Nurturing a Thriving Workforce

• Talent Development and Capability Building
• Upskilling of the IT employees on SAP certification
• Strengthening Performance Oriented Culture
• Employee Communication and Engagement
  • • Celebrations, Get-togethers, Mentoring and Leadership programs

• Employee Wellbeing
  • • Employee benefits and friendly policies
  • • Deepak Cares initiative for employees and their families

TALENT MANAGEMENT

• Succession planning - Identification of critical positions
• Internal mobility as part of capability building and succession planning initiatives, focus is also on filling up positions through internal mobility

DIVERSITY, EQUITY AND INCLUSION (DEI)

We are in the nascent stages of our DEI journey; however, our DEI strategies and initiatives are firmly shaped by Deepak Group’s strong conviction in the strength of a diverse workforce and an inclusive and equitable work culture. DEI, for us, is more than a checkbox; it’s an evolving journey toward a culture where every individual, regardless of background, ability, or identity, feels seen and celebrated.

Together, we’re not just growing – we’re becoming stronger, more inclusive, and more united.

Setting the DEI Foundation

We are actively building an inclusive environment, grounded in progressive policies and infrastructure.

Formal DEI Policy

Our organization-wide formal policy emphasizes an inclusive, respectful, and bias-free work environment for everyone.

Accessible Infrastructure

Our new office spaces are thoughtfully designed with features such as ramps, wide washrooms, and spacious lifts to ensure inclusion and accessibility for all employees.

Inclusive Hiring

The Talent Acquisition team is making a conscious effort to include female candidates in all recruitment efforts, actively tracking gender representation across roles to ensure diverse hiring.

Paternity Leave Rollout

Paternity leave has been introduced phasewise and now across Deepak since last year to support shared caregiving responsibilities, which has been utilised by around many employees of the Group.

Ensuring Safe and Accountable Workplace

POSH Committees

Our Internal Complaints Committees (IC) across locations are trained and certified to handle workplace issues proactively and sensitively.

Awareness Sessions

A specialised session was conducted for IC members, enhancing their readiness and confidence in addressing sensitive issues. The title of the session was “Crisis or Opportunity? How to Rebuild Trust After a Sexual Harassment Incident”.

Communication

We maintained consistency in reinforcing our zero-tolerance approach to misconduct through internal emails and messages, communicating our stance as an Equal Opportunity Employer.

Celebrating Uniqueness

We actively celebrate diversity through various initiatives, raising a culture where the contribution from every individual is valued.

International Women’s Day

We celebrated this day with enthusiastic participation from all employees, especially our male allies, underlining gender equity as a collective responsibility.

International Day of Persons with Disabilities

We held an informative session across the Group to raise awareness, empathy, and understanding for individuals with disabilities.

Advocating for STEM Inclusion

A female colleague from our Centre of Excellence represented Deepak Group at the prestigious Azeotropy 2024 symposium at IIT Bombay, championing inclusion in STEM fields.

Extending Inclusion Beyond the Workplace

Deepak Group’s philosophy of creating an inclusive ecosystem is not confined to the workplace; it actively reaches into the wider community. It was exemplified at our Deepak Corporate Concert, where visually impaired children from Deepak Foundation had a special presence. Their inspiring performance served as a beautiful reminder of acceptance and visibility, symbolizing the broader social inclusion we strive to champion.

The Road Ahead: Our DEI Commitments

While our current gender diversity stands at around 2.5%, we remain deeply committed to achieving long-term, sustainable change through continuous improvement. Our future path is clear, with primary focus areas including:

• Increasing gender representation across all functions
• Developing more inclusive infrastructure and refining our hiring practices

• Strengthening data collection and accountability for informed progress
• Establishing Employee Resource Groups (ERGs) for shared identity and support

LEARNING AND DEVELOPMENT

We are committed to the continuous growth and development of our employees. We offer need-based customized learning interventions to build employee capabilities in alignment with our business needs. These programmes are curated by our internal and external SMEs, aimed at accelerating the career trajectories of our people, while helping us meet our organisational goals.

Growth through Internal Job Posting

Our newly launched Internal Job Posting policy encourages employees to pursue growth opportunities through job movement within Deepak group. 126 employees have already benefited through this policy, successfully transitioning into new roles.

DEEPAK CARES

In collaboration with M/s. Silver Oak, the organization launched DEEPAK CARES initiative to prioritise wellness of Deepak Group family. The initiative benefits the employees and their direct family members by providing online mental wellness support through features including counselling services, informative webinars on wellness topics and access to a dedicated helpline number.

Talent Display Platform

The platform provides employees with a vibrant space to showcase their hobbies, interests and hidden talents. This year, we organized HOBBY gallery and Musical Evenings that witnessed overwhelming participation and incredible display of our employee’s talent.

Employee Engagement Survey in 2025

We recently completed the AIKYAM Employee Engagement survey for 2025 (Great Place to Work Survey) conducted by M/s. Lissen.IO. DNL achieved an engagement score 65 whereas DPL scored 70.

OCCUPATIONAL HEALTH AND SAFETY (OH&S)

Our Health and Safety Policy sets the ground for driving occupational health and safety of our employees and stakeholders. We have established an integrated management Systems (IMS) across all locations, adhering to ISO 45000 and ISO 14001 standards.

Key Features on IMS

• Continuous improvement through Plan-Do-Check-Act cycle
• Regular audits and inspections to ensure compliance with safety standards and identification of the improvement areas

• Measurable OSH objectives and stringent safety protocols and procedures

14.61 Mn

Manhours without loss time incidence at DPL

Risk Assessment

We proactively identify and assess workplace risks and hazards using HIRA (Hazard identification and Risk Assessment) framework. The framework provides a systematic approach for proactive identification of work-related hazards, enabling us to eliminate or control potential risks before they can escalate into safety incidents. To ensure clear accountability, we have defined responsibilities, accountabilities and authority of persons involved in identifying, evaluating or controlling OH&S hazards and risks.

OH&S Oversight and Implementation

Occupational health and safety performance at Deepak Group is line management’s responsibility with periodic reviews from our top leadership. We encourage active participation and communication with the employees, workers and their representatives for effective implementation of the OHS management system.

International Men’s Day

Our male employees engaged in open conversations, challenging stereotypes and pledging their support for a more inclusive future on our “Promise Board”.

EMPLOYEE ENGAGEMENT AND WELLBEING