PRINCIPLE 5 
PRINCIPLE 5
1. Employees and workers who have been provided training on human rights issues and policy(ies) of the entity, in the following format:
| FY 2023 | FY 2022 | |||||
|---|---|---|---|---|---|---|
| Total (A) | No. of employees/workers covered (B) | %(B/A) | Total (C) | No. of employees/workers covered (D) | %(D/C) | |
| Employees | ||||||
| Permanent | 1,566 | 1,566 | 100% | 1,547 | 1,547 | 100% |
| Other than permanent | 129 | 129 | 100% | 94 | 94 | 100% |
| Total employees | 1,695 | 1,695 | 100% | 1,641 | 1,641 | 100% |
| Workers | ||||||
| Permanent | 1,292 | 1,292 | 100% | 1,324 | 1,324 | 100% |
| Other than permanent | 2,237 | 2,237 | 100% | 225 | 225 | 100% |
| Total Workers | 3,529 | 3,529 | 100% | 1,549 | 1,549 | 100% |
2. Details of minimum wages paid to employees and workers, in the following format:
| Category | FY 2023 | FY 2022-23 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| 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 | 1,566 | 0 | 0% | 1,566 | 100% | 1,547 | 0 | 0% | 1,547 | 100% |
| Male | 1,468 | 0 | 0% | 1,468 | 100% | 1,449 | 0 | 0% | 1,449 | 100% |
| Female | 98 | 0 | 0% | 98 | 100% | 98 | 0 | 0% | 98 | 100% |
| Other than permanent | 129 | 0 | 0% | 129 | 100% | 94 | 0 | 0% | 94 | 100% |
| Male | 105 | 0 | 0% | 105 | 100% | 71 | 0 | 0% | 71 | 100% |
| Female | 24 | 0 | 0% | 24 | 100% | 23 | 0 | 0% | 23 | 100% |
| Workers | ||||||||||
| Permanent | 1,292 | 0 | 0% | 1,292 | 100% | 1,324 | 0 | 0% | 1,324 | 100% |
| Male | 1,264 | 0 | 0% | 1,264 | 100% | 1,296 | 0 | 0% | 1,296 | 100% |
| Female | 28 | 0 | 0% | 28 | 100% | 28 | 0 | 0% | 28 | 100% |
| Other than permanent | 2,237 | 1,071 | 48% | 1,166 | 52% | 3,558 | 1,106 | 31% | 2,452 | 69% |
| Male | 2,006 | 948 | 47% | 1,058 | 53% | 3,274 | 928 | 28% | 2,346 | 72% |
| Female | 231 | 123 | 53% | 108 | 47% | 284 | 178 | 63% | 106 | 37% |
3. Details of remuneration/salary/wages, in the following format:
| Male | Female | |||
|---|---|---|---|---|
| Number | Median remuneration/ salary/ wages of respective category (₹) | Number | Median remuneration/ salary/ wages of respective category (₹) | |
| Board of Directors (BoD) | 6 | 5,342,500 | 3 | 6,115,000 |
| Key Managerial Personnel | 3 | 19,532,508 | 0 | - |
| Employees other than BoD and KMP | 1,471 | 1,329,150 | 102 | 936,006 |
| Workers | 1,743 | 751,416 | 63 | 288,360 |
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. Regional Compliance Officer is first point of contact for issues regarding Human Rights.
email id: complianceindia@schaeffler.com.
In addition, anyone can send a mail with questions related to Human rights to humanrights@schaeffler.com OR In case of
violation of Human rights, a complaint can be filed via the Schaeffler Whistle Blowing Channel weo.india@schaeffler.com
In addition, at each plant we have Industrial Relations & Admin. Which takes care of Human rights issues at plant level.
Also, at company level we have various committees which takes care of Human rights issues E,g Grievance Redressal
Committee, POSH Committee, Townhall meeting by ELT(Executive leadership team).
5. Describe the internal mechanisms in place to redress grievances related to human rights issues.
The Schaeffler Human Rights Policy is applicable to all employees from January 01, 2024 within the Schaeffler Group.
The policy defines binding instructions for all employees facilitating the respect for human rights and the prevention of
human rights violations in all business activities of Schaeffler, incl. own organisations and the supply chain.
