A Tata Power Group Magazine Vol. 42, Issue 2, April 2016Guest Editors’ We for She Special Highlights Empowered Eves 10 We for She 20 Breaking the 30Glass Ceiling! Meet the Power-puff Girls! 42 Pratiksha NaikEmpowered Breaking the glass DeliWeringEves 10 ceiling! 30 Goodness! 48
In theNews IN THIS ISSUE....Empowered Eves We for She Breaking the Glass Ceiling!We can, we have and we will! The nation’s largest integrated Your dose of the several firsts in the power company it may be, Company by women, the passionsA look at Tata Power initiatives to but inside the body of the large they’ve been pursuing to perfectionensure women employees feel entity beats a caring heart! and views of women working inno less than awesome about international locations!being a part! Page 20 Page 30Page 10In the News 02 Farewell to Centenary Year CelebrationsFrom the MD’s Desk 04 Mr. Pradeep Manjrekar 60 in Trombay 68Empowered Eves 10 Events and Happenings 61 Book Review 69We for She 20 Care for Community: Circuit Break 70Breaking the Glass Ceiling! 30 Key Initiatives 64 Travelogue 72Meet the Power-puff Girls! 42 Sustainability at Tata Power 66 Founder’s Day Celebrations acrossDeliWering Goodness! 48 Promising Profile 66 Tata Power 75Good living at Tata Power! 52 A Fitting Culmination of Sparsh 76Accolades 58 a Grand Milestone! 67 Ethical Echoes 78WRITE TO US AT:[email protected] or Corporate Communications, Tata Power, Bombay House, 3rd Floor, 24, Homi Mody Street, Mumbai 400 001.DISCLAIMER:The views expressed in this magazine are not necessarily those of the management of Tata Power. Edited and published by the Corporate Communications,Tata Power.02 Enerji Talk Volume 42 Issue 2 April 2016
Meet the Power-puff Girls! DeliWering Goodness! Good living at Tata Power!This article is almost a like dream One may equate goodness, joys and Health is wealth, they say!waiting to be realized, asking the meaningfulness in life to At Tata Power, it is no less important.question where is next in this realm! materialistic, almost mammothDo you have the answer? moments. But it is also true that Page 52 it rests in little pleasures andPage 42 small joys! Page 48Ethics Week Celebrations across Investigation Knowledge Sharing Tata Power Cares: Stories thatTata Power 79 Workshop 91 strike a chord! 95International Perspective 80 Literary Section 92 Holi celebrations in Trombay 96Republic Day Celebrations across Wall of Fame 93 Mini Clubs in Action 97Tata Power 84 Sports and Adventure 94Safety 85National Safety Day 86 ACKNOWLEDGEMENTAwards & Accolades 90Hydro Annual Day 90 The editorial team would like to thank all contributors for sharing their valuable inputs and opinions on the various topics covered in the pages inside. We would like to extend our heartfeltEDITORIAL TEAM: thanks to the following for their contribution and efforts:Mr. Abhishek Ramkrishna,Ms. Anuradha Shetty, Ms. Neera Saggi, Ms. Falguni Nayyar, Ms. Chandrakala Baliga, Ms. Anjali Kulkarni,Mr. Saurabh Patki, Mr. Uday Bhide. Ms. Indu Narasimhan, Ms. Chhaya Bhonslay, Mr. Hanoz Mistry, Mr. Vivek Talwar,For internal circulation only. Ms. Snehlata Singh Rajawat, Ms. Monica Pawar, Ms. Leena Sapre, Ms. Ida Fernandes,Regn No. 22899/75. Ms. Darshana Chheda, Mr. Arun Cherian, Mr. Saurabh Dhotre, Ms. Anjali Wazir, Ms. Sangeeta Thakran, Mr. Barun Kumar, Mr. Mrutyunjaya Ray, Mr. Ayan Das, Mr. Saurabh Sharma, Ms. Suprava Nayak, Mr. Randhir Kumar, Mr. Ganesh Sodai, Mr. Vishwas Sonawale, Mr. Lalit Neve, Ms. Archana Lawande, Mr. Atul Karwatkar, Mr. Dilip Kawade, Ms. Lynn Gordon, Ms. Lis Azizah, Ms. Moe Zar Zar, Ms. Arti Thosar, Ms. Sridevi Gangarapu, Ms. Roopal Aggarwal, Ms. S. Hemavathy, Mr. Sarika Kapoor.
From the MD’s Desk
Dear Colleagues,Earlier this year, on February 9, 2016, we held the culminating event of our Centenary Yearcelebrations at Taj Lands’ End in Mumbai. The event came at the end of year-longcelebrations across different Tata Power locations.Although celebrations have now formally come to a close, our journey has only justbegun; journey to the next 100 years and beyond! As we step forward in our endeavour tolighten and brighten lives now, let’s also pledge to continue to be a responsible andpositive change-fostering entity in the society.On that note, we present to you a brand new edition of your favourite Enerji Talkmagazine, but not before thanking you all for your highly encouraging feedback on theJanuary issue. The issue has been very special for all of us here, and the experience hasbeen very enriching.Buoyed with the encouragement, we are hereby introducing our all-women guesteditorial board for this latest issue of the magazine. While we’ll introduce you to them inthe pages inside, a must-add here is that the team has, after careful and continuousdeliberation, brought to you topics that resonate well with all that the Company trulybelieves in. I present to you this edition, sincerely hoping that you will enjoy reading it asmuch as the team did in putting all this together.I want to bring your attention to a news that came as the proverbial icing on the cake! TheCompany bagged (yet again!) the title of the World’s Most Ethical Company by theprestigious Ethisphere Institute of USA! The team truly deserves tremendous accolades,for this recognition is an acknowledgement that Ethics is indeed SACRED in theCompany!The quarter gone by has been truly memorable, with the Company reporting strongoperational performance in its Q3 FY16 consolidated results and with other criticaldevelopments taking place, including the Company synchronising the 67.5 MW Unit 1 ofits 3 X 67.5 MW IEL Kalinganagar project. Tata Power Group’s Q3 FY16 ConsolidatedRevenue after adjustment for regulatory income stood at Rs. 8,728 crore as compared toRs. 8861 crore. The Q3 FY16 Standalone revenue stood at Rs. 2,065 crore, PAT was atRs. 199 crore and Profit from operations was up by 54% at Rs. 554 crore due to strongoperational performance. The Company also achieved generation sales of 11,169 MUsof power from all its power plants during Q3. Tata Power's Joint-Venture 120 MW ItezhiTezhi Hydro Power Project in Zambia commissioned both units and got CDM approvalfrom UNFCCC too. Tata Power signed a memorandum of understanding (MoU) with theMinistry of Development of Russian Far East to explore and develop investmentopportunities in the energy sector. The Company also synchronized two 67.5 MW Units ofIEL Kalinganagar project.Maithon Power Limited hosted the Lifeline Express, the world’s first state-of-the-arthospital on a train, at Kumardubi station in Jharkhand, recently. The service wasmade available at the station for the benefit of 6,000 of the surrounding communitydwellers who availed of medical services free of any cost, between 27th January and16th February, 2016. This kind of programme and many other similar CSR initiatives shallcontinue to be pursued by our teams.All in all, we’ve had a great start to the year 2016 and I truly hope the good spell continues,not just in our professional, but also in our personal lives. Let’s continue being the streakof light in the lives of all those around us.With regards,Anil SardanaCEO & Managing Director 05Enerji Talk Volume 42 Issue 2 April 2016
After introducing to you anedition full of surprise stories byour guest editorial boardcomprising gen-next employees,team Enerji Talk now brings to youa brand new edition of themagazine, this time spearheadedby our women colleagues!Empowered Breaking the Glass DeliWering Goodness!Eves Ceiling!We for She Meet the Good living at Power-puff Girls! Tata Power! Janhavi Yashika Pooja Biwalkar Kapoor Charan06 Enerji Talk Volume 42 Issue 2 April 2016
Shweta Poulomi VaishaliChidanand Paul Vartak Vaishnavi Pratiksha Smita P. Naik AyyarManali Usha DikshaAdhikari Iyer SinghYashaswini Ruchi VijayshreeRamesh Chaurasia Iyer'sShaily Pragya Sudha NeeruTrivedi Joshi Dharmaraj Mittal 07Enerji Talk Volume 42 Issue 2 April 2016
Articles Inside From being homemakers to history-makers, women globally have chartered several novel territories and paved the path for others to follow. In so many instances, they even took on professions that were erstwhile believed to be strictly male-dominated and accomplished them with élan. Sure enough, when a challenge was put before our women employees to bring out the entire edition of Enerji Talk (denitely not an unchartered territory!)solely with their ideas, the answer was a resounding ‘yes’! We got our women colleagues to don the hat of a guest editor for the April 2016 issue of Enerji Talk and what you’re about to read now is the coming to fore of those ideas. Needless to say, the journey has been wonderful and we’re quite sure that your reading experience too, will be great! Empowered Eves The Tata Group at large, and Tata Power in particular, takes immense pride in its womenfolk. Not only does it consider the fairer sex to be an equal contributor to its growth, but has also taken several steps to ensure they’re made to feel valued. Tata Power has, time and again, undertaken several new initiatives to ensure that women employees in the Company feel no less than awesome being a part. Some of the initiatives team has touched upon in detail include, the campaign on Prevention of Sexual Harassment (POSH), the Safety app, PURSE; SCIP, among others. While elaborating on the initiatives undertaken in the Company for the welfare of women, the team has also put forth an informative piece on the statistics on women employees in the Company, the facilities provided to those in remote locations while doing so, also do not miss reading what women directors on Tata and Tata Power group feel about the topic. Page No. 10 - 19 We for She The nation’s largest integrated power company it may be, but inside the body of the large entity beats a caring heart! Stories of a caring Tata Power are almost as old as the Company itself and among these are a series of initiatives that were done to benet the womenfolk existing in the vicinity. Allow the team to introduce to you a whole bunch of initiatives Company has been involving itself in and making a difference! Page No. 20 - 29 Breaking the Glass Ceiling! Read this piece for your dose of information on the several rsts in the Company achieved by woman, the passions they’ve been pursuing to perfection outside work and views of our women employees working in outside locations. Do also read what our women leaders have to say on various aspects of their work and life. This one’s being served with a dollop of inspiration! Page No. 30 - 4108 Enerji Talk Volume 42 Issue 2 April 2016
Meet the Power-puff Girls!Nothing quite heady as success and certainly nothing like treading a path nobody has before!While several women in India today are employed in professions considered male-dominatedformerly, India at least, hasn’t been able to produce even a single women-head of a power plant.Although, an example of sorts has been in the making at our very own Kalinganagar plant, thesame is not a norm yet. This article is almost a like a dream waiting to be realized, asking thequestion where is next in this realm! Do you have the answer?Page No. 42 - 47 DeliWering Goodness!One may equate goodness, joys and meaningfulness in life to materialistic, almost mammothmoments. While one may nd goodness in them, it is also true that it rests in little pleasures andsmall joys and inconsequential-seeming actions. One comes across countless people even in aday - house-helps, sweepers, housekeeping staff in ofce - women in so many cases - whotouch our lives in so many different ways. While they may not look a lot then, the absence ofthese people impact surely. This article is an ode to such individuals, to such women, whothrough their actions, bring in Invisible Goodness in our day-to-day lives. Page No. 48 - 51 Good living at Tata Power!Health is wealth, they say! At Tata Power, it is no less important. Since several years now, theCompany has been undertaking steps to ensure that its employees stay t, both on the job andoff it. Among its initiatives are also activities that ensure not just physical, but also physiologicalwell-being. Here’s a compilation of all avenues of health and tness available for employees, withsome interesting additions.Page No. 52 - 57 Travelogue - A trip to Goa! 17A trip to Goa to ring in the New Year is perhaps the best way to do it! The sights and scenes of thepopular tourist spot takes on a whole new face during this time of the year. Our employee,Ms. Smita Ayyar, took on a trip to Goa ahead of the New Year and had a gala time. The best partabout her trip was that she explored the relatively unexplored locations and was totally glad she did!Planning a trip anytime soon? First read what she has to say… Page No. 72 - 74 09Enerji Talk Volume 42 Issue 2 April 2016
Empowered EvesWe can, we have and we will! Sudha Usha YashaswiniGuest Editors: Dharmaraj Iyer Ramesh10 Enerji Talk Volume 42 Issue 2 April 2016
The Tata Group at large, andTata Power in particular,considers the fairer sex anequal contributor to its growth.In the pages inside, the team hasalso put forth an informative pieceon the facilities provided to womenin remote locations, some inspiringconversations and much optimism! 11Enerji Talk Volume 42 Issue 2 April 2016
Empowered EvesGlobally, and in India too, women have chartered several territories and areexploring newer avenues each day. From managing homes to managingentire companies and even larger entities, the journey women haveembarked upon has been phenomenal! What also allows suchaccomplishment is an equally caring company! In the pages inside, we’llintroduce you to a whole lot of initiatives the Company has embarked inthe past and insights from many such women, who continue to inspire us!An overview businesses. Research has shown leave policy, tie up with Learning Curve for Day care that there exists a positive facilities, Launching of PURSE, GETs from all WomenThe Tata Group has a rich legacy and correlation between higher colleges. etc. I am sure this will benet many of ourhistory of working closely with all its representation of women in decision young women employees who are at crossroadsstakeholders to create and deliver making roles and its positive impact sometimes in the early part of their career.value. The Group’s commitment to on the bottom line.diversity and inclusion is reected in Prevention of Sexual Harassment (POSH)The Tata Code of Conduct and the Since the launch of Tata LEAD,Tata values of ‘Understanding’ and various initiatives have been The Company has continuously endeavoured towards‘Unity’. The Group Diversity Council, launched in the group for improving gender diversity and creating a safe, justcomprising of senior colleagues sensitisation about the importance and fair workplace for its employees. Tata Power hasfrom across the world, is of D&I at the workplace. These nalised a Policy on Prevention, Prohibition andresponsible for envisioning and include the ‘Senior Leadership Redressal of Sexual Harassment at workplace (POSH)driving this agenda at the group level Conclave’ as well as ‘Power ofunder the brand identity of ‘Tata Inclusive Management’ workshops Awareness session at Haldia for employeesLEAD - Diversity and Inclusion’. for middle management. Strengthening the process of actively Awareness session for contract womenOne of the many dimensions of engaging women talent and enabling workers at Mundradiversity is Gender Diversity, which is their career growth has emerged as aa representation of men and women key theme for the Group. Foremployees across all levels in the achieving this, career developmentorganisation. The Tata Group has set programmes for women likean aspirational target of doubling the ‘Pathways to Success’ for youngnumber of women employees from female talent and the Reach Outthe year 2014 to year 2020 and programme for senior womenhaving 1,000 women leaders by the leaders were also launched last year.year 2020. The Group reafrmed itscommitment to diversity and Both, at the Tata Group level and atinclusion, with Tata LEAD, the Tata Power, initiatives are beinggroup’s diversity and inclusion (D&I) taken to increase the number ofinitiative launched by Group Chairman women employees. In Tata PowerCyrus P. Mistry on 7th March 2014. we have been having ‘Women’s dialogue with MD’ once a year. AGender diversity in teams and few initiatives taken based on theorganisations are a necessity for feedback are: improved maternity12 Enerji Talk Volume 42 Issue 2 April 2016
