Planet

Positive Powering
Sustainability
Power Growth Of India Sustainability Report 2019-20
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ABOUT THE REPORT

As one of India’s largest producers of renewable energy we at

Hero Future Energies Private Limited [HFE] are committed to
bringing sustainability to every aspect of our organization.
FY 2019-20 is the first year of publishing our company’s
sustainability performance. Through this report we
have demonstrated our capabilities to grow sustainably using
multiple capitals since FY 2017-18. Furthermore, we have
outlined the organization’s sustainability aspirations for the
next decade and our strategic intent to nullify the company’s
carbon footprints throughout its lifecycle.

This report has been prepared in accordance with the GRI

Standards: Core option.
The other guidelines followed are:
United Nations Sustainable Development Goals (SDGs)
CEA carbon database
Recognized performance standards of International
Finance Corporation and the World Bank

Since the company’s inception in the year 2012, in New

Delhi, India our commissioned renewable energy capacity in
India reached a sizable aggregate in FY 2017-18. To provide
a comprehensive and enriching report to our stakeholders,
the sustainability impact in FY2019-20 has been evaluated

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 A B O U T T H E R E P O RT

CONTENTS

A b o u t t h e R e p o rt 02
alongside the company’s sustainability performance since FY 2017-18.
Vo i c e o f H F E 04

This report addresses how we manage our operations across our commissioned and Business Overview 08
under construction renewable energy plants in India in a sustainable manner and how we S ta k e h o l d e r ’ s Vo i c e 12
respond to shareholder concerns. 14
C o r p o r at e G o v e r n a n c e & R i s k D y n a m i c s
This sustainability report depicts the non-financial disclosures of S u sta i n a b i lt i y o u t lo o k 19
HFE and the SPVs of HFE for 11 solar power plants in Rajasthan, 28
I n t e l l e ct u a l C a p i ta l - M o v i n g A h e a d Fu t u r e R e a dy
Madhya Pradesh, Telangana, Andhra Pradesh, Karnataka and
N at u r a l C a p i ta l - M a i n ta i n i n g H e a lt h , S a f e t y a n d
13 wind power plants in Rajasthan Madhya Pradesh, Telangana,
E n v i r o n m e n ta l E q u i l i b r i u m 30
Maharashtra, Andhra Pradesh, Karnataka and Tamil Nadu in India
for the reporting period April 1, 2019 to March 31, 2020. S o c i a l C a p i ta l - C a r e f o r C o m m u n i t y 37
H u m a n C a p i ta l - H a r m o n y i n H u m a n R e s o u r c e s 41
As a true global corporate, we are committed to our stakeholders across the value chain
A s s u r a n c e R e p o rt by C a r b o n C h e c k 44
who are directly or indirectly being impacted, including local communities, contract
labourers, vendors, equity partners, government agencies, land sellers, industry Annexures 47
associations and the investor community of HFE. GRI Content Index 66
Going forward we will maintain an annual reporting cycle. This report has been reviewed and S u m m a ry R e p o rt by T E R I 71
approved by HFE’s Sustainability Steering Committee under the guidance of The Energy and
Resources Institute [TERI], a research institute in New Delhi that specializes in the fields We value your suggestions and views on our first sustainability report. Any queries, with respect to the report
may be addressed to HFE at meenakshi.sarkar@herofutureenergies.com or at the registered office address.
of energy, environment and sustainable development. We are grateful to all our stakeholders
for their support and allegiance towards the company’s sustainable goals and objectives. This report covers HFE’s focus on the following UN Global SDGs 4, 5, 6, 7, 13, 14, 15 and 16

