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Tata Group and Affirmative Action for SC/ST communities. Presentation sections. Introduction Employment Employability Entrepreneurship Education Conclusions. Overview. Group initiative nearly 3 years old though company CSR activities and trusts’ work predates this initiative

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Tata group and affirmative action for sc st communities

Tata Group and Affirmative Action for SC/ST communities

Presentation sections
Presentation sections

  • Introduction

  • Employment

  • Employability

  • Entrepreneurship

  • Education

  • Conclusions


  • Group initiative nearly 3 years old though company CSR activities and trusts’ work predates this initiative

    • Tata Steel tribal welfare/Tata Coffee staffing

    • Trusts touch 3 million SC/ST population

  • Data in this review refers to India-based operations of 56 Tata companies

    • Incorporates almost all India operations


  • Starting point: PM call at 2006 CII session for voluntary AA by Industry to ward off legislation

  • Today: No visible threat of legislation in this Congress-led government but ……

  • Nationally, renewed focus on tribal well-being in context of land acquisition agitations and Maoist-led insurgency

  • Real reasons for AA remain: Inclusive growth and right thing to do

  • Last 12 months have been tough for business

Three years of aa
Three years of AA

  • Of 56 Tata companies, 47 have active agendas on four Es

  • Slides following provide an overview of best practices among companies


  • Employee data from 49 companies

  • Mostly as of Sep 30 2009

  • Total employees: 245,342

  • Total SC+ST employees: 20,714 (8.4%)

  • Did not declare: 50,517 (20.5%)

    • TCS 43,790 (45%), TTSL-M 1,165 (58%)

  • SC employees: 8,810 (3.6%)

    • Steel 2,588, NDPL 675, IHCL 565, TBSS 522, Tata AutoComp+ 519, Chemicals 454*, Trent 390

  • ST employees: 11,904 (4.8%)

    • Coffee 7,444*, Steel 2,860, TACO+ 155, Ref. 148


  • GCC-sanctioned AA policy: Positive discrimination, merit being equal

  • Companies most engaged with AA have:

    • Boosted numbers by embedding AA into strategy for growth

      • Notably Trent and Tata Business Support Services

    • Embedded spirit of positive discrimination into recruitment policies

    • Incentivized recruiters to boost SC/ST numbers

    • Made voluntary quantified commitment to increase numbers at recruitment and even promotions

Employment notable examples
Employment: Notable examples

  • Trent: Steady increase through its investment in training

    • 246 last February/487 this Sept

    • Employing youth in large numbers from NGOs trained in retail trade by Trent

  • Tata Chemicals: Employment for 84 SC/ST youth at Rural BPOs through Uday Foundation

    • Many more in training


Tata Business Support Services

  • Increase from 374 in September 08 to 522 a year later through opening 6 BPOs in non-metros in partnership with:

    • Tata Power – Khopoli

    • Tata Steel – Jamshedpur

    • Tata Chemicals – Mithapur and Babrala

    • Also at Munnar with KannanDevan and in Ethakota with Byraju Foundation


Tata Ryerson

  • Induction after training with contractor: 15 taken last year, 15 in training

  • 5 ITI-pass candidates taken in for customized training for Pantnagar

  • Providing 18 youth employment with contractors after training as ambulance drivers, first aid assistants


Tata Capital

  • 5 of 28 GTs recruited (18%) are from the SC/ST communities

  • Offered placement consultants a preferential rate of 3% extra for placing SC/ST candidates

  • Employed over 10% employees from SC/ST communities for Housekeeping & Security Department


  • TTSL initiatives:

    • Campus recruitment: 66 in last two years

    • Recruitment at entry level

    • Preference at COCO outlets

      • Target 5%; Achievement as of November: 7.5%

  • NDPL initiatives:

    • 5% relaxation for SC/ST candidates at recruitment

    • Preference for SC/ST candidates in departmental competitive examinations

      • Total promotions in last 18 months 274; SC/ST 46 (17%)


Tata Refractories:

  • Selection criteria relaxed for SC/ST candidates  in recruitment of fresh Graduate Engineers / Diploma Engineers / ITI pass etc.

  • Relaxation in minimum marks and height requirement for eligibility for interview: but no relaxation in merit criteria for selection

  • Of 11 SC/ST candidates recruited this year, 6 were beneficiaries of this relaxation


  • Tata Power: Steady accretion in officer ranks through trainees from campus recruitment:

    • 08-09: 10/137; all absorbed

    • 09-10: 11/144

  • Tata Motors: 30 trainees from Sakwar training school employed with dealers

  • Titan: Tie-up with CAP Foundation to train youth: first batch joined this year


  • TTML: Sharp jump in SC/ST candidates recruited:

