Integrated Annual Report 2024-25
Integrated Annual Report 2024-25
Human
Invest in people to power the transformation:
"IndianOil’s talent strategy focuses on inclusive onboarding, continuous learning and leadership development through structured programs and digital platforms. With initiatives like Swadhyaya, Eklavya, Abhigyan and Saarthi we promote self- learning, mentoring and cross-cultural readiness. Our DEI (Diversity, Equity & Inclusion) framework and tech-driven HR practices ensure a supportive, equitable and future-ready workforce."
Rashmi Govil
Director (Human Resources)
Our transformational leap forward is propelled by our human assets, who convert our Vision to Execution on ground — to achieve new performance milestones and stay ahead in an evolving energy sector landscape. By adopting advanced technologies and implementing upskilling initiatives, we ensure our teams are equipped to excel and thrive, while contributing to the Corporation’s sustained growth trajectory.
We focus on welcoming and onboarding professionals with diverse cultural backgrounds, experience and skillsets. Through structured onboarding, including comprehensive induction programme and life skills training, we ensure a seamless transition of the employees in the organisation, aligning them with our values and vision.
Employees embark on their journey with a comprehensive induction programme that offers in-depth organisational insights, function- specific orientation and essential life skills training—including physical and mental well-being as well as personal financial literacy.
We emphasise cross-cultural competence and global readiness through holistic learning programmes. These programme focus on regional communication nuances and incorporate real-life case studies from our pan-India operations. For global collaborations, specialised workshops equip employees with skills to navigate international business practices. We also offer various flagship programme at all levels of management levels, designed to promote leadership qualities.
Our e-learning Ecosystem - Swadhyaya, offers more than 1,950 courses across 550+ defined technical competencies.
Total learning days (across workforce)
Learning person days/Employee
‘Eklavya’, an upskilling initiative, fosters a culture of continuous learning and professional growth among officers. Through this initiative, officers can enrol in a wide range of courses, certifications and diploma programme offered by Massive Open Online Course (MOOC) platforms, reputed institutes and edtech companies.
IndianOil ensures holistic development of its employees in line with the organisational strategic roadmap. The curated learning programme for addressing skill gaps through the classroom, as well as online mode, are conducted throughout the year. IndianOil’s Mentoring platform, ‘Abhigyan’ and one-on-one coaching programme such as ‘Saarthi’ support employees during their career and help them thrive in their roles. Additionally, various behavioural and functional trainings are also provided to all the employees throughout the year through learning centres, reputed academia and industry expertise.
Shaping HR Leaders for Tomorrow’s Business Challenges
IndianOil continues to leverage technology for employee engagement, increase operational efficiency and data-driven decisions.
IndianOil Listening Assistant - IOLA, an AI-enabled platform has been implemented to understand employee experience at different milestones or moments during their career journeys.
Technology-enabled centralised HR shared services center.
Cascading dashboard for monitoring and improving people-centric Key Performance Indicators (KPIs).
Classroom on wheels for Retail Outlets Customer Attendants
Sampark, e-Learning platform for front-line workforce.
At IndianOil, our aim is to build an inclusive culture that values diversity. Our Diversity, Equity and Inclusion (DE&I) framework ensures fair pay practices, promotes psychological safety and trust through measurable indices and continues to increase women’s representation in senior leadership roles, demonstrating our unwavering dedication to inclusive excellence.
Gender diversity ratio
To build a more inclusive workplace, we launched ‘Fempowerment’. As part of this initiative, Senior women officers across divisions underwent structured mentoring training by a renowned clinical psychologist. These trained leaders are now mentoring junior women employees through focused workshops, which are aimed to foster cultural alignment and support professional development across the organisation.
We prioritise employee well-being through a holistic approach that supports mental, physical and emotional health. Initiatives such as the ‘Paramarsh’ Employee Assistance Programme provide psychological support to employees and their dependents, while comprehensive medical facilities, including periodic health check-ups for all age groups, promote a proactive approach to physical wellness.
The 4R 4U wellness initiative is a holistic programme designed to address the physical, emotional and mental health challenges faced by employees in today’s dynamic work environment. A comprehensive wellness calendar has been implemented across all divisions, featuring monthly themes focused on specific health concerns. These themes are complemented by targeted activities and interventions aimed at promoting overall well-being.
The initiative extends beyond the workplace to include employees’ families, reinforcing our commitment to nurturing a healthy and resilient workforce at both individual and collective levels. This sustained focus on wellness is a key pillar in fostering a supportive and high-performing organisational culture.
We operate under a comprehensive Health, Safety and Environment (HSE) Policy, duly approved by the Board. This policy provides a clear framework for driving safety, occupational health and environmental protection initiatives, integrating HSE as a core component of effective and responsible business management.
Refineries and petrochemical plants are ISO 45001:2018 certified
Operational locations audited for Safety
We have implemented a robust Safety Management System across all our locations. Guidelines on Health, Safety and Environment Management System are in place, which cover various elements in line with Oil Industry Safety Directorate (OISD) standards and other statutory rules and regulations. We have also instituted 'Golden Rules of Safety' that are non-negotiable and mandatorily to be complied by all employees and contract workers across all locations to ensure personal and occupational safety. To reinforce safety readiness, regular audits, inspections and mock drills are conducted to identify unsafe practices and gaps in implementation of safety management systems at our locations. Time-bound corrective actions are taken to bridge the identified gaps. Additionally, digital portals are in place for reporting and analysing near-miss incidents, unsafe acts and unsafe conditions, fostering a culture of continuous safety improvement.
Emergency response is guided by Disaster Management Plan of Ministry of Petroleum and Natural Gas (MoP&NG) and supported by Corporate and Divisional frameworks. Robust site-specific Emergency Response and Disaster Management Plans (ERDMP) are developed and implemented at all locations and cover all possible emergency scenarios such as fire, explosion and toxic release. These plans define roles, establish response teams that mobilise the emergency services and outline recovery measures. ERDMPs are certified by third parties and approved by the Board. Regular training, mock drills and coordination with authorities ensure readiness for both onsite and offsite emergencies.
We have conducted structured induction and refresher training programme for employees and contract workers in line with the Oil Industry Safety Directorate (OISD) and other relevant safety standards. These include both classroom and practical field sessions, which are focused on hazard identification, risk mitigation, safe operating procedures and emergency response. Specialised training is also offered in key areas such as safety leadership, electrical and construction safety, confined space entry, quantitative risk assessment (QRA) and hazard and operability study (Hazop), incident investigation and advanced medical management. Additionally, international certifications such as NEBOSH and targeted programme on lessons from past incidents are regularly imparted to build a safety-first culture across the organisation.
We have set-up a structured and accessible grievance redressal mechanism to address employee concerns promptly and effectively. The system allows employees to submit and track grievances online, with provision for appeal or escalation on the outcome. Comprehensive training is provided to ensure employees and managers understand the processes, rights and responsibilities. This training is delivered through diverse formats such as workshops, role-plays and e-learning modules, with effectiveness measured through feedback, assessments and resolution data, ensuring a responsive and empathetic grievance-handling culture.
Grievances received and 21 resolved (1 pending from last year)
The Company fosters a vibrant community spirit and camaraderie through vibrant township life, where festivals and special occasions are celebrated with enthusiasm. Events such as film screenings, plays, exhibitions and sports competitions offer employees and their family’s opportunities to bond, relax and stay engaged. Additionally, fitness initiatives like walkathons, cycling events and health challenges are regularly organised to encourage an active lifestyle and support overall well-being.