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VOICE OF HFE

Businesses, policy makers, governments, civil societies, My journey in finding solutions to the
and environmentalists globally have been emphasizing climate crisis began seven years ago
on reaching a state of climate neutrality and equitable with the start of Hero Future Energies.
distribution of resources so that people globally enjoy We currently provide energy solutions in
peace and prosperity. wind, solar, energy storage, rooftop solar –
all of which replace fossil fuels, and we have
It makes me extremely happy to see that organizations plans to deploy these solutions globally.
which are not directly linked to a positive impact business
I am a climate optimist. I believe in the collective
are taking conscientious steps to meet their ESG
wisdom of our mankind. Our scientists, political leaders,
obligations. Tech giants are making huge progress in their
industrialists and thought leaders have a wealth of
path to achieving their Renewable Energy commitments.
knowledge and solutions to combat climate change.
The top oil companies have been investing in clean
The need of the hour is implementing topical hybrid
energy projects. A major logistics brand has announced
solutions across geographies, more importantly, making
plans to convert all its fleet to electric or hybrid soon.
and sticking to a sustainable resolve to make this planet a
And this is just the beginning.
cleaner and greener place for everyone.

While it is essential for a company to generate profits, it

During the very challenging last few months of the
is equally important for the company to serve its purpose
pandemic we have organised our efforts towards building
towards society. In my opinion, profit and purpose have
a safe working environment for our teams and serving
to go hand in hand. The companies that fulfil their ESG
the communities near our project sites. We have come
responsibilities are more likely to become leaders and will
forward and distributed masks and food supplies in
be rewarded in the long run.
Rahul Munjal and around our project sites across India. Our inclusive
Chairman & Managing Director, Hero Future Energies growth philosophy is the mainstay of the community

4 GRI 102-2, GRI 102-14

 VOICE OF HFE

development initiatives around our project sites. With the in India and other select geographies are on track, we will
company’s focus on education, skill development, women ramp up in India whereas our global pipeline is expected 2030 Aspirations
empowerment and community development, through
the Raman Kant Munjal Foundation we have been able
to execute unique, differentiated projects to provide
clean and affordable power to all.
ESG
HFE is committed to sustainability targets which are
to positively impact many lives in the backward regions
aligned to global mega trends in ESG
of rural India. The group’s foundation initiatives are
dedicated to building a happier and healthier community
and society. Strategic Intent 5000+
Rural Children to be educated through 100 Asha
At HFE, we are continuously striving towards shaping a sustainable Centres
organizational affirmation of ‘Planet Positive
Power’ for ‘Planet Positive People’! future
Our actions during the pandemic were primarily
across the globe through innovative cleantech solutions 20000+
villagers to have access to clean drinking water
focussed on ensuring the safety of employees, assets
through Water ATM
and communities, shifting to digitization to ensure
Achievement
business continuity, optimizing cost, budgetary
controls, effective capital and risk management and
1 million 200000+
ensure 99% plant availability across all our project villagers to be benefit through installation of solar
sequestering of CO2 by 1 million trees per year through
sites. I believe that these efforts have acted as a catalyst street lights
renewable energy generation since FY 2017-18
for HFE to emerge as a more resilient and future proof
organization, as we come off this challenge. 5000+
We will continue to focus on innovation, digitization and beneficiaries through skilling centres
sustainability across our businesses. Our expansion plans

GRI 102-14, GRI 103-2

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VOICE OF HFE

Global economic growth, coupled with rapid urbanisation, strongly advocate for policy innovations and a comprehensive
is likely to propel energy demand growth. India along with outlook during policy formulation, to meet India’s 450GW
Southeast Asia and other developing Asian nations is estimated renewable target by 2030.
to account for two-thirds of world’s energy demand growth.
Amidst all, Hero Future Energies’ has been consistently
As India is gearing up towards achieving the target of 450 contributing through its core business, towards reduction of
GW of installed renewable capacity by 2030, new challenges global carbon footprints. This year management has decided
keep emerging in the form of huge capital requirements, to disclose a report on the sustainability performance across
protection of foreign capital investments in RE projects from factors from FY 2019-20 to ensure transparency across
payment delays, adequate ISTS transmission & distribution business operations to interested stakeholders.
infrastructure and adequate land resources. Fortunately,
The company has been striving towards
the renewable sector stood tall during COVID-19 crisis, and
operational excellence through continuous
the government also supported this sector by ushering in
improvement in processes, adapting to smart
viable and timely reforms. Principally amongst them are the
technologies and strategically focusing on
90,000-crore liquidity infusion and amendments to the
new and sustainable businesses including
Electricity Act.
rooftop solar, wind-solar hybrid solutions
and energy storage solutions.
Being one of the leading renewable energy developers in India
and as office bearers of renewable energy associations namely In line with our commitment to sustainable development goal
WIPPA, CII and FICCI, HFE has been in the forefront to resolve - 7 [SDG-7] by the United Nations and our strategic intent to
these issues with effective policy interventions. We have grow our renewables capacity to 5 GW by 2024, we have made
proactively made result-oriented recommendations to MNRE consistent progress [with commissioned projects of 1.5 GW
Sunil Jain
during ‘Chintan Baithak’ in May 2019 and EA reforms. We capacity with another 500 MW in the construction phase].
CEO, Hero Future Energies

