In an exclusive interaction with APAC Media and CXO Media, Pankaj Sureka, CHRO, Vedanta Aluminium delves deep into how once a male-dominated field, the industry is now embracing diversity, innovation, and leadership driven by talented women breaking barriers. From shop floors to boardrooms, women in manufacturing are driving efficiency, sustainability, and technological advancements.
Currently in India, the labour force participation rate among females remains about 32.7%. How can this be accelerated to include more women, especially in the mining sector?
Traditionally, labour-intensive roles across sectors such as manufacturing and mining have been predominantly occupied by men. To accelerate women’s inclusion in the workforce, especially in male-dominated sectors, requires focused and consistent efforts. These include promoting skill development in high-growth industries, ensuring workplace safety, implementing gender-equitable policies, and addressing structural barriers like wage disparities and unpaid care. Raising awareness about the career opportunities in these sectors can also help challenge stereotypes and encourage greater participation from women.
Accelerating the inclusion of more women in India’s mining and manufacturing sector requires a multifaceted approach. One key strategy is to foster gender-diverse leadership, as companies with diverse leadership are 25% more likely to outperform their peers, according to a McKinsey report. This can be achieved by creating opportunities for women to move into leadership positions, which not only enhances diverse perspectives in decision-making but also advocates for inclusive practices, attracting more women to the sector. Additionally, implementing programs to ensure workplace safety can create a more conducive environment for women. By offering flexible work arrangements, adequate childcare facilities, and structured mentorship programs, companies can help women balance work and family commitments, increasing their workforce participation.
Mining is considered a male dominated industry. Has Vedanta Aluminium noticed any trends of increasing participation of women in their workforce, or the larger workforce? Why could this be?
Historically, the mining and associated manufacturing industry has been viewed as a male-dominated space, but this is rapidly changing. Misconceptions that jobs in this sector necessitate physically intensive labour have been largely negated with the emergence of technologies such as automation and robotics. As of 2024, we have achieved a 21% representation of women in all management positions and have exceeded our internal targets in junior, top, and all management positions, as well as STEM-related roles. In the same period, we have achieved significant production and operational milestones in the company’s business performance. The industry must, therefore, continue to evolve by fostering an inclusive environment that supports women’s advancement, ensuring they are not only part of the workforce but also leading it toward sustainable growth.
Globally, women make up only about 15% of the mining workforce depending on the subsector. What percentage of Vedanta Aluminium’s workforce comprises women, and how has this changed over the years?
By 2030, Vedanta aims to have 30% of the workforce comprise of women and are heading towards this milestone in a phased manner. The increasing participation of women at Vedanta Aluminium can be attributed to our organization’s commitment to addressing systemic challenges that have historically limited female involvement in mining.
For instance, to ensure gender-balanced recruitment, Vedanta Aluminium prioritizes 50% women hiring for fresher roles. Furthermore, strengthening the commitment, we have launched several initiatives to enhance female participation in the metals and mining industry. These include initiatives such as Project Panchhi, which is transforming the lives of young girls from marginalized communities by providing financial aid for higher education and employment opportunities at Vedanta Aluminium.
By creating equitable opportunities and fostering a supportive work environment, Vedanta has empowered women to excel in key roles. Our focus on diversity is also driven by the recognition that diverse perspectives enhance decision-making and innovation.
How does the company ensure workplace safety and security for women, especially in remote or high-risk mining locations?
Vedanta Aluminium prioritizes workplace safety and security for women, particularly in remote or high-risk mining locations, through several targeted initiatives. Project Shree Shakti empowers women to take on night shifts while ensuring their safety with additional measures such as workforce sensitization sessions, specialized security teams for commuting, and designated female drivers. This project reflects our broader commitment to fostering a secure and supportive work environment, enabling women to assume critical roles in core plant operations. Additional safety measures, such as grievance redressal mechanisms, gender-sensitisation programs, and the use of technology is improving employee satisfaction and safety.
In addition to this, we also have an all-women firefighting team, Agnivahini, that has trained more than 100 women to further strengthen safety protocols by training employees to conduct safety audits and mitigate potential incidents. Together with policies such as spouse hiring and flexible work hours, these efforts help create a safe, inclusive environment for women in high-risk locations.
