Social – employees
From leadership development to employee well-being initiatives, our HR practices are designed to empower individuals, cultivate talent, and create a culture of ownership. By providing strategic learning opportunities, meaningful engagement and focussing on employees well-being, we enable our people to thrive while contributing to a sustainable future.
Total workforce
43 (6.62%) from FY 2023-24
At ATGL, we believe that attracting, developing and retaining top talent is critical to our success. To achieve this, we have designed an effective talent management strategy aimed at building a future-ready workforce by fostering a culture of learning, engagement, and performance. Our approach encapsulates the following key areas:
All our permanent and non-permanent employees are employed on a full-time basis, with no employees under non-guaranteed hours or part-time basis. Our operations span multiple Geographical Areas (GA’s) across India. We have also incubated two wholly-owned subsidiaries (ATBL & ATEL).
100% workers in our workforce are engaged through contractual arrangements with manpower service agencies (except permanent workers), in line with our operational requirements. Majority of these workers are engaged as supervisors within ATGL's Support Services Business Division. We pay no less than the stipulated minimum wage to our workers, as per the contractual obligations. We implement meticulous verification processes and obtain contractor declarations to ensure that they align with the expected labour standards and maintain workers dignity. For any discrepancies found, we take appropriate action against the concerned manpower agency.
In ATGL, Senior Management Personnel include those at the General Manager level and above. In FY 2024-25, we hired 14.28% of our senior management personnel from the local community. We define local communities as individuals who are residents/inhabitants of the same geographical area, where our operations are based.
100% of our workforce represents Indian nationality as we do not have operations outside India.
The above workforce figures are reported in Full-time Equivalents (FTE).
Years average age of the workforce in FY 2024-25
Graduates
Masters
Engineers
MBAs
Chartered Accountants
We hire exceptional talent, following a rigorous merit-based recruitment process based on the skills and competencies of the candidate.
We hire fresh talent through campus placement as Graduate Engineering Trainees (GETs) and Executive Trainees (ETs), to embark on their career journeys with us.
As a part of our HR strategy, we prioritise filling open positions through IJP. We prefers internal talent over external hires for new roles within the Company. This initiative enables employees to transition into new roles, locations and departments in alignment with their career aspirations, passion and personal exigencies. The programme offers multi-fold benefits, including internal talent development, enhanced employee engagement, optimal skill utilisation, reduced turnover and retention of institutional knowledge.
New hires onboarded
Open positions filled through internal candidates in FY 2024-25
We cultivate operational openness at work through candid, courageous and participatory discussions
We empower our people to take on greater responsibilities for accelerated career growth, enabling their progression
We promote regular dialogues between management and employees to understand employee objectives and align them with organisational goals through participatory discussions
| Age Group | TM | SM | MM | JM | OM | Total | Percentage |
|---|---|---|---|---|---|---|---|
| New Hires | |||||||
| < 30 years | 00 | 00 | 01 | 57 | 00 | 58 | 43.3% |
| 30-50 years | 00 | 03 | 13 | 54 | 00 | 70 | 52.2% |
| > 50 years | 00 | 04 | 01 | 00 | 00 | 05 | 3.7% |
| < 30 years | 00 | 00 | 00 | 01 | 00 | 01 | 0.7% |
| 30-50 years | 00 | 00 | 00 | 00 | 00 | 00 | 0.0% |
| > 50 years | 00 | 00 | 00 | 00 | 00 | 00 | 0.0% |
| Employee Turnover | |||||||
| < 30 years | 00 | 00 | 00 | 39 | 01 | 40 | 41.24% |
| 30-50 years | 00 | 02 | 12 | 34 | 04 | 52 | 53.61% |
| > 50 years | 00 | 02 | 01 | 00 | 00 | 03 | 3.09% |
| < 30 years | 00 | 00 | 01 | 00 | 00 | 01 | 1.03% |
| 30-50 years | 00 | 01 | 00 | 00 | 00 | 01 | 1.03% |
| > 50 years | 00 | 00 | 00 | 00 | 00 | 00 | 0.0% |
Recipients of Long Service Award
We acknowledge workforce diversity as important drivers of innovation, productivity and growth. From recruitment to career progression, we provide equal opportunities to all our employees. Our Policy on Diversity, Equity and Innovation (DEI) provides strategic framework to improve organisational capabilities, promoting equality and inclusivity across operations. We hire talent from diverse genders, backgrounds and demographic landscape, with a focus on improving women’s representation in our workforce. We deploy women across various roles such as Projects, Gas Sourcing, Business Development and other functions, through Internal Job Postings (IJPs).
