Talent Attraction
and Retention
Reliance's talent strategy continues
to evolve in line with its expanding
AI-driven business landscape and
investments across energy, retail, digital
services and advanced manufacturing.
Opportunities for upskilling in AI and
related technologies, entrepreneurial
thinking and career mobility are central
to its employee value proposition. As of
March 31, 2026, the Group's headcount
is 4.19 lakh+ comprising 1 lakh+ new
hires, with focused recruitment in
AI, data science, automation and
digital transformation. Early career
talent development progressed
through structured programmes.
The GET programme received 53,900
registrations, widening access, including
in remote regions. Extensive digital
outreach strengthened an inclusive
talent pipeline. Reliance won the
Brandon Hall Group HCM Excellence Awards (Silver) 2025 for its All India
Democratised Hiring initiative. The 11th
season of The Ultimate Pitch (TUP) saw
21,118 registrations and 1,226 business
ideas, fostering youth entrepreneurship.
All submitted ideas were evaluated
through an AI-driven process, ensuring
scale, speed and greater objectivity.
Mission Kurukshetra, Reliance's flagship
innovation programme, evaluated and
implemented 1,193 employee ideas
in FY 2025-26, reinforcing a culture of
innovation, ownership and problem-solving
Employee engagement remained
strong - O2C, E&P, Retail and Jio
engaged 100% of employees through
surveys. Reliance continues to be
recognised as one of India's foremost
employers by leading external agencies,
including Great Place to Work®, Unstop
and Ambition Box.
Health, Safety and
Employee Well-being
Reliance remains committed to
ensuring that scale and speed of
growth are matched by strong safety
performance and employee well-being.
Its Health, Safety and Environment
(HSE) management systems, supported
by the Central HSE Audit Programme
and Operating Management System
(OMS), promote preventive safety,
leadership accountability and
continuous improvement.
In FY 2025-26, Reliance invested ₹ 895
Crore in HSE initiatives and introduced
Life Saving Rules and Process Safety
Fundamentals aligned with industry
best practices. The CASHE programme reinforces employee-led safety
practices, while digital analytics enable
early anomaly detection and improved
incident prevention and reporting.
Reliance Medical Services delivered
preventive, curative, and mental
health care, including lifestyle risk
programmes, annual health check-ups
and emergency support through the
24x7 REFERS helpline.
The Lost Time Injury Frequency
Rate (LTIFR) per Million man-hours
stood at 0.06 for O2C and E&P, 0.71
for Malaysia, 0.06 for RRVL and 0.60
for the Digital business (covering
Platforms and Connectivity business).
The Company continues its emphasis
on proactive safety management,
supported by a structured approach
that includes rigorous competency
verification, task-based start-work
controls, and sustained engagement
with asset-facing teams to reinforce
safe work practices and prevent
incidents. Well-being programmes,
such as R-Swasthya, with 25,000+
participations, and Jio Embrace
Wellness, support physical, mental,
emotional, social, financial and spiritual
health, reinforcing a resilient and
engaged workforce.
Diversity and
Inclusion
The Reliance Diversity & Inclusion
Charter affirms the Company's
commitment to Diversity, Equity
and Inclusion (DE&I) as a core
organisational value. Guided by the
5E framework, Educate, Encourage,
Enable, Experience and Effectiveness,
the Company fosters inclusive
workplaces that promote equal
opportunity and fair treatment for
all, irrespective of gender, identity
or background. These commitments
are reinforced through the Code of
Conduct, POSH Policy and
Equal Opportunity Policy, with equal
pay ensured for all entry-level roles,
regardless of gender.
During FY 2025-26, Reliance continued
to advance targeted diversity initiatives
across businesses. O2C and E&P
strengthened women's participation
through programmes such as R-Aadya,
supporting career progression and
leadership readiness. Pride Month
was celebrated to promote LGBTQ+
inclusion and an inclusive mindset.
Career development for women
remained a priority through
store-level programmes, including
Pragati, Jagriti, EmpowHER and Project
Shakti, certifying 2,100+ women
to date. Generational engagement
and LGBTQ+ allyship sessions were
initiated. Inclusion at Reliance Retail
was further advanced through the
Saksham Awards, celebrating 240+
People with Disabilities. As a result of
sustained efforts, women represented
14.7% of leadership positions and
30.6% of revenue-generating roles
in FY 2025-26.
