The benefits include enhanced safety and support for women posted in non-metro cities, as well as various parental support initiatives.
“We have been reviewing our policies over the last couple of years and have had extensive discussions with employees to figure out what they want, and our new revised initiatives are a result of these discussions,” said Priya Mathilakath, head of HR – corporate and retail, Titan Company.
The company has now made all its policies gender neutral to ensure that both parents can actively partner in the journey of parenting, inclusive of the LGBTQ community. Extended support will be provided beyond leave to both primary and secondary parents, as well as job protection for the returning primary parent.
The company is also extending benefits post six months of leave to help the employee transition back to work. Cab travel reimbursement will be given for pregnant women employees, and a child may travel with his/her mother until the age of three, for business trips.
“We have also waived off band-wise eligibility for many of our benefits, making them applicable across the organisation,” Mathilakath told ET.
Additional support mechanisms have been put in place for parents of differently abled children, including additional financial support to support fees of special needs schools as well as other medical-related expenses, and counselling for parents.
The firm is looking to bring more women into the workforce, and have 50% women across all levels and teams. Currently, the number is 25.5%, said Mathilakath.
The company is also driving policies to make women employees feel safer while taking up field roles, and is aligning its travel and transfer policies to do so. Now, a designated person will be made available in non-metro cities to help women employees find a place to stay, manage broker negotiations, and be present during unpacking and delivery of goods.
“Previously, we have observed that women do not prefer non-metro locations due to unfamiliarity and safety issues, but we want to change that through our revised policies; we hope that these enablers will help women employees take charge of their careers and get exposure in different cities and teams,” said Mathilakath.