Harleen Kaur Deputy General Manager, Tata Power-DDL, India
What types of parental leaves are available to TATA Power-DDL employees?
We provide an extended maternity leave to our female employees, beyond what is required by the law in India. Mothers with infants are entitled up to 26 weeks of maternity leave, in addition to another 12 weeks of leave without pay. Adoptive mothers can get up to 18 weeks of leave.
Mothers, both biological and adoptive, can take a 2-year break to take care of their children.
How does TATA Power-DDL support working parents?
Employees returning from their maternity leave, including adoptive mothers, can work flexible hours for the first six months after their return. They also participate in an orientation program that is designed to help them reconnect with their colleagues and the company. TATA Power-DDL has also tied up with various Day Care facilities and Creches where employees can take their children. In response to the Covid-19 pandemic, the company reimbursed the cost of nannies for employees working from home.
TATA Power DDL has also tweaked its performance management systems to consider only the top 3 performance ratings of its women employees for performance evaluation purposes during the years she is pregnant and/or is raising infants. This has taken the work-related pressure off them and addressed the complaints from many women employees.
The company also runs educational sessions on parenting, which are open to both men and women.
What was the impetus for TATA Power-DDL's initiatives to improve support for working parents?
TATA Power-DDL is committed to improve the diversity and inclusiveness of its workforce. The power sector is heavily male dominated and there are hardly any female workers, particularly in the technical areas. We wanted this to change.
Blog » Example: TATA Power DDL, India
Example: TATA Power DDL, India
Harleen Kaur
Deputy General Manager, Tata Power-DDL, India
What types of parental leaves are available to TATA Power-DDL employees?
We provide an extended maternity leave to our female employees, beyond what is required by the law in India. Mothers with infants are entitled up to 26 weeks of maternity leave, in addition to another 12 weeks of leave without pay. Adoptive mothers can get up to 18 weeks of leave.
Mothers, both biological and adoptive, can take a 2-year break to take care of their children.
How does TATA Power-DDL support working parents?
Employees returning from their maternity leave, including adoptive mothers, can work flexible hours for the first six months after their return. They also participate in an orientation program that is designed to help them reconnect with their colleagues and the company. TATA Power-DDL has also tied up with various Day Care facilities and Creches where employees can take their children. In response to the Covid-19 pandemic, the company reimbursed the cost of nannies for employees working from home.
TATA Power DDL has also tweaked its performance management systems to consider only the top 3 performance ratings of its women employees for performance evaluation purposes during the years she is pregnant and/or is raising infants. This has taken the work-related pressure off them and addressed the complaints from many women employees.
The company also runs educational sessions on parenting, which are open to both men and women.
What was the impetus for TATA Power-DDL's initiatives to improve support for working parents?
TATA Power-DDL is committed to improve the diversity and inclusiveness of its workforce. The power sector is heavily male dominated and there are hardly any female workers, particularly in the technical areas. We wanted this to change.
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