Page 98 - Demo

Sustainability Report 2024
4. 5. 6. 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.
Does the entity have an equal opportunity policy as per the Rights of Persons with Disabilities Act, 2016? If so, provide
a web-link to the policy.
Yes.
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.
The Policy is available at https://www.crisil.com/content/dam/crisil/investors/corporate-governance/crisil-policy-on-
equal-opportunitiesat-the-workplace.pdf
Return to work and Retention rates of permanent employees and workers that took parental leave.
Please refer to Table no. 16(a) and 16(b) on page 62 of the Sustainability Databook.
Is there a mechanism available to receive and redress grievances for the following employees and workers? If yes,
give details of the mechanism in brief.
Yes/No (If Yes, then give details of the mechanism in brief)
Permanent Workers No. Crisil does not have workers
Other than Permanent Workers
Permanent Employees Other than Permanent Employees
7. 8. 9. 10. Yes, employees can reach out to their managers and HR business partners to redress
their grievances under terms of the ‘Policy on Redressal of Workplace Harassment’. The
mechanism is also applicable to vendors and contractual staff working on Crisil premises.
Membership of employees and workers in association(s) or Unions recognised by the listed entity
Crisil recognises the right to freedom of association in accordance with the laws of the land. However, we do not have a
recognised employee association.
Details of training given to employees and workers on Health & Safety and Skill Upgradation
Please refer to Table no. 17 on page 62 of the Sustainability Databook.
Details of performance and career development reviews of employees and workers
Please refer to Table no. 13 on page 61 of the Sustainability Databook.
Health and safety management system:
a)  Whether an occupational health and safety management system has been implemented by the entity? (Yes/
No). If yes, the coverage of such system?
No
Being in the financial services sector, our workplace and processes are inherently non-hazardous and safe in
nature. However, we acknowledge the importance of providing working conditions that support safety, well-being
and health.
H&S Policy and assessment
Crisil has a Health and Safety Policy, which covers the impact the nature of work has on health, including ergonomic
health impact, fire safety, communicable diseases and commute/business travel safety. The policy is aimed at
including employee participation to eliminate hazards and reducing occupational health and safety risks. Standard
operating norms have been issued to ensure that all offices in India comply with working conditions and health and
safety measures.
96