Employees are central to our success. As a service provider, our employees are a critical asset, and we are committed to fostering an inclusive environment that allows every employee to deliver their best work. The Company aims to create a positive work environment that empowers employees to pursue their career aspirations, collaborate with global leaders in research, development and manufacturing and proactively shape their own future. Prioritizing a positive employee experience is a core element of Syngene’s Human Resources strategy including effective management of the employer-employee relationship and monitoring of key metrics to track progress of this essential goal.56
In the reporting year, the Company had a total of 7,160 full-time equivalent employees (FTE), comprising 6,847 permanent employees and 313 non-permanent employees. Further, a total of 1,454 workers were employed by the Company through third-party suppliers for the reporting year.
We place a strong emphasis on diversity, equity and inclusion and aim to foster a diverse workforce with a wide array of perspectives, skills and experiences to increase innovation and improve decision-making. Among the permanent employees, there was one differently-abled individual, and females accounted for 27% of the entire workforce. Over the course of the year, core processes were evaluated to ensure gender neutrality and plans to enhance accessibility for differently-abled employees were initiated, starting with an accessibility assessment of all Company facilities by a specialist third party.
56 GRI 3-3
|
Gender Diversity |
Male |
Female |
|
Board of Directors |
50% |
50% |
|
Permanent Employees |
73% |
27% |
|
Senior Management |
89% |
11% |
|
Middle Management |
85% |
15% |
|
General Staff |
71% |
29% |
|
Non-permanent Employees |
67% |
33% |
|
Age Diversity |
<30 years |
30-50 years |
>50 years |
|
Board of Directors |
– |
– |
100% |
|
Permanent Employees |
42% |
56% |
2% |
|
Senior Management |
– |
11% |
89% |
|
Middle Management |
1% |
85% |
14% |
|
General Staff |
46.8% |
52.8% |
0.4% |
|
Non-permanent Employees |
51.44% |
37.38% |
11.18% |
New joinees induction in progress
57 GRI 405-1
58 GRI GRI 405-1 and SV-PS-330a.1.
59 GRI 401-1 and SV-PS-330a.2.
Annual individual objective-setting, regular development feedback, appraisals, promotions, and rewards are managed through well-established processes to ensure equitable outcomes. Both permanent and non-permanent employees must adhere to the Code of Conduct. They are entitled to equal access to training and location-specific benefits. Workers employed by third-party employers follow the Suppliers Code of Conduct in their work for Syngene, with their benefits managed by their respective employers.
Total workforce
Scientists
PhD scientists
New joinees
Hours of mandatory and technical learning
Total employee turnover rate59
Employee cafeteria, S20 building Biocon Park, Bangalore
Syngene is an equal opportunity employer, and its hiring processes consider talent across all demographics. It prioritizes the provision of competitive remuneration and benefits to its employees. The talent acquisition process is rooted in skills and values-based interviews, allowing the company to select candidates are a good cultural fit. Recruitment efforts are diversified across various channels, including career sites, campus placements, employee referrals, and social media. In the current financial year there were a total of 2,557 hires of which 44% are women . Overall, our hiring rate for the year was 37%, a 2% increase from FY22. Further, in FY23, there were a total of 402 new graduates hired and 54% were women.60
We recognize the importance of providing competitive remuneration and benefits to employees. We also invest in Learning and Development to ensure that employees are fully trained to use the equipment they need to do their work and familiar with the Standard Operating Procedure applicable to their activity.
For every individual, the Company prioritizes the setting of well-defined objectives and sharing of regular feedback throughout the year. In addition to valuing technical competence, Syngene evaluates individuals against a framework of leadership competencies that support the concept of leadership at all levels, ranging from the most senior leaders to entry-level employees. Managers are expected to conduct mid-year reviews and annual individual appraisals. They also schedule regular meetings with their team members to discuss their work and track progress within their personal development plans. For FY23, 82% of our permanent employees completed an annual performance and career development review61. The majority of those who did not complete an annual review were new joiners or people working through their notice period.
