Built By Every Voice

Fostering a Culture Where Everyone Belongs

At Evonith Steel, we are committed to fostering a workplace culture where every individual feels respected, valued, and empowered to contribute their best.
Our Diversity, Equity, Inclusion & Belonging initiatives are rooted in the belief that a diverse workforce drives innovation, collaboration, and sustainable growth.

Respect and
Belonging

Every voice matters. We create safe spaces where people can show up as their true selves.

Equal
Opportunities

From hiring to growth, we ensure fair and inclusive practices across the board.

Inclusive
Leadership

Our leaders are trained to lead with empathy, challenge bias, and champion diverse teams.

Awareness &
Education

We conduct regular sensitisation, bias-awareness, and allyship workshops to keep inclusion at the forefront.

Highlights From The Past Year

1. Diversity and Inclusion Sensitization Training Initiative

We have successfully conducted a series of comprehensive sensitization training sessions on Diversity and Inclusion (D&I) across all levels of the organization. These sessions were designed to enhance awareness, deepen understanding of D&I principles, and foster a culture where every individual feels respected and included.

Focusing on uncovering unconscious biases, promoting inclusive behaviors, and encouraging open dialogue on issues such as gender, ethnicity, and culture, these workshops created safe spaces for learning and reflection. As a result, employees demonstrated increased cultural sensitivity, stronger collaboration across diverse teams, and a renewed commitment to embedding respect, equity, and inclusion into daily operations.

Through these initiatives, we continue to strengthen our organizational culture and ensure that D&I remains at the core of our values.

2. Listening and Learning Through the D&I Pulse Survey

To better understand the evolving needs and experiences of our employees, we conducted a comprehensive Diversity and Inclusion Pulse Survey that gathered valuable insights into how diversity, equity, and inclusion are experienced across Evonith Steel.
Employees welcomed the opportunity to share their views openly and confidentially. The feedback provided was instrumental in identifying both our areas of strength and opportunities for further improvement. The survey findings enabled us to fine-tune our strategies, reinforce inclusive practices, and ensure that our internal policies reflect the needs and experiences of our workforce. The initiative reinforced a key belief within the organization: that every voice matters and that employee feedback is a critical driver in creating a workplace where everyone feels respected, supported, and empowered.

3. Amplifying Employee Voices through Storytelling

In alignment with our commitment to fostering an inclusive and engaging workplace, we conducted a series of interviews with female employees across various departments to amplify their voices and celebrate the richness of diverse experiences. These interviews showcased individual achievements, shared personal and professional challenges, and offered valuable insights into the employee experience within our organization.
The narratives were thoughtfully disseminated internally to promote a culture of inclusion and belonging and externally to strengthen our employer brand and reaffirm our dedication to diversity. This initiative not only recognized and honored the contributions of our employees but also enhanced organizational transparency, deepened employee engagement, and further reinforced our position as an employer of choice committed to equity, inclusion, and empowerment.

4. Advancing Diversity in Recruitment Practices

As part of our ongoing commitment to building a more diverse and inclusive workforce, we made significant advancements in driving diverse hiring practices across the organization. Key initiatives included partnering with
institutions and platforms that support women and underrepresented groups, implementing gender-balanced shortlisting practices to ensure equitable representation, and providing Diversity and Inclusion (D&I)-focused training for interviewers to minimize unconscious bias during the recruitment process.

These efforts have resulted in a broader and more diverse talent pool, enhanced fairness and objectivity in hiring decisions, and strengthened our organizational culture by fostering a more inclusive environment. Collectively, these actions have not only improved the quality and diversity of our new hires but also reinforced our reputation as an employer that prioritizes equity, inclusion, and opportunity for all.

5. Building Diverse Talent Across All Levels, Including Plant Operations

In a traditionally male-dominated manufacturing industry, Evonith Steel is proud to be driving meaningful change by expanding opportunities for women and diverse talent across all levels of the organization. Today, we are actively recruiting and empowering women professionals in a wide range of functions, including operations, engineering and instrumentation, quality, research and development, power generation, commercial, finance, logistics, safety, and security. The presence of diverse perspectives has been widely welcomed across the organization. Teams are experiencing enhanced collaboration, broader thinking, and greater innovation as a result of these efforts.

Our employees have embraced the positive impact that diversity brings to the workplace culture, recognizing that varied backgrounds, experiences, and ideas lead to stronger teams and better outcomes. By championing diversity across every layer of our operations, we are not only building a more inclusive Evonith Steel but also setting new benchmarks for the future of the manufacturing sector.

6. Establishing Structures for Long-Term D&I Progress

Understanding that sustainable progress requires a structured and committed approach, we have established dedicated platforms such as the Diversity and Inclusion Council. The council is composed of senior leadership, women professionals, young employees, and representatives from across the organization. It is responsible for driving D&I strategy, developing inclusive policies, increasing the visibility of initiatives, and providing a formal mechanism to address related concerns.

The establishment of such structures has been positively received by employees, who appreciate the transparency, accessibility, and accountability these initiatives bring. Through regular engagement, open dialogue, and a focus on addressing issues with fairness and empathy, the Council ensures that diversity, equity, and inclusion are deeply embedded into the fabric of our organization. This approach ensures that our D&I journey is not confined to isolated efforts but evolves continuously to meet the changing needs and aspirations of our people.

7. Shifting from Inclusion to Belonging

At Evonith Steel, our commitment to Diversity, Equity, and Inclusion (DE&I) is not a one-time effort but a continuous journey that shapes who we are as an organization. Guided by the belief of our CEO, Mr. Jai Saraf—”No One Should Be Left Behind”—we view true inclusion as more than just representation; it is about creating a workplace where every individual feels a genuine sense of belonging.

Beyond formal initiatives, we strive to embed the spirit of belonging in the everyday employee experience through mentorship programs that support career growth, open forums that give employees a platform to voice ideas and concerns, and recognition initiatives that celebrate diverse contributions and perspectives. We encourage leaders at all levels to champion inclusive practices in their teams, creating an environment where authenticity is valued and everyone feels seen, heard, and supported.