We are building a culture that enables our people to realise their potential and contribute meaningfully to business goals. Our people strategy focusses on performance, capability-building and empowerment, supported by an inclusive workplace anchored in health, safety, diversity, equity and inclusion. This approach helps us unlock talent across the organisation and strengthen long-term business performance through varied skills, experiences and perspectives.
Our commitment to diversity, equity and inclusion is embedded in our culture and guides our people practices. We promote gender parity and welcome individuals from diverse backgrounds across leadership, operations and partner workforces. We are also committed to building an LGBTQIA+ friendly workplace where every individual feels respected, included and valued.
Our initiatives include role identification, infrastructure improvements and policy upgrades that support a more inclusive work environment.
We have strengthened our Parenthood Policy to support women employees during their transition to motherhood and extend childcare support across genders and orientations. The policy reflects our value of Care and recognises parenthood as a phase of personal growth rather than a career pause. It also supports women and LGBTQIA+ employees through more inclusive benefits and childcare provisions.
We respect the rights and needs of transgender individuals and remain committed to equality and non-discrimination. Our Gender Reaffirmation and Leave Policy support individuals from transgender communities through financial and wellbeing assistance during the gender reaffirmation process.
transgender individuals working across the organisation, largely within our business partner workforce
We are building a strong pipeline of women leaders through V-LEAD, our flagship Women Leadership Development Programme. The programme provides a structured, fast-track pathway for high-potential women to move into senior leadership roles. It supports their participation in key decision-making forums and helps create visible role models across the organisation.
The programme is supported by senior leadership mentorship and tracked through a structured scorecard covering promotions, role elevations, executive committee representation, retention, mentorship effectiveness, rewards and recognition.
We operate through a strong management framework led by an Executive Committee, which enables collective decision-making at the corporate and business-unit levels. Each business is led by its CEO and operates with clear accountability, supporting a federated structure that combines entrepreneurial agility with group-level discipline.
We keep our workforce motivated through transparent recognition, reward and incentive frameworks. Our programmes acknowledge employees and business partners who contribute meaningfully to business performance, operational excellence and long-term value creation.
Our recognition platforms include the Chairman Individual Awards, Chairman Award for Business Partners, Leadership Icon Award, ESG Guardian Award, Digital AI Champion Award, business performance-linked incentive schemes and the Employee Stock Options Scheme. The ESOP scheme also covers campus hires, encouraging young talent to participate in Vedanta’s growth journey from an early stage.
Our appraisal and compensation frameworks include ESG-linked elements, aligning performance with safety, sustainability and carbon footprint reduction. High-performing employees are supported through incentives, development programmes and competitive compensation.
We continue to strengthen leadership hiring through technology, external expertise and objective assessment. These initiatives improve hiring quality, reduce bias and help us identify leaders who can support Vedanta’s next phase of transformation.
We have integrated AI-enabled screening into our lateral hiring process to improve speed, precision and objectivity. Developed in partnership with Unberry and integrated with Darwinbox, the system automates early-stage evaluation and strengthens the quality of leadership hiring.
AI-led role deconstruction to break job descriptions into skills, capabilities and behavioural indicators
Context-driven candidate shortlisting aligned with Vedanta’s leadership competency model
Automated first-round screening through AI interviews and resume scoring to accelerate the funnel and reduce bias
We have introduced External Expert Panels to bring independent, outside-in perspectives to CXO hiring. These panels include seasoned industry leaders who support leadership assessment through global insight, functional depth and unbiased judgement.
The panels help us reduce unconscious bias, strengthen decision-making and assess candidates across strategic, behavioural and cultural dimensions. This approach brings greater balance, rigour and impartiality to critical leadership appointments.
Expert interactions conducted through the External Expert Panel initiative
Leadership and niche roles supported through external expert assessment
Distinguished specialists forming a curated expert network for leadership hiring
We believe in giving people opportunities early in their careers and valuing their views in key decisions. Our talent development approach reflects our philosophy of growth from within. We identify high-potential employees through structured programmes and provide accelerated career pathways that prepare them for larger roles across the Group.
