We aspire to create a world where leadership is viewed through a lens free from gender bias, and where every individual has equal opportunity and an equal voice. We believe an inclusive environment not only fosters economic growth but also nurtures healthier communities, contributing towards a better place for all.
At ReNew, we walk the talk on promoting gender diversity in leadership with a top-down approach. With a 40% representation of women on our Board of Directors, our commitment to inclusivity extends throughout levels within the organisation. We align our efforts to build an inclusive environment by focusing on three key areas.
On-ground initiatives to empower women and to facilitate their personal and professional development, not just within ReNew but also among the communities we function in.
Our policies help us establish an inclusive, gender-equal environment within ReNew, ensuring each individual is enabled to contribute to their fullest potential.
To nurture female employees’ personal and professional growth and advance them into leadership roles, senior leaders within the organization serve as mentors to women mentees, providing guidance and support as part of the program.
ReNew’s ReWIN program empowers rural women in India through capacity building, social empowerment and entrepreneurship promotion, fostering a network of change agents and businesswomen.
Recruit HER aims to actively hire women for middle and senior management roles, combating biases through targeted strategies. Our leadership and talent acquisition teams prioritise women's recruitment, with incentives offered to hiring partners for each woman hired.
Launched in 2016, Power of W fosters an inclusive workplace for women at ReNew, providing engagement, skill enhancement, empowerment, and leadership opportunities. With a dedicated committee and guiding pillars of Attract, Retain, and Develop, it addresses workplace challenges, ensuring gender equality and fostering career growth.
ReNew partners with Vedica annually, hosting a scholar for a "Shadow a Woman Leader" program with our Chief Sustainability Officer, Ms. Vaishali Nigam Sinha. This immersive experience offers scholars strategic insights, social capital, and career opportunities in the clean energy sector.
ReNew collaborates with the United Nations Environment Programme (UNEP) and the Self-Employed Women's Association of India (SEWA) to train 1,000 low-income women salt-pan workers in Gujarat as solar technicians for the renewable energy sector.
Our cross-functional leadership committee drives the execution of our Inclusion and Diversity (I&D) initiatives, ensuring accountability and promoting participation across the organisation. Comprising committed senior leaders, it enhances our I&D efforts and oversees their implementation.
Launched in 2017, ReNew's Global Green Scholars Program (GGSP) seeks to attract top international talent to the domains of renewable energy and sustainability. It provides exposure and learning, and promotes diversity, with the vision of getting the best global talent to contribute to specific projects with business outputs.
We are committed to developing a culture where everyone’s contribution is valued and we empower each other. That’s why we have a strong focus on achieving a balanced 50/50 representation across the company and in that direction, we have a lot of enabling policies.
ReNew champions inclusion and diversity through an organisation-wide Inclusion & Diversity (I&D) Policy, ensuring a supportive environment for all employees. The policy underscores the management's commitment to I&D, promoting dignity, respect, and awareness of biases. A dedicated I&D Committee further integrates these values into talent practices, including hiring and leadership development.
At ReNew, our Equal Opportunity and Anti-Discrimination policy ensures fair treatment for all, promoting equal opportunities in employment decisions. A Governance Council, comprising theCHRO, a Management Committee member, and the CEO oversees the implementation and examination of our commitment to equal opportunity.
In 2019, we collaborated with management consulting company, Aon, to audit our compensation practices with respect to gender biases, and found no systemic issues. Having gained valuable insights for ongoing improvement, we now ensure gender-neutral and equitable appraisal ratings enhancing our review process.
In 2019, Aon conducted a diversity and pay parity study for ReNew, revealing gender pay parity and higher increments for female employees. While promotions showed no gender gap in the last 3 years, the absence of top ratings for women in 2019 prompted a review, leading to positive changes in the April 2020 appraisal cycle.
In our pursuit of gender equality, our leave policy supports both men and women in balancing personal responsibilities. Aligned with government guidelines, it grants paid time off for bonding with a new child, including adoption, with maternity leave at 26 weeks and paternity leave increased to 15 working days from 5 within one year of birth or adoption.
Our comprehensive Prevention of Sexual Harassment (POSH) policy applies to all employees, contractors, and third parties associated with ReNew, with regular awareness sessions for all the employees – both men and women across offices and sites. These sessions cover the law, rights as a working woman, and managerial responsibilities, ensuring a safe and respectful workplace for everyone.
Union Budget 2024: Gender budgeting in energy schemes is a sure path to equitable, women-led development
Read MoreAs we celebrate International Women's Day, we reaffirm our commitment to empowering women, fostering diversity and inclusion, and driving positive change. At ReNew, we recognize the invaluable contributions of women leaders and remain dedicated to championing their success and leadership in our journey towards a sustainable future.
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