We maintain a zero tolerance towards any form of discrimination and encourage employees to report any instances to the DEI safeguard forum. All allegations are duly investigated, and appropriate disciplinary actions are taken in substantiated cases.
Central
North
South
East
West
We offer fair and competitive remuneration based on employees’ skills, experience and market standards, without any discrimination. We offer more than minimum wages to our employees and workers.
Ratio of basic salary and remuneration of women to men
Ratio of entry level wage of women to men
| Employee Level |
Average Women's Salary (in ₹) |
Average Men's Salary (in ₹) |
|---|---|---|
| Executive level (base salary only) |
00 | 1,79,60,004 |
| Executive level (base salary + other cash incentives) |
00 | 8,21,77,170 |
| Management level (base salary only) |
3,40,051 | 6,22,691 |
| Management level (base salary + other cash incentives) |
10,87,143 | 17,91,599 |
| Non-Management level (base salary only) |
2,15,036 | 3,06,228 |
At ATGL, we implement various learning and development programmes to empower our workforce to stay agile, innovative and future-ready, driving both individual and organisational success. We offer a diverse range of programmes, including leadership development, behavioural and technical skill enhancement, digital learning, and Environmental, Social and Governance (ESG) topics. Employees also benefit from mentorship programmes, cross-functional learning opportunities and structured career progression pathways. Our online training platform, e-Vidyalaya, provides employees with 24X7 learning opportunities across wide range of domains and topics.
We conduct training needs assessment of our employees, especially for the ones in critical roles, through observations, feedback and inputs from the respective heads of departments. Customised training programmes are developed to bridge the identified learning and skill gaps and are delivered by the experts.
| Programme Name | Description | Business Benefits | FTEs Participated |
|---|---|---|---|
| Takshashila |
A 6–8 month programme delivered in partnership with Indian Schools of Business | Functional Leaders Development Programme | 01 |
| Young Leaders Programme (YLP) |
Its 21 days programme consisting of 15 days of residential course in IIMs and 6/7 days of online programme for junior to mid-level engineers to provide them exposure to strategic, operational existence etc. | Will be able to lead their respective areas for transformation | 10 |
| Technical Education (IIT) |
Two Safety Engineers have been sent for 2 years full time M. Tech course in Safety Engineering & for the current at COSEA of IIT, Kharagpur | Will act as Change Agent in strengthening safety system and act as resource person in business | 02 |
ATGL is driving digital transformation across its operations. To enhance digital skills of our employees, we have mandated them to complete virtual training on digital skills, followed by an assessment. As part of our Saksham programme, we are providing specialised Oracle-based trainings to our HR personnel, enabling a strategic transition from conventional HR-led processes to a digitally-driven, employee-centric career ownership model.
| Employee Category | Number of Employees | Total Training Hours | Average Training Hours | |||
|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | |
| Senior Management | 24 | 00 | 511 | 00 | 21 | 00 |
| Middle Management | 88 | 01 | 7399 | 04 | 84 | 04 |
| Junior Management | 406 | 17 | 27,892 | 1,341 | 68 | 78 |
| Below Engineer Positions | 38 | 03 | 38 | 03 | 01 | 01 |
Our performance management system embeds agility, objectivity, adaptability and responsiveness in performance management and career development process.
Average training & development expenditure per FTE
Employees received performance and career development reviews
At ATGL, we prioritise the well-being and professional growth of our employees. Our comprehensive range of benefits and support initiatives are designed to enhance their work-life balance, financial security, productivity and overall job satisfaction. We are not obligated to provide pension benefits to employees. We also do not offer stock ownership to our employees.
In the event of significant changes in the organisation structure or the system, the HR team informs all employees through official communication by HR team 10 or 15 days in advance.
Spent on employee well-being and benefits in FY 2024-25
Adani Total Gas Cricket League, 2025
At ATGL, we believe that an engaged workforce is the key to driving innovation, productivity and long-term success. Our employee engagement initiatives foster a culture of collaboration, open communication and continuous growth. Our initiatives include professional development programmes, well-being support and recognition platforms that celebrate employee achievements and contribution. We actively engage with our employees through regular town halls, feedback and engagement surveys, seeking their feedback and insights to enhance our people practices.
