Human Capital
Empowering the workforce for shared success
UN SDGs
Management Approach
Reliance believes an empowered workforce is key to building a Viksit Bharat. Guided by its 10 Tenets of Institutional Leadership,the Company fosters empathy, inclusivity and well-being. In alignment with the Universal Declaration of Human Rights, it upholds equal opportunity and human rights, including freedom of association, speech and non-discrimination. This commitment is driven by a robust Code of Conduct, ethical governance, strong grievance redressal and transparent communication with all stakeholders.
Talent Attraction and Retention
Consistently recognised as one of India’s best and largest employers, Reliance is redefining talent attraction and retention beyond the traditional direct employment model by embracing incentive-based engagement approaches that foster entrepreneurship, enhance earning potential, and align with emerging business and technological trends.
During FY 2024-25, Reliance on‑boarded over 1.9 Lakh new hires. The Group’s headcount expanded to over 4 Lakh.
In FY 2024-25, O2C, E&P, Retail and Jio engaged with 100% of employees through employee surveys. Owing to its people-centric approach, Reliance continues to be recognised as India’s foremost and largest employer by many external agencies, including Great Place to Work®, Unstop and Ambition Box.
Health, Safety and Employee Well-being
Reliance prioritises employee well-being through a robust Health, Safety and Environment (HSE) management system. The Central HSE Audit Programme and Operating Management System (OMS) ensure continuous improvement and compliance with statutory requirements for all employees and contractors.
The CASHE programme empowers employees to champion workplace safety, contributing to measurable risk reduction. In FY 2024-25, Reliance invested J 874 Crore in HSE initiatives. The Lost Time Injury Frequency Rate (LTIFR) in per million man-hours was 0.12 for O2C and E&P, 0.60 for Malaysia, 0.04 for RRVL and 0.70 for RJIL, highlighting the Company’s focus on safety excellence.
Additionally, the R-Swasthya and Jio Health & Wellness Academy programmes support holistic well-being through initiatives encompassing physical, mental, emotional, social, financial and spiritual well-being.
Diversity and Inclusion
The Reliance Diversity & Inclusion Charter affirms the Company’s commitment to Diversity, Equity & Inclusion (DE&I) as a core value, guided by the 5E framework—Educate, Encourage, Enable, Experience and Effectiveness. Reliance upholds equal rights for all, regardless of identity or background, in line with its Code of Conduct, POSH Policy and Equal Opportunity Policy. Equal pay is ensured for all entry-level roles, regardless of gender.
Reliance O2C and E&P has conducted several programmes focusing on diversity, such as R-Aadya which supported 900 women in career advancement.
Reliance Retail reinforced DE&I through LGBTQ+ awareness sessions, unconscious bias workshops and inclusion initiatives for People with Disabilities. It also implemented tailored programmes such as WE Women Leaders, Pragati, Jagriti, EmpowHER to foster women leadership and Back Again, a second career programme to reintegrate women who are on a career break. Learning interventions support communication, personal branding and leadership growth for women, further reinforcing an inclusive workplace culture. Due to the company’s continued effort, 14.2% women are in leadership positions while 29.1% women are in revenue-generating functions.
Jio’s 3rd VIBGYOR Festival spotlighted DE&I across five dimensions through awareness, belongingness, and celebration. Jio has diversity hiring programmes for women, such as Jio Shakti and Jio Customer Associate programme. A patented inclusive recruitment platform masks identity to enable skill-based hiring. All communications and content are created in 11-languages to support Jio’s diverse workforce.
Talent Management
Reliance is committed to building a strong talent pipeline by identifying, developing and empowering employees through a multi-tiered talent management approach. The Company’s performance management system promotes shared accountability through SMART objectives and Annual Operating Plans at both individual and team levels.
63 professionals were trained at ISB as part of the Career Acceleration Programme (CAP) 7.0 to build future-ready leaders. First Line Young Engineers at Reliance (FLYER) 4.0 enabled 44 young engineers to train at IIM-Bangalore. The Annual Talent Review Process continues to assess employees for leadership potential.
