Human Capital

In our commitment to continuous capability building, we follow a structured approach to L&D. We strive to follow a structured 3E approach, i.e. Experience, Exposure, Education as mentioned below for maximum impact.

70% (Experience: On-the-job Learning):

We continue to work based on our Job rotation policy that provides varied exposure to employees for their Career Development and creates a strong talent pipeline to provide continuity in critical roles to meet business needs.

20% (Exposure from other people)

Coaching and Mentoring

Through our coaching and mentoring initiatives, we provide tailored support and guidance to our employees, empowering them to enhance their skills, overcome challenges, and achieve their career goals.

10% (Education: Courses)

Individual Development Plan

A comprehensive learning needs analysis is conducted across functions to identify key development areas. Based on the insights we curate Learning Programmes internally and in partnership with leading consulting firms.

Our L&D interventions spanned across leadership programmes, cross-functional behavioural programs, and function-specific trainings, addressing a wide spectrum of skill-building needs. This included focused batches for specific learning needs and mass coverage programmes like Dabur Behaviours.

Some of the key programmes are as follows:

1. Leadership Accelerator Programme (LAP) in partnership with IIM Ahmedabad: A flagship initiative and a 3-month learning journey, aimed at building strategic capabilities among senior leaders to develop them for leadership level. This is a customised programme for Dabur with 48 hours on campus and 15 hours of online classes spanning over 8 weeks.
2. Negotiation Skills Training for Sales to strengthen commercial acumen and negotiation capabilities to drive effective customer engagements and business outcomes.
3. Many other cross-functional programmes like Finance for Non-Finance, Collaboration and Conflict Management, New Managers Programme, Managerial Effectiveness Programme, etc.

Dabur India Ltd. emphasises continuous employee development to enhance manufacturing efficiency, quality, and safety. The training programmes focus on building core competencies like multitasking and multi-skilling, supported by effective communication to foster a culture of learning and best practice implementation.

Key Training Initiatives:

• Gyan Jyoti Programme: A four-tiered framework covering behavioural training, 5S principles, safety protocols, process training, basic engineering concepts, product quality standards, and Kaizen methodologies.
• Sankalp Programme: Aims to improve shop floor quality and product consistency by enhancing technical skills in areas such as production processes, quality assurance, safety protocols, Total Productive Maintenance (TPM), New Product Development (NPD), Overall Equipment Effectiveness (OEE), and Critical Control Point (CCP) identification.
• Ek Nayi Pahel/Jagrukta Initiative: Focuses on training workers in quality assurance, safety measures, and professional conduct. It includes Q&A sessions to assess participants' awareness levels.

Additional training includes sessions by Original Equipment Manufacturers (OEMs), on-the-job training, and skill enhancement in areas like HACCP, waste reduction strategies, policy awareness, and compliance with FSSAI regulations.

These comprehensive programmes underscore Dabur's commitment to fostering a skilled workforce aligned with industry standards and organisational goals.

In the financial year 2024-25, Dabur conducted extensive training sessions covering functional and behavioural skill development, compliance requirements, employee health and safety, and wellbeing initiatives. This resulted in an average of 10.2 training hours per Full-Time Equivalent (FTE), with 32 hours per FTE for permanent workers and 3 hours per FTE for permanent employees.

At Dabur, we are dedicated to fostering an inclusive workplace where every individual is valued and respected. We uphold a strict non-discrimination policy, ensuring equal opportunities in recruitment, compensation, promotions, and career development, irrespective of race, colour, age, gender, caste, religion, nationality, marital status, sexual orientation, or disability.

The same has been integrated into our ways of working governed through our Code of Ethics & Conduct and Human Rights policy.

As a multi-category organisation serving diverse customers across geographies, we view a diverse workforce as a vital asset in navigating the dynamic business landscape we operate in.

Dabur has been diligently working towards improving gender diversity in the workplace. The FY 2024-25 managerial diversity stands at 13.4%. Some of our key functions have over 20% gender diversity, like Marketing (28%), Research & Development (34%), Corporate Finance (21%) and Human Resources (34%).

We have enhanced our recruitment and hiring processes to ensure that we attract a diverse pool of candidates for all positions. In 2024-25, we hired 1,670 employees, out of which 10% were women hires and 13% were managerial hires.

We are committed to creating an environment where everyone’s contributions are valued and respected, and where barriers to inclusion are removed. We have employed 9 permanent and 50 indirect differently abled employees, which is a testimony to our efforts to embrace the diversity of differently abled individuals.

We continue to advance toward achieving the 21% gender diversity target at the managerial level by FY 2027-28.

At Dabur, we are committed to creating a safe and supportive workplace for all employees. We believe that equal opportunity starts with equitable access to opportunities in our recruitment process as well as in internal elevation decisions, fair remuneration, and development support. Some of the initiatives taken in this regard are:

• Access to Opportunities - To intensify gender focus in our hiring process, we encourage women's appointments across our talent channels, i.e., campus programs, lateral hiring as well as internal elevation.
• To attract women candidates in our lateral hiring process, we enhance internal and external communication, leveraging social media platforms and job portals. We have also empanelled an exclusive consultant for hiring women talent.
• In our internal elevation process, we open vacant positions to all eligible candidates, irrespective of gender. While making internal elevation decisions, we conduct a third-party assessment of the centres for key positions to minimise any bias in decision-making.
• All Women Manufacturing Unit - Demonstrating our ongoing commitment to gender parity, Dabur India Limited operates an all-women production line staffed entirely by women at its largest greenfield plant near Indore. This unique initiative features a dedicated women workforce working round-the-clock to produce Dabur's range of Hair Oils – a range of products "Made by Women, for Women".
• Fair Remuneration - At Dabur, we evaluate all employees based on performance and merit, regardless of gender, ensuring a fair and non-discriminatory recruitment, compensation, and promotion process. The mean remuneration of women being higher than the mean remuneration of men, is a testimony to our fair and meritocratic assessment process.
• Access to Development Opportunities - Women are an intrinsic part of our development focus and we do not discriminate in our development decisions based on gender. We conduct exhaustive assessment centres and development journeys for HIPO women's talent to help them navigate their career journeys.
• Training and Awareness - We at Dabur conduct training on unconscious bias and POSH to raise awareness and promote understanding of gender-related issues among employees and leaders.
• Policies and Benefits - Our policies and benefits aim to address the unique challenges that women may face in their professional journey. Key initiatives supporting in this respect are female-friendly headquarters identified in sales to provide the requisite support and empowering spaces, higher TA-DA for women employees in the Field Force, lactation support room for women employees at our Corporate Office and Research Centre, Child Day-Care facility for all permanent women in the workforce and flexible work hours for women employees who have returned from maternity.
• International Women’s Day - Celebration across corporate office, manufacturing units and regions.

Dabur's strength lies in its diverse teams, united by varied cultures, backgrounds, and expertise.

With a global workforce of 7,740 employees across 14 countries and representing 25 nationalities, we harness a wealth of perspectives to drive innovation, collaboration, and success in dynamic markets. As an inclusive and equitable organisation, we are committed to creating an environment where every individual feels valued and empowered to contribute their unique talents. Together, we embrace challenges and opportunities to deliver outstanding business performance in an evolving global landscape.

Dabur's robust employer branding initiatives, innovative recruitment strategies, employee-centric culture, and commitment to diversity and inclusion have fostered a supportive environment, driving employee engagement and retention. From personalized development programs to inclusive policies, we are proud to showcase Dabur as a beacon of excellence in the realm of employer branding. Dabur has been recognised as a leading employer of choice in multiple forums being ranked in "Top 25 Prestigious B-School Engagements", recognised as "Progressive Places to Work" by ET NOW & "WOW Workplace Award: by Jombay.

India is home to a vast and diverse pool of talented students across various academic disciplines. At Dabur, we leverage this potential through our Campus Connect initiatives, which allow us to identify and engage with bright young minds early in their academic journeys. These programmes form the cornerstone of our strategy to build strong, lasting relationships with university talent through year-round engagements, including internships, mentoring, and structured development initiatives.

To consolidate and strengthen these efforts, we have launched Dabur Campus Bridge - a comprehensive platform designed to engage students from leading B-schools and graduation colleges across the country. Through this platform, we roll out specialised programmes such as the Young Managers Development Programmes, Sales Manager Development Programme, Young Sales Leadership programmes, Graduate Engineer Trainee programme, Campus Star Summer Internship programme, and the Graduate Business Trainee Programme. These initiatives are thoughtfully curated to attract, groom, and retain high-potential talent.