We can, we have and we will!in line with the requirements of the It is now mandatory to make an take on exi-hour assignments with various Tatanewly enacted act in December annual submission to the Group companies.2013. An Internal Complaints government authorities in theCommittee (ICC) has been set up for respective states where Tata Power The SCIP database has ~ 20,000 professionalsall administrative units or ofces of has its ofces. It is also required to across various cities and domains like nance,Tata Power to redress complaints include the status of POSH in the marketing, strategy, legal, sales, IT, engineering, toreceived regarding sexual annual report of the company. name a few. An average of 50-60 women join the Tataharassment. The policy has set Awareness sessions have been Group through this programme each year. At Tataguidelines on the redressal and conducted in most of the locations. Power we have had xxx number of women who haveenquiry process that is to be A few pics are attached. utilised SCIP.followed by complainants and theICC, whilst dealing with issues Second Career Internship PURSErelated to sexual harassment at thework place towards any woman Programme (SCIP) This is primarily for use by women employees inassociates. All women associates distress situation. Once congured, anytime the lady(permanent, temporary, contractual The Tata Second Career Internship is in distress, all she has to do it open the applicationand trainees), as well as any woman Programme is pioneering concept and tap the green dot. The app will auto notify thevisiting the Company’s ofce launched by the Group on Head of security, Head - ES&A and your personalpremises or women service International Women's Day in 2008. contacts stored in the app. You can also connectproviders are covered under this It is a career transition management PURSE to your Facebook account and all alarmpolicy. All employees are treated with programme for women notications would be posted on your Facebook walldignity with a view to maintain a professionals who have taken a too. The SIREN button, if pressed, plays a loud soundwork environment free of sexual break from their careers for through your cell phone. Speed Dial buttons can beharassment whether physical, verbal personal reasons, and wish to used to call Fire, Police and Ambulance at the click ofor psychological. A copy of the restart their career in the corporate a button. A direct link to PURSE is also available onPOSH policy is available on Sangam. world. The programme provides our intranet portal SANGAM. This Tata Power mobile opportunities for such women to app can be downloaded from Google Playstore.Specic initiatives targeted at improving Gender Diversity at Tata PowerActive Recruitment of Female Tata Power actively recruits women employees for certain functions such as CorporateEmployees Communications, Human Resources, Stores, Customer Relation Centres, etc. Male-female ratio of 25:75 is maintained at the time of cadre recruitment.Annual Women Get Together/Event City wise annual get-together/event for women employees are planned in Tata Power, bringing them on a common platform to interact with each other. The same would be conducted every year on Women’s Day along with an interaction with an SLT member.PURSE – Women Safety Application With Safety as one of its Core Values, Tata Power has developed a mobile-based application for Safety for its women employees. Through this application, a woman employee in distress can raise an alarm and her exact location (through GPS) is sent to the senior colleagues in the organisation, in addition to family members, thus help can be provided quickly.Sabbatical Leave In order to enable Ofcers pursue their dreams, or in case of an personal exigency, Tata Power has established a policy titled ‘Life Exigency Policy’ for its employees wherein they can take Sabbatical Leave up to a maximum period of one and half years. Women Ofcers can avail Sabbatical Leave of up to 18 months, in line with the Sabbatical policy, in continuation with Maternity Leave or otherwise.Leadership Development of Women In order to promote women employees to leadership positions, interventions have beenColleagues conducted by means of specially designed leadership development mechanisms. Focused leadership programmes were planned for women employees, such as the ‘Women to Lead’ programme.Periodic Training on Safety for Conduct sessions on women safety across locations thereby sensitising them with safetyWomen aspects related to women employees 13Enerji Talk Volume 42 Issue 2 April 2016
Empowered EvesBrace yourself for some inspiration! Allow us to introduce you to - Ms. Falguni Nayar and Ms. Neera Saggi -two shining examples we have, amidst us! Read on to know what inspires them and has helped them grow! would you like to advise our readers on the dilemmas faced at certain crossroads in their everyday life? Multi-tasking, with women, is a reality. It is just not possible for them to ignore their families, especially their kids, the house. They end up multi-tasking. I always advise women to not let work feature last on their priority list; let it be a reasonably important priority in your life otherwise it is being unfair to it. Juggling is a good way to balance things - if there’s work, you focus on work; when a family matter needs your attention, and then you take time out for that. Say, you nd yourself in a male-dominated work environment. How would you defend your views and ensure you are heard? Please share some tips with our women employees.Ms. Falguni Nayar It is the same tip that teachers give to students in classrooms when encouraging them to participate inNon-Executive, Independent Director, Tata Motors discussions - don’t be shy, contribute, don’t think your ideas aren’t good enough, and be condent. WomenHow do you feel being considered a helps. Like, you know, not expecting must apply these rules at work. Another thing, and Iwomen leader in your organization women to go to difcult areas, or be believe in this strongly, is that a lot of women don’t doand on the board of many others? out late at night, not expecting them to enough to keep themselves abreast with topics that really y a lot if they have really small kids at matter in their eld of work - current affairs, economics,In some ways, I feel liberated. I feel home. Some gender sensitivity to t business needs. You need the knowledge inputs to feelfortunate to have had a chance to them in the role based on their need at condent. Never give up on that quest!pursue my dreams. I look at it more in that point in their lifecycle is needed. Ithe context of entrepreneurship, think whoever ts the requirement for a You have managed to break the glass ceiling withalthough even when I was working I had certain job must be given that and aplomb. What are your ‘mantras’ to our womenthe freedom to pursue my career and there should not be a run to have more employees for becoming a leader?was not bogged down by the pressures women just for the sake of numbers. Ifwomen generally face. My family has women qualify and if they’re Another thing is that women don't embrace technology tobeen highly supportive and open about competent for a certain role and job, the extent they must, mostly out of the feeling that thereallowing me to pursue my career. then why not?! I prefer gender is nothing to gain from it. neutrality and women being treated atOrganizations are into gender par with men and gender sensitivity in On a lighter vein - we often hear of ‘power dressing’.diversity in a big way. Gender this mix is good. Do you subscribe to this theory?sensitivity is also the norm. What isthe scenario like in your organization Albeit in softer ways, but organizations In a subtle way, yes! I star ted wearing sarees from aand how do they ensure it happens? these days are getting into gender very young age, and it was largely with the perspectiveDo you think they're doing enough or sensitivity. ICICI Bank, for example, that it will make me look older, more senior and one withis there scope for improvement? went out of their way to make policies more authority. for women to help them get back toI like the word you’ve used here - work. Many at least, are positive from In conclusion, which is that one sector, where yougender sensitivity. Personally, I’ve the gender sensitivity perspective. think women in India are truly empowered and/ornever believed in or been in favor of While they may not have such specic where women empowerment is required the most?special treatment being meted out to policies, they’re at least supportive andwomen and the whole mentality about sensitive of their needs. Banking! It is one sector where I think womenwomen not being needed to be held empowerment has happened the most. Why! All the topaccountable or treated at par. At the Multi-tasking and women go hand in banks are headed by women!same time, some gender sensitivity hand. We hear this very often. What The board room is probably where one really wishes to see more women, since it has been largely male- dominated. I think it started with the rule to have a certain required number of women members on the board, but I am sure they will start to appreciate their presence on the board.14 Enerji Talk Volume 42 Issue 2 April 2016
We can, we have and we will! Many a times, it may so happen you nd yourself in a male dominant work environment. In such a scenario, how do you defend your views and ensure you are heard. Please share some tips with our women employees in handling such situations. To be heard you need to be sure, consistent, rm, persistent and never aggressive. Be logical and marshal your data, especially nancial data, very precisely. Clearly assess what you can contribute to the discussion and proceed accordingly. It is not necessary to have an opinion about everything. Also stop thinking of yourself primarily as a woman (you are a professional) and I have seen others will soon interact with you accordingly. You have managed to break the glass ceiling with aplomb. What are your ‘mantras’ to our women employees for becoming a leader?Ms. Neera Saggi Aspire - Aspire - Aspire. Never stop. At times you would need to accommodate both personally and professionallyDDiirreeccttoorr,, MMPPLL but treat that as momentary lull. Continue to seek opportunities, however small, and seize these. SeekHow do you feel, when you are creating facilitative environment for support. Continue to develop your strengths. Don’tconsidered as a woman leader in women. Childcare support systems hesitate to network and to demand from those aroundyour organisation and being on the like those that exist in Brazil and you both at home and at the work front. And always beboard of many others? Sweden are the most crying need honest with yourself and others. You will gain respect, presently. The ultimate objective which is essential to gain support and strength.The appreciation and happiness however should be to create a scenarioevident in other women present where women and men function within What women really need is to free themselves from thearound in ofce, when I proceed to an ethos that is neutrally to both. It shackles of conventional thinking. Women are oftenthe Boardroom, always is evident. I does not need to be specically caged by perceptions of others’ and hindered by opinionrecognize that my induction has biased, whether positively or of others. Personal ambition becomes subservient to theenabled many women to inspire negatively, towards any one gender. prevalent thought and ethos.to aspire. Multi-tasking and women - go hand On a lighter vein - we often hear of ‘power dressing’.Organisations these days, are into in hand. We hear this very often. Do you subscribe to this theory?gender diversity in a big way. What would you like to advise ourGender sensitivity is also the norm. readers on the dilemmas faced at Of course, dress helps you to feel more condentWhat is the scenario like in your certain crossroads in their (Powerful?) and gives you and others delight. On a lighterorganisation and how do they ensure everyday life? vein “clothes make a woman”. Always dress well and enjoyit happens? Do you think this aspect of your personality. But please be appropriatelyorganisations in general, are doing Ignore the inessentials and learn to dressed. Again on a lighter vein you do not need to “dressenough or is there scope for trust and delegate. Build strong to kill” but to integrate effectively and gracefully.improvement? support systems around you both in professional and personal arena. In conclusion, which is that one sector, where youThere is a lot of scope for Demand your rights and always build think women in India are truly empowered and/orimprovement within most on your strengths. Be condent of your where women empowerment is required the most?organizations though many are self-wor th. In India women are comparatively more empowered in the public sector. It has very strong mechanism to protect them. Rural employment and small businesses are specially areas where much more needs to be done to strengthen and to empower women. 15Enerji Talk Volume 42 Issue 2 April 2016