6 GRI 102-11, GRI 102-14, GRI 103-2

 VOICE OF HFE

We recently commissioned our mega solar plant in Rajasthan

during FY2019-20 which is located in one of the largest solar
parks in India. Due to the difficult terrain there, we furthered
our step towards drone survey mapping and with the help
of over a dozen inhouse engineering experts who overcame
geographical challenges and acted swiftly to enhance our
performance portfolio.

Hero Future Energies has received several accolades for the

performance of its wind and solar project sites in India at
the Golden Peacock Awards, CII’s Sustainability Awards and
FICCI Safety Awards, which reaffirms our commitment to
safety standards and quality backed by stringent engineering
standards.

However, this move towards carbon neutrality is dynamic in

nature and to succeed in this transformational journey we
intend to have our stakeholders on board, working in tandem
with us. As a company we are receptive to feedback from our
stakeholders in this regard and continue with our persistent
commitment of building a cleaner and greener future for
generations to come.

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B U S I N E S S OV E RV I E W
ABOUT HERO GROUP ABOUT HERO FUTURE ENERGIES

Brand ‘Hero’ is an iconic name in India. It had a modest Hero Future Energies Private Limited [HFE], the group’s In the international markets across ASEAN and East European
beginning in the 1950s, as first-generation founders started flagship company, is one of the leading independent power regions, the company has under-belt capacity of 1.5 GW solar
with manufacturing bicycle components in Ludhiana, North producers in renewable energy in India. We are engaged and wind plants. With our strong foundation base in India [2
India. Today the group ranks amongst one of the most in the development, construction, ownership, operation, GW] and our growth ambitions in the international markets
respected business houses in India, delivering outstanding maintenance and management of solar and wind power [1.5 GW], we are confident to grow our operational capacity by
products & services with deep-rooted commitment to serve plants and generation & supply of clean energy. Hero over 200% in the next four years [ 5Gw].
the community and foster customer satisfaction. Future Energies is ambitious about tapping into the business
opportunities that are available across both, the domestic
The Hero group founded by Late Dr Brijmohan Lall Munjal and international markets, as well as differentiated and new
has touched the lives of millions of people in India by delivering technologies namely storage, hybrid projects, floating solar and
excellence in engineering products, services, and solutions others.
in the most innovative and cost-effective ways. Today, the
group has diversified across more than 6 industry verticals HFE has spread its footprints nationwide and set new

1.5 GW
encompassing Automotive & Auto Components, Financial benchmarks for operational efficiencies in its journey of over
Services, Renewable Energy, Electronics & IT Enabled seven years. Our core strengths lie in timely project delivery,
Services, Higher Education & Training and Real Estate. unwavering focus on health safety & environment [HSE] high quality diversified portfolio of wind, solar PV
standards, stringent asset quality standards and inhouse design (grid connected) & rooftop plants across ten states
and engineering skills. HFE has operational capacity of more of India.
than 1.5 GW high quality diversified portfolio of wind, solar
PV [grid connected] & rooftop plants across ten states of Shareholders
India. Another 500 MW capacity of large-scale grid connected
solar project is under construction in India.