The year saw added focus on building people leadership skills both at middle and senior levels. Over 9,800 employees engaged in upskilling themselves via LinkedIn Learning and Coursera. Mission Kurukshetra, the Company’s flagship innovation programme, saw 2,161 employee ideas evaluated and implemented in FY 2024-25, fostering an innovation-driven culture.
In FY 2024-25, the Graduate Engineer Trainee (GET) programme received 53,000+ registrations, offering early-career opportunities, particularly for candidates from remote regions. The 10th season of The Ultimate Pitch, Reliance’s B-school competition, saw 22,811 registrations and 1,900+ business ideas, reinforcing entrepreneurial thinking.
Reliance Retail onboarded 360 trainees through its Young Leaders & Management/Graduate Trainee Programme, 266 interns through its Summer Internship Programme. Talent Accelerator Programme delivered in partnership with Jio Institute developed 27 high-potential young leaders. The School of Coaching, which offers 6-9-month certification programmes for middle and senior leaders, has already trained 300+ coaches who can provide coaching engagements on the Coaching-on-Demand technology platform. Retail’s Step-Up programmes (6-12 months duration) equip store employees with essential skills, fostering internal leadership growth. Additionally, employees undergo role-readiness certifications. Reliance Samarth, an app-based training and certification platform available in seven languages, offers training in 14 trades, to pre-certify role-ready workforce. The platform has recorded over 3 lakh registrations and certified above 1.74 lakh applicants, thus enabling a steady flow of job-ready talent pool for the industry at large.
Jio follows a cohort-based talent management model driven by 15 Learning Academies. In FY 2024-25, it conducted 3,900+ programmes including the Step Up programme, spanning 6-9 months, which upskilled 160+ high-potential leaders. Over 6,000 employees completed the Career Development Programme, with 3,700+ becoming eligible for progression. The Early Career Acceleration Programme (eCAP) assessed and calibrated 140+ premier B-School hires. Jio’s week-long certification programme for skilling it’s associates, created work opportunities across India, including in rural areas. Over 21,000 employees undertook specialised and niche skill certifications to enhance talent fungibility and future‑readiness.
Labour Management and
Human Rights
Reliance aligns with the UN Global Compact and ensures compliance with all regulatory and internal Code of Conduct standards. The Company engages in structured dialogue with employee unions, with significant number of permanent workers covered under collective bargaining agreements, reflecting its commitment to fair labour practices. In FY 2024- 25, there were no reported cases of child labour, forced or involuntary labour or discriminatory employment. Additionally, 100% of Reliance employees underwent human rights training, reinforcing an ethical, inclusive and responsible workplace culture.
Business Ethics, Integrity and Transparency
Reliance upholds ethical business practices through a strong Code of Conduct, ensuring integrity, transparency, and accountability. The Ethics and Compliance Task Force (ECTF) monitors compliance, reviews concerns, and reports quarterly to the Audit Committee. Ethics training is mandatory at all levels. Anti-Bribery Management System (ABMS) e-learning module educates employees on anti-bribery policies, while the ‘Satarkata’ module empowers business partners, fostering an ethical business ecosystem. With a zero-tolerance stance on corruption, the ABMS is strengthened by ISO 37001:2016 certification.
Grievance Redressal Mechanism
RIL has implemented a robust framework through its Vigil Mechanism and Whistleblower Policy to facilitate the reporting and management of violations classified as “Reportable Matters”. Under this policy, employees are encouraged to report any violations without fear of retaliation. The policy can be accessed here: https://www. ril.com/sites/default/files/VigilMechanism-and-Whistle-Blower-Policy. pdf
Whistleblowers can report concerns to the ECTF or directly to the Audit Committee via email, phone or letter with assurance of protection from any form of retaliation. All disclosures are diligently investigated, and necessary corrective actions initiated. The ECTF reports these cases periodically to the Audit Committee.