Empowered EvesA day in a colleagues’ lifeThey’re your colleagues, your ‘ofce neighbours’, your coffee machine pals…!Ever wondered what’s a day like in their life? We’ll tell you! prepared for his next meeting. Around 10 am every morning I meet with my boss, go over the schedule for the day and note down all urgent tasks and priorities. I also brief him on any outstanding calls or issues I am aware of. I also receive visitors who arrive to meet my boss and make sure any les and documents he needs for his meetings (as well as any food or drinks) are ready and available. Ms. Sridevi Gangarapu Lunch over and I usually sort the mail that arrives and make sure anything urgent goes in the urgent pile and anything that needs forwarding to another department or division head is CFO’s Ofce forwarded. After that I sit down with my boss’s personal expenses and make sure his personal les are also arranged and correspondences tended to. I make sure my boss’sIf I want to describe my job I think it's agenda for the week is updated and my To-Do List for the next day is updated and precise. Iabout ensuring that my boss does check again to make sure I have not missed returning any calls and make sure all thehis job smoothly and taking away the administrative and other items on my day’s list have been tended to.administrative headaches out of himso that he concentrates on his job. I constantly try to ensure that no such mishap happens and noHere is how I spend my day… news at the end of the day is actually good news for me!!!The day usually begins with phones Before I leave, I run into my boss’s ofce to see if anything is pending. I give my boss hisringing and emails. In between detailed itinerary if he is traveling with hotels, trains, airlines, petty cash and any otheranswering calls for my boss I check details such as maps and directions. Sometimes there is an urgent matter I stay quite latemy emails. I keep a To-Do list which but on normal days I am out the door by 5:45 pm.I update at the end of eachday, so Icheck this rst thing and start I guess one of the ways I look at my job is that apart from just managing my boss s ofce Iworking on the day’s priorities. I also do play a role in ensuring smooth relationships with the various important people whokeep my boss’s calendar and check interact with my boss. If I goof up it could lead to missed meetings, messed up travelthat routinely throughout the day to schedules and meetings without the relevant people and therefore upset important businessknow what he has ahead and make discussions and even relationships with stakeholders. I constantly try to ensure that nosure he is always aware and such mishap happens and no news at the end of the day is actually good news for me!! I am currently working for the MAFI (Modernisation of Aireld Infrastructure) Project. I am par t of the Air Trafc Management System (ATMS) team. I handle the Adaptation data generation for the AutoTrac II ATC automation system. The AutoTrac II Air Trafc Control (ATC) automation system retains the proven open architecture, functionality and software reliability of ATC automation systems. It is a very exciting experience for me to visit different airbases and work for the defence force.Ms. Ankita Shukla It is very exciting experience for me to visit different airbases and work for the defence force. As a girl it is very tedious and difcult task to work at site, but at the Tata Power SED same time it is very exciting for me to work. It is very difcult for us to work at an Aireld as there are many dependency and security reasons at the Aireld .We take the data from the Airforce to be fed into the system which is extremely critical for the ATC for ying the aircrafts.16 Enerji Talk Volume 42 Issue 2 April 2016
We can, we have and we will! always helps me to build my morale and encourage me to take additional responsibility. Each day is a new day for me involving a mix of some typical activities and some unforeseen last minute crucial tasks. In other words, tomorrow won't be a predictable repeat of today at work so be ready to tackle the unexpected assignment as well as the routine tasks arising out of all the stakeholder requirements over and above boss’s requirement. Ms. Arti Thosar Tomorrow won't be a predictable repeat of today at work so be ready to tackle the unexpected assignment as well COO & ED’s Ofce as the routine tasks.SECRETARY: A word itself denes Typically, my day starts with checking bosses calendar in order to prepare for the day'sSECRET in it. A complete condential event and brief him about the day’s schedule, bring forth stakeholder needs and urgenciesjob with responsibility of building and thus organise all urgent tasks and priorities. Years of experience has helped me inbonds between colleagues and organising and prioritising issues/work, which helps me to be exible to the unforeseenreporting boss, and also with other tasks and challenges that come along. As the COO & ED travels often, I also need to spendexternal stakeholder as I believe the signicant hours attending to the ight schedule/re-scheduling, hotel and all other travelability to build good working related activities for upcoming trips to ensure safe, smooth and comfortable travel. I amrelationships is a key factor. Tata passionate about my work and take initiative, to be one step ahead, if not ten! I ensure that IPower has always been like a family do not get stressed and offer a calm environment and a calming inuence to those aroundto me and working with our COO & me. I think it's one of our duties to be the one to absorb the stress and to assist inED - Mr. Ashok Sethi is just managing stressful situations. I have been very fortunate to have a good team to work with;remarkable and enriching -an I honestly don't think I could pick one highlight. Finally I enjoy the role thatexcellent and supportive boss who I am in, enjoy the people with whom I work for and work with. I thank all for helping me to manage the needs of all concerned to contribute to the wellbeing of the company. little more than a year here at Tata Power and even today everyday seems to bring in the same exciting newness as it did then. On 1st July 2014, I joined Tata Power as a Management Trainee. This organisation, a home far away from home, has been my perfect launch-pad for a transition from campus to corporate. Today, I work with the Strategic HR Team in the Talent Management vertical and as I write this piece, I reect back and feel contented at having kick-started my working career with possibly the best organisation for a beginner. Ms. Roopal Aggarwal A typical work-day for me starts with planning and making a ‘to-do’ list. I am a planner. Even the smallest of tasks viz. replying to a mail or returning a call gure in the list. Of Strategic HR course, the best part of making a to-do list is striking each item off it on completion! I make tomorrow better... The quest to strike each item off the ‘to-do’ list keeps me occupied throughout the day. everyday. For most activities, a discussion with Ajnav- who is more a guide and problem-solver than a boss-simplies the task to a great deal. In whatever I do, I make sure I learn. IDesigning, creating, mailing, value a seemingly small task of operating a copier machine as much as putting up andiscussing, meeting, co-ordinating… approval note to management, making sure I go home more aware than I came in.during a typical work day, I can be Strategic HR as a function has a huge scope for creativity. Within the larger perimeter,seen doing most of these. It’s been a there are practically innumerable avenues where one can take the liberty to disturb the status quo to make processes better. So, when I am not doing the daily mundane tasks like writing mails to our internal customers, I am most likely to be working on a new concept oated in a team meeting, preparing a presentation on the latest trend in the HR arena, or writing an article based on HBR’s latest issue. This part keeps me connected with the academia and makes my work very fullling. All and all, I ll my day with a lot of small tasks. All these tasks are consciously and deliberately woven around the sole purpose of contributing something original to Strategic HR and Tata Power at large which has the potency of making a difference to all of us working here. I work to make life better. And I do it with pride. Everyday. 17Enerji Talk Volume 42 Issue 2 April 2016
Empowered Eves and better as years roll on. Typically my day starts at 5:30 in morning and I get ready with the same amount of enthusiasm that a school kid has on getting ready for a picnic planned by the school. Waiting for the cab to arrive and then enter it to be welcomed by warm smiles and wishes of “Good Morning!” is really touching, and that hasn’t changed with time. Perhaps symbolic of how work culture can positively inuence our personal lives. Reaching ofce and then the free owing conversations over breakfast which range from pending work with colleagues from other departments to events in ofce, the ones I’ve come to believe play such an important role in knowing what it’s like for people from other branches and being appreciative of the hurdles they face. Ms. Hemavathy K. K. According to me, the best place to work is one where lines between hierarchy, gender or language don’t exist at all. Tata Power SED I reach my desk and do what I call as a self-brieng for today’s work and that gets meFirst of all, I feel deeply honoured at going through the day. Throughout the day there is interaction with a wide range ofbeing given a chance to express individuals, some peers, some juniors, some seniors and some customers but there isinsights on my working life at Tata never a realisation or a difference in the kind of conversations and these things really boostPower SED. I joined this organisation the condence level. According to me the best place to work is one where the lines betweenin 1986 and it’s been a beautiful hierarchy, gender or language are blurred and don’t exist at all. I’m fortunate to have found ajourney and it keeps getting better workplace which does just that. The day ends with a joyful satisfaction of work done and a joy having contributed in my own way to the growth of this great company. Pursuing a life of multiple paradigms thus, has not only made me a diligent hand, but has given me a greater conviction. often grow more sensitive, passionate and responsible to drive positive results. They wish to do justice to the time which they spend from the share of their family with complete integrity. Dr. Taruna Saxena I am a product of a life of many roles too. My day begins in an active way, with a few kilometres of walking and some exercise, to keep me alert, calm and at peace throughout theGroup Head-Corp. Evnmt. & Climate Change, day. I have turned into a health enthusiast, and live my life in great harmony with the nature. I Eastern Region Project Ofce often share these ‘mantras’ of living a positive and healthy lifestyle with my family and friends, with an aim to help transform their lives. This holds great important in an empoweredWearing multiple hats and try to do modern world, where the woman is responsible to a great extent for the health and well-beingjustice to each role without faltering of those around her.throws a bigger challenge, every day.In my career of nearly two decades, I At work, I pursue my passion. Not only does this make me feel more satised as a personhave seen such beautiful and and an employee, but it also helps me work hard towards contributing more each daydynamic lifestyles causing women to towards the greater goal. I rmly believe that women work in search for eternal happiness, contribute to create stronger and harmonious society. This very gesture of mine reects on my work each day, which is appreciated by my friends and family. It drives me to learn all that I can from my seniors, colleagues, family and strangers alike, all of whom see the world through a different lens. Part of the reason I love this job so much…there’s no such thing as a typical day! Everything depends on what is happening in the moment! One day, I could be spending half the day arranging meetings and the other half processing the travel requisition and doing the travel arrangements for all my bosses. The next day I could be working on travel Expenses, rescheduling meetings, arranging Video conferences... and then catering an informal celebrations for our team in Noida ofce … Cheers! Ms. Sakshi Kapoor The hardest part of being an Executive Secretary is that you are at customer service 24x7, and as such, there’s no timeExecutive Secretary, Tata Power Solar for being down, or grumpy, or having a bad day. It’s your job to make everyone else’s day easier.18 Enerji Talk Volume 42 Issue 2 April 2016
We can, we have and we will! Ms. Hemamalini K. My day starts at 7:50 am, where I review my pending work from the earlier day and look to rst complete those on priority before I take on new tasks. As a maintenance & purchaseSupervisor B, Module Maintenance & coordinator, my role involves preparing indents, raising PR in the system and obtainingPlant Engineering, Tata Power Solar appropriate approvals and PO, followed by getting the material, and informing the end-user about the delivery. We have a scheduled coffee break, where I spend some time communicating with colleagues. After this, I spend time interacting with visitors and service providers, followed by lunch in our ofce canteen, which is sometimes good and sometimes better. In the second half of the day, all my tasks for the day are at under pressure to be completed one by one. At the end of the day, I create my to-do list for the next day. Before and after my day at work, I bow to God to give me strength to do my duty most worthily. I feel happy and more satisfied with the quality and depth of my work.Views of women employee in remote location on facilities provided to them. Ms. Srijita Kundu unlike Mumbai. There were three women employees in the entire workforce before our batch of GETs joined Jojobera. Nevertheless the situation has improved over the years with our strength reaching to Planning, Jojobera Planning a double digit number even after few of our friends opting to change locations or leave the company for personal reasons.I joined Tata Power in 2008 and afterthe induction programme opted for Our station head and the HR have always taken good care to address our difculties regardingJojobera for my nal posting. Jojobera, everything. The division has tried its best to help women employees by providing the necessarythen was a male dominated division facilities starting from company provided conveyance when overstaying beyond work hours, to a(a fact unknown to me before I chose it) well-equipped ladies restroom with a treadmill to address the increasing tness issues in women these days. Although the initial years was a struggle for women employees to gain trust of their HODs and colleagues about their equal capability to handle jobs, but over the years, such mindsets have transformed after our determined women employees have proved their capability to work in all possible elds, from time to time. We make sure to take part in organising and participating in events like annual sports, annual day (exceleve), Children’s day, women’s day, Rangoli competition, to name a few, to ensure we have enough fun while at work and enjoy our life at Jojobera. Going forward, we as a 100 years company must look into the section of the talent pool that get left behind due to lack of some support and help when most needed during their tough times in life. As we see so many happy faces today, there is probably an almost equal number of sad faces who have chosen to disembark from this 100 years journey to be able to meet the social norms of our patriarchal society. We, the women force at Tata Power denitely believe and look forward to more such sustainable support from the company in future to ensure a better gender diversity across all locations of the company and ensure better retention of women workforce as well.Ms. Suchitra Kartikeyan Kalinganagar has proved to be a home away from home for all of us. We have a wonderful and safe accommodation with a very dedicated and loving housekeeping staff. As the public transportation Kalinganagar here is in a pathetic condition, we are provided with adequate transport facilities not only for commuting to and from ofce, but also for our quick market needs. The unique feature which sets Kalinganagar apart from all the other locations is the abundant opportunities provided to us. We girls are a part operations department and we individually handle the control desk in shifts. We are made to feel as a valued asset of the plant!! Our HOD - Operations, Mr. Basudev Hansdah and Plant Head, Mr. Vijayant Ranjan take special interest in our careers, learning and responsibility. We have been given great opportunities in interacting with senior leaders like Mr. Sharad Baijal, Mr. Vivek Talwar, Mr. Ashok Sethi, Mr. Anil Sardana, Mr. Cyrus Mistry and many others. Just as we have a gained a lot from Kalinganagar, Kalinganagar too has earned brownie points due to our charming presence. 19Enerji Talk Volume 42 Issue 2 April 2016
We for SheManali Pooja Sudha Pratiksha SmitaGuest Editors: Adhikari Charan Dharmaraj Naik Ayyar20 Enerji Talk Volume 42 Issue 2 April 2016
The nation’s largest integratedpower company it may be,but inside the body of thelarge entity beats a caring heart!Allow the team to introduce toyou a whole bunch of suchinitiatives that the Companyhas been involving itself in andmaking a difference! 21Enerji Talk Volume 42 Issue 2 April 2016
We for SheIn a country like India, wheredemographics are precariouslytilted against women, Tata Powerstrives to empower not only themenfolk in these communities butby virtue of its countlessinitiatives, seeks to engenderself-sufciency in their betterhalves as well. There are butcountless success stories, fromSelf Help Groups to primaryeducation for girls, healthcareand actions to mitigate violenceagainst women, to name a few.Jawhar This tribal girl from a residential school in Jawhar, which is supported by Tata Power, aspires to be an athlete and wants to meet and emulate her role model, Kavita Raut, who is from the tribal community and is a national record holder and silver medalist at the 2010 Asian Games in long distance running. We at Tata Power commit to make her realize her dream.Sakur Ashramshala is a 100% tribal high ranks to encourage academic begin an entrepreneurship model. To increase thegirls school catering to educational performance, interschool sports total income of each household, women areservices from The major challenges tournaments to promote talent of engaging in poultry farming, bee-keeping, asare quality of life that these girls are the students. Though Tata Power livelihood activities. In future, SHGs would beliving in, with respect to hygiene, wants to accomplish this objective interested in starting processing units for non-sanitation, security and health. Tata by 2018, plan is to improve farm forest timber produce. Health check-upPowers’ effort is to improve the infrastructure facility, inculcate camps to address maternal and child health issuesstandard of education and lifestyle. sanitation and hygiene practices, were facilitated. Training, exposure visits are someTo achieve this target various improve quality of education and of the ongoing programmes for capacity buildingprogrammes like providing extra encourage girls to perceive skilled of females.coaching classes education to secure employment oppor tunities.from 10th to 12th class, supplying Kadachimate is predominantly amaterials of tutorials, conducting tribal village of 600 population, ofgeneral health camps, motivational which 288 (48%) are females. Totraining programmes of teachers, make this as a model village, ourfelicitation of the students with strategy is to mobilise women and engage 100% women’s in Self-help group (SHG) and promote entrepreneur activities. Since our partnership with the village, we have linked 100% women in SHGs. Their mobilisation and capacity building in the past two years has resulted in building condence to22 Enerji Talk Volume 42 Issue 2 April 2016
Mundra l 27 women went to learn about l 20 SHGs are Credit linked with the Bank and Khamir (Handicraft) in Bhuj have availedSince 2008, CGPL has been Rs. 11 lac as credit supportengaged in forming women self- l Agriculture training washelp groups (SHGs) in surrounding undertaken with 20 women l As on July, 2013, the cumulative savings of thecommunities of their operations. groups, amounted to Rs. 9.87 lakhsThe rst SHG was formed in Tunda- l Sea Weed training wasVandh village and the number has conducted for 31 women l 20 SHG converged with Sakhi Mandal -now reached 33 in the Mundra members along with a sponsored Government scheme and got a granttaluka of Kutch. exposure visit component amounting to Rs. 1 lakhl 88 women beneted through l 2 women went for handicraft l Project ‘Vartika’ - A programme to promote, various training and exposure training and design in Mitra - train and establish market linkages for women platforms on account keeping, Exposure Foundation, artisans in Kutch - has been established basics onMicronance and Ahmedabad SHGs, leadership, skill l Women have become community development, etc. l Exposure visit organised by VRTI representatives in their villages and nowl 41 women partook in an for 40 women. participate in various community driven exposure visit to Tata programmes of the village. Chemical’s Mithapur plant for Footprints of SHGs: an insight into SHGs of that area l 45 SHGs have been formed in 7 CGPL believes that empowerment of women isl 32 women attended an NGO necessary for socio-economic development and is Nakhatrana Mahila Vikas villages enabling women and girls to participate in their Sangathanan exposure visit l 445 women members are part of local economies and helps to broaden the employment pool. these SHGs l 25 groups have set up the Bank A/CsHaldia Further programs on livelihood There are a total of 32 SHGs formed by 335 and employability enhanced women members, who have saved overIn Haldia, primary education (Samriddhi and Daksh): Rs. 1.50 L and loans have been taken of oversystem was augmented with Rs. 4.00 lakhs.emphasis on girl child e ducation Formation of Self Help Groups(VIDYA): (SHG) and Training on income The company has trained these members on the• Education support provided to generation programme: Haldia management of their groups, facilitating for division is very keen on improving opening bank accounts, and building capacity for needy community children and the quality of life of its surrounding income generation initiatives, etc. This has resulted among them 67% are girl people. In surrounding areas Haldia in starting micro-enterprises by some of the group children and 22% are from AA. division has been facilitating the members. They have also taken loan from banks to• From every community all the formation and strengthening of set up their own income generation programmes. girl children who have crossed SHGs with the core initial activities There are groups who after taking bank loans made their 4th standard have been of thrift and mutually supported timely repayment which also made them eligible to admitted in high school. credit, as the starting point for get bigger loans in future. learning about self-employment ventures. 23Enerji Talk Volume 42 Issue 2 April 2016
We for She Facilities provided by Company to expectant mothersAhmednagar infections further exacerbate b. Improve Service Utilisation of the target group: inadequate feeding practices by This project helped children, expected mothersThe nutrition status of mothers and reducing absorption of nutrients. and Anganwadi Seviaka directly and indirectly. Itchildren is traditionally poor in the Recurrent infections such as, helped acceptance of the community to adoptsix operational villages of Khandke – diarrhoea in small children can healthy practices and improve the healthSupa Wind Farm area, Pimpalgaon, further exacerbate the inadequate seeking and utilisation behaviour of theKouda, Ranjani, Mehkari; Agadgaon, feeding practices by reducing beneciaries by creating awareness of theDevgaon and Shahajapur of absorption of nutrients. health and nutritional needs of children, womenAhmednagar district Maharashtra, and people generally. Growth monitored of SAMdespite decades of nutrition - Poor nutritional status of children and MAM children through ongoing governmentimprovement interventions. The and women has been considered a activity such as PHC/ORC intervention.Ahmednagar district Demographic serious problem in Pimpalgaon Assessment of the children’s nutritional statusand Health Survey 2011 found that Kouda, Ranjani, Mehkari, Agadgaon, classied as normal, moderate and severely19% and 14% of children fewer than Devgaon and Shahajapur villages. malnourished.5 years of age were underweightand stunted, respectively and only The objective is to increase Benets of activity:half of children under 6 months awareness of the health status and l Mothers and caretakers are made aware of thewere exclusively breastfed. The high reasons of the iron-deciency, andincidence of malnutrition in diet patterns required for importance of proper feeding and safe culturalPimpalgaon Kouda, Ranjani, malnourished and pregnant mothers. practicesMehkari, Agadgaon, and Shahajapur l Counselling: Children are provided with safe,are linked to the issue of food Activities Carried: adequate, diverse and age-appropriate nutritioussecurity, food habits and socio- a. Baseline Survey and Counselling, food by promoting Infant and Young Childcultural practices. Extreme Feeding practices, including exclusive breasttopography, and low socio- Home Visits, Awareness Rallies: feeding.economic status has contributed to In order to identify the need for l Health seeking behaviour of pregnant, lactatingseasonal food shortages, leading to interventions in the community, a and women with children less than 0-6 years ofwidespread chronic food insecurity. baseline survey was conducted age is promoted by strengthening the capacity ofCultural practices, such as pre- with multiple approach to map local health facilities including Primary Healthlacteal feeding and traditional food the nutritional literacy and way Care/Out Reach Clinics.beliefs are serious obstacles to forward of the programme. l Increased awareness of the community of Healthimproved nutrition. Likewise, poor Individual counselling and and Nutrition and increased utilisation of basichygiene and sanitation and recurrent Awareness Rallies was public health and nutrition services by vulnerable conducted. and neglected communities24 Enerji Talk Volume 42 Issue 2 April 2016
Trombay l 15 Cases were registered with l 12 SHG participated in Cloth bag making Main CRCC assignment for Plastic free Chembur campaign1.VAWG (Violence against Women initiated by TPC.and Girls) Campaign in Vashinaka 2. Self Help GroupsArea A total of 38 Self Help GroupsActivity done for VAWG (SHGs) have been formed to facilitatel Baseline survey of 2800 families women empowerment. These SHGs have regular meetings. With access from listed locations and other to credit and bank linkages they have communities. been able to start their own ventures.l Communication and Awareness building Training women residing in Chemburl Capacity Building of Volunteers in livelihood skills, such as tailoring,l Formation of Community Case catering, paper bag making, etc. to augment their income is an ongoing Registration Centres.Outcome activity. Assistance is given to theml Four of groups consisting young to form market linkages of nished products. men and women have been l 23 SHG participated under formed including 40 volunteers.l Home to Home campaign on SJSRY exhibition and around VAWG is undertaken, with the products worth Rs.23,000 wereinvolvement of Police, MCGM soldand other stack holders. l 29 New SHG formed includingl In Community-based Case 348 membersRegistration Centres are opened l 8 Old SHG is received amount ofand have been operational since Rs. 1, 68,000 /- loan/subsidy10thMarch 2014. from MCGMDherand l Total Bank Saving – 2, 07, 342 Specialised programmes focusing on Girl Child l Internal Lending - 4, 19,571 EducationFour key dimensions of women l Cash in Hand – 64,630 With a focus on promoting girl child education, CSRempowerment in Dherand are: l Interest and Fine collections – tied up with the Education Department to execute Savitri Bai Phule Dattak Palak Yojana (SBPDPY).Economic 21,750 Under the scheme private individuals can sponsor a girl child from 1st to 10th for educationFormation and strengthening National Family Welfare Items such as educational materials, solar studySHGs: Programme (NFWP)The CSR team mobilise women by This scheme is implemented for lamps and school shoes sponsored to girlforming Self Help Groups (SHGs) widows for BPL families. Under thisand support them for developing scheme, widows received 20k students.linkages with the formal banking immediately after the death of theirsystem. Till so far women have husband which plays a crucial role inbeen mobilised through the terms of immediate support system.formation of 32 SHGs. The CSRteam strengthens these SHGs byorganising continuous sessions onSHG concepts, Book Keeping &Accountancy, Team Building. Theyalso organised various exposurevisits for SHG women to otherorganisations.Key nancials of SHGs:l Total SHG Members - 32l Total members - 516 25Enerji Talk Volume 42 Issue 2 April 2016
We for SheHealth equipment infrastructure. Medicines are also provided through sub-During SHG meetings members centre on sharing basis with GoM asraise concerns of non-availability per IPHS guideline. Special attentionof medical facilities in the vicinity is provided to women health.of villages. Villagers have to travel24 km to Alibag’ Civil Hospital to Adolescent Health Awarenessget service from qualied medical Programmestaff. While understanding special While understanding the specialneeds of the women of the needs of adolescents, the CSRcommunity, the CSR team of Tata team tied up with Maitree Clinic thePower tied up with the district Civil Hospital Alibag to organiseadministration to strengthen the regular adolescent session forgovernment sub-centre located in adolescent girls.the community, which otherwiseremains closed for the community. A health awareness session in progressThe CSR team provided medicalservices like, regular check-upsand diagnosis through 1 MBBSdoctor and 2 qualied nurses. Inaddition to this staff, 1 AuxiliaryMid wife (AMW), 1 MalariaParamedical Worker (MPW) isprovided by the state govt. Theyhave also provided building andMulshi “It is rare opportunity for people like us. We received good information about meditation.Yog Abhyas Shibir for Women Though I lack technical knowledge, I understood“Yog Abhyas and Yog Sadhana Shibir” (Yoga Camp) organised the importance of blood purification process andby Tata Power Community Development Trust at Mulshi Club Hall positive thinking.”near Mulshi Camp Ofce of Tata Power. Forty one women fromSambhave and Mulshi village participated in the rst session. Mrs. Vandana Jadhav (Sambhave Village)26 Enerji Talk Volume 42 Issue 2 April 2016
