Pushing the Boundaries of Inclusivity at L&T Finance

Pushing the Boundaries of Inclusivity at L&T Finance

At L&T Finance (LTF), inclusivity has always been a cornerstone of our organizational ethos. As a company committed to be a top-class digitally enabled retail NBFC, we understand that the diverse retail customers can be better served by an equally represented diverse workforce. Also, to build a future-ready workplace, we must leverage diverse perspectives which is possible only by fostering equity and creating an environment where every individual feels valued. Among the key pillars of this commitment is our focus on gender diversity, aimed at empowering women colleagues to thrive and lead. This blog will talk about the key initiatives launched towards empowering the women colleagues at L&T Finance.

Championing Gender Diversity and Building an Inclusive Culture

At L&T Finance, we believe that breaking barriers and creating equitable opportunities is not just an aspiration but a necessity. Today, women play an integral role in shaping L&T Finance’s success, contributing across various functions, from front-line roles to leadership positions. Currently, we have around 20% women in our senior leadership, and we are quite hopeful that the percentage is bound to grow northwards.

Inclusion begins with ensuring that women colleagues can bring their authentic selves to work every day. To this end, we are building a culture that actively supports women at every stage of their career. From enabling work-life integration to fostering mentorship and providing development opportunities.

To help select women own and hone their leadership identity, we are partnering with L&T Group in curating and providing development interventions like “Winspire Rise” and “Winspire Propel” for early and mid-level leadership positions.

WINSPIRE RISE: It is an Early Leadership Program for women covering elements of (a) self-discovery and goal setting, (b) Impactful workplace interaction and presence, (c) Personal branding and storytelling for influencing, and (d) Work-life integration and managing inner critic.

PROPEL: It is a Leadership Journey program for women in their mid-career. The purpose of this program is to explore elements that women experience and must navigate in pursuing their leadership journey. It is anchored around four pillars – (a) Lead Self, (b) Lead Others, (c) Navigating through the Organisation, and (d) Claim Your Spot. This program specifically looks at issues from the lens of mid-career women making their way in the organization.

These programs have had a profound impact on women and their belief in developing their leadership identity. We are hopeful that these development programs will help generate a pool of women leaders within L&T Finance, ready to take up challenging roles.

Spotlight on Recent Initiatives

Recognising that ensuring equal opportunities is a continuous journey—one that requires consistent effort and an empathetic approach, we have constantly evolved our policies and practices to meet the unique needs of our women workforce. The below-mentioned initiatives are designed not just to help women succeed but to ensure that they feel supported, empowered, and celebrated in their professional journey.

• Introduction of Flexitime - The flexibility of coming to office anytime between 8 AM to 11 AM has been extended to all office-based employees in non-field roles in the tier-1 cities. Employees can then complete their 9 working hours per day, including the defined ‘core-working hours of 11 AM – 5:00 PM, and call it a day.
• Making work-life easier for expecting women employees
  • Monthly allowance to defray the expense of comfortable commute to office – Metros @ ₹5,500 / Non-Metros @ ₹4,500
  • Reserved Parking for those commuting to office by their own vehicle
  • Dedicated workstation with superior ergonomic infrastructure
• Easing back into work-life post maternity
  • Child-care Leave – Women employees with child less than 18 months shall be eligible for up to 14 weeks of PAID Childcare Leave. This is over and above the mandatory maternity leave as prescribed by law.
  • (Up to) 26 weeks of WFA over and above Maternity leave and Child-care leave, capped up to a max. of 1-year of physical absence from work
  • Crèche fees reimbursement for children below 6 years of age (applicable for first two children only) – Metros up to ₹15,000 / non-metros up to ₹10,000
• Enabling business travel of women employees with infant
  • To support women employees who are required to travel outside of their base location, LTF will provide for the child (below 6 years age) & a caregiver/attendant, if they are travelling along with the women employee on sharing basis.
• Comfort Days - 02 days of work-from-home (no questions asked) to extend support to women colleagues during their menstrual period.
• 7 UP - All women employees are advised and encouraged to wind up work and leave office by 7 PM.

The Road Ahead

Our efforts to push the boundaries of inclusivity are grounded in the belief that gender diversity is not just a moral imperative—it is a business advantage. As such, we remain committed to building an ecosystem where inclusivity is not just a policy but a lived experience for every L&T Finance employee.

To the women shaping the future of L&T Finance: your contributions are invaluable, your potential is boundless, and your journey with us is a testament to the power of inclusivity in action. Together, we are building a workplace that is not only diverse but truly inclusive—a place where everyone belongs.

Note: Further details about the initiatives can be found in the company policies accessible to employees.