6. Number of Complaints on the following made by employees and workers:
| FY 2023 | FY 2022 | |||||
|---|---|---|---|---|---|---|
| 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 | 1 | 1 | Complaint is under investigation | 1 | 1 | The Internal Complaints Committee (ICC) is constituted to redress complaints received regarding sexual harassment. A complaint received in 2022 was investigated in the same year, and the investigation was concluded in 2023, as required by the POSH Act. |
| Discrimination at workplace | 0 | 0 | 0 | 0 | ||
| Child Labour | 0 | 0 | 0 | 0 | ||
| Forced Labour/Involuntary Labour | 0 | 0 | 0 | 0 | ||
| Wages | 0 | 0 | 0 | 0 | ||
| Other human rights related issues | 0 | 0 | 0 | 0 | ||
7. Mechanisms to prevent adverse consequences to the complainant in discrimination and harassment cases.
There is an online tool where complainant can lodge complaint anonymously https://www.bkms-system.net/schaeffler. Such a tool is accessible only to Compliance department. Enquiry is conducted on accused irrespective of complainant. If complainant discloses identity voluntarily and participates in enquiry process, due care is taken by Internal Compliance Committee (includes external member) to follow confidentiality as much as possible. Till such time that enquiry is in process, complainant has option to work from other location (incl work from home). So far, there have been no such instances of adverse consequences to the complainant.
8. Do human rights requirements form part of your business agreements and contracts? (Yes/No)
Yes
9 Assessments for the year:
| % of your plants and offices that were assessed* (by entity or statutory authorities or third parties) | |
|---|---|
| Child labour | 100% |
| Forced/involuntary labour | 100% |
| Sexual harassment | 100% |
| Discrimination at workplace | 100% |
| Wages | 100% |
* Schaeffler India internal assessment done at 4 plants & corporate office.
10. Provide details of any corrective actions taken or underway to address significant risks/concerns arising from the assessments at Question 9 above.
We have not received such complaints. However, during the investigation following two areas of concern found.
1. Details of a business process being modified/introduced as a result of addressing human rights grievances/complaints.
We received 1 POSH complaint this year, which was resolved during the year immediately. We have taken a step ahead to make employees more agile & vigilant towards POSH issues. Along with online meetings that being attended from home and other places, apart from offices for POSH, we also conduct physical session to spread awareness about POSH mechanism.
2. Details of the scope and coverage of any Human rights due-diligence conducted.
Respect for human rights is an integral part of Schaeffler’s culture. In designing its human rights processes, Schaeffler follows recognised standards such as the UN Guiding Principles on Business and Human Rights and the National Action Plan for Human Rights (NAP), complies with current legislation, and incorporates stakeholder requirements.
Schaeffler thus creates the basis for a comprehensive company-wide human rights due diligence. Human rights due diligence conducted through circulating questionnaire & it has 100% coverage of employees of organisation.
These efforts are reflected in a large number of measures that encompass the company’s own organisation as well as its purchasing network and business partners. The measures are combined in a systematic management approach: the Human Rights Compliance Management System.
The Human Rights Compliance Management System comprises 5 fields of action:
Schaeffler is committed to the respect of human rights in our own company and in our supply chain. Company strived to protect people from being exploited while doing business in a way that is both profitable and ethical.
3. Is the premise/office of the entity accessible to differently abled visitors, as per the requirements of the Rights of Persons with Disabilities Act, 2016?
Company recognises importance of meeting the requirements of the Rights of Persons with Disabilities Act, 2016, hence taking steps forward to fulfill those requirement. We are also in the process of making our other premises inclusive and accessible. We have initiated basic infrastructure development plan for Diff-abled persons, in all the plants. This plan includes developing following facilities for differently abled persons, includes following:
4. Details on assessment of value chain partners:
We have Sustainability Assessment questionnaire for existing supplier which covers the Human rights related topics Viz: Company Management, Human Rights and Working Conditions, Health and Safety, Business Ethics, Environment, Responsible Supply Chain Management and Responsible Sourcing of Raw Materials.
| % of value chain partners (by value of business done with such partners) that were assessed | |
|---|---|
| Child labour | 89% |
| Forced/involuntary labour | 89% |
| Sexual harassment | 89% |
| Discrimination at workplace | 89% |
| Wages | 89% |
5. Provide details of any corrective actions taken or underway to address significant risks/concerns arising from the assessments at Question 4 above.
During the fiscal year 2023 the Company screened its Critical suppliers (based on volume criteria) using social and environmental criteria through Self-Assessment Questionnaire (SAQ) and found no negative social or environmental impacts. However, under NQC assessment 03 suppliers were identified having issue related with Human rights. They were referred to Responsible Supply Chain Initiative Audit (RSCI). It is mandatory for all suppliers of Schaeffer to declare their commitments towards Schaeffer’s sustainability requirements during registration. We are working closely with the suppliers on improving their sustainability rating through improvement action.