Kalinganagar Rabana, Jakhapura and other target location with different group members for achieving villages. In our Livelihood intervention this initiative.Tailoring Training Programme: we are supporting to 20 SHGs in 20IEL, Kalinganagar started this villages. We nurturing 20 SHGs forinitiative for training local strengthening and practicing Naturalwomen/girls in tailoring and Resource based livelihoods activitiesstitching work since last one year. for them and exposed them to formalThe programme was aimed at business model to increase theirproviding local women with a new household income.set of skills which would help themto earn a livelihood for themselves, To enhance the knowledge of Training Programme on Multipurpose Healththus making them nancially women SHGs about group Worker:independent and get a better activities and income generation Training on Multipurpose Health Worker wasstanding in the society. One master programmes, our team conducted conducted for 20 adolescent Girls at Rabana villagetrainer has been appointed to 5 to 6 meetings in Arasahi village. in which 20 Girls from SC/ST and other backwardimpart the trainings. Tata Power We came to know that they were class joined. The programme is for six months,provides free tailoring training to interested to join in the group and including practical exposure in Medical/Hospitalthe interested women of the project continue to start income under supervision of professional Nurses andareas for a duration of 6 months. generation activities. All the group Doctors and Paramedical staff. The objective of this members are from the labour training is to become employable in medical,The set up cost of the tailoring category and they work only 3 to 4 hospital other service sectors, such as Staff Nurses.training centre, the materials cost, months with agricultural work It started on 24th of June, 2015 with a batch of 20trainer charges and other during the rainy season and rest candidates. The candidates were taken throughoperational expenses for the of the months they are not different aspects of Medical & Nursing contents,training is borne by the company. involved in any other income their operational expectations and deliveries likeIn a year, a total of 50 trainees generating activities. Personal Health & Hygiene, Anatomy & Physiologycompleted this training programme Basics, Diseases, Basic First Aid, Biomedical waste,and received their certicates. To increase the interest among them Vaccination & Immunisation, etc.After completion of the training one exposure visit was arranged tomore than 60% women Siddheswar Agarbati production The training was delivered under the supervision ofestablished own tailoring shops in Unit, Naraj Mar thapur. We have experienced faculties. The classroom training wasthe nearby Market. conducted meeting in different concluded on 31st December, 2015 and certicates distributed to all the trainees for successfulSelf Help Group Training/ completion of the training programme. After in-Exposures: house training at Jajpur, all trainees were sent toTo enhance the knowledge of Bhubaneswar for practical experience in a medical,women SHGs about group activity for one month. After completion of trainees some ofand income generation programme, the candidates are working in a Pvt. Hospital inCR team conducts different Bhubaneswar.meetings in Arasahi, Mantitra, 27Enerji Talk Volume 42 Issue 2 April 2016
We for SheMaithon Jute craft being prepared by artisansLivelihood Impact through Jute house hold income and to make It also monitors and ensures income generationHandicraft Training cum them self-dependent. of the women involved in this project. IndividualProduction: bank account with zero balance facility has beenUnder the thrust area of The programme is divided in two opened in Bank of India. The name of the centre is“Enhancing Programmes on phases: “SAMRIDDHI”.Livelihood (SAMRIDDHI)” and to 1. Trainingfull the objective of sustainable 2. Production From different villages covering under MPL, 30development under CSR, MPL SC/ST females as artisan are selected. Sixteencontacted “Jharcraft Skill Textile In the rst phase, Jharcraft – Ranchi sewing machines with raw materials are providedAnd Handicraft Development has provided two months of training to them with a trainer. The programme star ted onCorporation Limited” for training and one month handholding on 11th June 2015. This is the rst time in their lifecum-livelihood promotion. Under production. After three months, that they are using sewing machine. But withinthis Jute handicraft training cum production has started. one month they were familiar with it and haveproduction has been established been working efciently.for SC/ST women from the In this collaboration, Jharcraftperipheral villages of MPL. provides the raw materials for In this training-cum-production period they production and after preparation of prepare Ofce Files, Jute Bags, Water Bottle bagsSince 2013,Maithon Power Limited nished products, quality inspection etc. Their rst production order was of 100 ofcehas been working on skill is done by them. After quality les, 100 jute bags and 100 water bottle bags. Tilldevelopment training-cum- inspection, based on the different now, they have prepared 159 ofce les and 192production activities to uplift the categories, Jharcraft purchases jute bags. The production speed is fast and theylivelihood of the SC/ST females for back the entire production and pay are improving.their holistic development. the women their making charges onAdjoining this in 2015, MPL monthly basis in their individual Additionally, monthly scholarship is given duringcollaborated with Jharcraft for bank accounts. the training to motivate them. The women aretraining-cum-livelihood promotion. happy with their work. Today, the overall impact isThis programme is organised for MPL is providing major two things: that they are becoming condent aboutincome generation training l Free space for training themselves.programmes on jute craft to l Financial support as rst handincrease the individual family suppor t.28 Enerji Talk Volume 42 Issue 2 April 2016
Tiruldih representative of Usha l Twenty-ve women were identied for this International and candidates training and were trained on different types ofSewing Training for Livelihood: were given course completion designed lady garments, that are in demand inThe sewing centre started on 24th cer ticates. the market.March, 2015 for a six-monthcourse. An NGO, ESAF, was Skill Enhancement - Apparel l The instructor provided training on designidentied as a partner for Designing considering is main factors 1) Choice ofidentifying women candidates for l The designing training material, 2) Colour; 3) Design or structure; andimparting sewing training, based 4) Decorationon certain criteria like, educational programme was organised bybackground, caste and eagerness ESAF, in par tnership with Tataof the course. Power Communityl Thirty two women were Development Trust. The Apparel Designing programme was identied and were divided two inaugurated on 19th October groups each of 16 candidates. 2015. NGO ESAF provided anl Selected candidates were expert teacher to impart imparted training for six training on design/specialized months, in all. Monthly test stitching work. were held on syllabus prepared by Usha l The course was planned for International. women candidates who hadl On completion of the six month undergone six months sewing training, a nal test was taken training and further wanted to in the presence of a enhance their skills.Imparting training of sewing to the villagers within the village itself has been a delight for me. The women whohave received training in the Sewing Centre, have increased their income by doing sewing work and it is helpingthem maintaining their families.My experience has also enhanced by training the people and giving training of sewing while staying in myvillage only through Tata Power became a source of employment for me. I thank Tata Power for this.Saroj Devi, Sewing TrainerI am very happy with the training that At present I have started stitching Nighty at myI received at the Sewing Training home only. The traders supply cloths and I makeCentre, Tiruldih run by Tata Power Nighties by cutting and stitching them with whichCommunity Development Trust. Now I our income has grown. Tata Power has done ahave bought a sewing machine and noble job by starting the Sewing Training Centrestarting a small shop, I have started for us. We did not go out of our home earlier butstitching Salwar suite, Nighty and now we feel stronger by doing our own job. WeBlouse as required for and by the deal with the traders on our own about the work.villagers. I earn Rs.4,000 per monthwith this work. Lot of thanks to Tata Basanti Pramanik, Kunjlata Devi and Parvati KumariPower!Pratima DeviI feel strong after receiving sewing training. I have started earning Rs.3,000 per month bystitching Salwar suite, Blouse and Nighty at my home. Thus, an increase in family income hasbrought prosperity to my family. Many thanks to Tata Power!Vimla Devi 29Enerji Talk Volume 42 Issue 2 April 2016
Breaking the Glass Ceiling! Janhavi Pooja Guest Editors: Biwalkar Charan 30 Enerji Talk Volume 42 Issue 2 April 2016
Candid conversations served with adollop of inspiration, inside! 31Enerji Talk Volume 42 Issue 2 April 2016
Our Path Setters!On that inspiring note, allow us to introduce you to the experiences of two of the Company's formeremployees - Ms. Chandrakala Baliga and Ms. Indu Narasimhan. When speaking of Women Achieversin the Company, especially, Ms. Baliga and Ms. Narasimhan, emerge as two critical names. Theirstories, their experiences and their wisdom, have continued to live long enough after their retirement,and still hold much signicance and relevance. What's more important here is that while the two didgo on to achieve what they did in their respective journeys in the Company, they also made one othersignicant contribution - they became path-setters - for several women employees who would jointhe Company in the later years! Not only did they do what only a few had before them, they also setthe path for others to follow! Read on what they have to say... Ms. Chandrakala Baliga I am doing so many things after Any such example if I have to give, then I remember retiring. I studied Sanskrit post there was a time when the second consignment of 220 former Tata Power employee retirement, now I have joined a group KV cables was shipped from Germany and the ship ran (Senior GM) ‘Vedanta’ where we all study the into a storm thereby damaging the cargo extensively. Upanishads, I have travelled a lot post Then we had to take some advanced steps andBeing first is challenging or easy? retirement. I love gardening, reading, continue with the project until the replacement cablesIt was not difcult in the sense I had and music. In fact I think this is best arrived. Naturally, subsequent consignments werealready 30 odd years of work here, time to learn and to do things which I securely fastened.when I became Senior GM. So didn’t persue when I was working.being Senior GM was not such a big One particularly challenging situation youchallenge. That was a time when And the best part of my post encountered at work? How did you overcome it?the Power Sector transformed from retirement life are my grandchildren. I There is one incidence happened at Carnac. Two gasa tightly controlled, State Electric love spending time with them. So lled cables supplying the bulk of power toBoard-ruled sector, to its liberalised whichever of these I do, I do it with a Carnac failed simultaneously, resulting in anversion, with participation by the proper method. acute power shortage. It was a difcult time.private sector in all aspects of However the repairs were taken up on a warpower - including generation, Ever been asked, why Tata Power? footing and the cables were commissioned at thetransmission, and distribution. Yes, When I joined Tata Power in 1966 it earliest. Throughout this period, The Tata Electricbut denitely one has to go through was a formation of three companies - Companies’ senior leadership was actively involvedrules and regulation. Keep learning. The Tata Power Co. Ltd, Tata Hydro at every stage. The teamwork and backup provided Electric Co. Ltd, and the Andhra by other divisions was outstanding.After all not only every job but Valley Power Supply Co. Ltd - whichevery day is a challenge in itself. were jointly held, operated and known Message to youngsters in the Company, as Tata Electric Companies. There particularly women.What aspect of your work life were limited opportunities in the Only hard work pays, dedicated work only rewards you.have you carried to your post- power sector for job hopping and Maintain a good family bond There is nothing wrong inwork life? family was always my rst priority. seeking help. It may be from your family or fromDiscipline and organisation. The power sector was state- colleagues. Apart from your work maintain another owned;there were few private sectors world; pursue hobbies, travel, spend time with family.I worked with the Project Department, in this business. I didn’t nd joining This will act as a stress buster for you.so whatever I do I do it as a project another place that much lucrative.with proper planning and then only A fond farewell with owers to Ms. Baligaexecute it. There has to be method in According to you, how differenteach and every task. is the scenario for women today Any secret mantra you believe in that you in organisations /businesses would like to pass on? once considered male- No there is no single mantra; people have to develop dominated? Can you cite a their own mantra personal example? I joined in 1966;now there are diversied subjects, and there are lot of jobs at which women can easily manage. Now you have different options of learning and career. At that time working late in evening or proceeding for emergency work was a bit tough. Now technology has changed a lot. So you don’t have to do things manually all the time; which saves your time and effort as well.32 Enerji Talk Volume 42 Issue 2 April 2016
