Healthy, empowered and efficient employees lay down the foundational stone for Varun Beverages success. Enriching them through multiple employee-welfare initiatives, skill upgradation, adequate career development opportunities, and an inclusive and diverse culture is our top priority.
ESG principles are not merely a slogan within VBL but are ingrained in the very essence of our existence. The strategic integration of our ESG goals with the performance metric of our employees is a testament of our commitment to create a culture of sustainable business practices as well as positively impact the planet.
Recognizing the crucial role played by our employees in driving our ESG objectives – an imperative to our overall success, the Board approved a policy to establish a robust ESG-linked incentive framework. The policy is applicable to all employees including the KMPs and Board of Directors.
Empowering our employees through a culture of growth, learning, diversity, inclusion, and well-being has facilitated their holistic growth and VBL’s superior outcome. Open communication with our people encourages honesty, trust and respect, providing opportunities for constructive feedback and continuous improvement. Together, we strive to build a positive and healthy work environment that helps attract top talent, fosters a sense of belonging, and drives employee satisfaction, leading to improved performance and resounding success for us and our people.
Return to work rate
Retention rate
Significant investments in building a culture of continuous learning through comprehensive training programs is a norm at Varun Beverages. By upskilling and reskilling our employees, we not just prepare them to unlock their full potential and benefit from career progression opportunities but also ready ourselves for accelerated business growth.
We are proud to set ESG-linked targets for inclusion and diversity, resulting in an enriched workforce that comes from various cultures, encompasses different perspectives, and brings in a variety of ideas and experiences. With fixed cross-functional targets to hire diverse employees across gender and differentlyabled individuals, we enjoy numerous benefits in the areas of innovation and creativity, decision making, problem-solving, productivity, and global competitiveness.
Double the existing mix across (base year 2020)
Right people with the right skills in the right position is at the core of achieving our business objectives. We ensure this through an efficient talent management strategy focused at –
Assessing the strengths and performance of our existing employees
Evaluating their developmental needs
Unlocking their full potential through training and development
Mapping relevant career opportunities for future progress
A robust performance management framework enables a structured and systematic approach to assessment and management of employee performance, helping our teams adapt faster to changing consumer and business needs and focusing on growth opportunities. The framework enables leaders to map goal-based priorities and access employee performance insights for periodic performance feedback sessions.
Our mission was to contribute to the society, and in our endeavor to make VBL a more diverse and inclusive workplace, we focused on creating employment opportunities for the Transgender community.
In 2023, we started with our first pilot plant in Mahul, Mumbai, marking the beginning of a new chapter in our story by the hiring of 7 Transgender employees at Mahul and 1 at Corporate office. Encouraged by the results, we continued our effort and expanded to 2 more plant locations: Greater Noida in the Delhi NCR and Nelamangala in Bangalore.
Today, we have 20+ members from the TG community in our company, each of them bringing unique insights, capabilities, and experiences to the table. Our team embodies the youthful vibrancy and dynamism that propels us forward. Most of the employees from the community are in their early twenties. This is a humbling reality that nearly half of our team members do not have any family support.
Our approach to hiring is meticulous and thoughtful. We carefully considered accessibility and social acceptance when choosing the locations of the plants. In order to facilitate their inclusion, we did build necessary infrastructural support like gender neutral washrooms. We have managed to create behavioural shifts in larger team through sensitization workshops. The sensitization workshops for all level plant workers, including support staff was done before onboarding to build an inclusive and empathetic culture. Post hiring, we conduct onboarding sessions for new hires with external facilitator and provide constant handholding support.
In a testament to our commitment, we went beyond mere employment, offering sponsorship support to our team members seeking gender-affirming surgeries.
In our passion to strive to be committed to make VBL India a diverse & inclusive workplace we would try harder to open more doors across other plants locations/functions to hire more TGs in 2024.
