GSK_ Annual_Report_2021-22

87 incineration. Certificates of disposal are obtained for quality control purposes and to ensure that there is no risk of the expired/ damaged products being returned to the market. This mitigates the risk of possible adverse impacts on consumer health, which may occur due to consumption of such expired or damaged products. FY 2021-22 FY 2020-21 Recycled (MT) Safely disposed (MT) Recycled (MT) Safely disposed (MT) Plastics (including packaging) - 1,652.75 - 2,070.52 E-waste 0.320 - 0.480 - Hazardous waste - 906.35* - 472.95* (*Note: Includes product returns) 3.3. Principle 3: Businesses should respect and promote the well-being of all employees, including those in their value chains Your company lives up to its commitment of being a modern employer with a sharp focus on inclusion and diversity, health and wellbeing and continuous learning and development. The pandemic induced disruptions notwithstanding, your company continued to prioritize the safety, health and development of its employees, in line with its commitment on People inclusion and diversity, health and wellbeing and continuous learning and development. Inclusion and diversity Your company is an equal opportunity employer with a keen focus on inclusion and diversity. Your company aims to create a thriving working environment where all our employees and workers feel valued and included and respected for their contribution. From the beginning of our journey, we have focused on building and strengthening the capabilities of our employees, thereby equipping and empowering our employees to realize their true potential. A personalized GSK-curated program, WeLeAP was launched to develop women professionals by enhancing their confidence, credibility, capability and connections. Women employees at your company were given the opportunity to connect with leaders and managers across the industry by way of a 6-month monitored mentoring program comprising of sessions with leaders & conversations with managers. Your company aims to foster an inclusive work environment for the LGBTQIA+ Community across your company by: • Creating awareness: Your company launched the ‘Spectrum India’ programme in 2018 wherein your company undertook leadership sensitization sessions through external speaker webinars, personal storytelling etc. • Developing safe support systems: Your company plans to create a Spectrum Ally Group comprising employees who are strong advocators of LGBTQIA+ inclusion. • Strengthen Internal Frameworks & External Presence: Your company has taken initiatives to include same sex partners as a part of the Group Insurance Policy (2020) and to add gender reassignment surgery in the policy cover (2022). Your company has also taken initiatives to improve its external presence from an inclusion lens. Employee engagement Your company has globally rolled out new Purpose, Strategy & Culture pillars and has conducted workshops to onboard and immerse the new company culture to top 75 senior managers through blended activities. ‘Workplace by Facebook’, the preferred mode of connecting and collaborating with employees across the globe, helped your company stay engaged and connected with all employees through the lockdown period. The platform has helped to transform the way employees work together while shaping the cultural evolution. Your company conducted an organisation-wide annual culture survey to understand and take a dipstick of the perception of culture from its employees. A score of 91% in the survey results demonstrated strong continued engagement and connect amongst employees. Early Talent Engagement: Your company continues to engage with the early talent through the Future Leaders Programme, Commercial Leadership Programme and the Pharma Supply Chain Leadership Programme. These programmes comprise of a holistic experience