At ReNew, we believe a diverse workforce is essential for navigating the ever-evolving energy landscape. Our talented workforce comprises people from different genders, age groups, nations, and regions, driving innovation through their individuality and uniqueness. To know more about some Key Performance Indicators related to diversity, please Click Here.
The following is ReNew’s Workforce Breakdown as per Race/ Ethnicity & Nationality:
| Nationality | Female | Male | Grand Total |
|---|---|---|---|
| American | 1 | 3 | 4 |
| Brazilian | 1 | 1 | |
| German | 2 | 2 | |
| Indian | 537 | 2,548 | 3,085 |
| Philippine | 1 | 1 | |
| South African | 1 | 1 | |
| Grand Total | 538 | 2,556 | 3,094 |
| Age Group | Female | Male | Grand Total |
|---|---|---|---|
| Indian | 119 | 1,123 | 1,242 |
| Grand Total | 119 | 1,123 | 1,242 |
The following is the data on new hires and internal hires segmented by nationality and country of origin:
| Nationality | Female | Male | Grand Total |
|---|---|---|---|
| American | 1 | 1 | |
| Indian | 182 | 852 | 1,034 |
| Malaysian | 1 | 1 | |
| Philippine | 1 | 1 | |
| Grand Total | 182 | 855 | 1,037 |
| Nationality | Female | Male | Grand Total |
|---|---|---|---|
| Indian | 70 | 908 | 978 |
| Grand Total | 70 | 908 | 978 |
| Nationality | Female | Male | Grand Total |
|---|---|---|---|
| Indian | 23 | 32 | 55 |
| Grand Total | 23 | 32 | 55 |
The following is the data on Employee turnover data segmented by nationality and country of origin:
| Nationality | Female | Male | Grand Total |
|---|---|---|---|
| American | 2 | 2 | |
| Indian | 122 | 911 | 1,033 |
| Nepalese | 1 | 1 | |
| Grand Total | 123 | 913 | 1,036 |
| Nationality | Female | Male | Grand Total |
|---|---|---|---|
| Indian | 33 | 559 | 592 |
| Grand Total | 33 | 559 | 592 |
We have achieved our target of 12% of diversity in the STEM in FY 2025. The target for FY 2025-26 around STEM is proposed to be 13% as of now. Additionally, the share of women in management positions in revenue-generating functions is 17% in FY 2025
Function wise diversity targets for FY 2025-26 are as below:
| Functions | FY-2025-26 Target |
|---|---|
| Corporate Administration | 27.0% |
| Finance | 29.0% |
| Human Resources | 44.0% |
| Legal & Secretarial | 50.0% |
| Strategic Business Development & Policy Affairs | 18.0% |
| Sustainability, CSR and Communications | 50.0% |
| HSE | 11.0% |
| PMO | 36.0% |
| Quality | 10.0% |
| Digital | 21.0% |
| Manufacturing | 17.0% |
| New Businesses & Commercial | 38.5% |
| RenServ | 14.0% |
| Solar - EPC | 22.0% |
| Wind Self - EPC | 15.2% |
Provision of Training on the use of Reporting Channel
We ensure that all employees are well-informed about the whistleblowing mechanism and confident in using the available channels through regular training sessions. Training on the reporting process is integrated into onboarding programs for all new employees and reinforced during annual Code of Conduct trainings. These sessions provide clear guidance on how to access and use the dedicated whistleblowing helpline and email, outline the types of concerns that may be reported, and emphasize the safeguards of confidentiality and non-retaliation. In addition, periodic mail communications and posters displayed across office locations serve as reminders to encourage awareness and continued usage of the mechanism.
Our approach to performance management is centered on enabling employees to take charge of their growth by participating in continuous dialogue with managers over the course of the year. Our approach blends objective-based assessments, multi-dimensional evaluations along with team based evaluations and agile conversations, reflecting the dynamic nature of modern work we do.
