Our progressive human resources practices enable our employees to thrive in the workplace. Our focus on their development, engagement, wellbeing, and safety ensures a culture of trust, innovation and continuous growth.
Key Linkages
Material Topics
Strategic Priorities
Key Risks & Opportunities
Capitals
SDGs
Key Highlights in FY 2024-25
1,247Permanent Employees
3.3%Women in workforce
94Average training hours per employee
Integrated People-Centric Approach
Our people are at the heart of everything we do. We are committed to fostering a workplace that empowers, supports, and nurtures talent at every level. Our holistic approach prioritises attracting and retaining top talent, promoting diversity and inclusion, enabling continuous career growth, and ensuring employee well-being. With a strong focus on engagement, recognition, health, safety, and human rights, we create an environment where our people thrive, driving both individual and organisational success.
Employee Wellbeing and Recognition
Employee Engagement
Employee and Career Development
Resolving Employee Grievances
Ensuring Health and Safety
Promoting Diversity, Equity and Inclusivity (DEI)
Talent Attraction and Retention
Employee wellbeing and recognition
Supporting employee well-being is critical aspect of our people strategy for their long-term engagement, satisfaction and higher productivity. We have adopted a well-rounded approach to ensure their overall wellbeing to help them achieve a healthy work-life quality.
Financial Benefits
- Provident Fund and gratuity plans
- Employee Pension Scheme
- Interest-free personal loans
- Interest subsidies on housing and children's education loans
- Flexible payment schemes and car lease
- Several other perks for employees and their children
Wellness Benefits
- Flexible work hours and part time-work options
- Free of cost accommodation, transportation, and nutritious food at Khavda project site
- Annual employees off site
- Regular breaks
Health Benefits
- Regular health screenings and annual health check-ups
- Sports initiatives, mindfulness, yoga and stress management session
- 24/7 teleconsultation service with physicians
- In-house medical team
- Adani Care program for emotional health, and more
- Extended coverage for critically ill employees
Family and Leave Benefits
- Leaves as per Leave Policy
- Paid parental leave for primary and non-primary caregivers
- Volunteering leave for community service
- Outbound recreational activities with employees and their families
Read more under BRSR-P3 here Fostering employee engagement
We continuously engage with our employees to gauge their morale and keep them motivated and ensure they feel valued. Initiatives such as interactions with senior management, team off-sites and open communication foster transparency and strengthen employee trust.
Key Engagement Initiatives
Employee Connect
Forums to connect with Adani Green's top leadership, senior management and HR Head:
- Quarterly Townhall
- Leadership Cadre Connect
- Monthly Open House for New Hires, etc.
Recreational Engagement Initiatives
Recreational, and other outdoor activities to engage employees and their families:
- Kutumbotsav: Adani Green Family Day
- Renewable Premier League
- Adani Ahmedabad Marathon, etc.
Rewards & Recognitions
Recognising employees’ contribution and performance:
- Green Ratna: Adani Green Digital R&R Platform
- Saraswati Samman
- Long-service awards
- SPOT recognition, etc.
Kutumbotsav - AGEL Family Day
CASE STUDY
AGEL’s family day fostered camaraderie among 3,000 attendees including AGEL employees and their families through engaging activities. The event also celebrated achievements of our employees and their families in their sphere of duties.
Saraswati Samman Scholarship Scheme
We felicitated 177 meritorious children of our employees (class I to XII) for outstanding academic (90%+ marks), and sporting achievements (State / national / international level).
Long Service Awards
In recognition of their long years of service and enduring loyalty, we presented gold and silver coins with mementos to 10 of our employees.
Employee and career development
We focus on enhancing technical, functional, behavioural competencies and skill upgradation of our people to navigate a dynamic market. Our Training and Development team identifies training needs through assessments and one-on-one discussions and develops Individual Development Plans (IDPs). Our Learning Management System (LMS), Skillsoft and Percipio platforms provide online learning support for employees in English and other languages.
