For us, it is more than just a job. It is a quest for something better, for something more fulfilling, for creating, for fixing the world, for improving what is, for creating impact. Join us, to galvanize dreams into action.
Establishing strategic relationships with world-class brands and retailers across the Globe and to make Arvind the preferred mill for all customers
Expanding the horizons for what’s possible by growing from a technical and managerial role to research and development and the world of patents.
Fusing an international culture of design and creativity with the nature of Arvind’s business.
The Equal Opportunity & Non-Discrimination Policy is applicable for all job applicants and employees of Arvind Ltd and is to ensure below rights.
Discrimination at workplace occurs when an employee is treated unfavourably because of certain attribute. Following are the attribute which may involve in the discrimination:
This policy refers to the principle which ensures that the employees and potential employees of Arvind Business are treated with equality and fairly, regardless of their race, sex, or disability. All the employees have equal chance to apply for any internal job postings or promotions, training opportunities at the workplace. The mentioned activities shall be conducted in a uniform manner for all the employees:
Arvind employees shall strive to create a working environment which is free from discrimination in the employee practices against any potential and existing employee and shall not discriminated on basis of:
1. We encourage our employees, customers, suppliers, and other stakeholders to raise concerns or make disclosures when they become aware of any actual or potential violation of policy.
2. All suspected violations ca be reported anonymously through
3. Avenues available for raising concerns or queries or reporting cases could include:
4. We do not tolerate any form of retaliation against any one reporting any concerns. Anyone involved in targeting such a person will be subject to disciplinary action.
5. If you suspect that you or someone you know has been subjected to retaliation for raising a concern or for reporting a case, we encourage you to promptly contact your line manager, Group Ethics Officer, the Human Resources department.
5. The company provides resources to assist all employees who encounter ethics and compliance issues that are difficult to resolve.
7. An employee’s manager or supervisor is the first and best resource, since this person is familiar with the employee’s duties. If the manager or supervisor is not available, or if the employee is not comfort able discussing the matter with his or her manager, the following resources are also available:
k. Human Resources, especially regarding workplace issues and policies, such as non-discrimination, non- harassment, and employee privacy
1. Corrective Action & Investigations: To ensure prompt, consistent enforcement of this Code of Conduct, the company will investigate reported instances of misconduct, such as violations of the law, regulations, or company policies and procedures. Where misconduct is identified, responsible individuals will be held accountable and disciplined, as applicable, up to and including employment termination and possible civil or criminal action. Making an intentionally false accusation of wrongdoing is considered misconduct.
2. Non-retaliation: We must maintain an environment where concerns and potential problems are brought forward. ARVIND will not tolerate retaliation against anyone who, in good faith, raises a concern, reports suspected misconduct, or provides information related to an inquiry of suspected misconduct. The company will investigate any instances of possible retaliation, and discipline employees who have retaliated against someone who has reported possible misconduct.
Arvind is committed to providing equal opportunities without any discrimination on the grounds of age, colour, disability, origin, nationality, religion, race, gender, or sexual orientation and will not engage in any kind of verbal or physical harassment based on any of the above or any other reason.
To this end:
In lieu of the Rights of Persons with Disabilities Act 2016 and Rules, Arvind as per specific requirement, shall ensure that proper infrastructure and reasonable accommodation is provided to persons with disability to enable them to effectively discharge their duties at the establishment. Arvind has a designated Diversity & Inclusion Council that shall oversee the provision of the infrastructure and facilities required for the process of recruitment for Persons with Disabilities.
- Employee Responsibilities: All Arvind employees have the following responsibilities:
- Responsibilities of Managers and supervisors: Managers and supervisors have the following additional responsibilities:
- Human Resources Responsibilities: Human Resources representatives have the following additional responsibilities:
The policy will be reviewed basis changes in legal and market guidelines
Policy will be available on intranet to all employees and our corporate website. It will also be available at all conspicuous places in factories and sites.
All employees will undergo a training on Code of Conduct which form a basis of this policy, through e-modules and/or classroom sessions.
