We recognise the importance of meeting the requirements of the Rights of Persons with Disabilities Act, 2016 and are taking proactive steps to support the needs of individuals with disabilities. Our Company has implemented various measures to provide accessible infrastructure, including ramps, tactile flooring, induction loop system for hearing impaired, lowered reception desk for wheelchair access, elevator voice annunciator, evacuation chair, braille signages, all gender accessible toilets, accessible parking, fire alarm flasher, automated sliding doors, and accessible guest room in several factories and offices. Additionally, we are preparing the remaining factories and offices for accessibility infrastructure and aim to achieve certification for 100% of our sites with the Minimum Mandatory Standards required under the Persons with Disabilities Act. We believe that accessibility is an essential aspect of social responsibility and are persistent in our efforts to create an inclusive environment for everyone.

Yes, we have an equal employment opportunity policy, which can be referred to on https://www.hul.co.in/investor-relations/corporate-governance/hul-policies/hr-policies/. We continue to believe that our policies regarding equal employment opportunities are necessary not only to comply with state and local laws and obligations, but also because they are in line with our core values and represent an important contribution to the communities in which we live and work. We have set clear goals to eliminate any bias and discrimination in our policies and practices, accelerate diverse representation in our workforce, and remove barriers for people with disabilities. We have a clear goal to have 5% of our workforce represented by people with disabilities by 2025.

We understand the needs of our employees, who are planning to or have recently become parents, to take paid leave to experience this beautiful phase and nurture a bond with their young child. We also extend maternity and paternity leave with full pay and benefits to parents, who are legally adopting a child. This benefit is also extended to same sex partners, where the partner who is a primary care giver is eligible for paid leave and benefits as applicable for maternity, and who is a secondary care giver is eligible for paid leave and benefits as applicable for paternity.

All the employees and workers are free to exercise their right to form and/or join trade unions, refrain from doing so, or bargain collectively. This also ensures that compensation is fair and that all the factories and offices are covered by long-term settlements.

We have a robust and diverse agenda to impart skills to employees and workers through various training programmes.

We are a performance-driven organisation with robust Performance Management System. At the start of every performance year, basis business priorities each unit/function crafts their flexible goals, which include business and development-related objectives. The achievements against these goals are assessed at the end of the year with regular feedback given throughout the year to ensure that people deliver their best. We provide our employees the best horizontal and vertical exposure to ensure we are developing leaders for the future. For the workers in the factories, performance is evaluated annually through our in-house Performance Appraisal System. Workers are assessed on their performance for their assigned jobs against set standards and the same is communicated.

A robust health and safety management system has been set up for all employees and workers. Our occupational health and safety is governed by our Occupational Health and Safety (OHS) Framework Standards. We are committed to providing a safe and healthy work environment for those working on, visiting, or living near our operations. Management at all levels is responsible and accountable for the occupational safety and health performance of the employees and workers.

During FY 2022-23, our factory in Haridwar was awarded the 'OHSSAI Gold Award', while our factories in Orai and Kolkata were awarded the 'OHSSAI Silver Award' for OHS excellence in the Manufacturing sector. Besides this, our R&D centres in Mumbai and Bangalore were also recognised by the National Safety Council for their exceptional safety performance and culture.

We conduct risk assessments based on the HUL Occupational Health and Safety Risk Assessment Methodology. Occupational health and safety risk assessment is integral to the organisation's development and management of change processes. For routine tasks, a thorough risk assessment exercise is conducted, and adequate controls are put in place to mitigate the identified risks. Risks arising due to introduction of new plant, equipment, processes or methods of working are addressed through the management of change process.

For non-routine tasks, the risks are governed by the permit-to-work process. The process involves identifying the hazards associated with the facilities and the work involved and outlining the controls to eliminate or reduce hazards. A Job safety assessment is developed for each permitted work task and displayed with the permit.

Yes, workers are encouraged to report work related hazards through offline as well as online modes. Adequate measures are taken to mitigate these hazards and the measures are communicated to the workers.

