Human
Capital
Nurturing Our People’s Potential
Together, these pillars form the foundation of our human resources strategy, empowering our workforce and driving organisational excellence and long-term success.
We recognise that our success is deeply tied to the well-being, growth, and development of our workforce and are committed to nurturing an inclusive environment that values diverse perspectives, nurtures talent, ensures a safe work environment, and upholds fair human rights practices. Together, these pillars form the foundation of our human resources strategy, empowering our workforce and driving organisational excellence and long-term success.
Key Highlights
6%
Total Female Employees
10%
Leadership Positions Held by Women
19,230
Total Hours of Employee Training
10+
Safety Trainings Conducted in FY 2024-25
Nil
Human Rights Violation Cases
Capitals Impacted
- Financial Capital
- Human Capital
- Manufactured Capital
Stakeholders Impacted
SDGs Impacted
At Mahindra Accelo, the skills, knowledge, and experience of our employees are fundamental to driving innovation, enhancing productivity, and delivering exceptional customer value. Our workforce’s expertise enables us to develop and execute strategies that maintain our competitive edge in the marketplace. By prioritising the attraction, development, and retention of top talent, we cultivate an environment that fosters growth, collaboration, and a positive organisational culture. The diverse perspectives, experiences, and backgrounds our employees bring are integral to fostering creativity, and innovation and enhancing problem-solving within our organisation. Investing in the development and well-being of our employees allows us to maximise our human resources, minimise turnover, and build a strong leadership pipeline that supports our long-term growth and sustainability
100%
of Employees Successfully Completed POSH Training
Championing Diversity and Inclusion
Focussing on creating an organisational culture that is inclusive and promotes diversity in every aspect enables us to cultivate an environment where all individuals can thrive, contribute their unique perspectives, and feel empowered to succeed, leading to enhanced innovation and sustainable growth. Gender equality lies at the heart of our diversity initiatives, emphasising our belief in fairness and equal treatment for everyone. By firmly rejecting all forms of discrimination based on gender, caste, or background, we are committed to developing a workforce that is grounded in equality, and integrated into a supportive and collaborative environment.
POSH Training
Prioritising the well-being of our employees, we conduct regular POSH trainings to promote a safe and respectful workplace. This programmes are conducted by specialists in this domain and empower individuals by educating them on their rights, responsibilities, and the processes available to address concerns. By promoting awareness and accountability, we reinforce a culture of dignity, ensuring zero tolerance for harassment and a workplace where everyone feels secure and valued.
Paternity Leaves
Recognising the importance of work-life balance, we support new fathers through paternity leave policies that allow them to be present for their families. By enabling fathers to take time off without concerns, this initiative promotes shared parenting responsibilities and strengthens employee well-being.
'Unconscious Biases Series' Programme
Unconscious biases are ingrained beliefs that influence our perceptions, often unknowingly. Recognising these biases helps create a more inclusive and diverse environment. The Unconscious Biases Series initiative is a series of programmes that educates employees on bias and promotes collective action to #BreaktheBias, with a focus on hiring managers involved in talent acquisition and engagement. The series of learning includes employees across levels. Other initiatives include practices such as the use of gender-neutral language in communications, ‘Share Your Story’, ‘Walk in Someone Else’s Shoes’, and Diversity and Inclusion Month, which focusses on various interventions in this space.
241
Number of Employees Participated in this Programme in FY 2024-25
| Category |
Male
|
Female
|
|---|---|---|
| Permanent Employees | 455 | 29 |
| Part-time Employees | 0 | 0 |
| Permanent Workers | 44 | 0 |
| Part-time Workers | 0 | 0 |
| Category |
Male
|
Female
|
|---|---|---|
| Senior Management | 35 | 4 |
| Middle Management | 77 | 8 |
| Junior Management | 316 | 16 |
| Others | 27 | 1 |
| Total | 455 | 29 |
Talent Management
Talent Attraction
Our talent acquisition strategy is built on a comprehensive approach that focusses on diversifying our sources, leveraging technology, and enhancing the candidate experience, all while ensuring a commitment to diversity and inclusion.
Talent Development
Our training programmes are designed to support talent development at every level, from early-career professionals to the most senior levels, nurturing growth and enhancing skills throughout the organisation.
Early Career Initiatives
Job Previews
Newly hired candidates receive a comprehensive overview of their roles prior to joining through technologyenabled previews, led by managers. Moreover, this ensures clarity and preparedness for their new positions.
Intensive Industry Internship (III)
Students from engineering and management degrees undergoing internships at Mahindra Accelo gain valuable practical experience, bridging theoretical knowledge with real-world industry applications.