Breaking the Glass Ceiling! Ms. Indu Narasimhan Ever been asked, why One incidence of being a woman engineer in my career is still fresh. I have said this is the past too. When I was Ex-Tata Power Employee Tata Power? sent to Japan for training, the party that came to Never, I am sure given a choice in receive me at Tokyo airport carried the name pate asBeing first is challenging our days no one would ask this; Tata MR. S.I. Narasimhan as they could not imagine Mrs I. culture had always been part of our Narasimhan would come. Those days even in Japanor easy? life. I studied from Indian institute of there were not many women in this type of work.This question is asked at every step Science Bangalore, which is again Other incidences are like the Factory Act won’t let thein my life, through college, Tata’s. My association with Tata women work beyond a certain time at the work place.engineering and later at post- Trust was for a long period. It is, But on the whole I have had a most satisfying careergraduation; but when you are sort of, part of the DNA; even today, and life with Tata Power.concerned with studies it does not many retired and earlier employeesmatter, it all depends on how one meet together and talk for hours on One particularly challenging situation youtakes it. It is but natural for people to one topic ,life and career with the encountered at work? How did youlook at you differently, but you look Tatas. The humane approach of our overcome it?at the opportunities you have been mentors, Mr F. C. Kohli and Mr S. P. Working on projects and completion of jobs had beengiven and capture them. Any other Manaktalacan never be forgotten. challenging. Incidences like reworking the strategy andperson in that place could have also With pride one must say we worked working under odd circumstances within time frames,achieved it. It is my luck that I had it for Tata Power. handling of people, and completion of the outages, wereall. NEVER, I repeat NEVER, should challenging.one take advantage of your position According to you, how different isfor personal gain. the scenario for women today in Message to youngsters in the Company, organisations/ businesses once particularly women. considered male-dominated? Can One last guideline, never compromise on principles, you cite a personal example? integrity and if you have conviction of courage you I think this question may no longer can achieve wonders. Never think you are different be valid in the present scenario, from men, if at all, you have an advantage, be soft there is no difference. But in our but rm!I wish Tata Power in all their future days the number of ladies were endeavours. Look for more renewable energy! less, we had to make special provisions. When the whole I wish to mention here but for the support I received country talks of Swach Bharat and from Mr. A. J. Engineer which was overwhelming, it toilet facilities, we had to take care, would have been difficult to work in projects. and it was no issue. People would be very cooperative.Work is worship.What aspect of your work life Mrs. Phumzile Mlambo Ngcuka and Mr. C. H. Qomoyi make a happy picture with Mr. S. R. Karkhanis, Mr. S. D. Deshpande, Mr. A. M. Sahni, Mr. S. Ganapathy,have you carried to your post- Mrs. I. Narasimhan and Mr. J. D. Kulkarni at the Load Despatchwork life?Having had almost four decades ofservice, naturally your approach tolife changes; you have a broaderoutlook and look at peopledifferently. I would always like totake care of the weaker sections andtry to help them with theorganisational skills one learntduring ones career. 33Enerji Talk Volume 42 Issue 2 April 2016
Breaking the Glass Ceiling!Ms. Anjali Kulkarni According to you, how The first one was when I as a relatively young different is the scenario for engineer was working independently on projects for Chief - Project Engineering women today in external clients viz ACC. It required me to travel a lot organisations/ businesses to vendor’s works and sites which were located inEver been asked, why Tata once considered male- remote interiors of Madhya Pradesh and AndhraPower? dominated? Can you cite a Pradesh. The years spent completing thoseI joined Tata Power through Campus personal example? assignments changed me completely as a person.recruitment in 1979 after graduating I feel, that in the last couple offrom Pune University and have had decades there has been a vast The deputation to HR was the second assignment!the opportunity to work in various difference in the way girls are being It was the initial period when long standing policiesfunctions within the organisation brought up in families making them and practises were being reviewed, benchmarkedthrough the years. The journey has very aware of their abilities which with other organisations. This period introduced mebeen very enriching due different leads to the fact that women are to a new area, giving me an opportunity to study HRassignments and developmental now pursuing professional careers practises of other organisations, develop trainingopportunities that came my way and in larger numbers. When I joined frame work and indices and contribute to newhence have never felt the need to think Tata Power, there were only three schemes and policies.about moving to other organisations. women engineers who had joined this organisation ahead of me. All I believe that I have learnt the most only underI had the opportunity to initially be of them were exceptionally talented tough and demanding situations which needed a lotpart of the commissioning process and trend setters. That was a time of effort.for the Units at Trombay which was when special policies for women ora great technical skill building and adequate infrastructure facilities Message to youngsters in the Company,learning experience. Deputation to were not available. But with the particularly females.projects being executed for external culture prevalent in Tata Power, I The younger generation joining the organisationcustomer organisations, key never felt isolated or stressed for today is ambitious and more aware ofmember of the team involved in the want of support and was always opportunities in the sector and associated areas.Unit 8 project, and the four year stint treated fairly as an equal employee Good understanding of the subject, dedicatedin HR were some of the assignments despite being in absolute minority. hard work and abiding by the values of thewhich helped build an overall company are the critical factors which will helpbusiness perspective. Today women are joining the them in their pursuit of success and higher organisation in larger numbers and responsibilities.I have been quite fortunate in terms the once male dominated areasof trust and faith reposed in me by are also being taken up by them. It As a women employee, I would urge them to nevermy seniors, peers and mentors is heartening to note that women ever consider themselves lesser gifted than any ofwhilst being selected for different today are willing to take on their colleagues. With efforts and determination it isassignments. challenges of difcult always possible to find solutions to all situations assignments, overcoming issues without seeking any special privileges, concessions around mobility, travel etc. whilst or special considerations. managing their personal lives well. Any secret mantra you believe in that you One particularly challenging would like to pass on? situation you encountered at There is no secret for success. Secret lies in our work? How did you overcome it? own efforts, dedication and passion. Whenever While I cannot remember extreme there is an oppor tunity, we must endeavour to put situations, there were two our very best efforts. It is important to be aware of particular periods which were your strengths and limitations, work on them and challenging and rewarding as well! calibrate your expectations from life accordingly.34 Enerji Talk Volume 42 Issue 2 April 2016
Women Achievers in Tata Power cut and the community activism that we faced for Mundra UMPP. The city experienced a complete power failure, following the tripping of all its units after several decades! I was just two years into the Company then, and had never witnessed a crisis of this magnitude before - not as a layman and certainly not when I was on the other side of the table. It was a challenging time! In the one hour that there was no power, the Railways, one of our critical customers, had begun voicing their displeasure, along with other big customers along with the whole political machinery of Mumbai. We got down to preparing a statement, talking to the media and other stakeholders continuously and to the PR teams of our customers, assuring all of them that the situation would normalise soon.Ms. Shalini Singh According to you, how different Another challenging situation that we waded through is the scenario for women recently pertains to the community activism issuesHead - Corporate Communication today in organisations around our Mundra plant. However, we have, /businesses once considered through our collective efforts of being proactive inEver been asked, why Tata male-dominated? Can you cite our responses, risen above the entire debate and a personal example? focused on how we’ve made positive difference. APower? I started my career with a strong Communication plan , has helped us achieveCommunication as a function is manufacturing company, a set-up that and build confidence of our investors & otherlargely industry-neutral. Some of the where the share of male employees stakeholders.key reasons to join Tata Power has mostly been higher than theirwere: a) It was a new industry, and I female counterparts. Therefore, Message to youngsters in the Company,was looking forward to having new I am more inclined to look at a particularly females.experiences and learnings; b) I was Company from the perspective of Well! Why only females? Tata Power is, in a lot ofbeing presented with the the opportunities it has on offer ways, gender-neutral, making it a pleasure to workopportunity to set up and how best one can contribute for. I would say that to get good opportunities inCommunication function, which to its growth and success, rather this organisation solely depends on how hardwas enriching in terms of job than being gender-based. you’re willing to work & grow. Sky is the limit,content along with being exciting really! I would like to credit the organisation forand fulfilling. I had thoroughly One particularly challenging having given all of us the opportunity to grow andenjoyed similar opportunities in my situation you encountered at develop our careers. This holds true for bothearlier companies - Airtel and work? How did you overcome it? genders. For females in particular, I would say thatArvind Mills - wherein I had set up In my tenure of 12 years here, there Tata Power is safe, benign and one of the mostthe Communication function from have been several challenging women-friendly organisation. We also have a caringscratch. c) Last but not the least, situations. Two such incidents that I senior leadership team who are trying to make athe brand Tata and the opportunity recall in particular is of the time difference by introducing several women friendlyto be a part of this prestigious when Mumbai faced a total power initiatives.group! The Company, the brand, issynonymous with Trust - a trait Any secret mantra you believe in for successmost Communication professionals that you would like to pass on?look out & forward to when deciding There’s no secret mantra as such. Your successto join an organization. solely depends on how much passion, hard work you put in and how committed you are to delivering. I’ve learnt that from my mentors and leaders and this is exactly what I’d like to pass on. 35Enerji Talk Volume 42 Issue 2 April 2016
Breaking the Glass Ceiling!Ms. Chhaya Bhonslay organisation - Customer Department, organisation. It made me tough to manage difcult Engineering department, SAP situations. Now Tata Power has come long way in this Head - QA & I (Electrical) implementation, Cost reduction and direction. I can see many ladies joining the organisation, Process improvement cell (called as in various functions. Many forums are created to voiceEver been asked, why Tata 3SCR), Business Excellence for them, and for sharing and support.Power? Process mapping, Human ResourceTruly speaking, this question has (HR) function as L&D Head and now One particularly challenging situation younever occurred to me. Tata Power in Quality Assurance and Inspection encountered at work? How did youwas one of the rst companies that (QAI). This variety of experiences have overcome it?came to our VJTI campus for campus helped me open my mind, made me As I gained condence, I gained trust from myrecruitment, I got selected and there explore various elds, enriched me in superiors too. This helped me to get involved inwas no looking back. I was impressed every aspect of my life, and expanded challenging situations. One such incidence I rememberby the way Tata Power presented to my horizons by leaps and bounds. was that, when we lost a Generator Transformer atus about the Tata Group and the While I share these experiences with Trombay, wherein lighting arresters were also burnt. Toorganisation. When the ‘Selected my other friends, I realise this could avoid commercial loss, we needed to take the unit backcandidates list’ appeared on the notice be possible only in Tata Power. quickly and for that, Lightning arresters (LAs)board, our TPO (Training and replacements were necessary. I was put on the job, wePlacement Ofcer) said, ‘You are one I am indebted to the organisational quickly managed to get LAs from the vendor andlucky engineer who will be working in values; not only in my professional subsequently I went for the inspection. When clearinga Tata company, that too in your core life, but also in my personal life. They the same, I asked them to despatch them on an urgenteld of electrical engineering.’ It was have helped me become a better basis. However they informed their inability to do so.considered extremely prestigious to be person. They have made me Losing each day was leading to a generation loss,a part of the Tata Organisation. After responsible towards my every act - leading to loss of power to our customers. After talkingone year of selection and completion towards society, environment, to my seniors, I decided to carry the equipment myself.of my Engineering, I joined the community, organisation and also my However, I was not even carrying enough money fororganisation and have been enjoying family. They imbibed within me care octroi. It was at a time when ATM, money transfers, etc.the journey till now. for all, care for community, care for didn’t exist. I explained the situation to the manufacturer. customers, care for my own I requested money from them and carried theAfter working here, I could never think colleagues, care for environment, care equipment along with me in a taxi. At the octroi naka,of working for any other organisation. for organisational assets. along with all truck drivers, I had to struggle to get itFor me, Tata Power is a bond of a cleared. It was late night when I reached back inlifetime. It gave me a variety of I always feel that this organisation has Mumbai. I feel proud that I managed to get theexperiences in my career. I joined been founded with the divine vision - equipment almost one week earlier than theway back in 1983, in a core technical ‘Clean, cheap and abundant power for manufacture would have delivered. The unit was back indepartment of Electrical Testing at the country‘of Sir Jamshetji Tata and service immediately, saving seven valuable days ofTrombay, as a GET (Graduate hence been blessed with divine power, generation. I could do this due to the trust andEngineer Trainee). After that I moved sustaining for a hundred years. I am condence shown tome by my superiors.across various functions in the sure will continue to sustain for many centuries to come. Message to youngsters in the Company, particularly females. According to you, how different We should always feel proud to be a woman and is the scenario for women today enjoy all aspects of life. Keep your mind open. Don’t in organisations/businesses have any inhibition of doing any sort of work as once considered male- needed. Have faith in yourself. Take life as it comes dominated? Can you cite a and enjoy every moment of the same. Develop personal example? yourself in all aspects. The sky is also not a limit for When I joined Tata Power as a GET, I you. ‘Life itself can’t give you pleasure and peace; was the only girl in the entire batch of unless you really want it. Life just gives you time and 60 who joined across campuses. But space. It’s up to you, how you ll it.’ . nevertheless, the organisation never treated me differently. I liked that. I Any secret mantra you believe in that you would was always treated as a person here like to pass on? rather than as a woman and I believe, There is no alternative to individual’s values and in this world of equality, women hard work. It’s true that every effort is not converted always wish the same. This helped into success. But, it’s equally true that success does me gain condence in managing not come without effort. Be humble, be happy. anything as needed by the36 Enerji Talk Volume 42 Issue 2 April 2016