We launched V-Aspire, our flagship internal talent discovery initiative, under the leadership of Ms Priya Hebbar. The programme identifies and nurtures the next generation of high-potential leaders through tailored development opportunities, challenging assignments and future-focussed exposure.
The selection process was designed with global HR consultants and included AI-enabled interviews, business simulations and psychometric tools. Candidates were shortlisted through a multi-stage evaluation based on performance, potential and pedigree. Finalists were assessed by a leadership panel comprising internal and external industry experts.
The identified talent will undergo structured developmental interventions in the coming year, strengthening our future-ready leadership cadre.
High-potential leaders identified as top-tier talent and placed in elevated leadership roles
Emerging leaders identified from junior and mid-level cohorts to strengthen the leadership bench
We see talent mobility as a strategic lever for building leadership capability. Our approach is rooted in leadership from within, and we encourage employees to gain diverse exposure across roles, businesses and geographies.
Our Internal Job Posting (IJP) process provides transparent, merit-based access to career opportunities. It empowers employees to take ownership of their growth while supporting business continuity and performance delivery. We also take a long-term view of potential, often backing people when they are partly ready for a role, as stretch assignments build confidence, capability and leadership depth.
Our career philosophy, expressed as ‘3 Roles, 3 Businesses, 3 Locations’, provides holistic exposure through structured role movements and stretch opportunities. This builds a Group-wide perspective and prepares high-potential talent for critical leadership positions. As a result, most roles across Vedanta are filled internally, while external hiring is focussed on niche skills, deep domain expertise and select leadership roles requiring specialised capabilities.
We also follow a structured job rotation practice, guided by clear policies and strong governance. Employees are encouraged to take up new roles at periodic intervals, supporting continuous learning, succession planning and business continuity.
The Accelerated Competency Tracking and Upgradation Process (ACT-UP) is a strategic talent development programme that identifies and prepares high-potential employees for key roles. Conducted with leading external consultants, the programme uses aspiration questionnaires, case studies, online personality profiling and group assignments.
Employees selected through this rigorous process receive the Star of Business designation. This recognition provides exclusive benefits, enhanced responsibilities and opportunities for accelerated career growth within Vedanta.
Our Growth Workshops are tailored development programmes for specific cohorts, including functional teams and selected executive pools. They are designed around evolving business needs and help identify high-potential employees for elevated roles.
The workshops support cross-business and cross-functional movement, giving employees exposure to different geographies and business domains. Participants are selected through a structured evaluation process based on performance, pedigree and potential. Past workshops include the HR Growth Workshop and the Commercial and Marketing Growth Workshop.
High-potential employees each year identified and developed through Growth Workshops
Continuous learning is central to our leadership development approach. We have built a learning ecosystem that helps leaders upgrade skills, broaden perspectives and stay aligned with evolving business and societal expectations.
We partner with leading institutions, including ISB, XLRI, IIM Raipur, IIM Mumbai and IIM Udaipur, to deliver bespoke executive education programmes that combine academic rigour with real-world application. Our hybrid learning model blends immersive in-person experiences with virtual modules, ensuring wider access while staying aligned with organisational priorities.
Executive education and C-suite coaching programmes focus on strategic thinking, transformation, innovation and people leadership. Through these interventions, we are building agile, future-ready leaders equipped to navigate complexity and create sustainable value.
Nurturing young talent is central to our people strategy. Our fresher hiring programme attracts high-calibre talent from premier institutions while advancing diversity, regional inclusion and accelerated career growth. We provide young professionals with business-relevant roles, senior leadership mentorship, immersive exposure to real challenges and best-in-class rewards, including ESOPs. This approach helps us build a future-ready and purpose-driven workforce.
We bring young talent from leading engineering, management and allied institutions into the Vedanta ecosystem. Our hiring approach focusses on building a balanced talent pool across gender, geography and socio-economic backgrounds.
We are expanding entry-level opportunities for women professionals, especially in roles traditionally underrepresented in mining and manufacturing. Women engineers and management graduates bring fresh perspectives, collaborative leadership, and a stronger focus on safety, sustainability and innovation. Their inclusion strengthens workplace diversity and supports a more agile, inclusive and future-ready organisation.