Talk with CEO
Town Hall Meeting
TAB - Take a Break
Long Service Awards
Family Get-Together
Performance Day
Wall of Fame
Rewards & Recognition
We conduct Gallup surveys through third-party once every two years, to assess employee satisfaction levels across various aspects such as job satisfaction, stress management, purpose and happiness index.
| Particulars (in crore) | FY 2020-21 | FY 2021-22 | FY 2022-23 | FY 2023-24 | FY 2024-25 |
|---|---|---|---|---|---|
| (a) Total revenue | 1,828.83 | 3,247.86 | 4,720.24 | 4,860.51 | 5,442.48 |
| (b) Total operating expenses | 858.49 | 2,568.82 | 4,005.05 | 3,982.1 | 4,582.68 |
| (c) Total employee-related expenses (salaries + benefits) |
51.52 | 54.73 | 55.68 | 66.71 | 56.68 |
| Resulting HC (RoI) (a - (b-c)) / c monetary units |
19.83 | 13.41 | 13.84 | 14.17 | 16.16 |
| Total employees | 425 | 466 | 550 | 549 | 578 |
Human Rights Management Approach
At ATGL, we are committed to upholding and promoting human rights across our operations, ensuring a workplace built on fairness, dignity and respect. By embedding human rights into our corporate values, we create a responsible and inclusive environment that supports the well-being and rights of every individual.
We have established a comprehensive policy framework to uphold highest standards of human rights in our workplace and business practices. These policies align with globally recognised human rights standards and guidelines, fostering equal opportunities workplace, free from discrimination, harassment or forced labour. Our Board-level Corporate Responsibility Committee (CRC) provides oversight for the policy implementation across our business operations, ensured by the CEO and HR Head.
Incidents reported of violation of Human Rights including discrimination, harassment, child labour and forced labour
Complaints received regarding the violation of human rights of Indigenous people
We have adopted Human Rights Policy that aligns with the Universal Declaration of Human Rights, Social Accountability (SA 8000) Standards, International Labour Organisation on Fundamental Principles and Rights at Work as well as the United Nations Guiding Principles on Business and Human Rights.
ATGL’s Employee Code of Conduct applicable to all employees of ATGL and its subsidiaries, sets forth our human rights standards and expectations, which all employees and Directors are required to uphold.
ATGL’s Supplier Code of Conduct promotes lawful and fair business practices across supply chain, by promoting human rights, environment and business ethics. All our suppliers are strictly required to comply with the code. Human Rights parameters have also been integrated into our vendor onboarding process and all new vendors undergo thorough screening on those parameters. Every tender document includes human rights compliance requirement, that bidders must review and accept via the online portal.
Our Policy on Prevention of Sexual Harassment (POSH) explains our zero tolerance approach to sexual harassment, ensuring a safe work environment for all employees and stakeholders, especially women. All POSH-related complaints are investigated and handled by our Internal Complaints Committee (ICC).
We conduct human rights due diligence covering own operations, supplier operations and communities, to proactively identify, assess and mitigate potential human rights risks. We regularly review suppliers compliance on human rights related parameters and Supplier Code of Conduct, during contract execution.
The HR department carries out thorough background and police verification for the employees and contractual personnel respectively, during hiring or new employment, via external agency. Before onboarding the employees or hiring the contractual worker, the HR team validates their date of birth from the Aadhaar and birth certificate, to prevent the risk of child labour.
Human Rights due diligence is also a part of the overall ISO assessment. Furthermore, we conduct comprehensive due diligence before entering into new business engagements such as Joint Ventures, Mergers and Acquisitions.
New hires covered through human rights training sessions
Security personnel trained on human rights policies and procedures, including the third-party security personnel
ATGL has established a Policy on Freedom of Association to uphold employees’ right to freedom of association and collective bargaining, without any interference and discrimination. The policy allows any potential employee unions to be recognised by ATGL’s Board. However, there were no active employee unions, associations or collective bargaining agreements in place during FY 2024-25.
Our online Adani Grievance Management Tool and whistleblower channel allows the employees to freely raise their grievances and violations of the code, including human rights violations. The reported incidents are duly investigated and required actions are taken on all substantiated incidents.
Read more under:
