Inclusion at Godrej Consumer Products is an ongoing conversation. Here are the updates in ongoing DEI initiatives at Godrej Consumer Products in the year 2025-26.
Strengthening Godrej Ki Shakti India: Deepening Impact Through Culture, Capability and Community
Following an impactful year of Godrej Ki Shakti, the ERG entered its next phase with a renewed focus. Anchored around three strategic pillars - culture, capability, and community — the ERG continues to enable women in manufacturing to thrive personally and professionally. To deepen relevance and create plans that speak directly to the needs of the ERG members, we conducted structured surveys and experience-based assessments across clusters to understand the personal and professional barriers faced by members. These insights highlighted challenges related to confidence, communication, and emotional resilience to name a few. Based on these findings, we designed a targeted capability-building framework to address the needs through structured training. Workshops on business communication and emotional intelligence further strengthened members’ ability to engage effectively, manage workplace dynamics, and build influence. Efforts were also directed towards strengthening inclusive infrastructure. Internal infrastructure audits across sites enabled us to assess accessibility, while an external audit is underway at the time of writing. GKS members consistently shared that these interventions were meaningful, practical, and deeply relevant.
The Inclusive Greenfield Project
GCPL’s journey towards building inclusive factories began in June 2023 with a public commitment to diversity, equity, and inclusion through Project Nilgiri. This inclusion marked a strategic shift in how talent was identified, hired, and supported across factory operations, with focused representation goals for women, persons with disabilities, and LGBTQIA+ individuals. Between FY24 and FY26, Project Nilgiri and Project Vindhya established inclusion as a core hiring principle. Operationalising this included creating central project teams, bringing expert partners on board, and embedding inclusive workforce targets into recruitment planning. From April 2024 to March 2025, our focus expanded to role mapping, affirmative hiring for women and persons with disabilities, and enhancing physical and digital accessibility. These interventions translated into strong outcomes, with colleagues from our focus cohorts forming 67% of Nilgiri and 52% of Vindhya headcount in FY25. Internal infrastructure audits were completed across sites to assess accessibility, while an external audit is currently underway.
Between April and September 2025, GCPL further extended affirmative hiring to the LGBTQIA+ community, strengthening supplier diversity, and reinforcing employer branding through initiatives such as EmployAbility and public commitments in our Indonesia Greenfield projects. By FY26, these efforts resulted in 72% representation of our focus cohorts at Nilgiri and 53% at Vindhya, reflecting steady progress in building balanced and inclusive teams.
Beyond Compliance: Embedding Respect and Awareness Across the Ecosystem
During the year, we strengthened our focus on scaling awareness and compliance under POSH. Our POSH e-modules achieved a global completion rate of 87%, while India tracked at 93%. We’ve continued to strengthen internal capability by encouraging our HR business partners to become POSH-certified, as a result of which 67% of our HRBPs are now POSH-certified.
Respect @ Godrej
During the year, we conducted more than eight Respect @ Work workshops across our sales teams in India and SAARC, covering over 500 employees. At our Chengalpattu factory in Tamil Nadu, teams came together for an LGBTQIA+ sensitisation workshop, encouraging open conversations and building everyday awareness around respect and inclusion on the shopfloor.
Sandhya Ramesh, General Manager, DEI conducting a Respect @ Work workshop with the sales team in India.
Our Year In Numbers
Globally, representation of women, persons with disabilities and LGBTQIA+ individuals in whitecollar roles increased to 31%, up by 1.8 percentage points from 29.2% last year. In our machine operator roles, representation stands at 48%, reflecting how diversity is increasingly shaping our core operations.
Our Year in Awards
Bring on the Bling Confederation of Indian Industry - Employers’ Federation of India: GCPL was recognised by the Confederation of Indian Industry – Employers’ Federation of India. This recognition reflects our belief that inclusion is not a standalone initiative, but a strategic business imperative that shapes how we lead, build and grow as an organisation.
Indonesia Asia ESG Positive Impact Awards: Our Indonesia team was honoured with Gold in the Diversity, Equity and Inclusion category at the Asia ESG Positive Impact Awards 2025.
Indonesia Lestari Awards: Our Indonesia team was also recognised as a winner in the Diversity, Equity and Inclusion category at the Lestari Awards 2025, one of Indonesia’s most prominent sustainability and ESG platforms. The awards ceremony, held at Raffles Jakarta, brought together leaders from government, academia and industry.