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 B U S I N E S S O V E RV I E W

O U R G R OW I N G A N D D I V E R S I F I E D P O RT F O L I O

HFE has reduced its land footprint per MW of DC to 3.39 in

Key
FY 19-20 from 5.2 Acre in FY2017-18. This has been possible
Solar
with implementation of innovative design and engineering
Wind
methodologies thus helping the company to significantly
lower its impact on the environment.

Capacity Wind Capacity Solar

States
[MW] [MW]
Ratio of land used [in acres] / DC capacity [ in MW]
Karnataka 100 439

2019-20 3.39 Andhra Pradesh 120 50

Madhya Pradesh 100 123

2018-19 4.67
Rajasthan 138 300

2017-18 5.20 Maharashtra 82

Tamil Nadu 17
0 1 2 3 4 5 6

[Industry standard: As per Central Electricity Regulatory Commission, Telegana 40

the average land required per MW (DC) of solar installation is 5.4 acre]

Industry Associations Key Strategic Partners

WIPPA

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O U R O P E R AT I N G CO N T E X T M AT R I X
Our Commitment: It has been our constant endeavour to extend our green ethos to the work environment,
inspire our employees, educate our consumers and the world about sustainable ways of living, and
contributing to the larger goal of saving the planet for future generations. We are committed to the holistic
development of local communities around our project sites. We nurture innovation to step-up organizational
growth by enhancing our developmental capabilities, implementing cutting-edge eco-friendly technologies
and processes of energy management.

INPUT STRATEGIC INTENT

Manufactured capital- Total land assets in FY2019-20 [in acres] – 6390; Supply chain ecosystem - Partnership only with ISO 9001:2008, HFE will continue to pursue

ISO 45000:2018 and ISO 14001:2015 certified principal contractors; Integration with top three suppliers in global supply chain sustainabilty-oriented
business only

5000 MW
Intellectual capital- A trained team of experts with sharp focus on optimizing costs at every level and managing liquidity, to be the lowest
cost RE producer; A talented pool of engineers equipped with impeccable design philosophy; State-of-the-art Central Monitoring System;
Partnerships with reputed global consultants for an innovative edge in business; Strategic partnerships with reputed conglomerates to
capitalize on new business opportunities

Human capital- Multi-disciplinary, committed; self-motivated team of 318 [On roll -318; onsite employees 63 as on FY2019-20] with

1500 MW
900 MW
exposure in across verticals, across roles; 1454 manhours of corporate training; HSE Training man hours for FY 2019-20 is 39 hrs/ year

Natural capital- Sustainable use of natural resources throughout project lifecycle; Integration of Occupational Health & Safety [OH&S]
both at corporate offices and project sites, with reporting specifications as per International Finance Corporation [World Bank Group]
performance standards and equator principles

Social Capital – Sustainable Development priorities aimed at inclusive development of local communities; CSR activities in remote locations
of rural India [There are no other NGO interventions]; Strong connection with local administrative authorities to drive high impact projects

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Values: Supporting Pillars

Integrity Best in class corporate governance &
Commitment ethics
Trust Structured risk management approach
Accountability 24X7 safe working environment
Fair Dealing & No Enticement

BUSINESS MODEL OUTCOME

Today, HFE is one of the most prominent Independent Power Producers (IPP) of INR. 12,127.32 million
renewable energy in India. The company’s core business involves developing, building, Annual Net Revenue FY 2019-20
owning, operating wind and solar PV power generation and rooftop solar assets.
506629 tCO2e emissions avoided since 2017-18 which is equivalent to nullifying / sequestering
of CO2 by 10 lakh trees per year
RE Technologies Business Business
Employed Strategy Model
14 million safe hours till FY 2019-20

Wind Organic growth PPA with Utilities

Solar Inorganic growth PPA withCorporates 5000 beneficiaries positively impacted around our project sites since 2017-18

Hybrid/ Storage Partnerships Power Exchange/

solutions CAPEX/ OPEX Merchant Power 3.39 acres in FY 19-20 reduced land footprint from 5.2 Acre in FY2017-18

Rooftop Solar (Energy sale) model Peak Power/

RTC Power 36 project sites can fulfil power needs of 0.7 milion* households/day in India HFE directly
C&I/ Government/ feeds electricity to the grid, with respect to the average generation numbers,
Institutions