    • 2008-09: 19/287 – 6.6%

    • April 09 – Sept 09: 17/82 – 21%

  • Tinplate: 31 hires in 2008-09; 6 SC/ST

    • 20% of all hires against SC/ST share of 8%

  • TCE: 700 trainees from campuses for FY 10 of which 40 SC/ST

  • Tata Sky: 23 candidates recruited either on rolls or in third party from ITIs



  • More companies weaving AA into growth strategy

  • Implementing spirit of positive discrimination

  • Incentivizing recruitment

  • Addressing asymmetry of information through website


  • Partnering ITIs to make them Centres of Excellence (Illustrative list):

    • Tata Motors – Nine – 2 Pune, Jamshedpur, Lucknow, Karnataka, 2 Uttarakhand, (Already operational)  Delhi & Gujarat (Under consideration)

    • Tata International – Tonkhurd, MP, near Dewas

    • Tata Power -- Two, in Thane & Mulund

    • NDPL- Dr CV Raman ITI in Delhi

    • Tata Chemicals – Dwarka

    • Indian Hotels – Three ongoing -- in Delhi, Sindhudurg & Hassan; three on the anvil

    • Tata Steel – Gopalpur and two others proposed

    • Tata Metaliks – Rangamati and Jhargram


Tata Refractories

  • Self Employment Skill Development Institute (SESDI) set up April 09 (Cost Rs. 1.6 Cr) for vocational training in in-demand trades like Masonry, Carpentry, Bar Bending, Plumbing, House Wiring & Motor Rewinding, Welding, TV & Electronics repairing, Mobile repairing etc.

  • Residential course – entirely free

  • 95 trained till date, 47 SC/ST


  • Tata Steel:

    • 6-month course for entry into trade apprentice schemes in various companies

      • 260 trained since 2001, 103 placed in Steel, Motors etc

    • 6-month scheme for coaching for competitive exams

      • 42 trained in two batches; 5 Govt jobs, 5 contractual

    • 1 year course for community health providers

      • 212 women trained since 2004; 50 employed

      • 10 best CHP trainees trained for one year more to become Operation Theatre assistants


  • Tata Steel:

  • Nurses training at XITE to prepare for admission into nursing

    • Started 08; 24 coached, 20 selected

  • Vocational training in six trades

    • Started 2001; 325 trained

  • Vocational training in 4 trades at Greenfield project sites in Kalinganagar

    • Also at Chhatisgarh and Manoharpur


  • JUSCO: Training school drop-outs in association with CAP Foundation for careers in five trades: IT-enabled services, Hospitality Management, Customer Relations and Sales, Automobile Maintenance and White Goods Services

    • Total trainees 823; SC/ST 221 (26%)

    • Eight batches completed till date


Tinplate vocational training initiatives:

  • 11 students in CNC at RD Tata Institute

  • 16 students in plumbing at Sarojini Technical Institute

  • One year training for 181 ITI candidates

  • Midwifery training for tribal women

  • Training for tribal women at Salboni Village


Tata Sponge

  • Training for Fitter, Welder, Mechanical & wiremen trade for 7 SC/ST students

  • 6-month tailoring classes

  • Sponsorship for two-year course in Electrician trade for 4 ST students at three nearby ITIs


  • Trent:

    • One-year diploma customized course in retail management for graduates at Mumbai University (Garware Institute)

      • Istbatch; 67/18 SC-ST, all employed

      • 2ndbatch; 60/ 10 SC-ST, all employed

      • 3rd batch: 25/7 SC-ST

    • Pact with 6 major NGOs --Don Bosco, Kherwadi Social Welfare Association, Dr. Reddy’s Foundation, YuvaPratisthan, Aarambh and Kotak Labs -- to train 200 underprivileged youth in Retail Operations


  • Tata Chemicals:

    • Babrala unit recognised as ‘training provider’ by DGET; has trained 236 youth in 5 trades

    • Training 550 SC/ST youth to man rural BPO expansion in Mithapur & Babrala

  • Tata Projects: Training to create welders and fitters: 261 trained in last three years

  • Tata Communications: Skill training in IT-related fields for 105 SC/ST youth


  • Telcon: Coaching classes for competitive exams

    • 85 trained in three batches since 2007

    • Also: Setting up 3 training schools for operators and mechanics at units

      • 50% reservation for SC/ST candidates

  • Tata Motors: Mechanic Motor Vehicle Trade Course at Sakwar, Thane

    • Batch of around 15 each year

  • Tata International: Over 200 SC/ST trade apprentices in last two years


  • TCS: 57 trained in three batches in Skill Development Programme in partnership with CII in Kolkata

  • Indian Hotels: Taj-Pratham tie-up for Hotel Operations Training Center set up in Khultabad, near Aurangabad (SC/ST pop. 35%)

    • 160 youth to be trained per year, currently 40 youth in training

    • One batch of 20 students has passed out and is placed in various western region Taj hotels

  • Rallis: Training youth to join rural BPOs


  • Advinus: To address quality gap, has started a Finishing School for life sciences graduates. 25 students (5 SC) being trained for 6 months.

