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Diversity, Equity, and Inclusion
from diversity to inclusion
At Engro Polymer & Chemicals Ltd., we are committed to fostering an inclusive workplace where equal opportunities are offered to all. We are an equal opportunity employer and are constantly evolving our culture and practices, to create a safe and thriving environment where every team member feels included.
Under our Diversity, Equity, and Inclusion Strategy, overseen by our Board of Directors, we place a distinct emphasis on empowering all members of our diverse team, with a particular focus on women in our workforce. Our DE&I strategy encompasses the entire employee lifecycle, ensuring fair employment practices from the outset and anchoring our employee experience in inclusivity and belongingness. This also includes the implementation of family-friendly policies that offer flexibility in acknowledgement of the socio-economic landscape in which we operate. Recognizing the systematic disadvantages women face in this landscape, EPCL is steadfast in its commitment to redress the balance through equitable policies and practices.
We acknowledge that to increase female presence in the workplace, we must promote women in leadership roles to create the right role model and champion their inclusion in non-traditional technical positions to bolster their representation. Additionally, we regularly host awareness sessions aimed at enhancing sensitization to diversity and inclusion-related issues. In these sessions our focus is to ensure that people are open to the idea of accepting the ‘Diverse Other’. Our commitment to DE&I has been recognized with awards from the GDEIB and a prestigious accolade from the President of Pakistan.
EPCL & Engro Foundation partnered with Descon Technical Institute to launch Umeed e Nouh, the first batch of women forklift operators in Pakistan. This is a first-of-its-kind initiative aimed at empowering and equipping women with the knowledge and expertise for challenging technical roles.
The 7-week training program focused on training women to operate forklifts at manufacturing and supply chain sites. After a thorough selection process, 21 out of 172 candidates were selected.
Resources like a weekly stipend for financial support, lunch during training sessions, and safe commutes to and from the site were provided. Also, a third-party certification was awarded, from a testing facility called Inspectest, which verified their operational skills and certified their training as sufficient for operational roles. Engro along with other manufacturing facilities, will now look for opportunities to get these women employed in technical roles.
Engro Polymer & Chemicals Ltd has been recognized as the SDG Leader for Goal 8: Decent Work and Economic Growth by the Centre of Excellence in Responsible Business (CERB) under their flagship SDG Leadership Program. This sponsorship will enable EPCL to share its best practices, and train companies on how they can contribute to SDG targets for Goal 8 through workshops and trainings on implementing decent work throughout their value chains.
At EPCL, we extend our policies to not just our teams, but their immediate families as well.
equal opportunity
At EPCL, we’re all about fairness and inclusion. We’re dedicated to treating our team members with respect, no matter their race, age, job title, gender, background, or beliefs. Our open-minded approach helps everyone shine and contribute, creating a welcoming environment that sparks innovation and success. And to make sure we’re living up to our promise, our EPCL headquarters not only welcomes everyone with open arms, but it’s also certified as an accessible space by NowPDP.
parental leave
We value the diverse roles our team members embrace, and that includes the incredible journey of parenthood. Our parental leave policy showcases our dedication to being there for our employees during this significant chapter of their lives. EPCL proudly provides new moms with a generous maternity leave of 6 months, whether they’ve welcomed a new addition through birth or adoption. And for our dads, we’ve got your back too! Our paternity leave policy ensures you have the time you need to bond with your bundle of joy.
off-track
At EPCL, we understand that life can take us on unexpected journeys, and we’re here to support you every step of the way through our Off track program. With the Off track option, you can take sabbaticals of up to one year for various purposes, whether it’s pursuing further education, enhancing your skills, nurturing your family, or giving back to the community. And here’s the best part: You can rest assured that your job is waiting for you upon your return, in accordance with our policy.
mental wellbeing policy
We’re all about taking care of our team members’ overall well-being. Our commitment to fostering a supportive and inclusive atmosphere extends to prioritizing mental health. Through our partnership with Saya Health, we provide resources and programs designed to meet our employees’ emotional needs, in an effort to break down stigma and promote self-care. But that’s not all – we believe that well-being should encompass the whole family. That’s why we extend our support to include counseling sessions for the families of our employees. Additionally, we offer regular consultation and awareness sessions with a certified nutritional coach, ensuring that everyone on our team has the tools to maintain their well-being.
accommodation for out stationed employees
For our employees, specifically M1 and GTEs, who are relocating from outstations, EPCL provides subsidized company accommodations to make their transition as seamless as possible. Even our Trainee Apprentices (TAs) can benefit from this, as we offer them subsidized company housing to ensure they have a comfortable and hassle-free adjustment period.
child care policy
We support our women employees who work at the plant with Childcare allowance to cover for daycare and similar arrangements.
break ke baad
This program is designed to empower and support women who are returning to the workforce after a career break of at least one year. We help these women seamlessly transition back into the corporate world by integrating them into business projects for a year, providing valuable exposure and mentoring. Our one-year traineeship program not only familiarizes them with office work and job routines but also offers essential support mechanisms where needed.
women friendly policies
At EPCL, we love taking care of our team and their families. When our women employees need to hit the road for work, we’ve got their back. We cover travel and accommodation expenses for their little ones (up to 2 years old) and one adult companion, so they can balance work and family like a pro.
skill enhancement and development programs
The enterprise is all-in on its “Apprenticeship in Action” program, where we’re actively pushing for greater women representation in our GTE/TA/TAE roles. We support and grow our local talent through these programs that combine both theoretical understanding and hands-on learning, and the adventure doesn’t stop there! It wraps up with exciting job placements within the organization.
pwd internship
EPCL’s Enable All Internship program is about offering mentorship to persons with disabilities (PWDs) in the corporate world. We’re committed to providing a secure and supportive work environment where they can develop their technical skills and enhance their soft skills. To make this happen, we team up with organizations dedicated to working with PWDs to tap into their talent pool and bring in interns who are eager to learn and grow.
anti-harassment policy
EPCL is committed to maintaining a workplace that promotes dignity, safety, and positive collaboration among all employees. All forms of harassment and abuse of authority, whether intentional or unintentional are strictly prohibited. Aligned with the Protection against Harassment of Women at Workplace Act 2010, our policy addresses incidents of harassment involving employees, emphasizing a zero-tolerance approach to unwelcoming, humiliating, intimidating, offensive, or hostile actions. To enforce this commitment, EPCL has established an Anti-Harassment Committee, which promptly and impartially addresses and investigates complaints related to harassment.
EPCL empowers me to dream without limits, achieve beyond boundaries and create a meaningful impact. It’s a place where my ideas not only take root but flourish. My creativity is not just acknowledged but celebrated. And change isn’t just accepted, it’s actively encouraged. EPCL is more than just a workplace for me; it’s an exhilarating adventure and family of colleagues who have turned into lifelong mentor and friends. From day one, I’ve been immersed in the infectious energy, unwavering passion and a world of boundless opportunities. The inclusive atmosphere and EPCL’s unwavering commitment to diversity have made every moment of this journey thrilling.
Working at EPCL has been an inspiring journey. As a Gen Z representative, I’ve found a workplace that not only values my unique perspective but actively encourages me to shape the future of our organization. EPCL’s commitment to diversity and inclusion is not just a promise; it’s a lived reality. I’ve had the opportunity to collaborate with colleagues from diverse backgrounds, sparking creativity and innovation that propels us forward. I’ve felt supported, mentored, and empowered to make a real impact. From day one, I’ve been part of a dynamic team, working on projects that challenge me, inspire me, and allow me to grow both professionally and personally. It’s not just a workplace; it’s a community that values every voice and celebrates the rich tapestry of perspectives we bring to the table.
