Diversity at Kotak

Initiated in 2013, Strisangini gives women employee addtional platform to discuss personal and professional concerns apart from HR and supervisors.

Formally launched in FY 2012, existing employees can convert to part-time employment and vice versa, while also giving women employees options like flexi-hours and work-from home to support their career growth.

Sabbaticals are great option if you want to take long leave for child care, elderly care or even higher education, just chase your dream!

Our insurance policy covers medical expenses for our employees’ newborns, right from birth.

Women are allowed to combine their accumulated privilege leave along with maternity leave to avail an extended break after delivery.

As part of our sensitizing project, we have preferred seating for pregnant women on buses that are operated by our facilities management team.

Currently, we have a corporate tie-up with a reputed playschool and daycare for our employees’ children.

Email communication and self- defense workshops are organized regularly to empower our employees, particularly women, so they can take charge of their own safety.

Periodical programs such as personal grooming, yoga, and cervical cancer awareness sessions and gynecologist interactions for women, and are conducted to raise awareness about heath issues and prevention of critical illnesses. 

Periodically, programs, seminars and guest talks are arranged to address issues such as work-life balance, stress management and childcare. Other sessions conducted tackle topics such as lifestyle modification, nutrition and diet and grooming.

Based on recommedations by employees, a dedicated toy libabry has been launched, featuring a wide range of educational toys for children of all ages. The focus is on stimulating and developing problem solving, analytical and spatial abilities. 

Mass mentoring sessions are organized on ‘How to mature as a professional and manage work’, with discussions revolving around the challenges women face, emotional independence, managing discrimination and other women-centric topics.

When our women employees take maternity leave or a long sabbatical for a part of the year, we assess their performance on the basis of average company performance, without any penaltiesduring increments or promotions.

As part of the regulatory norms, we have formed three Regional Internal Complaints Committees, and as part of the awareness campaign, we have also organized a ‘POSH Training for Managers’ through HR. 

As part of our diversity agenda, one critical aspect is to make leaders accountable towards the inclusive development of talent in their team. This is done by building an open cilture, with emphasis on meritocracy from a diversity perspective.

Astra, a group of senior women at Kotak, has been created to involve senior management in the diversity agenda. This group of 40 women are playing a major role in guiding and mentoring women in their circle of influence. 

We have empanelled a host of consultants who specifically identify female candidates for various roles across the organizn.

We have launched various employee referral programs to attract women candidates.