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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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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
  • 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