Key Linkages

Approach to Human Capital Development

Adani Group’s talent management strategy is centred on empowering its workforce and nurturing a supportive learning atmosphere, enabling each member of Adani Parivar to excel and reach their full potential, while contributing to the organisation’s strategic goals and objectives.

Focus Areas

Our Workforce

Adani Energy Solutions' workforce comprises a mix of permanent employees, contract workers, temporary staff, consultants, freelancers, interns, trainees, and seasonal workers, playing crucial role in supporting the Company's operations and strategic goals.

The contractual relationships between these different types of workers and Adani Energy Solutions vary based on the nature of their employment. Permanent employees have long-term contracts with comprehensive benefits, while contract workers and temporary staff operate under fixed-term agreements tailored to their specific roles. Consultants, freelancers, and seasonal workers operate under flexible contracts focussed on deliverables and timelines, while the interns and trainees receive experiential learnings through structured programmes.

Variance in Workforce from the Previous Reporting Period

The headcount data as of March 31, 2025 were influenced by the external economic conditions, such as market fluctuations and industry-specific demands. During the reporting period, the Company experienced significant fluctuations in employee numbers due to key business developments.

Workforce in FY 2024-25

Notes:

1. The headcount data as of March 31, 2025 reflects the current workforce composition at the end of the reporting period.
2. 16 differently abled employees.
3. 100% Indian nationals and ZERO foreign nationals in our permanent employee base and management workforce.

Workforce Breakdown by Significant Operating Locations

Talent Acquisition and Retention

We source talent both externally from educational institutions and internally by filling open positions through lateral entries providing our internal talent with career progression opportunities. Our structured induction procedures, learning and development opportunities, and engagement initiatives support holistic growth and long-term retention of our people. We actively engage with our people to identify their needs & gaps, formulating planned interventions to address them. Our philosophy is to build a merit-based culture encouraging the top talent to take on challenging roles and assignments.

New Hires

Notes:

ZERO Foreign nationals hired during the year.
5.3% New Hire rate for employees and 3.6% turnover rate for contractual workforce.
New Hire Rate = (Cumulative number of New Arrivals during the year / Total workforce) in respective category

Local Hiring of Senior Management

Senior Management refers to the top-tier executives and leaders responsible for making critical strategic decisions and steering the Company towards its goals. This group typically includes positions such as the Chief Executive Officer (CEO), Chief Financial Officer (CFO), Company Secretary (CS), Chief Operating Officer (COO), and other key personnel overseeing major departments such as operations, finance, human resources, compliance, and technology. These individuals play a crucial role in shaping the Company's vision, policy-making, and overall management, ensuring alignment with its objectives.

Employee Turnover

Notes:

7.3% turnover rate for employees and 3.6% turnover rate for contractual workforce.
Turnover Rate = (Cumulative number of voluntary departures during the year / Total workforce) in respective category

Hiring and Retention

Diversity, Equity and Inclusion

Adani Energy Solutions is an equal opportunity employer committed to promoting an equitable workplace, from recruitment through every stage of career progression. Our DEI Policy is endorsed by the Board and outlines our commitment to creating a diverse and inclusive workplace, welcoming individuals from unique backgrounds, perspectives and talents. The leadership is responsible to exemplify the policy, while the managers and supervisors drives its implementation within their teams.

Our commitment to equal opportunity starts right from the recruitment phase which is a transparent and a merit-based process. Gender sensitisation training is conducted for all employees and managers. To prevent unconscious bias, all people managers are certified in competency-based interviewing skills before joining the interview panels. All employees are required to undergo annual mandatory training on the DEI policy and uphold it through their actions and behaviour.

DEI Initiatives

We take several DEI initiatives, with a focus on improving women’s participation in the workforce and management roles. There are several women-centric initiatives such as mentorship programmes, flexible work arrangements, and training opportunities designed specifically for women, which have contributed to improving women’s representation in the workforce and management roles.

DEI Survey for FY 2024-25

In FY 2024-25, we conducted a DEI survey for our employees to gauge their satisfaction levels on organisation’s DEI endeavours. The survey insights will help inform our strategies to nurture a thriving and inclusive workplace.

Women’s Representation In Workforce

Pay Equity

We ensure gender pay equality and offer competitive remuneration to all our employees based on their roles, responsibilities and industry benchmarks, without any discrimination. Adani Energy Solutions adheres to regional minimum wage regulations and ensure that all employees and workers are paid above the minimum wages, as per applicable laws, considering their skill set and experience irrespective of the gender.

We undertake third party assessment to verify our equal pay commitment.

Gender Pay

Wages

Key Definitions

Local: In the context of Adani Energy Solutions' operations in India, the term 'local' refers to suppliers, vendors, and potential employees who are based within the same geographic regions where the company conducts substantial business activities. This includes major metropolitan regions, operational hubs, key markets, and areas with significant infrastructure or customer base related to its core services of power transmission and distribution, smart meter deployment, and cooling solutions. Essentially, 'local' encompasses those geographic markets that do not require transnational payments, ensuring that the economic benefits stay within the community where Adani Energy Solutions operates.

Significant Locations of Operations: This in context of Adani Energy Solutions operations in India are defined as those geographic areas where the company has substantial business activities or a considerable presence. This includes major metropolitan regions, operational hubs, key markets, and areas with significant infrastructure or customer base related to its core services of power transmission & distribution, smart meter deployment, and cooling solutions.

