IIFL HFC evaluates the performance of its employees using the Performance Assessment and Review System (PARS) framework. The system is a transparent and quantifiable tool that evaluates employees on their previous financial year’s performance and operates on a four-point scale: Flier, Runner, Learner, and Walker.

• Annual and half yearly Performance Appraisals
• Quarterly Town hall by the CEO and the Chairman
• Tailor-made reward (cash and in kind) and incentive programs are being run for different departments and for different levels of employees

At IIFL Home Finance, the primary objective of the employee grievance redressal policy is to provide a mechanism for individual employee to raise a grievance arising from their employment. Grievance may be about an act, omission, situation, or decision that the employee thinks to be unfair, discriminatory or unjustified. The company has various platforms and digital interventions for transparent communication.

We organised the Power 60 Leadership Talk series wherein we invite leaders, entrepreneurs, servicemen, professionals, artists, etc who have faced challenges and have conquered their respective fields despite facing hardships and accomplish their dreams and desires while creating a positive impact. The Power 60 team consists of the senior leadership of IIFL Home Finance such as the Departmental heads, Zonal heads etc.

We had one-on-one coaching conducted by an industry renowned coach for 20 of our Leaders across departments. This was a six-month long journey in which our leaders collaborated with our external coach “Feroza Engineer” and had 3 group workshops of 180 minutes each and 6 individual one-on-one coaching sessions with the Coach for 60 minutes each.

• The entire intervention focused on helping the leadership team build their 2021 professional goals, develop learning agility and drive performance based results in their teams
• Some of the broad workshop and coaching outcomes identified for this intervention are- Understanding learning agility blocks, creating realistic goals, influencing and establishing product credibility and building trust through conversations

During the reporting period, we also conducted trainings on code of conduct, anti-corruption and anti-bribery, Information and cyber security, data privacy and POSH annually via digital platforms. We want to ensure that all our employees are up to date on the company policy and compliance procedures. We also conducted Functional Upskilling Program - Digitally through renowned leaders and Workshops from Premium Institutes. While the Company engages with the employees and invests in their learning, growth, and development, it also provides extensive induction and classroom training to the new recruits and managers and provide function-specific training to our people through multimedia as Virtual Instructor-Led Trainings (VILTs).

High levels of diversity and inclusion in the workplace are associated with greater productivity, innovation and workforce well-being. We understand that a diversity is important for our organisation. We also have in place, a diversity policy which makes sure the organisation captures the individual’s uniqueness and creating an atmosphere that recognises and respects people for their talents, skills, and abilities in order to improve the workplace’s collective culture.

Percentage and number of employees by diversity categories:

i. Gender:	Male	Female	Total
PercentageNumber	92.81% 2438	7.19% 189	100% 2627
ii. Age group:	under 30 years old	30-50 years old	over 50 years old
Percentage Number	36.70% 964	62.96% 62.96%	0.34% 9

Gender Neutral POSH

We have our POSH policy in place along with a POSH committee which takes any issue extremely seriously and ensures early resolution. Besides this, we have a grievance redressal committee and Amber, a chatbot through which employees can anonymously share their issues, feedbacks and suggestions. We have not received any complaints related POSH in the current financial year.

We provide parental leaves to both our male and female employees. We have retention rate of 100% for the employees that took parental leave.

We initiated ‘Gupshup’ series under Diversity, Equity and Inclusion to ensure that the door of communication is open between all teams, as the pandemic led to shift of working from home, leading to a disconnect between employees & teams. The 1st Gupshup was conducted for all the Head of Departments to break the ice between them, followed by two similar department level events.

Health and Safety

Health and safety are the important facets for an organisation. Our health and safety policy is crucial to our organisational strategy and helps us to safeguard the health and safety of our employees, customers, other stakeholders and visitors. The Company continuously focuses on improving occupation health and safety practices, raising awareness at workplace and guiding the employees to commit to health and safety standards.

Business Continuity Management

During the pandemic, we invoked Business Continuity Planning (BCP) to ensure smooth workflow and employee safety. The procedures and personnel were shifted to a work-from-home environment. We quickly adapted to the new standards, from virtual meetings and virtual celebrations to acquiring new soft skills and adopting new lifestyles.

Employee Assistance Programme (EAP)

We also launched EAP services to ensure mental support to our employees. IIFL Home Finance established COVID-19 response teams at the national and regional levels. These groups were responsible for overseeing staff safety protocols at the offices and ensuring that local Government instructions were followed.

IIFL has partnered with the health app Your Dost to offer anonymous counselling to all employees. Our employees can log into the application and speak to a therapist they are most comfortable to help them deal with the stresses of their personal and professional lives, free of cost. Your Dost is India’s first and the largest online mental health and emotional wellness coach. This initiative, provides employees with expert advice from 1000+ Experts, with complete privacy, confidentiality and anonymity on a range of subjects including

IIFL Home Finance teamed up with Cultfit, a health and wellness app to inculcate a culture of fitness and wellbeing in the company. The employees are given fitness challenges every month to motivate them in their fitness journey, along with regular fitness workouts and nutritional sessions organized to highlight the importance of eating healthy food to help the employees achieve their fitness goals. The employees have also been provided with a community trainer, who conducts sessions, answers queries and rolls out daily targets to the employees to keep the motivation levels high towards fitness. We conduct monthly fitness challenges focusing on various forms of fitness such as dancing, strength and conditioning, yoga, HIIT etc. The employees are encouraged to participate in these challenges and the top 3 winners are rewarded for their dedication and motivation towards fitness.

We organized trainings for our Direct Sales Team (DSTs), our customer facing sales executives, on the importance of road safety and wellbeing to ensure they are equipped with the knowledge on safety when traveling to work. The programme focused on improving and increasing the awareness and knowledge about specific road safety problems in the target project area through awareness programme and specific interventions. The deliverables and outcomes of the project are tangible and measurable.

The course was conducted online on virtual meeting platform for groups of around 50 participants per batch/session. The idea was to make the target audience aware with the following:

Hygiene and Grooming Kits

The male feet on street employees in sales and collections were also provided with Gillette grooming kits to highlight the importance of personal grooming and all women employees were provided with Pee Safe kits to highlight the importance of female hygiene. Sanitary pads dispensing machines have also been installed in the office premises to ensure that the women employees have access to sanitary pads as and when they require the same

Breast Cancer Week

We also had a workshop planned in November 2021 for our female employees for Breast Cancer Awareness with help of Fortis Hospital. Where the Doctor talked about this sensitive topic and appraise our female employees with the basic technique of self-check to ascertain any irregularity. He had also covered the basic things female should know about their own body and how early detection is a key to fight this disease. There was a Q&A session scheduled post the workshop for our female employees to openly discuss and ask the apprehension and misconceptions which they had related to the said subject.

Hygiene and Grooming Kits

We also conducted Fire Drill and monthly check-ups of Fire Equipment are being carried out by the vendor. Fire Drill is conducted twice in a year covering topics such as Evacuation Guideline, use of emergency exit and use Fire Cylinder during emergency.

The objective of ‘Sarathi’ activity was to sensitize the employees around the impact of single-use plastic on the environment. Dedicated Bins to collect the plastic waste were installed at the select 20 branches. We empanelled with Green Dream Foundation and were able to contribute in employment generation for the wage pickers who were engaged in picking and segregation of the waste collected from our branch-offices.