Continuous Learning & Upskilling
Through targeted training programmes and development initiatives, we ensure our employees remain equipped with the latest industry knowledge and skills. By offering opportunities for growth, we empower our workforce to stay ahead in a rapidly evolving market, driving both individual and organisational success.
70-20-10 Model
For Learning and Development
70%
Learning through Job-Related Experiences
20%
Learning from Interactions with Others
10%
Learning from Formal Educational Events
UDAAN
Upskilling for Junior Management Profiles and First-Time Managers
88%
Employees Upskilled
Shadow the CEO and Senior Leaders
This best practice presents an opportunity to our junior management employees to learn directly from our senior leaders by 'Shadowing' them for one day. Employees invest one day shadowing the MD or Senior Leader and learn aspects such as agile decision-making, leadership, critical thinking, stakeholder management, and time optimisation.
Quality Utsav
A 30-day celebration dedicated to striving for the highest standards of quality. The HR and Business Excellence departments collaborate to host engaging events, including discussions, quizzes, and competitions, all centred around the theme of quality.
All Ideas Matter (AIM)
An initiative that encourages employees to share improvement ideas for implementation across any department or division within our Company. The programme ‘Dare to Dream’ allows employees to submit their ideas in areas such as New Business Development, Cost Efficiency, Sustainability, and Safety, among others.
Make the Right Move
An HR talent mobility programme that facilitates talent rotation and leadership development, allowing internal talent to take on new roles or work at other Plant locations.
Leaders Teach Series
Emphasising practical, real-world applications in the workplace, this training programme is led by strategic and operational experts within their industries, with guidance from senior executives and HR facilitators.
10+
Sessions Conducted
In addition to the above, we offer initiatives like ‘Mentor on Call,’ where employees can seek guidance and advice from senior mentors; an annual Kaizen Mela, which recognises and rewards employees for their contributions; and the Accelo Leadership Conclave (ALC). We also organise intra-company events and competitions such as the Mahindra Accelo Best Practices and the Mahindra Accelo Innovation Competition.
Talent Retention
Our talent retention initiatives focus on creating a supportive and dynamic work environment where employees feel valued and empowered. We offer competitive compensation packages, comprehensive benefits, and recognition programmes (such as Special Thanks and Recognition System (STARS)) to celebrate achievements at every stage of their journey. We believe in providing a balanced work-life experience through flexible work policies, wellness programmes, and opportunities for personal and professional growth. Through our robust HR policy and regular feedback surveys, we ensure that we are attuned to the needs of our employees. By investing in overall employee development and well-being, we aim to create a workplace where our talent thrives and stays committed to our shared goals.
58 Months
Average Length of Employment
Talent Progression
Our talent progression initiatives are designed to support employees in their professional growth and provide clear, rewarding career pathways. We focus on nurturing talent from within, offering structured career development plans that align with both individual aspirations and organisational needs. Leadership development programmes and mentorship opportunities are at the core of our progression strategy, ensuring that high-potential employees are equipped with the skills and guidance necessary for future leadership roles. We also prioritise internal mobility, encouraging employees to explore different roles and functions within the organisation to enhance their skills and broaden their experiences. By investing in both the professional and personal growth of our employees, we create a culture of advancement, where each individual has the opportunity to thrive and reach their full potential.
Human Rights and Security Practices
We believe that everyone deserves to be treated with respect and equality, and we are proud to carry this belief through every part of our work. Our Human Rights Policy is designed to ensure that everyone—regardless of age, gender, religion, region, or background—has the same opportunities and is treated with fairness. We take a strong stance against child and forced labour, working hard to ensure ethical practices across our operations. By working only with partners who share these values, we create a community where fairness and respect are the foundation. We also invest in training our security teams to fully understand and uphold our commitment to human rights, making sure these values are part of everything we do.
141
Security personnel trained on Human Rights
Occupational Health and Safety
At Mahindra Accelo, we placed unparalleled importance on employee safety—a commitment deeply embedded in our comprehensive strategy that addresses every aspect of workplace security. By promoting personal hygiene practices alongside strict adherence to safety protocols and providing essential protective equipment, we take proactive strides towards safeguarding our workforce’s well-being. We adopt a proactive approach by conducting regular site audits and surveys to identify potential hazards and take swift corrective action. By adhering to ‘The Mahindra Safety Way’ (TMSW) model and our Quality, Environmental, Occupational Health, and Safety (QEHS) policy, we ensure the highest standards of safety and compliance are upheld. This approach combines hazard prevention, continuous education, and active participation, creating a culture where safety is deeply embedded in every level of the organisation.
1.8
Lost Time Injury Frequency Rate (LTIFR)
100%
Facilities Assessed for Health and Safety Practices