Number of permanent employees who completed an annual performance and career development review
60 GRI 401-1
61 GRI 404-3
Syngene prioritizes career-long training, recognizing that continuous learning and development are essential for both employee and company growth. The Company provides a diverse array of learning and development, opportunities, encompassing technical training, life skills, and leadership development.62 In the current financial year, a total of 820,259 training hours were delivered, with each employee undergoing an average of 120 hours of training.63.
A well-structured induction program is provided for all new joiners, which includes both pre-employment orientation and on-the-job training sessions. As part of the induction, the EHSS team discusses the safety culture at Syngene and outlines the safety measures that must be followed. New joinees are also briefed about the Company, provided with an overview of HR processes and onboarding formalities. This orientation program ensures that new employees are well-informed about the Company’s values, policies, and benefits and aims to provide a smooth transition into their roles.
During the post induction period, new joinees are trained on mandatory online modules related to Data Integrity, Code of Conduct, Prevention of Sexual Harassment, and Information Security Awareness.
The Company also offers other training such as Anti-Bribery and Anti-Corruption (ABAC), Data Privacy, Lean Six Sigma White Belt Certification, Syngene Operational Excellence and Phishing and Social Engineering Awareness.
Our leadership competence framework empowers the workforce to develop the necessary leadership behaviors to excel in their respective roles. By aligning training programs with this competence framework, the Company equips employees to handle complex situations and navigate a dynamic business landscape with confidence.
62 GRI 404-2
63 GRI 404-1
Competency-based training programs are strategically aligned with the Company’s Leadership Competence Framework to ensure that employees are equipped with the skills they need to excel in their roles.
Strong language skills are a priority within the Company due to the nature of the engaged, customer-centric nature of the Company. Syngene prioritizes the development of English language proficiency among its employees to enhance their ability to manage stakeholders, create clear documentation, and foster effective team and client collaboration. The Company’s AI-driven English language training program offers tailored tracks based on individual roles, current English proficiency levels as defined by the Common European Framework of Reference (CEFR), and specific job requirements, including Documentation and Customer Facing tracks.
To strengthening managerial capabilities, the Company has established a training program aimed to enhance the capabilities of its people managers and ensure a steady supply of qualified individuals to fulfill future organizational needs. The two-phase program focuses on developing coaching skills to effectively engage, develop, and retain employees in the first phase. The second phase builds managerial effectiveness by aligning with the Company’s leadership competence framework to develop behavioral competencies at the individual and team level.
The First Time Managers training program equips new managers with the knowledge and skills necessary to succeed in their roles. The program covers essential functional areas such as HR, Safety, Compliance, Project Management, Quality and Finance. Participants engage in online assessments, self-assessment tools, classroom sessions, and knowledge assessment checks to improve their understanding.
The Subject Matter Expert (SME) Development Program fosters a pool of internal experts equipped to handle audits with confidence and expertise. The participants gain in-depth technical knowledge and refine communication skills, enabling them to effectively navigate audit engagements.
Synpro Academy offers a three-tier training program designed to develop leaders progressively in professional project management. Level 1 introduces participants to the fundamentals of project management, Level 2 equips them with the skills to excel in their current roles, and Level 3 empowers them to address specific business needs.
This program helps in developing and upskilling the expertise of scientists allowing them to strengthen their individual credentials and acquire new areas of expertise with a view to building a long-term career in the organization. The topics cover a range of operational areas such as Discovery Chemistry, Discovery Biology, Safety Assessment and Research Informatics. The scientific training program includes OU-specific requirements, demonstrating its commitment to delivering tangible results for both new and ongoing projects. The program incorporates measurable impact metrics to evaluate its effectiveness and features a diverse faculty comprising internal experts and academics from Indian and international universities.