Yes, the employees and workers have access to non-occupational medical and healthcare services. Employees and workers can avail cashless medical services from a chain of hospitals across the country through the insurance coverage extended by the organisation.

We make every effort to integrate safety into all business processes. Our safety and health management system is based on the principle of plan, do, check and act. Credible risks are evaluated, and adequate actions are taken to mitigate this risk. Safety incidents are reported, investigated and lessons learnt are communicated widely within the organisation. This is underpinned by continuous improvement objectives and periodic reviews through the Safety and Health Sub-Committees, each headed by a Management Committee Member to ensure that we achieve our targets. A robust audit mechanism is in place to verify compliance to internal standards as well statutory requirements.

A safety culture is promoted by undertaking behavioural interventions at all levels and disseminating the importance of safety as a personal value. Positive safety behaviours are promoted, while unsafe behaviours are corrected through established procedures. A comprehensive emergency response plan and related facilities are maintained at all sites and employees are trained to respond accordingly.

Our team consisting of over 50 experienced and well-trained medical professionals (part time and full time) is committed to maintaining a safe and healthy working environment. For instance, all employees can benefit from periodic health evaluations for health issues, access to market-leading medical care, and a host of other support facilities.

At factories, there is a formal grievance redressal mechanism for workers along with defined escalation matrix to ensure timely closure of complaints. In addition to these, complaints can also be raised through our online portal i.e., 'Convercent Tool', which is available on our website (https://app.convercent.com/en-us/LandingPage/99b958aa-55a1- e611-80d3-000d3ab1117e)

We have a robust mechanism in place to assess all our premises on health and safety and working conditions. All our sites undertake a Positive Assurance Review (PAR) to track the effectiveness of these parameters in the operations.

We investigate all recordable incidents to identify the root causes and implement actions to avoid repeat incidents. We ensure closure of all gaps identified during internal and external audits/assessments in a timely manner. During FY 2022-23, we have strengthened the Safe Travel Policy and the safe travel campaign for all employees, introduced defensive driving techniques training for truck drivers enabling them to drive more responsibly. We have also launched focused programmes for electrical and conveyor safety involving thorough assessment against standards and prompt gap closure. We have worked on dissemination and implementation of learning from past incidents to eliminate similar incidents in the future and strengthened the medical emergency response plan to enable faster response time in case of emergencies.

Yes, we extend requisite support in the form of ex-gratia to the legal heirs of all full-time employees and workers in the event of death during their service with us.

Our Responsible Partner Policy (RPP) includes a set of mandatory requirements, which all our suppliers need to meet to do business with us. Under RPP, value chain partners are required to comply with all applicable laws and regulations of the country, where operations are undertaken.

Yes, we conduct retirement workshops for retiring employees. Rewards team and Human Resources team conducts financial wellbeing sessions periodically and extend support in outplacements for redundancy cases. Further, with the 'Future Fit' model, we upskill our workforce to equip them with digital and non-digital skills, which further helps honing their existing set of skills.

Our Responsible Partner Policy (RPP) sets out the requirements that all our suppliers must meet to do business with us. Our RPP and its Fundamental Principles embody our commitment to responsible, transparent, and sustainable business.

Each fundamental principle of the RPP provides guidance on what we expect from our responsible and sustainable suppliers. We are committed to working with our suppliers on this journey of continuous improvement.

We also verify alignment to and implementation of the RPP's mandatory requirements using supplier self-declarations, online assessments and - for designated high-risk countries and supplier types - independent verification, including third-party audits

We expect our partners and their employees or contractors to report actual or suspected breaches of our RPP. We will investigate any non-conformity reported in good faith and discuss findings with the partner. If remediation is needed, we work with the partner to identify the root causes of the issue and to develop a time-bound corrective action plan to resolve the failure effectively and promptly. By working together with partners to overcome any issues, we support the betterment of their business and, most importantly, promote respect for human rights.

We conduct regular audits and both audit companies and suppliers have responsibility to input and update the system to provide us with the outcome of the audit. Audit companies need to upload audit documentation and the outcome of the initial and follow-up audits, while suppliers are required to input corrective actions against each non-conformance identified; both within specified timeframes.