Learning and Development

Approach to Continuous Learning and Development

Training Needs Assessment

We conduct comprehensive training needs assessment for the individuals and curate training programmes to address the identified needs. The training is delivered through internal and external (third-party agency) expertise to build behavioural, functional, and technical competencies following the latest trends and industry best practices. Additionally, we fund the external learning for the employees and support them by providing sabbaticals to pursue education, with a guarantee of employment upon return. We have implemented online training platforms AE Varsity and E-Vidyalaya Percipio, to facilitate employees learning 24X7.

Key Development Practices

Skill Upgradation and Transition Assistance

Adani Energy Solutions is making significant strides to embed sustainability into its operations to achieve its net zero goals, while enhancing efficiency through digital transformation and automation. While these transitions are critical to maintain organisational relevance and competitiveness, they also pose significant challenges such as job displacement risks due to digital skill gaps and socio-economic disruptions in the regions reliant on traditional energy sources.

To address the digital skill gaps effectively, we provide digital upskilling programmes, empowering our workforce to adapt and stay relevant, while contributing to innovation.

Power BI Training

Power BI training is designed to equip our middle management employees with the necessary skills to effectively use Power BI for data analysis, visualisation, and reporting. The training will bridge the current skill gap, enabling our staff to transform raw data into meaningful insights, thereby providing better business outcomes.

Effective Interviewing Skills with Live Coaching

As a part of capability building, all hiring managers receive training to develop necessary interviewing skills for assessing candidates’ competencies. The programme has been mandated by Adani Energy Solutions' senior management ensuring all people managers conduct effective interviews and hire right talent. The programme blends facilitator-led workshops and coaching sessions based on observations from LIVE interviews. It includes a one-day workshop followed by an allocated 1.5 hours of empanel LIVE interview.

Digital Dexterity Programme

Background

Adani Energy Solutions Digital Dexterity Programme, envisioned by the Group’s Chairperson, was launched in FY 2023-24. The programme was designed to facilitate digital skill transition of employees, catering to the evolving needs of the organisation and the industry at large. The programme focusses on six key areas – d customer-centric innovation, operational excellence, data-driven decision-making, ecosystem engagement, cybersecurity and data privacy, and talent development.

Phase 1 of the programme introduced foundational modules on digital transformation and technologies such as IoT, Robotics, AR, VR, Blockchain, Digital Twin, Digital Platforms and Lifecycle Management.

Progress in FY 2024-25

The programme evolved significantly from foundational digital concepts to more complex technologies and methodologies, covering the core concepts on:

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Outcome and Benefits

Employee Development Programmes

Average Training Hours for the Workforce

Notes:

Average hours of training for permanent employees: 25.7 hours and contract workers: 3.5 hours.
The training hours provided here, are for total Workforce (India).

Human Capital Return of Investment (in ₹ crore)

Notes:

*Total Revenue includes revenue from operations & other income but excludes income/expenses on account of movement in regulatory deferral account balance.
#Operating Expenses include the following expenses: Cost of Fuel, Cost of Power, Purchase of Stock-in-Trade, Employee Benefit Expense, Other Expenses.

Performance Management

Our performance management system is designed to evaluate individual as well as team performance based on clear and transparent goals. It enables continuous performance reviews and feedback throughout the year, keeping employees aligned with organisational goals. The system provides comprehensive assessment of employee performance through year-end feedback and reviews, performance ratings, promotions, recommendations and moderation. This data-driven performance management embeds transparency and objectivity into employee’s growth and development.

During FY 2024-25, Adani Energy Solutions' Performance Pay was linked to the Variable Pay for every employee, where Variable Pay is set at a minimum 10% of employees’ total CTC.

Workforce Coverage under Performance and Career Development Reviews

All the employees and workers joining before December 31 in FY undergo Performance and Career Development Reviews. The Company has a robust IT tool to conduct the same. Discussions are carried out periodically and feedback on development is provided.

For contractual employees and workers performance review are determined based on Productivity Linked Performance Based Contract (PLPBC).

Supporting Employee Wellbeing

We have implemented a host of initiatives to support the physical, mental, emotional and financial well-being of our workforce, helping them stay productive and live a well-balanced life.

Employee Wellbeing Support and Benefits

Minimum Notice Periods

Adani Energy Solutions provides minimum notice period of 30 days for any significant operational changes, ensuring employees and their representatives sufficient time to prepare and adapt to the potential impacts on their roles, responsibilities, or employment status.

Engaging with Employees

Nine-pillared Employee Engagement Model

Key Engagement Initiatives

Employee Engagement Survey – ‘Your Voice Matters’

Adani Energy Solutions values the unbiased opinions of its employees on all aspects of the organisation. The feedback is gathered internally through an online platform – Your Voice Matters, using a 1 to 5 rating scale, covering all permanent employees and workers. The feedback is directly reviewed by the Chairman of the organisation and the insights gathered are used to shape organisation’s policies in future. The survey includes 50 questions assessing perspectives on parameters such as sense of purpose, career growth, stress, happiness and job satisfaction of our employees.

In FY 2024-25, Survey was not conducted considering Great Place to Work survey was conducted in February 2024. 2025 survey is planned to be conducted by September 2025.