  • Mjunction: Ejunction – to spread computer and internet literacy

    • 13 batches since March 07

    • 580 trained, including 81 SC/ST youth

    • 14% SC/ST against target of 25%



  • Increase SC/ST numbers within vocational training programmes

  • Scale up – numbers and trades

  • Synergise company initiatives

  • Aggregate numbers and spend

  • Monitor and improve placement

Entrepreneurship notable examples
Entrepreneurship: Notable examples

  • NDPL :

    • Sustained effort to develop vendors from Dalit Vyapar Association

      • 4 vendors included in vendors’ list

      • Of 4, one showed interest and met basic requirements and has been given order

    • Training neighbourhood electricians

      • 34 trained over two years


  • Tata Communications: 183 trained in entrepreneurship in partnership with EDI, Ahmedabad

    • Batches of 30 each in courses held in Mumbai, Pune, Ahmedabad, Nashik, Surat & Lonavla

    • Of 161 candidates who have completed training, 58 have already started their own ventures

    • Among candidates in first three modules, ~60% are already entrepreneurs


Tata Chemicals

  • 224 SC candidates trained in year-long training in Rural Entrepreneurship Development Programme on trades like creating leather and Rexene bags, making soft toys, paper items and lamination

    • 100 trained in making Rexene bags; 50 created cluster fund from stipend to create TCSRD-REDP’s first business enterprise named “Dr.BhimraoAmbedkar Cluster” and got its first order for 1700 school bags


Tata Sponge

  • 2 SC/ST entrepreneurs nurtured through contracts since April 07

    • Both partnerships – one with 4 ST members and other with 2 SC members

    • Now getting orders from other industrial units

    • 1 more entrepreneur being developed

  • SHG for farming with power tiller

  • SHG for supplying notebooks

  • Training for income-generating schemes in pisciculture, soap-making etc

  • Entrepreneurship4

    • TTSL: Objective: 200 SC/ST PCO owners per year, starting 2008

      • Status: 317 given in 2008-09; 83 in 2009-10 till now

    • Tata International: Support for 120 women SHGs for training on SOW (Stitch on Wood)/Leather Articles and Leather Footwear Components to make them self employed

    • TTML: 18 youth provided with PCO booths

    • Voltas: 7 SC/ST youth trained as entrepreneurs in house-keeping/gardening


    • Tinplate: Two ex-employees made into vendors; Trust set up to create ST makers of brick from fly ash

    • Tata Power: Contracts to ST contractors in Maithon

    • Tata Ryerson: Two SC/ST candidates engaged as suppliers for packaging and other miscellaneous jobs

    Education faea scholarships
    Education: FAEA scholarships

    • 150 scholarships from 32 Group companies for college-level scholarships administered by Foundation for Academic Access and Excellence (FAEA)

      • 10 each: TTSL, NDPL, TACO+, Tata Tea

      • 5 each: Tata Power, TCS, Tata Sky, Tata Projects and TAL

      • Started with 100 last year; increased to 150 this year when corpus was found in surplus


    • 34 companies have 2,000+ scholarships for SC/ST students at school/college level

    • Tata Steel: Scholarships for ~600 SC/ST students in 4 categories


      • 100% scholarship for SC/ST employees’ children studying in in IIT

      • Trainees in Archery and other sports

    • Tata Motors: 150+ scholarships

      • Most in new scheme, Vidyadhanam, in Pune


    • NDPL initiatives

      • Scholarships of Rs 25,000 p.a. for students of Delhi College of Engineering

      • Scholarships for Rs 2,600 p.a. for students at four ITIs

      • Supporting 150+ SC/ST students in government schools with books, career counselling etc

        • Of 2008-09 batch nobody failed; 30% got >70 %


    • Tata Chemicals: 100 scholarships for SC girls from villages around Mithapur for courses in SNDT University, Mumbai

    • TTSL: Several initiatives including:

      • 6 scholarships of Rs 75,000 per annum for students at Symbiosis Institute of Telecom Management

      • 1 scholarship of Rs 25,000 pa for student at National Law College, Bhopal


    • Tata Sponge: Several initiatives including:

      • Sponsorship of fees for teachers taking special classes for SC/ST students

      • Support for students studying engineering, computer science

    • TTSL (M): 8 scholarships worth Rs.10,000 per SC/ST student of B.E. (Electronics & Telecommunication) course

    Conclusion way ahead
    Conclusion: Way ahead

    • Greater need for appreciating why AA needs to be done in companies’ own long-term interest of sustained (inclusive) growth

      • Alternative: Legislation for reservations in private sector

    • More CEOs need to take leadership role; more HR departments to “own” AA

    Conclusion way ahead1
    Conclusion: Way ahead

    • Incorporation into company strategies

      • Alignment/incorporation into TBEM

    • Evolve system of recognition for companies demonstrating leadership

    • Greater traction by companies in translating the GCC’s AA Policy into actual practices in recruitment and in appointing vendors/suppliers

    Conclusion way ahead2
    Conclusion: Way ahead

    • Leverage Chairman’s views on voluntary commitment to sourcing certain percentage of products and services from SC/ST-owned companies, on lines of US AA practices

    • Overall: Robust start within Group but long way to go