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Sustainability Report 2024
6. 7. 8. 9. 10. 11. • At the highest level, the Stakeholders’ Relationship Committee of the Board regularly dedicates exclusive time to review
policy violations and stakeholder complaints.
• Heightened sensitivity towards policy violations, taking a rigid stance on transgressions and review of such matters
at the highest levels by a Board-level committee reinforces the compliance culture at Crisil.
Number of Complaints on Sexual Harassment, Discrimination at workplace, Child Labour, Forced Labour/Involuntary
Labour, etc. made by employees and workers
Please refer to Table no. 22 and 22(a) on page 65 of the Sustainability Databook
 Complaints filed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act,
2013
Please refer to Table no. 22 (a) on page 65 of the Sustainability Databook.
Mechanisms to prevent adverse consequences to the complainant in discrimination and harassment cases.
• Crisil has a ‘Policy on Redressal of Workplace Harassment’, which specifies the detailed procedure to report and
redress harassment cases. Under the policy, retaliation, in any form, against an employee or applicant for employment
who exercises his/ her right to make a complaint, in good faith is strictly prohibited
• The Whistleblower Policy, too protects complainant from any form of reprisal for reporting complaints
Do human rights requirements form part of your business agreements and contracts? (Yes/No)
Yes
We contractually bind our major suppliers of IT support, staffing solutions partners, facility management and security
services that employ people from the more vulnerable sections with lower literacy levels, to comply with human rights
requirements. Further, purchase orders issued by Crisil contains binding conditions for adherence to human rights.
Assessments of office for human rights for the year
Please refer to Table no. 20 on page 63 of the Sustainability Databook.
Provide details of any corrective actions taken or underway to address significant risks/concerns arising from the
assessments at Question 10 above.
Based on the current year assessment, no gaps have been identified necessitating corrective actions.
Leadership Indicators
1. 2. Details of a business process being modified/introduced as a result of addressing human rights grievances/
complaints.
Crisil supports the protection of human rights across its value chain. The recruitment, remuneration, and promotion of
employees is based purely on merit, irrespective of their race, religion, gender, and nationality. We do not encourage any
kind of involuntary employment, and towards this end, have undertaken several initiatives, including the adoption of an
anti-slavery policy, which extends to Crisil’s subsidiaries as well. The policy interdicts forced and child labour and slavery
in operations. Our Supplier Code of Conduct requires suppliers and vendors to uphold our objective of protecting human
rights and prohibiting child and forced labour.
Our Supplier Code of Conduct requires suppliers and vendors to uphold our objective of protecting human rights,
prohibiting child and forced labour, promoting health and safety, and being environmentally compliant and sustainable.
• 4,908 employees were provided training on human rights
• 6,444 hours of training on human rights
Details of the scope and coverage of any Human rights due-diligence conducted.
Please refer to Table no. 19 and 20 on page 63 of the Sustainability Databook.
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