Beyond gender diversity, does Vedanta Aluminium actively hire trans women or individuals from other marginalized gender identities? If so, could you share specific examples or policies supporting this inclusion?
At Vedanta Aluminium, we actively promote diversity and inclusion, extending beyond gender to include individuals from marginalized gender identities, such as transgender employees. Currently, 31 transgender professionals are employed across our operations. To ensure a welcoming environment, we have introduced supportive policies such as a comprehensive Gender Reaffirmation Policy that provides a one-time grant of ₹2 lakh for gender reassignment surgeries, along with 30 days of paid leave for the transition period. This policy is part of our broader commitment to creating an inclusive and supportive work environment.
In addition to these inclusive policies, we have taken definitive steps to integrate transgender individuals into our workforce. For instance, we’ve hired transgender professionals in security positions at our Jharsuguda plant. Moreover, our Bharat Aluminium Company Limited (BALCO) unit, has hired six transgender employees and conducted gender-sensitization workshops to ensure a welcoming environment for them. Such initiatives reflect our commitment to fostering a diverse workplace culture that values and supports all employees, regardless of their gender identity.
How do diverse perspectives and inclusive HR practices contribute to Vedanta Aluminium’s business growth, talent retention, and overall competitiveness?
Vedanta Aluminium has made significant strides in achieving its gender diversity goals through several strategic initiatives. The company has expanded opportunities for women employees by offering roles in traditionally male-dominated areas, including night shifts. We have also created gender-neutral roles with engaging job content, implemented progressive workplace policies, and invested in world-class amenities to support its workforce. These efforts have played a key role in attracting more women to the company, including in critical functions such as smelting, mining, power generation, civil infrastructure, logistics, finance, asset security, and materials procurement.
By focusing on equitable workplace practices, Vedanta Aluminium is actively addressing the gender gap in the metals and mining industry. Through these initiatives, the company is fostering an inclusive environment where women are empowered to thrive and contribute meaningfully to the company’s growth, setting an example for other industries to follow in creating diverse, gender-balanced workforces.
The International Labour Organization highlights occupational segregation as a key barrier to female workforce participation in India. How can the mining sector as a whole address this issue?
To break down the barriers of occupational segregation and boost female participation, the mining sector must evolve by opening doors to all roles, regardless of gender. This means reimagining the traditional hiring process—actively seeking women for positions in fields like heavy machinery, underground mining, and smelting. But it doesn’t stop there. Providing women with specialized training, leadership development programs, and mentorship can empower them to excel in roles that have long been dominated by men. At Vedanta Aluminium, all job roles are designed to job-agnostic, ensuring that hiring focuses only on skills and drive, above all other considerations.
Creating an inclusive, supportive workplace is key to ensuring women stay and thrive in mining. For example, we have deployed policies such as a structured return-to-work program, protection of ratings and flexible working hours to make it easier for women colleagues retuning from maternity leave. However, it’s about more than just offering flexible hours or maternity leave—it’s about making women professionals feel seen, valued, and safe. Gender-neutral safety protocols, accessible personal protective equipment, and initiatives like childcare facilities near mining sites can be game-changers. Equally important is challenging outdated stereotypes and fostering a culture where every woman, regardless of her role, feels she belongs. With these bold steps, the mining sector can turn the tide, transforming the industry into a space where women lead the charge toward innovation and progress.
Are there any skill development or mentorship programs specifically designed to prepare women for leadership roles within Vedanta Aluminium?
At Vedanta Aluminium, we adopt a structured approach to building gender diversity, ensure women are considered for all roles, including unconventional ones like smelter operations, logistics, and firefighting. Once hired, we provide women employees with clear growth pathways through initiatives such as classroom training, executive coaching, mentoring, and accelerated development programs. On a group level, Vedanta has deployed a group-wide “V-LEAD” program, focused on creating a strong pipeline of women leaders by pairing them with cross-functional mentors who guide their career progression.
Our spouse recruitment policy promotes a supportive working environment by encouraging spouses – both wives of male employees and husbands of female employees—to pursue their careers within our company based on their skills, supporting family unity while expanding our available talent pool. Additionally, we provide world-class amenities in our townships near plant locations, such as childcare centres, schools, and recreational facilities, fostering an environment that supports both personal and professional growth. These initiatives demonstrate our commitment to building a diverse, inclusive workplace where women can thrive and take on leadership roles.
