniformly in case of sexual
harassment of any person, irrespective of the gender
of the parties.
For the year 2024, 2 complaints were received, of which
one was from an off-roll employee. The complaints
were taken through the due process with necessary
actions executed for a satisfactory closure.
Material unlisted subsidiary
Crisil’s material subsidiaries are mentioned below.
These are subject to special governance norms of the
SEBI Listing Regulations, 2015. Minutes of the meetings
of the Board of Directors of all subsidiaries are placed
before the Board of Directors of Crisil Limited for their
review and noting. Disclosure requirements pertaining
to material unlisted subsidiary companies prescribed
under Schedule V of the SEBI Regulations, 2015, are
as follows: