The United Nations define human rights as ‘rights inherent to all human beings regardless of race, sex, nationality, ethnicity, language, religion, disability, or any other status. Human rights include the right to life and liberty, freedom from slavery and torture, freedom of opinion and expression, the right to work and education, and many more.’ Everyone is entitled to these rights. However, across the world, individuals and groups are denied these inalienable rights and are, instead, subject to prejudice and discrimination. JSW has a moral obligation to do all that it can to both actively involve itself in the protection and enhancement of human rights in areas that are within its direct control, and to work with others to protect each and every individual’s rights and freedoms.

We are fully committed to promote inclusivity & equality amongst everyone, prohibiting any discrimination along with safeguarding the Human Rights of all its employees. We are committed to prevent human trafficking, child labour, forced labour, harmful conditions, discrimination and harassment in our operations. We remain committed to the principle of equal remuneration and ensure that all employees, regardless of gender, ethnicity, or any other characteristic, receive equal pay for equal work.

JSW Energy strictly prohibits any form of harassment (sexual and non-sexual) and has a Zero tolerance towards all forms of discrimination. Appropriate timely disciplinary action is taken, which could be as stringent as termination of service, against the guilty, depending upon the severity of the offense. We are developing a process of identifying and mapping human rights risks in our own operations, value chain as well as new business relations. Comprehensive human rights impact assessment and due diligence studies are being conducted at our operations.

Human Rights Due Diligence

At JSW Energy, Human Rights Due Diligence assessments have been undertaken at several operational locations. The methodology is aligned with guidance provided by UNDP & ICMM, as well as JSW’s ERM framework which is aligned with COSO. The key stakeholders covered while conducting HRDD are Employees, Contract Workers (including migrant workers), Local Communities/Society (including women, children, and indigenous people), Suppliers, and Customers. The scope of the HRDD includes our own operations and supply chain and will also be applicable in the event of a merger or acquisition. Once the risks are identified for all operations, periodic review will be carried out to map potential issues, and track progress towards mitigating salient risks identified as part of the assessment.

The assessment broadly covers risks under the following domains of human rights:

• Labour Rights - including protection against child labour, forced labour, and human trafficking.
• Minimum Wages
• Equal Remuneration
• Freedom of Association and Right to Collective Bargaining
• Environmental Rights
• Non-Discrimination and Anti-Harassment
• Voice and Participation
• Gender Equality
• Data Privacy
• Governance and Security
• Grievance Redressal

The key stakeholders covered while conducting HRDD are Employees, Contract Workers (including migrant workers), Local Communities/Society (including women, children, and indigenous people), Suppliers, and Customers. The scope of the HRDD includes our own operations and supply chain and will also be applicable in the event of a merger or acquisition. Once the risks are identified for all operations, periodic review will be carried out to map potential issues, and track progress towards mitigating salient risks identified as part of the assessment.

Human Rights Risk Mitigation Process

We have conducted third-party human rights assessment at six of our major sites and we have implemented a specific mitigation plan to address all the identified risks for each of these six sites.  We conduct a detailed study including a desk and on-site assessment that allowed us to identify the actual and potential risks and understand their likelihood.

*In FY 2024-25, JSW Energy had an operational capacity of 10,875 MW and employed 7,132 contractual workers.

During the reporting period, 100% of South West Mining Limited (SWML) were covered under the Human Rights Impact Assessment. SWML is the sole mine development operator (MDO) for our joint venture Barmer Lignite Mining Company Limited (BLMCL). Therefore, BLMCL has been covered by the Human Rights Impact Assessment and a mitigation plan has been implemented for all identified risks.

Based on these assessments, we developed a process and targeted action plans with clearly defined responsibilities, timelines, and performance indicators to ensure effective mitigation of human rights risks and continuous improvement. Our approach includes capacity-building workshops for employees and contractors, the establishment of safe, confidential, and accessible grievance redressal channels, and the implementation of environmental management practices that minimise pollution, safeguard natural resources, and reduce environmental health risks. We also prioritise building relationships that support sustainable land and property management. In addition, we engage with indigenous communities through transparent, inclusive, and culturally appropriate consultations to understand their perspectives and concerns. For any project activity that may potentially affect indigenous communities, we are committed to obtaining their free, prior, and informed consent.

We have not caused or contributed to any negative human rights impacts.

Labour Practice Commitment

In line with our Human Rights Policy, we are committed to upholding globally recognised labour standards by embedding fair, transparent, and legally compliant employment practices across our operations including business partners and contractual workers. In line with the International Labour Organization (ILO) conventions, we ensure equal remuneration for men and women, reinforcing our commitment to gender equity and non-discrimination. We routinely monitor the gender pay gap to achieve equal remuneration for men and women.

We ensure that our workforce is paid at or above the living wage, based on plant-level assessments that take into account factors such as food costs and living expenses. These assessments have been conducted across our facilities. Remuneration is benchmarked for all employee categories, including the contractual workforce, by an external third party. Further, in line with the Factories Act, 1948, we have established clear working hour limits to avoid excessive overtime and have set maximum working hours at 48 hours per week. Overtime is monitored for both employees and workers; in cases where overtime is unavoidable, we have instituted safeguards to ensure it is voluntary, compensated fairly, and does not compromise employee well-being.
All JSW employees, including our contractual workforce, are provided with paid annual leave and we ensure they are able to take their leave as intended. In addition, we establish minimum consultation or notice periods prior to any significant organisational changes, reinforcing our commitment to transparency and employee well-being.

Additionally, we engage periodically with workers or workers’ representatives, including unions, on working conditions. We also work with third-party contractors to expand social protection coverage for workers beyond public programmes, including benefits such as lost time injury compensation and disability benefits.

To mitigate negative effects of industrial changes, we provide training and reskilling opportunities through the JSW Learning Academy, which offers courses to support workforce adaptability. Employees and workers are trained in line with Global Wind Organisation standards to enable the setting up of wind energy infrastructure, mitigating impact of climate change.

Diversity and Inclusivity

At JSW Energy, we are committed to provide a diverse and inclusive workplace to all our employees. We aim to increase the gender diversity to 15% by 2030. We are constantly striving to increase the number of women across all employee categories.

At JSW Energy, we are committed to ensure fairness in remuneration irrespective of any characteristic. Below is our gender pay analysis for FY 2024-25.

Furthermore, we remain committed to maintaining regional diversity across our workforce.