Diversity & Inclusion
Prism Johnson attributes its success to the pivotal role and dedication of its employees. Emphasizing the well-being of its workforce, Prism Johnson fosters a secure and inclusive workplace through diverse employee-centred policies and programmes. The Company’s human capital strategy is centred on attracting and retaining top talent, providing ample training and growth opportunities for career advancement and ensuring ongoing engagement for employee contentment.
Extensive Training / Professional Development Opportunities
Prism Johnson’s utmost priority is to invest in upskilling and training of employees that helps enhance employee productivity. The Company offers ongoing learning and development opportunities to support the continuous growth of employees. The Company’s L&D team is responsible for the learning and training curriculum for all the employees. The team formulates an annual training calendar for employees based on periodic needs assessments. Employees and the organization jointly plan their paths for advancement by mutually investing in one another. The progress and growth of the organization are closely connected to the professional advancement of its employees. Leadership and development trainings cultivate talent establishing a talent pipeline with the necessary skill sets for effective leadership and team management. This in turn help to synchronize individual goals with organizational objectives, fostering a seamless integration of personal and professional development. Employees develop a deeper understanding of the complexities of leadership, as well as gain the ability to drive innovation and change. Skill upgradation trainings on the other hand help employees stay up to date with the latest industry trends, increases adaptability, trains to deal with risk factors and in turn helps them become more competent and better performers in the long run.
Further, the Company provides induction training programmes, on-the-job training, up-skilling programmes, including safety at workplace, stress management, conflict management, and team-building activities, total production management, 5S-workplace organisation system, among others.
Employee Engagement Survey
The Company routinely engages with employees to identify and address key concerns, grievances and expectations. All the three business divisions of the Company conduct an Employee Engagement Survey to measure the employee experience and how it can be improved. Over the last few years, the Company has leveraged the results from these surveys to formulate employee-centric policies that facilitate progression and well-being. The success of these initiatives can be evaluated through the Employee Engagement Score, which has consistently improved over the last few years.
High Focus on Health and Safety
Prism Johnson’s primary occupational and health goal is to be an accident-free workplace. Each person within the organisation has equal responsibility for ensuring workspace safety. Contractors and contractual workers also come under the purview of the Company’s health and safety endeavours. A safety communication meeting is conducted every month to impart safety awareness and communicate about relevant changes or updates to the workers. Various hands-on safety trainings are provided to all permanent and temporary workers, including Industrial Safety and Road Safety, Lock-Out-Tag-Out (LOTO) safety training, Height Pass training, safety training for drivers, scrap handling training and many more.
Health check-up camps: Prism Johnson frequently arranges health check-up and eye check-up camps and screenings for employees to proactively address health concerns and emphasize preventive care. Additionally, the Company has also provided gymnasium and health club facilities to its employees and their family members.
Sports activities: Prism Johnson Limited hosts a variety of employee engagement initiatives cantered around sports activities, including the annual PJL Premier League, a cricket tournament exclusively for employees at its cement plant at Satna, Madhya Pradesh. Additionally, the Company organises various tournaments for chess, badminton and basketball, encouraging active participation from its workforce. The Company also spreads awareness about various upcoming Marathons and encourages its employees to take part in them.
PJL Premier League 2023
PJL Chess Championship 2023
Workplace Stress Management
Prism Johnson Limited strives to support its employees in managing stress effectively. It conducts regular training programs, specifically designed to help individuals cope with stress. In past, the Company has organised meditation, yoga classes, creative art for self-care and stress relief through Fluid Art Therapy providing tranquil breaks that teach techniques for relaxing and calming the mind.
Work-life Balance: Being an advocate for healthy work-life balance, Prism Johnson Limited has provisions for work-from home arrangements, child-care facilities and paid maternity leave of 26 weeks (as per regulatory requirements in India) in order to support employee well-being.
Human Rights Risk Assessment & Mitigation
Prism Johnson Limited is committed to respecting the human rights of its employees, the community, and those affected by its operations. The Company operationalises its commitment through its Human Rights Policy, which is in alignment with internationally recognised frameworks, including the International Labour Organisation’s Declaration on Fundamental Principles and Rights at Work, the International Declaration of Human Rights and the UN Convention on the Rights of the Child.
Additionally, Prism Johnson Limited adheres to all human rights regulations in line with the guidance laid down by applicable laws, such as The Factories Act, Minimum Wages Act, The Employees’ State Insurance Act, etc. which covers various human rights issues such as child labour, forced labour, discrimination, equal remuneration, sexual harassment, health & safety, working hours, freedom of association etc. The Company also undertakes human rights awareness trainings for its workforce.
As a part of the SA 8000:2014 certification,
Prism Cement (the Cement Division of Prism Johnson Limited) undertakes Human Rights due diligence to identify, assess and address actual and potential human rights risks in its operations and value chain. For each risk within its operations, Prism Cement has formulated corresponding risk mitigation and corrective action plans. The human rights risk assessment scope is comprehensive considering all stakeholders including contract workers, permanent workers and women. The certification measures performance in eight broad areas including: Child Labour; Forced or Compulsory Labour; Health and Safety; Freedom of Association and Right to Collective Bargaining; Discrimination; Disciplinary Practices; Working Hours; Remuneration; Management System. The remediation process is also systematic and thorough, involving the investigation of identified violations, analysis of root causes and implementation of corrective actions with assigned responsibilities and timelines.
The Company promotes open and transparent dialogue and upholds the right to freedom of association and collective bargaining. The Company respects the right to unionisation and frequently engages with labour unions across its plants to redress concerns and grievances. All workers are paid as per the legal requirements of minimum wages. Employees can report any incident of discrimination or harassment that they witness or experience. This includes verbal, physical or written harassment, as well as any behaviour that is inconsistent with the Diversity and Inclusion Policy. All such complaints and grievances can be reported to
compliance@prismjohnson.in.
During FY2024, there were no cases of human rights violation, including child labour, forced labour, minimum wage payment, discrimination or harassment in the Company’s plants or offices.
To understand how the Company addresses human rights risks in its value chain, please refer to the section on Supplier Sustainability.