Through V ENGAGE, we also hire young professionals from underrepresented regions, including the North-East, Jammu & Kashmir and Leh. This ensures that promising talent from remote geographies receives equitable access to career opportunities.
Gender diversity target guiding our efforts to expand women’s representation across the Group
Our fresher development ecosystem is built on experiential learning, cross-functional exposure and structured capability building. Young professionals gain business and functional exposure through rotations, real-time projects and structured assessments.
Each participant receives mentorship from senior leaders and CXOs, enabling capability development and real-world problem solving.
Transparent performance reviews, cross-business mobility and stretch roles support faster career progression compared with industry benchmarks.
Our Role Model Campus Minds initiative identifies and recognises high-potential campus hires who demonstrate strong performance, pedigree and potential. It gives young professionals early opportunities to contribute to critical business areas, including volume growth, cost optimisation, business partnering, innovation, digital solutions and best-practice adoption.
High performers are supported through competitive compensation, performance-linked rewards and ESOPs, enabling them to grow with the organisation and participate in long-term value creation. Select young leaders also receive the opportunity to work closely with the Chairman for a short period through the Chairman’s Young Leader Programme.
The Vedanta Leadership Development Programme (VLDP) is our flagship campus hiring and development initiative. It attracts top-tier talent from premier institutes, including IITs and IIMs, and prepares them for future leadership roles.
VLDP participants receive challenging assignments, cross-functional rotations, diverse business exposure and dedicated mentorship. The programme follows our career philosophy of ‘3 Roles, 3 Businesses, 3 Locations’, enabling holistic development and preparing participants for critical leadership positions.
VLDP Growth Workshops are conducted to fast-track top-performing participants by giving them elevated responsibilities and early leadership opportunities.
Structured development journey under VLDP
Our internship programme attracts high-calibre students from premier engineering and management institutions and provides them with immersive, high-impact learning. The programme continues to scale in reach and impact, reinforcing our leadership pipeline.
Interns work across businesses and contribute to critical projects from the first day. Their areas of exposure include innovation, digital transformation, sustainability and operational excellence. The programme combines hands-on learning with structured modules, leadership interactions and cross-functional problem solving.
From leading business schools and engineering institutes in the latest cohort
female cohort supporting stronger gender representation at the early talent stage
YUVA is our comprehensive induction programme for campus hires. It includes interactions with the leadership team, business CEOs, functional heads and industry experts at business locations.
The programme helps new hires understand Vedanta’s businesses, culture and operating expectations through business and functional sessions, site visits, CSR activities and campus-to-corporate modules.
V-Campus complements YUVA by offering every new campus hire a digitally driven platform for structured anchoring, performance tracking and continuous engagement. It supports learning, recognition and measurable performance through defined KPIs.
Vedanta Group certified as a Great Place to Work in the Great Place to Work Study 2026, capturing exceptional opinion of our stakeholders and setting new benchmark.
Awarded as Best Employer amongst India’s Nation Builders’ 2025 consecutively over the years by Great Place to Work Study.
Significant achievement in HR excellence awards recently bestowed by CII on Vedanta BUs, highlight our Group’s focus on nurturing talent and driving organisational excellence.
Recognised as Companies with Great Managers amongst the Top 50 companies from over 175 participating organisations by Great Manager Awards 2025. 15 of our leaders from various BUs have made it to the list of Top 100 Great Managers of India.
Featured as Arogya World Healthy Workplaces Award 2025 by Public Health Foundation of India, showcasing our commitment to people well-being, innovative health initiatives and a caring workplace. Ranked in top 10 as Platinum Awardee among 75+ participating organisations.
Honoured at the PeopleFirst HR Excellence Awards spanning multiple categories, including Talent Management & Development and HR Technology, underscoring our holistic approach to people and innovation.
Featured in the Top 10 Happiest Workplaces in Happiness & Wellbeing Awards by Economic Times HR World along with other prominent brands. Over 100 nominations were received and Bus making it to the top among the ranking in a list of top 30 organisations.
AUSTRADE in partnership with Women in Mining has recognised 4 young women of Vedanta in the “Hall of Fame” category for their significant contributions to the mining industry.