Women Achievers in Tata Power same year, I won the Bronze medal too many girls in this sport, my women ancestors at the National Shooting Competition have shown more courage than men in times of wars held in New Delhi. I have participated and invasions. So having a gun and shooting as a in 10 National Shooting competitions professional sportswoman was my dream and. I view till date. the Olympics as my future.Kr. Snehlata Singh Rajawat Internationally, I participated in the I have been more of an outdoorsy girl since Shotgun Shooting World Cup in childhood and hence got into outdoor shooting. ILead Associate, Tata Power Chile; Shotgun Shooting World Cup have always liked competition and competing with(ERP), Noida (U.P.) in Sydney, Australia; Shotgun men and often I have beaten them. Shooting World Cup in Beijing, ChinaCould you share a little about and Shotgun Shooting World Cup in Any particularly challenging moment youyour beginnings? Maribore, Slovenia. I also encountered in your sporting career? How didI am native of a small village name participated in the Asian Shooting you overcome it?Sunara, Tehsil - Niwai, District - Tonk Competition in Malaysia, Asian Many a times, you face very difcult challenges whenin Rajasthan. I am a graduate from Shooting Competition in Doha, Qatar, you are a professional shooter, or in any other sport.the Rajasthan University. I began my and the Asian Olympic Qualication For me, the rst challenge was to choose a family lifeSports career from SMS Stadium in Championship, New Delhi, 2016. or a life of training alone for 8 - 9 months away fromJaipur. home. Sometimes I feel miserable and homesick and I How do you feel about your miss everybody, especially my little daughter.Can you share with us a little association with Tata Power?about your passion for I attribute my success in this eld Sometimes you train so hard, putting everything intoshooting? to my employer Tata Power, who it, but when you lose a major competition, there isI am an International Trap Shooter have been continuously and nobody to support you, but yourself. It hasand won the Gold medal in consistently supporting me in my happened with me many times, but my innerTrapshooting at the National sports career. My progress in sports strength keeps me going just pushing me to FIGHTChampion 2014-2015. I am also a has proved to be a boost in my and train HARDER.member of the Indian National professional and personal life too. Itshooting team. I have had the has given me an advantage in my In reality, it’s a very tough job to be a professional.privilege to represent India in many social life too. The international But I believe in myself and I am not afraid of thenational and international shooting standards of professionalism in work results. I will never allow negativity to overpowerevents and am presently working and sports ethics makes me a proud me. I have trained myself to stay calm and keep onhard to win World Cup to be held in employee of Tata Power. taking the pain.February 2017, and otherinternational competitions. What pushed you to get into the I believe in ‘NO PAIN NO GAIN’. I am marching ahead, sport you’re in, especially since one defeat cannot upset me, nor can too many winsTell us more about your there aren’t many women force me to forget my nal goal; i.e. The OLYMPICachievements. who’re in it? CHAMPION.In India, I bagged the Gold medal at I have always been interested inthe National Shooting Champion sports and followed cricket and Message to youngsters in the Company,(Trap) in 2014-2015 in Patiala. In shooting. I started shooting at a particularly females.2011, I won the Silver medal at the local shooting club in Sawai Man My message to youngsters, especially women is ‘lifeNational Games, held at Ranchi. The Singh Stadium in Jaipur during my is a one-time opportunity; use it. Be positive, set clear rst year in college. I thought goals and keep working at it professionally and grab shooting suited my quiet it. Good luck to everybody.’ temperament. Though there are not 37Enerji Talk Volume 42 Issue 2 April 2016
Breaking the Glass Ceiling!Have Passion, will Pursue! Ms. Monica Pawar 2. Biggest risk I have taken: I 9. My mantra for success: I have not found ‘The prefer to avoid risks, especially Success’ yet Lead Engineer - Mechanical when I know they are big Project Engg. 10. I am inspired by: A persona; that ourished his 3. My stress busters: Things I professional life; that is still remembered as aMonica is passionate about “Sand love, to explore various art good human being, as a senior, as a mentor; andArt” Those of you who attended forms through the internetand that is young at heart even after retirement tothe CYC function for Corporate try to learn, this sets me up. pursue the passions.ofces in NCPA, witnessed themagic in action. Here, Monica 4. Best compliment I have ever 11. What I wish I knew 10 years ago that I nowshares with us all that drives us in received: Standing ovation at know: There is nothing perfect or absolutelya rapid re of sorts! CYC corporate function for glue right. Time changes priority and importance of painting performance everything. So it’s never about taking right1. I start my day with: A thank to decisions, it’s all about what’s right at that point almighty for yet another 5. My critique: Myself. The most of time. wonderful day important rating for any of my work is mine, my satisfaction 12. The best advice I have ever received: matters the most. Minimising expectation and widening acceptation is simplication of life. 6. The last thing I do before going to bed: Try to analyse how well I 13. I hate: Helplessness have lived the day and try to 14. What I like about my job: Opportunity to learn plan a better tomorrow 15. A word that describes me: My favourite 16. My greatest high ve moment: Successful rst 7. Some things that I always carry with me: Pen, Pocket attempt of sand animation in corporate life Diary, mobile, purse 17. My greatest strength: Diligence 18. My dream: To ourish professional life and 8. I enjoy the most: To perform the way I desire always be young at heart to pursue my passions38 Enerji Talk Volume 42 Issue 2 April 2016
Women Achievers in Tata Power Achievers’ Talk!Every woman is an achiever in her own right! From being a rockstar mom to an expert multi-tasker, women everywhere don several hats effortlessly! Here, we have a few achievers fromaround us, telling us what their journey has been like, what inspires them, among other things!Read on for some inspiration... Vinaya Shrikant happier. Seeing everyone around that people, whose faith and encouragement made me what I happy was one of the greatest am. I learnt a lot from my mentors and consider myself Group Head - Corporate Projects moments in my work life. lucky to have got their guidance. I am deeply inspired by Mr. S Ramakrishnan’s knowledge, humble nature, clarityEver been asked, why Tata Power? One skill, in your view, every women of thoughts, vision and commitment. When the FinancialI choose this company because I know must possess to achieve professional Concurrence Group was being formed in 2012, hethat this company will bring out the success. recommended me. It was the best formbest of my potentials as an individual In my humble opinion, “perseverance” acknowledgement I could get! I am now heading the FCGand as a professional. The favorite part tops the list, followed closely by team since 2 years, with the support of my team and theof my job at Tata Power includes the “contribute uniqueness”; “being faith bestowed by my seniors.ability to work independently & the resilient” and “being inclusive”.people I work with. It’s hard to nd One skill every women must possess.such environment today because so Vimmi Mehta One of the most important things one must have is Beliefmany organizations just don’t care in one’s self. We all have certain core values and beingabout honesty, hard work & integrity. Group Head - Financial Concurrence Group true to one’s self is fundamental of them. There may be times when things may not go our way, in such times, it'sYour best moment in your Ever been asked, why Tata Power our perseverance and belief that takes us through. I alsoprofessional life till date. I came to the city after my marriage, in believe in keeping my cup empty and being a student life-Selective memory is hard to February 1992. I had applied to a few long. Last but not the least, be appreciative and grateful toaccomplish. I remember all those reputed rms and Tata Power (then Tata all people. Whatever I am today is thanks to all those whowonderful & not-so-wonderful events. Electric Co.) was the rst company to stood by me, supported me and encouraged meI'll just share one such wonderful event call back. Being an Electrical Engineer whenever I felt low or lled with self-doubt. As Mr. Ratanfrom my professional life. I recall and fresh out of college, I felt privileged Tata says - “If you want to walk far, walk together”.Mundra unit#1 synchronization to be a part of such a historiccountdown 48hrs. We all were very organization. There was no looking Bhagyashree Pisolkarnervous & anxious. Activities for back for me! It was my destiny thatTurbine rolling at full speed were in full gave me the opportunity to be a part of Head - Trans. Automationswing. Every activity - from boiler light- Tata Power. I consider it to be anup to ramp-up was a challenge. When honour to serve my country being a I joined the then The Tata Electric Companies way back inrst time 830MW turbine rolled part of the giant legacy of founder, Sir 1982, as a GET, and am still batting satisfactorily withsmoothly and reached its rated speed Jamshetji Tata, and other great leaders. new challenges faced every day. There have been manyin single attempt, we all cheered. The ups and downs on my professional as well as personallook on every one’s face was pure joy. Best moment in my professional life front, but as rightly said by Dr. A. P. J Abdul Kalam,I don't think anyone has ever looked I had the privilege to work with the best “Difculties in one’s life do not come to destroy, but to 39Enerji Talk Volume 42 Issue 2 April 2016
Breaking the Glass Ceiling!help you realise your hidden potential In January 1995 after a stint of 10 claps received on my 25 years long service award. Oneand power. Let the Difculties know months with Reliance Industries colleague commented, I think you are one of the mostthat you too are difcult.” Limited, I joined Tata Power because I popular persons in Tata Power! Known for your high wanted to work with the Tata Group. positive energy…This has kept me going for so many Little did I know that it would become One skill, in your view, every women must possess toyears! my second home for years to come. I achieve professional success: Ability to withstand feel, to be successful every woman pressure!There is denitely some positive energy must have the conviction that she canwhich gets imbibed in me the moment I do it! If we are determined to achieve Pritimukta Sarangienter the Company premises and drives our goals, the sky is the limit. Ime. Freedom of speech with valid cherish a few of the successful Ms. Pritimukta Sarangi, CFO - TPIPLreasons, freedom of learning, moments like winning some majorimplementing and taking forward the projects/ bids on which I worked, Ever been asked, why Tata Power?technological advancements. The ethics achieving the ISO 31000 and ISO Very often, actually! Power is perceived to be a sectorand values imbibed in the minds of our 22301 certication for Tata Power women would not be interested in. However, Tata Poweremployees synchronise with my Group, Winning the Ethisphere award, has given me many opportunities to learn in corporatefrequency and temperament. As far as etc. However, personally, I felt GREAT nance and business development. I have also had thesuccess goes, it can be viewed from when a colleague of mine told me that opportunity to work in special projects across otherdifferent angles: Going up the a senior leader was appreciating my verticals. Being an industry that is going through toughprofessional ladder & Satisfactory work in a management meeting where times, the learning curve is also very steep.tenure & Job enrichment/ enhancement I was not present. This I felt was trueand is very difcult to judge. I think I fall recognition of my efforts!under second category.Women, if they have to stand up in thisworld dominated mainly by men, shouldbe determined, self-motivated and go-getter with one’s inherent value system.All my professional life, I have beencompeting with myself, hence every dayhas been better than the previous day!Ketayun Fallahzadeh Ms. Usha Iyer, Your best moment in your professional life till date. Being acknowledged by Institutional Investor and TataInternal Audit & Risk Mgmt. Head-Corporate Safety (S&P) Innovista. Ever been asked, why Tata Power?: One skill, in your view, every women must possess to Asked by whom? If by others- Yes. If achieve professional success. by me - NO Two skills - Commitment and Condence. Commitment Your best moment in your to focus and deliver on every responsibility undertaken professional life till date: Maximum and condence to take credit for the work done.Ms. Anu Ramakrishnan For me, Tata Power is the place of Performance Management System revamping professional enrichment. It offers a projectGroup Head - Corporate Functions HR stimulating environment for those who are willing to learn and strive. Most women have strong career-oriented disposition At the same time, it is also a highly when they commence their career. However, as they caring organization - providing a move up the corporate ladder, one important skill that perfect climate for meeting career every woman must possess or acquire is aspirations along with personal adaptability. The ability to adapt to changes not only imperatives. within the organization but in life at large. As a woman how we respond to this challenge could Successfully leading and become the difference between success or implementing an organization-wide otherwise.40 Enerji Talk Volume 42 Issue 2 April 2016