This next generation of professionals contribute meaningfully to our business through diverse learning assignments and is nurtured for future leadership roles via structured career paths, focused training modules, and targeted developmental interventions.

Flagship Campus Initiatives:

Dabur Verve:

We hosted the third season of Dabur Verve, our flagship inter-campus Sales and Marketing case study competition, aimed at engaging top talent from India's leading B-schools. The event attracted over 12,500+ registrations from the top 50 B-schools. Participants progressed through three competitive rounds - Quiz, Brand Ideation, and a live business case finale round.

• Live Business Problem-Solving: Students got the opportunity to work on real time challenges and offered strategic solutions.
• Brand Visibility: The massive turnout reinforced Dabur’s brand among future leaders from the top B-schools of India.
• Talent Engagement: The initiative fostered deep engagement and allowed us to assess problem-solving and critical thinking abilities.
• Strategic Hiring: Verve served as a pipeline for identifying high-potential candidates for future roles.

Rural Immersion Programme:

To build real-world business acumen, we launched the Rural Immersion Programme for our Management Trainees. This initiative placed trainees in field roles across rural markets to develop a first-hand understanding of consumer behaviour, market dynamics, and grassroots sales operations. The programme cultivated essential leadership qualities such as resilience, adaptability, accountability, communication, and a willingness to learn.

Dabur Academic Alliance:

In partnership with top B-schools, Dabur initiated live business projects focused on our key power brands. Students collaborated with our brand teams to work on real-time brand challenges, mentored by our marketing heads. The programme promoted innovation, enriched industry-academia collaboration, and generated valuable consumer insights, reinforcing our commitment to future talent development.

Dabur Learnathon:

We organised a series of weekly learning sessions for our Campus Star summer interns, featuring Dabur's senior business leaders. These sessions offered exposure across multiple domains, including Sales IT, GTM (Go-To-Market), Trade Marketing, Brand Management, and more. This cross-functional learning complemented their on-ground sales experience, enriching their overall internship journey.

Our campus hiring strategy is focused on attracting top talent early by building meaningful connections with students during their academic years. These engagements not only help us assess students' capabilities and cultural fit but also enable us to secure top candidates ahead of the talent curve. By cultivating strong employer branding and delivering impactful campus experiences - both digitally and in person, we continue to attract and nurture the next generation of Dabur leaders.

We take pride in nurturing a culture where festivals are celebrated not just as events, but as meaningful traditions involving employees and their families.

Events like Holi and Diwali were celebrated with enthusiasm, while Family Day (UTSAV) offered a special opportunity to involve employees' families through engaging activities for children and interactive sessions for spouses. These initiatives strengthen our sense of community and help us recognise the important role families play in our employees' lives.

We prioritise the health and wellbeing of our employees and are committed to promoting a culture of fitness and vitality at Dabur. To support this, we offer on-site gym access, various wellness sessions and in-person doctor consultation to reinforce our commitment to a thriving workforce.

We believe, such platforms, digital or offline, act as a tool to shape the workforce and align them with the organisation's mission, goals and values and bridge any gaps that may exist. Our Employee Engagement platform, "Dabur Vibrance", continues to keep the spirit of Dabur alive where enthusiastic individuals come together in sessions/games/engaging activities/seminars, etc.

We continue to organize "D-Ted Talks", a platform of collaborative learning and engagement, where external experts, internal leaders and our vendor partners are invited to enhance the skills, knowledge and competencies of our workforce.

Employee recognition remains a key focus, with initiatives like the CEO Excellence Award (Flagship award for employees who went beyond their call of duty), Eureka (Best Idea Generation), Rising Star (Best Newcomer), Trail Blazer (Best team), and SPOT Award (for spot recognition of employees), celebrating their outstanding contributions.

As an organisation it is important that each employee feels connected to the top-level leadership and CEO’s vision. In line with the same, we organise Functional and CEO Townhall where employees get a chance to interact with the leadership. Through this platform, leadership shares the business performance and expectations for the future. This ensures that our workforce are working towards shared objectives.

At Dabur, our HR digitisation journey continues to evolve, focused on simplifying operations, strengthening talent management, and enhancing the overall employee experience.

HR Operations

In HR operations processes, our HRIS platform provides self-service functionalities, empowering employees to access HR-related information, update personal details and submit requests conveniently online. We continue to operate with our user-friendly travel portal, which aids all travel bookings and expense reimbursement.

Career Development Page

We utilise digital platforms to capture insights on managerial career aspirations, potential and development needs - enabling informed talent decisions and enriching discussions during PP grid formulation and ‘Talent Day’ reviews with the CEO.

Rewards and Recognition

The digitised Rewards and Recognition framework at Dabur facilitates efficient and transparent acknowledgement of employee contributions. The seamless online nomination system ensures recognition is accessible, timely, and inclusive for all employees.

Salesforce Training

We utilise our training platform "Gurukool" for releasing training modules for various levels of our field force.

Gamified Campus Assessment

To elevate the recruitment experience, we have integrated gamified assessment tools into our campus hiring process. These interactive evaluations provide insights into participants' skills, competencies, and behavioural attributes, making the selection process more dynamic, engaging, and data driven.

Pre-hiring Assessment

Enhanced pre-hiring assessments using robust digital tools at every stage, enabling data-driven hiring decisions and significantly improving the quality, efficiency, and effectiveness of talent acquisition across the organisation.

At Dabur, we harness data-driven insights to enhance our human resource strategies and drive operational efficiency. By embedding analytics into key areas of people management such as workforce planning, diversity dashboards, hiring channels, and cost optimisation, we make more informed and impactful decisions.

Gender diversity and inclusion remain core to our agenda, with regular analytics and dashboards shared to track progress. We utilise data insights to continuously optimise sourcing effectiveness across recruitment channels such as job portals, referrals, and internal promotions.

We also monitor learning behaviour to strengthen our development culture.

Dabur aims to nurture a supportive and holistic workplace environment that prioritises the health, happiness, and fulfilment of our employees. Keeping the same in mind, year-round initiatives are taken to promote wellness.

• To support financial well-being in the later stages of employees' careers, we offer comprehensive retirement benefits, including participation in the National Pension System (NPS) through our corporate registration with Axis Bank.
• Monthly sessions and expert talks with renowned specialists on topics related to physical and mental health.
• Free in-person doctor consultation services for employees at Corporate office.
• Partnered with Mitsu app for more comprehensive Employee Assistance Programme (EAP) for the psychological wellbeing of to all employees. Features include access to a mobile app, 24/7*365 emergency support, psychological counselling sessions (online/video/telephone consulting).
• Tie up with a day care aggregator for pan-India access to the most suitable and compliant centres.
• Paternity leave of 10 continuous working days and Maternity leave of 26 weeks as per policy.

At Dabur, we recognise the importance of upholding human rights as a fundamental responsibility towards all stakeholders. Our Human Rights Policy outlines a clear framework to proactively address issues such as child labour, forced or bonded labour, human trafficking, harassment, and discrimination within our operations and extended value chain. We also conduct due diligence and risk assessments to identify potential areas of concern and develop appropriate mitigation plans. Furthermore, Dabur ensures strict compliance by refraining from engaging migrant labour across all its facilities, thereby reinforcing our commitment to ethical and inclusive business practices.

We are an equal opportunity employer, and all employees are evaluated solely on their performance, regardless of their race, religion, caste, gender, sexual orientation, age, or disability, ensuring no discrimination in recruitment, remuneration, promotion processes and career development.

Our Human Rights Policy and due diligence practices encompass all Dabur employees, workers, including trainees, part-time and contractual workforce across our business units, entities we own, and entities in which we own a majority interest.

To ensure the protection of human rights, we have implemented a robust system of due diligence, continuous monitoring, mitigation process and grievance redressal across our operations through:

• Our internal audit tools and mechanisms to identify and assess any actual or potential non-compliance related to Human Rights and take necessary action as applicable.
• Our Human Rights, Non-Discrimination & Anti-Harassment, POSH and Direct Touch policies which govern all our employees, are accessible to them via company portals and websites. Additionally, extracts of the Factory Act prohibiting child/bonded labour and minimum wages are displayed on factory premises for the perusal of all direct/indirect employees.
• Also, to create a better understanding of these policies among employees, training sessions are conducted in local languages across our operational facilities. We are further strengthening our processes by assigning training courses to employees through the internal portal.
• Our Direct Touch initiative (Whistle-blower & Protection policy), POSH policy, and Supplier Code of Conduct, we provide a platform for all stakeholders to raise any concerns or complaints related to human rights issues, and we address the grievances promptly and appropriately.
• Our independent 24/7 hotline no. 1800-103-1644 or mail ID (corpcomm@dabur.com) where stakeholders can share their grievances or queries. Alternatively, employees can directly write to the concerned HR representative.
• Our grievance redressal committee in manufacturing units addresses all issues as appropriate.
• Our service agreements are executed with vendor partners and extended third-party workforces to ensure that they adhere to human rights principles.
• Our collaboration with supply chain partners to assess the ethical and human rights aspects of their operations. Through in-depth due diligence conducted by a third-party audit agency, we verify compliance and request assessment certificates for transparency. If any concerns are identified, we have a Supplier Code of Conduct in place to ensure that they are addressed in a timely and appropriate manner.

