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Sustainability Report 2024
Leadership Indicators
1. 2. 3. Provide the processes for consultation between stakeholders and the Board on economic, environmental, and social
topics or if consultation is delegated, how is feedback from such consultations provided to the Board.
We believe proactive and continuous engagement with key stakeholders is crucial to the success of a business enterprise.
At Crisil, feedback gathered in the course of engagement with stakeholders is taken into account and, after due evaluation,
is incorporated to improve business processes. Significant learnings may also help shape our strategic initiatives and
growth levers. Stakeholders are encouraged to put forth any concerns relating to their engagement with us and reach out
to our senior management, if necessary. The engagement scores, complaints and other feedback from stakeholders are
monitored at various levels of the management. They also receive the highest attention from the Board/Board committee
in its reporting processes.
 Whether stakeholder consultation is used to support the identification and management of environmental, and social
topics (Yes/No). If so, provide details of instances as to how the inputs received from stakeholders on these topics
were incorporated into policies and activities of the entity.
Yes.
At Crisil, consultation with the stakeholders is important for management of the Sustainability attributes in the areas such
as governance oversight, employee enablement and well-being, stakeholder engagement and sustainability offerings.
Our top material issues were identified and prioritised based on their impact on our stakeholders and our business. Such
feedback is an important input while devising goals and plans in these areas. Please Refer to Table 8 of the Sustainability
Databook on the process for determining material ESG issues.
Provide details of instances of engagement with, and actions taken to, address the concerns of vulnerable/
marginalised stakeholder groups.
Crisil has a Policy on Equal Opportunities at the Workplace.
Our commitment to maintaining a discrimination-free work environment extends to all persons involved in the operation
of the business and prohibits discrimination or unlawful harassment. All employees are responsible for treating others
with dignity and respect.
 Women Workforce
Considerable efforts made over the years for the growth and development of careers have resulted in a consistent increase
of women in workforce and .at leadership levels. Besides addressing the social needs for greater women participation to
the workforce, these efforts encourage diverse thinking in the decision-making. This helps eliminate unconscious gender
biases and help fostering a merit-based, fair and impartial organisation culture.
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.
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