Women Achievers in Tata PowerOverseas Talk A lot of Tata Power employees are based overseas. Although seated in a different geography, employees at these locations feel the same afnity to the Company as their counterparts in India. We got talking to a few of our women employees who're based out of our locations overseas... Ms. Lis Azizah Leadership. The company, through nd it common place for employees to be so devoted different channels, provides a two- to a company, a brand, a legacy. Lead Associate - Administration, way communication between its Indonesia Representative Office employees and its Senior That said, I nd that the environment in each Tata Leadership. company, and I have interacted with so many of them,I started as Executive - Commercial to be different depending on its workforce, but thewhile joining Tata Power The most important thing that I have ethos remains diligent and forceful with a sense ofRepresentative Ofce - Indonesia learnt from being a Tata Power belonging.back in 2008. Coming from a employee is the vision of ourSecretarial background, I mostly deal Group’s Founder of giving back to Ms. MoeZarZarwith administrative and behind-the- the people/environment more thandesk jobs. what they receive, which is very rare Representative-Business Development, if any, but not to a Tata Group Myanmar Representative OfficeBeing a member of a small team in Company. Further, the ethical valuesJakarta, Indonesia does not that the Company and Tata Group when I was to join Tata, I carefully checked thenecessary mean that I have limited standby mean that we employees do culture of Tata and tried to understand if it would tpeople to be in touch with. Joining not face any personal moral with my life and the nature of Myanmar. After I joinedan international organisation like Tata dilemma. Tata Power, I could get the well-known knowledgePower gives me chance to be in from seniors as I hoped and could extend thetouch with colleagues from different Ms. Lynn Gordon globalised thinking in doing business too. Icountries with different backgrounds appreciate reading emails which are sent to theand cultures. This excites me. Personal and Project Assistant, employees with updated news, not only in theI have been in touch with colleagues Africa Region Office company, but also in the country. We can see thenot only from neighbourhood views of the company’s leaders; we can touch thecountries like Singapore, Myanmar I started my stint in the Tata Group ideas of each employee from those emails andand Vietnam, but also those from about nine years ago. My rst thereby understand the culture in Tata. The one I likeIndia and South Africa. So many impression was that the Tata’s are a most in Tata Power is ‘Work-Life Balance.’I cancultures to exchange! Another stand- force to be reckoned with. The spend the evenings with my family; I can upgradeout culture of Tata Power is the culture demanded respect and a my academic qualication on weekends. Therefore, Icommunication between the work ethic that is almost relic. can work with full emphasis with efcient support onemployees with the Senior Nowhere in today’s age does one each project. I believe all other employees have same too. 41Enerji Talk Volume 42 Issue 2 April 2016
Meet the Power-puff Girls!Pratiksha VaishnaviGuest Editors: Naik P.42 Enerji Talk Volume 42 Issue 2 April 2016
This article is almost a like adream waiting to be realized,asking the question what is nextin this realm!Do you have the answer? 43Enerji Talk Volume 42 Issue 2 April 2016
Meet the Power-puff Girls! intro Although women have made it to the moon and back, there are still a few industries where they've been conspicuous by their absence, the power industry being one. However, with an example blooming in our own backyard, we're growing optimistic. Here's some more on it...Power-puff Girls of the yesteryear! According to the March 2007 issue of Career Currents, published by National Energy Education Development, the likely first woman engineer, Bertha Lamme Feicht (1869 - 1943), worked on the Niagara Falls Power Plant, which was completed in 1895. Feicht was also the first woman to earn a U.S. engineering degree (from The Ohio State University).Bertha LamFirmst WeomFeanicEnhgtineerMs. Lila Poonawalla did her early education in Pune after which shegraduated in mechanical engineering with first class from the GovernmentCollege of Engineering under the University of Pune in 1967, making herthe first Indian woman to secure a degree in mechanical engineering.Lila PoonawallaMs.LGirlaaduMateaDzegurmee dinaErnginMeesri.ngIla FMiresct hInadniiacnalWEnogmineenetroinSgecDuergeree Ghosh (Majumdar) graduated in Mechanical Engineering in 1951from Bengal Engineering College, Shibpur (now Bengal Engineering andScience University)!44 Enerji Talk Volume 42 Issue 2 April 2016
Power-puff Girls of Kalinganagar Four GETs from the 2014 batch - Ms. Harshita Krishna, Ms. Chandani Rout, Ms. Sohini Bose, and Ms. Suchitra K. - have joined as operation engineers in the Kalinganagar plant! Owing to the night shift law for women by the central government, women engineers had not been working in operation department of any power plant. This team here is first team of women engineers in Tata Power to have started working as operation control engineers!Tata Power’s very own ‘Power-puff girls!’ (From L-R: Ms. Harshita Krishna, Ms. Suchitra Karthikeyan, Ms. ChandaniRout and Ms. Sohini Bose) 45Enerji Talk Volume 42 Issue 2 April 2016
Meet the Power-puff Girls! The girls also managed a sele with Tata Group Chairman Mr. Cyrus Mistry and with the Tata Power CEO & MD, Mr. Anil Sardana during their recent visit to Kalinganagar When new to a job/place, you need here to trip the boiler in order to learn what happens three things to grow - space , during an emergency. opportunity and support! Kalinganagar provided us with all the In short, working in Kalinganagar has been a rich three in abundance, along with a few experience! The people here are warm and caring. We extras! None of this could have been have become an invaluable part of the operations possible without the support and team here. guidance of our seniors, mentors and colleagues, as well as the staff here, who have made our stay comfortable!Ms. Chandani RoutO & M Engineer – KalinganagarWe operate as control room Ms. Sohini Bose Ms. Harshita Krishnaengineers sitting at control roomdesks and even as eld engineers O & M Engineer – Kalinganagar O & M Engineer, Kalinganagarwhen required! We have beeninvolved in commissioning and Being a power engineer, I had a It's incredible when you have such an amazing team tooperational activities. We are the strong desire to work in the work with, where everybody inspires you, believes inonly team of women engineers to operations department. However, you, recties your faults and cherishes your effort! Ithave completed the steam blowing whenever I would express this desire has transpired my potential.activity of two boilers during during my 1-year training period, Awesome experience as a novice!commissioning. Here, we are seniors would tell that femaleworking in A & G shift, though we workers were not allowed to do so Ms. Suchitra Karthikeyanare interested to come in B & C too, since the job involved shift duty. But,but factory laws don’t permit! when we joined Kalinganagar, we O & M Engineer - Kalinganagar were told that all 9 GETs of our batchThe exposure we girls have got here would be a part of the operations Kalinganagar has provided us an inniteis undoubtedly very good! We got team! When we joined, the opportunities, to help us grow, learn and soar in thethe chance to be a part of a project - operations team in KPO was very high skies! It has also made us feel at home with itsfrom the transition phase from small, and we were allowed to light- loving and supportive staff!project to operation as well as the up the boilers and do steam blowingoperation. The best part of doing this single-handedly. We were evenare our colleagues and seniors, all of encouraged by our senior colleagueswhom have been so supportive. Iwould like to thank Vijayant Sir, IEL –Plant Head, for being our motivationand the driving force to put us in theforefront always!46 Enerji Talk Volume 42 Issue 2 April 2016
Factory law for night shift of womenCentral Government Act between the hours of 6 A.M. 2) The State Government may make rulesSection 66 in the Factories Act, and 7 P.M.: Provided that the providing for the exemption from the1948 State Government may, by restrictions set out in sub-section (1), to such66. Further restrictions on notication in the Ofcial extent and subject to such conditions as it mayemployment of women.: Gazette, in respect of 2[any prescribe, of women working in sh-curing or1) The provisions of this Chapter factory or group or class or sh-canning factories, where the employment description of factories,] of women beyond the hours specied in the shall, in their application to vary the limits laid down in said restrictions is necessary to prevent women in factories, be clause (b), but so that no damage to, or deterioration in, any raw supplemented by the following such variation shall material. further restrictions, namely: authorize the employment of a) no exemption from the any woman between the 3) The rules made under sub-section (2) shall hours of 10 P.M. and 5 A.M.; remain in force for not more than three years at provisions of section 54 may 3[(c) there shall be no a time. be granted in respect of any change of shifts except after woman; a weekly holiday or any The call centres, hospitals and airline have b) no woman shall be other holiday.] been exempted from this and are not within the 1[required or allowed to purview of the Factories Act. work in any factory] exceptGeneral prohibition on night work in other countriesl A few countries like Belgium, Switzerland, Barbados, Sweden and Norway have enacted legislation providing for a general ban on night work for all workers. Here night work is also permissible by agreement with elected union representatives or by permission of the labor inspection, especially in cases of heavy workload, unforeseeable events or imperative need.l In several countries, no distinction is made between male and female workers in terms of access to night employment, so that the same restrictions, if any, apply to workers of both sexes. These are most often restrictions designed to protect workers for medical reasons or on account of special family responsibilities. Examples: Lithuania, South Africa, Netherlands, Spain, Italy, Estonia, Belarus, Ukraine, Japan, Bulgarial In other countries like Haiti and Finland, night work restrictions pertain to the nature of specic activities rather than to the personal needs of the worker.l In some countries, there is no prohibition on the employment of women at night as legislation does not distinguish between night and day work or does not apply different labour standards to male and female workers. This is the case in Australia, Botswana, Burundi, Canada, Chile, Cuba, Dominican Republic, Ecuador, El Salvador, Ethiopia, Mexico, New Zealand, Peru, Qatar, Seychelles, Singapore, Uruguay, Vietnam and Zimbabwe.l In some countries, labour legislation lays down a stringent prohibition on night work for all expectant mothers throughout their pregnancy and for nursing mothers during a specied period after childbirth which may vary from one to three years.l Countries like Papua New Guinea, Dominica, United Kingdom, Jordan, Turkey, Norway, Indonesia, Malaysia and Switzerland generally prohibits for women working at night. However night shift time differs for each country. 47Enerji Talk Volume 42 Issue 2 April 2016
DeliWering Goodness! Poulomi Guest Editors: Paul 48 Enerji Talk Volume 42 Issue 2 April 2016
An ode to women, who through their actions,bring in Invisible Goodness in ourday-to-day lives. House-helps, sweepers,housekeeping staff in office;women touch our livesin so many different ways each day. 49Enerji Talk Volume 42 Issue 2 April 2016
DeliWering Goodness!The most pertaining question these days is what therole of women in our society is. Women havegrown from being only a unit of the familyorganization to becoming a signicant unit of thesociety and impacting the course of social changesin the society.The Indian society has always been patriarchalwhich has led to many insensitive behavioral actstowards the softer aspects of life. If only the societywas under women leaders, the rst impact wouldbe lesser number of wars all over the world!Though the role changes that have occurred in thepast few decades in the families and societies, hasshown positive signs for the status of women in thesociety, the question still remains:Has the Indian society matured enough to acceptthe individual identity of women?Is the society ready to accept the aspirations of awoman and her abilities to reach the same heightsas her counterparts?Here are some of the interviews of our fellowcolleagues which bring out their perception on thecurrent position of women in the society and howthe acceptance levels for the women have changedover the years.Mr. Suresh Rao cup of hot coffee, but also diversity in the organization has made a make that coffee. She is the one difference. (Senior Specialist – TPCDT) who taught me that if a man A: I was working for an NGO, where a project expects his house to be spick was pending because the grant for the projectQ: The woman who has inspired or and span, he should also was pending and hence the project got impacted your life the most. contribute to cleaning the house. delayed. One of the mail managers suggested we cut down on the number of employees. AtA: My mother. She has been the The second person who that moment, there was another female pillar of strength in my family. inuenced my thought was senior, who suggested we cut down on our She taught me the Yin and Yan My Boss. salaries but retain all the employees. Her of life. “care for all” nature made a difference and the She was a combination of grant that was getting delayed reached in two Incidentally, the most inspiring wisdom and humility. Her months. stories came from my mother. professionalism in the eld of The soft skills – the effeminate social work taught me that I would conclude by saying nature supports aspects of life that I have social work is not just charity the co-existence of both genders to maintain learned today and that do come at your own will. balance. Therefore, to build a balanced in handy in my day to day life organization, it is necessary to respect the are the attributes I have learnt Q: Relate an experience where view point of both genders and give both from her. you have found that gender genders equal opportunities to grow. My mother taught me that men are not only expected to drink a50 Enerji Talk Volume 42 Issue 2 April 2016
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