Employee wellness and experience Social helps managers provide instant feedback for Along with this, employees can seek and share Human rights as a part of Infosys’ ESG Vision 2030. The necessary improvements in the work that is feedback with all the colleagues they work suggestions from the independent human being done. with. Thus, iCount goes a long way in providing Infosys is a signatory to the UNGC. Our rights impact assessment allowed us to ESG REPORT 2022-23 a holistic view of the employees performance. human rights stand is contained in our Code accelerate our part time and remote work Infosys performance management puts policies and inform our hybrid model further. equal focus on the future development of the Resolution hubs of Conduct and Ethics in an important tenet, ESG is an opportunity employee and the introduction of Individual ‘Respecting Each Other.’ The Infosys Human The minimum notice period for significant Development Plan (IDP) is a testament to the A safe and positive work environment is what Rights Statement articulates our philosophy to operational changes are included in the ENVIRONMENT same. IDPs are created by employees under we want to be associated with. In keeping with provide a discrimination-free workplace for all collective bargaining agreements (CBA) the guidance of the manager and are a perfect this philosophy, we envisage an open-door employees and contractors. All our employees wherever mandated by law. In countries SOCIAL blend of theory and application. Managers policy. Employees can access several forums and contractors undergo a mandatory Smart where there is no such mandate to include coach and mentor the employee to set career where they can highlight matters or concerns Awareness Quiz (SAQ), every year, which them in the CBA or in countries where CBA and professional aspirations and reach them faced at the workplace. This is achieved includes questions on human rights and the is not mandated, we abide by the local laws Performance on social goals in a structured manner. Employees are also through a well-established and robust Infosys Code of Conduct and Ethics. The SAQ is prevailing in the land. In all other scenarios, Enabling digital talent at scale encouraged to take up training to upskill / grievance resolution mechanism comprising a comprehensive tool which also includes ‘self- Infosys prescribes the notice period based on reskill themselves to meet the needs of the ‘resolution hubs’. The Anti-Sexual Harassment study’ tutorials, allowing employees to learn the type of change. Tech for good projects. Initiative (ASHI) and the Hearing Employees and then take up the assessments. All our security personnel are trained on Diversity, equity and inclusion In case of continued lack of expected and Resolving (HEAR) forums are designated In fiscal 2023, we conducted an independent human rights related topics. The Infosys Energizing local communities performance, employees are identified for a as redressal forums for sexual harassment and Human Rights Impact Assessment of our Supplier Code of Conduct (SCoC) has reference structured performance improvement plan workplace related complaints, respectively. operations across India. India comprises >80% to human rights and it states, ‘Infosys expects Employee wellness and experience where they are given goals and the managers Resolution hubs adhere to the principles of of our employee base. The assessment protocol its suppliers to support and respect the support them in achieving these goals. natural justice, ensure confidentiality, and was created based on the Articles contained protection of internationally proclaimed GOVERNANCE At the end of the performance cycle employees non-retaliation while addressing concerns. The in the Universal Declaration of Human human rights and to ensure that they are not receive a performance rating. To support the concerns are handled with utmost sensitivity Rights (UDHR), ILO, UNGC Principles, the GRI complicit in human rights abuses.’ As part process, we have our web and mobile app and are redressed and closed in a timebound Standards, the Business Responsibility and of the onboarding process the vendors called iCount, where employees can add their manner. A detailed investigation process Sustainability Reporting (BRSR) parameters, have to accept the SCoC. The procurement goals and are encouraged to update progress ensures fairness and provides an opportunity as well as Health and Safety criteria and team ensures that SCoC acceptance is done against the same on a regular basis. Managers to present facts and any material evidence environment management systems. by vendors and maintains a tracker for the can provide feedback to employees on these pertaining to the grievance. It is our constant endeavor to make Infosys a same. In fiscal 2022, we committed to an goals and support them in achieving the Read more on Infosys resolution hub place where people can be the best version independent responsible supplier assessment objectives. Feedback from client stakeholder of themselves. The Talent Pulse Report 2022, for our top 100 suppliers over the next 4 years. (although not mandated by the process) is provides a glimpse into our Employee wellness As on fiscal 2023, 46 supplier ESG assessments also a key input that the manager uses during and experience practices. Employee wellness have been completed. performance and development conversations. and experience is an important ambition Read more. Infosys | ESG REPORT 2022-23 External Document © 2023 Infosys Limited 47