Effective Communication & Presentation Skills
British Council - English Select
Train the Trainer on facilitation skills
MS Offerings
The well-being of employees is a priority, recognizing that their physical and mental health, as well as their overall satisfaction, directly impact their productivity and engagement with the Company. Employees have access to benefits, tailored to match the standards set by top employers in the industry which also adhere to the legal requirements and regulations of the country in which each employee is employed.
The Company provides health insurance, accident insurance and parental benefits to all permanent employees. The Company also offers parental leave to all employees. For FY23, a 100% return to work rate was reported for both male and female employees. Further, the retention rate for male employees stood at 83% and at 86% for female employees 12 months after the date of return to work. In India, the Company has established partnerships with day care facility providers, offering employees and workers the convenience of utilizing these services as required. The workers benefit from private health and accident insurance benefits.
|
Return to work rate (male) |
100% |
|
Retention rate (male) |
83% |
|
Return to work rate (female) |
100% |
|
Retention rate (female) |
86% |
64 GRI 404-2
65 GRI 401-2
66 GRI 401-3
Employee engagement initiatives foster essential bonds between employees and the organization. The Company conducts frequent engagement events and activities that serve as platforms for sharing information and encouraging employees to ask questions, thereby enhancing their understanding of company policies and activities.
To encourage open communication and engagement, Syngene conducts townhall meetings at all its campuses, providing direct access to senior leaders who address questions and engage on relevant topics. These sessions contribute to building a shared sense of purpose within the organization.
The Extended Leadership Group, composed of the top 100 leaders in the Company, meets monthly to discuss critical business and leadership matters. During the year, the group met in person for two days to discuss future business performance and delivery.
The Company is committed to upholding human rights principles throughout its value chain. We maintain a zero-tolerance stance against child labor, forced labor, and any form of discrimination or human rights violation and we ensure that human rights, including labor rights, are upheld in all of its activities, business relationships, and supplier agreements, as mandated by Indian employment law.67
The organization has a policy in place, covering areas such as working hours, leave entitlement, fair treatment and anti-discrimination measures. These policies are reinforced by the organization’s commitment to creating a safe work environment that is free from harassment based on factors such as race, religion, color, age, sex, nationality, disability, or any other classification. Additionally, the organization has established a comprehensive policy framework to address and rectify all human rights-related issues.
Link to policy:https://cdn.syngeneintl. com/2022/11/23165312/Syngene-Human-Rights-Policy.pdf
|
FY23 |
||
|
Filed during the year |
Pending resolution at the end of the year |
|
|
Sexual harassment |
2 |
Nil |
|
Discrimination at workplace |
Nil |
Nil |
|
Child labor |
Nil |
Nil |
|
Forced labor/Involuntary labor |
Nil |
Nil |
|
Wages |
Nil |
Nil |
|
Other human rights related issues |
Nil |
Nil |
For more details, please refer our Annual Report, click here.
The Company is committed to managing grievances seriously and has implemented a range of measures to underpin this commitment. These measures include well-defined procedures, a dedicated team of personnel, and transparent communication channels.68
The committee provides employees with a channel to report both real and perceived concerns related to their work, general administration, payroll, reimbursements, or any other issues pertaining to existing company policies.
The committee enables the employees to report matters related to sexual harassment in the workplace. This applies to all employees, including contractual employees of the Company. To address and resolve complaints related to sexual harassment, the Company has established an Internal Committee (IC) comprising eight internal members and an external advisor.
During FY23, the Company conducted employee sensitization programs focused on the POSH policy. In the year, a total of two complaints were received, and these were successfully addressed and closed within the stipulated timeline.
The committee provides employees with a secure platform to make protected disclosures concerning any actual or suspected incidents of unethical practices, as well as violations of applicable laws and regulations, including adherence to the Code of Conduct. The committee’s composition reflects its commitment to transparency and fairness, comprising key members such as the Chief Human Resources Officer (CHRO) and Head of Legal, with a mandatory inclusion of at least one female member.
67 GRI 408-1 and 409-1
68 GRI 2-26
69 GRI 406-1, 408-1 and 409-1
