Page 103 - Demo

Business Responsibility and Sustainability Report
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 63 of the Sustainability Databook
2. Details of minimum wages paid to employees and workers (HR)
Please refer to table no. 12 on page 60 of the Sustainability Databook
3. (a) Details of remuneration/salary/wages
Please refer to table no. 7 on page 58 of the Sustainability Databook
4. 5. (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 59 of the Sustainability Databook
Do you have a focal point (Individual/ Committee) responsible for addressing human rights impacts or issues caused
or contributed to by the business? (Yes/No)
Yes
Describe the internal mechanisms in place to redress grievances related to human rights issues.
Various reporting channels and redressal mechanisms are made available at all the levels to employees for reporting
violations of human rights:
• The policy on Redressal of Workplace Harassment indicated the procedure for reporting violations to the Human
Resource team.
• The Code of Ethics elaborates the process of raising concerns, reporting violations and seeking advice. For details refer
to Chapter 7 of Crisil’s Code of Ethics [https://www.Crisil.com/content/dam/Crisil/investors/corporate-governance/
code-of-ethics.pdf ]
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