Businesses should respect and promote human rights

At Sanghi Industries Limited, we prioritise upholding human rights and legal compliance across our operations. Our commitment includes staunch opposition to child labour, forced labour, and any form of slavery, reinforced through comprehensive corporate policies such as Environment, Health & Safety (EHS), Whistleblower, Women's Rights at Workplace, and our Code of Conduct.

In our business agreements, service contracts, and company policies, we embed human rights requirements to ensure adherence across all levels. To promote awareness and understanding among our team, we regularly conduct orientation programmes that emphasise our commitment to human rights principles.

Zero

Complaints reported on human rights related issues

Zero

Complaints reported on sexual harassment & discrimination

Essential Indicators

1. Employees and workers who have been provided training on human rights issues and policy(ies) of the entity, in the following format:

Category FY2023-24
(Current Financial Year)		 FY2022-23
(Previous Financial Year)
Total (A) No. of employees/workers covered (B) %(B/A) Total (C) No. of employees/workers covered (D) %(D/C)
Employees
Permanent 326 120 37% 518 172 33
Other permanent 0 0 0 0 0 0
Total employees 326 0 0 518 172 33
Workers
Permanent 360 0 0 167 77 46
Other permanent 587 0 0 0 0 0
Total Workers 947 0 0 167 77 46

2. Details of minimum wages paid to employees and workers, in the following format:

Category FY April 2023 - March 2024
(Current Financial Year)		 FY April 2022 - March 2023
(Previous Financial Year)
Total (A) Equal to Minimum Wage More than Minimum Wage Total (D) Equal to Minimum Wage More than Minimum Wage
No. (B) %(B/A) No. (C) %(C/A) No.(E) %(E/D) No.(F) %(F/D)
Employees
Permanent
Male 321 0 0% 321 100% 504 0 0 504 100%
Female 5 0 0% 5 100% 14 0 0 14 100%
Other than permanent
Male 0 0 0 0 0 0 0 0 0 0
Female 0 0 0 0 0 0 0 0 0 0
Workers
Permanent
Male 360 1 0% 359 100% 164 4 2 160 98
Female 0 0 0 0 0 3 0 0 3 100%
Other than permanent
Male 442 442 100% 0 0 630 177 28 453 72%
Female 145 145 100% 0 0 155 155 100 0 0

3. Details of remuneration/ salary/ wages

a) Median remuneration/wages:


Male Female
Number Median remuneration/ salary/ wages of respective category (` In lakhs) Number Median remuneration/ salary/ wages of respective category
Board of Directors (BoD)* 4 221 1 263
Key Managerial Personnel 1 35 - -
Employees other than BoD and KMP 321 0.53/Month 5 0.32/Month
Workers 360 0.25/Month 0 -

Note: The median remuneration of erstwhile Executive Directors is calculated on actual basis i.e. after taking into consideration the Full and Final Payment at the time of their resignation w.e.f. 7th December 2023. Post acquisition of the Company by Ambuja Cements Limited, Adani Group, the whole time director and CEO is not drawing any remuneration from the Company.


b) Gross wages paid to females as % of total wages paid by the entity, in the following format:


FY2023-24
(Current Financial Year)		 FY2022-23
(Previous Financial Year)
Gross wages paid to females as % of total wages 1.13% 2.56%

4. Do you have a focal point (Individual/ Committee) responsible for addressing human rights impacts or issues caused or contributed to by the business? (Yes/No)

Yes, Head HR / HR department is responsible for addressing human rights issues, if any.

5. Describe the internal mechanisms in place to redress grievances related to human rights issues.

Yes.

Our employees and workers can write or consult their respective departmental heads or they can approach the Human Resource department of the Company.

6. Number of Complaints on the following made by employees and workers:

FY2023-24
(Current Financial Year )		 FY2022-23
(Previous Financial Year)
Filed during the year Pending resolution at the end of year Remarks Filed during the year Pending resolution at the end of year Remarks
Sexual Harassment 0 0 0 0 0 0
Discrimination at workplace 0 0 0 0 0 0
Child Labour 0 0 0 0 0 0
Forced Labour/Involuntary Labour 0 0 0 0 0 0
Wages 0 0 0 0 0 0
Other human rights related issues 0 0 0 0 0 0

7. Complaints filed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013, in the following format:

FY2023-24
(Current Financial Year)		 FY2022-23
(Previous Financial Year)
Total complaints reported under Sexual Harassment on of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH) 0 0
Complaints on POSH as a % of female employees/ workers 0 0
Complaints on POSH upheld 0 0

8. Mechanisms to prevent adverse consequences to the complainant in discrimination and harassment cases.

The Company does not promote nor it tolerates any discrimination or harassment in the Company and the Company works on the principle of no discrimination or no harassment and has adopted the principle of equality at work place.

9. Do human rights requirements form part of your business agreements and contracts? (Yes/No)

The Company have included human rights requirements as a part of business agreements / service agreements / Code of conducts and part of policies and procedures. Also to ensure that each employee is aware about the human rights policies, we conduct awareness sessions during the orientation programme of the employees.

10. Assessments for the year:

% of your plants and offices that were assessed (by entity or statutory authorities or third parties)
Child labour Currently, the assessment has not been conducted.
However, we are in the process to establish proper
channel of assessment.
Forced/involuntary labour
Sexual harassment
Discrimination at workplace
Wages
Others – please specify

11. Provide details of any corrective actions taken or underway to address significant risks / concerns arising from the assessments at Question 10 above.

Pro-active measures used to be taken as under: -

-        Through Induction

-        Through training / awareness sessions to the existing employees