Jio advanced DE&I through its
VIBGYOR platform and diversity hiring
programmes - Jio Shakti and Jio
Customer Associate - and deployed
a patented AI-powered recruitment
platform for bias-free hiring. It
strengthened its multilingual outreach
in 11 languages. Women-exclusive
JioPragati, Jio Women's Premier League
and She in AI fostered gender-diverse
workforce through mentorship, lifestyle
and thought leadership.
Talent Management
Reliance's talent management
framework is designed to build deep,
future-ready capabilities that reflect
the Company's vision of AI-infused
work and organisational agility.
Performance systems integrate
SMART objectives with AI-assisted
insights that sharpen feedback,
learning and growth at every level.
Leadership development is treated as
a foundational strategy, supported by
institutionalised processes to identify
high-potential talent and equip them
with responsibility, global exposure
and technology-enabled tools,
including AI, to lead in an increasingly
complex environment.
During FY 2025-26, the Career
Acceleration Programme (CAP)
8.0 strengthened leadership depth,
with 46 professionals undergoing
advanced development programmes
at premier institutions. The First
Line Young Engineers at Reliance
(FLYER) 5.0 programme enabled
39 young engineers to undertake
structured learning at IIM Bangalore,
strengthening early-career technical
and managerial readiness for rotation
into techno-commercial roles. Step Up Batch V reinforced transition readiness
for First Level Leadership roles, with
220+ professionals commencing a
six-month development programme
in partnership with Jio Institute.
A foundation-level AI certification
was launched in January 2026 to
build digital capabilities, while 11K+
employees completed the SCALE
behavioural assessment programme.
The second season of Idea Buzz
(campus connect programme of
Reliance Retail) was scaled two-fold
in which 7,600+ students from 21 top
business schools worked on real-time
business challenges. At Reliance
Retail, 100% of new hires completed a
structured Role Readiness Programme,
while over 18,000+high-potential store
members advanced through the Career
Development Programme. The Talent
Accelerator Programme, in partnership
with Jio Institute, supported 35 young
high-potentials. WE Women Leaders
crossed 200+ certified participants. The
Leadership Academy certified 2,758
leaders, and the School of Coaching
certified 139 coaches during the year.
At scale, Reliance Samarth recorded
1,95,000+registrations and certified
1,27,000+candidates in FY 2025-26,
strengthening workforce readiness
across the Company and the wider
industry. Furthermore, Retail has also
integrated sign language this year, thus
advancing inclusive learning.
Jio continued its cohort-based
talent management model through
15 Learning Academies, equipping
employees with skills essential in an
AI ecosystem. The Step-Up programme
upskilled 94 high-potential leaders.
Continuous learning is supported
through proprietary programmes and
external platforms, with significant
participation in AI, data literacy and
emerging technology certifications,
thus enhancing workforce agility, talent
fungibility and future readiness.
Labour Management
and Human Rights
Reliance continues to align with the
UN Global Compact and ensures
compliance with all applicable
regulatory requirements and internal
Code of Conduct standards. Structured
engagement with employee unions
remains integral, with a significant proportion of permanent workers
covered under collective bargaining
agreements, ensuring fair labour
practices across its operations.
In FY 2025-26, there were no reported
cases of child labour, forced or
involuntary labour, or discriminatory
employment practices. In FY 2025-26,
100% of employees were covered
under human rights training, reinforcing
an ethical, inclusive and responsible
workplace culture.
Business Ethics,
Integrity and
Transparency
Reliance is committed to ethical
business practices through a robust
Code of Conduct that reinforces
integrity, transparency and
accountability. Oversight is provided
by the Ethics and Compliance Task
Force (ECTF), which monitors
adherence, reviews reported concerns
and provides updates to the Audit
Committee on a quarterly basis.
Ethics training remains mandatory
across all levels. The Anti-Bribery
Management System (ABMS)
strengthens awareness through a
dedicated e-learning module and RIL
values-aligned weekly campaign, while
the 'Satarkata' programme sets ethical
expectations for business partners. The
Company upholds a zero-tolerance
approach to corruption through its ISO
37001:2016-certified ABMS framework.
Grievance Redressal
Mechanism
Reliance has in place a robust Vigil
Mechanism and Whistleblower Policy
to enable employees and stakeholders
to report concerns classified as
'Reportable Matters' without fear of
retaliation. As outlined in the Vigil
Mechanism and Whistle-Blower Policy,
multiple reporting channels are made
available, including direct access to
the ECTF and the Audit Committee,
with assurance of protection from
any form of retaliation. All disclosures
are independently reviewed and
investigated, with corrective actions
initiated where required. The ECTF
periodically reports the status and
outcomes of cases to the Audit
Committee, reinforcing transparency,
accountability and trust across
the organisation.