₹29,628average training expenditure per employee in FY 2024-25
Behavioural Training/ Functional Training
- Fulcrum
- Northstar
- Takshashila
- Coaching for Leaders
- People Management Development Skills Workshop
- Predictive Index Training
- MDP on Business Communication
- MDP on Finance for Non- Finance Professionals
- Advanced Excel
Skill Upgradation Training
- PMP Certification Training
- Operation and Maintenance of 400kV GIS
- Operation and Maintenance of Solar Inverter and Transformer
- PV Modules Faults and Tests
- Contract Management
- Inventory Management
- EHV Substation Equipment
Compliance Trainings
- ESG Policies – Anti-Bribery, Anti-Corruption, Conflict of Interest Policy
- POSH
- Cybersecurity
- Code of Conduct Policy
- Health & Safety
Talent Review & Succession Planning
Our structured succession planning process covers N-1 and N-2 levels, and critical roles. Through talent assessment and leadership identification for High Potential (Hi-Po) employees, we build a robust talent pipeline of successors for critical roles. Targeted learning and development programmes equip them with the skills, leadership and decision-making abilities to take on greater responsibilities.
Performance Management System
- Adani Behavioural Competency Framework (ABCF) for performance management
- Aligns performance evaluation process with organisation’s goals
- Links ESG criteria in Key Responsibility Areas (KRAs) of all employees for performance-linked remuneration
- Ensures developmental feedback and reviews for alignment with goals and culture of excellence
97%employees received performance and career development reviews in FY 2024-25
Resolving employee grievances
Employee registers concern on 'SPEAK UP', acknowledged by GRC Secretary in 3 days
GRC Secretary and BU GRC conduct primary investigation and assign an 'Investigator'
Investigator investigates and reports findings on 'SPEAK UP'
GRC Secretary presents the case to BU GRC members for decision-making
Final decision is made and GRC communicates the outcome to the reportee
GRC: Grievance Redressal Committee BU: Business Unit
Diversity, equity and inclusion (DEI)
We uphold policies and practices that drive our DEI goals, fostering a diverse and inclusive workforce. We strive to ensure gender pay parity and offer remuneration based on individual’s qualifications, experience and industry trend. We value employees across all age-groups for their experience and skills, powering the organisational growth. As of March 31, 2025, the average age of our employees is 33.13 years.
Gender Diversity
As a project-driven organisation, we face challenges in recruitment and retention of women in remote locations. To address these challenges, we promote inclusive practices, including separate washrooms for women at all our facilities, flexible work hours and remote work options and support networks such as 'Adani Green Women's Network' and ‘BeConnected’. These support groups empower women to connect, collaborate and grow in their careers.
Disability Action Plan (DAP)
Our Disability Action Plan (DAP) programme promotes the hiring and support to the differently abled individuals. The programme is monitored and reviewed by our Chairman and Group Chief Human Resource Officer (CHRO) on a monthly basis, to drive effectiveness.
| DEI Particulars | FY 2022-23 | FY 2023-24 | FY 2024-25 |
|---|---|---|---|
| Women’s share in workforce | 1.0% | 1.9% | 3.3% |
| Women’s share in all management positions | 1.1% | 1.9% | 3.3% |
Talent attraction and retention
Talent Acquisition
We have established a systematic recruitment process to attract the best exceptional talent with growth-oriented mindset. Our recruitment practices are fair, transparent and provide equal opportunities to all without any discrimination. Keeping organisation’s growth in mind, our HR team leads the strategic workforce planning to maintain a robust talent pipeline. In FY 2024-25, we welcomed 569 employees, including 31 females.
Employee Referral Interim Scheme
Employee Referral Interim Scheme (for Adani Green Project site locations only) aims to enhance our talent acquisition process by encouraging and incentivising employees for referring potential candidates with relevant skills, from their professional networks.
Talent Retention
We offer several learning and development opportunities to our employees for thriving careers. Further, as a part of our retention strategy, we offer Long-Term Retention Bonus (LTRB) to motivate and retain top talent in the organisation for sustained growth and success. In FY 2024-25, the total turnover rate was 30%.