By implementing these measures, we strive to maintain the highest ethical standards and uphold human rights across our entire value chain.

At Dabur, Health and Safety are not just priorities, they are foundational principles embedded in our culture. Every employee is entrusted with the responsibility to uphold and champion these values in all aspects of their work.

We are committed to creating a Green, Healthy, Safe, and Secure environment for all our employees, as outlined in our Occupational Health and Safety (OHS) Policy. Most of our manufacturing units are certified with ISO 45001 and ISO 14001, and we implement strategic safety measures, designate safety personnel, and collaborate with external experts to uphold rigorous standards.

Health

Safeguarding the physical, mental, and emotional wellbeing of our employees is a vital commitment for us. Our comprehensive OHS system is designed to address a wide spectrum of risks — from machinery safety and ergonomic hazards to the handling of hazardous substances and mental health challenges such as stress and depression. We are dedicated to cultivating a work environment that not only ensures employee wellbeing but also enhances operational excellence.

Safety

In FY 2024-25, we delivered 109,605 training hours covering OH&S policies, emergency response, hazard control, and risk assessment. We also launched awareness campaigns on machine, electrical, fire, road, and seasonal safety, and engaged employees through street plays, skits, competitions, and drills.

We promote a Toolbox Talk culture, encouraging daily discussions on job-specific risks. Our robust incident reporting and communication system ensures transparency and continuous improvement, with EHS representatives available at every unit.

Dabur's vision is a "Zero Incident" workplace. We are proud to have maintained a “Zero Fatality” record for many years, reflecting our unwavering commitment to employee safety and wellbeing.

Risk Assessment & Safety Kaizen

At Dabur, proactive risk management and continuous improvement are integral to our safety culture. All manufacturing sites have formal risk assessment systems in place, empowering employees to report hazards and ensuring timely mitigation under the leadership of Factory Managers.

In FY 2024–25, our teams generated 905 Safety & Environment Kaizens across locations, focusing on critical areas such as machine guarding, electrical safety, and forklift operations. Special campaigns around key observances like National Fire Safety Week, World Environment Day, Road Safety Week, and National Safety Week were organised to reinforce safety awareness.

Each manufacturing location has a dedicated Health and Safety Committee comprising local management, workers, and EHS professionals. These committees address region-specific concerns and foster a collaborative approach to safety. All initiatives are reviewed monthly by senior leadership and reported quarterly to the Board and Management Committee, ensuring accountability and continuous improvement.

As Dabur continues to navigate a rapidly evolving business landscape, our human resources function will play a pivotal role in driving organisational success through strategic talent management and digital innovation. We remain focused on strengthening our human resources strategy across key pillars such as recruitment, employer branding, diversity & inclusion, and employee wellbeing to drive sustainable growth.

Diversity, equity, and inclusion will remain at the core of our people strategy. We are committed to fostering an inclusive workplace where every employee feels valued, empowered, and equipped to contribute their unique perspectives. We will continue our efforts towards enhancing accessibility and promoting equitable opportunities across all levels of the organisation.

We are also advancing the integration of technology and data analytics across HR functions to enhance efficiency, streamline processes, and enrich the overall employee experience. Leveraging predictive insights, we aim to proactively address workforce challenges such as attrition and skills gaps, while facilitating personalised learning and career progression pathways.

Employee wellbeing and engagement will continue to be paramount. We aim to introduce innovative programmes that support physical, mental, and emotional health, alongside initiatives that strengthen work-life balance and foster a culture of recognition and collaboration.

Looking ahead, we strive to foster a culture of excellence and inclusivity, supported by strategic people investments, to remain agile and resilient in a dynamic business environment.