No instance of environmental and socio-economic non-compliance which is liable to any

penalty or punishment during reporting period
*Note: Considering average 9 units per day consumption of typical household including metro city.
Average size of family is 5

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STA K E H O L D E R ’ S VO I C E

“
Shalabh Tandon
Regional Head of Operations – South Asia at IFC

As the largest development finance institution focused on

the private sector, IFC has been a leader in the evolving
environmental, social, and corporate governance (ESG)
landscape for a quarter century – from pioneering
early ESG concepts to developing industry-recognized
standards and policies.

IFC has partnered with industry and other stakeholders

to devise solutions that open up opportunities for
economically, socially, and environmentally sustainable
private investment—which, in turn, contribute to jobs and
inclusive growth. This is the new frontier in sustainable
investing.

We congratulate Hero Future Energies on its first ever

Sustainability Report and continuing commitment
to demonstrate responsible business solutions for
development impact.

Lorem ipsum dolor sit alem

12 GRI 102-15
 S TA K E H O L D E R ’ S V O I C E

“““
Mohamed Jameel Al Ramahi Andrew Hall Asheesh Calla, Ritesh Meera
Chief Executive Officer of Masdar Director, Hero Future Energies EPC Contractor

Integrating environmental, social and governance India , by 2015 became the second largest emerging We would like to express our sincere appreciation for
factors in investment and operational decision-making green bond market with USD 2.7bn in issuance and being associated with HFE. We firmly believe that HFE
is increasingly the norm in today’s business environment most of this has been used to fund renewable projects. is the right company to associate with, as the standard
– in both developed and developing markets. Since its The COVID crisis has added further support both set by HFE at site has been truly integral, e.g. various
inception more than a decade ago, Masdar has been domestically and internationally with governments and compliance monitoring through system process including
one of the companies leading the way for sustainability financial institutions. As a result, ESG is becoming a implementation of HSE guidelines at site.
reporting in the Middle East, and we are delighted that prerequisite for investment and companies with higher
Hero Future Energies is showing its commitment to ESG scores are performing better and are better able Our organisation also has made a good reputation as HFE
reporting best practices with the publication of its first to access attractive financing. The origins of HFE are to accelerate environmental and social improvements
sustainability report. deeply embedded with the Environmental, Social and through HFE’s significant social, environmental and
Governance principles and values of its founding father. economic activities.
As the company grows and becomes more global, it is
imperative that these principles are embedded in all
parts of everyone’s daily activities. It has always been
the heartbeat of the company and must continue to do
so. We all have a responsibility not only to the founding
father of the company but to the employees, their
families and the people we touch, to do so.

GRI 102-15
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CO R P O RAT E G OV E R N A N C E

entire organization. Business decisions at HFE echo the to draw confidence of our capital providers, both human
outcome of recent research study by Harvard Business and financial. The resultant trust is of utmost value to us
Review: ‘sustainability coupled with innovation yields and forms the primary building block of our success. We
both bottom line & top line returns’. With unwavering are part of one of the most resilient sectors with many
focus on the group’s governance policies, compliances indicators suggesting plenty of opportunity globally.
and effectively identifying and managing enterprise
risks, in pursuit of our strategic business objectives
we aim to enhance stakeholder’s value. Improving ESG
disclosures, releasing a sustainability report is intended

Ben Fraser Chief Financial Officer, Hero Future Energies

Environmental, Social and Governance issues are

important to the global investor community. With
equity partners as IFC and Masdar, we thrive to create
an environment where our highly valuable workforce
makes conscious and constant efforts for environmental
sustainability and overall community development.
Commitment to sustainable business practices starts
at the top with the board and then diffused through the

14 Please see Appendix- pg 49 to 54 | GRI 102-15

 C O R P O R AT E G O V E R N A N C E

Board of Directors

Mr. Rahul Munjal Mr. Pawan Munjal Mr. Abhimanyu Munjal

Chairman & Managing Director Director
Director

Our Governance Framework

HFE has built into its core a well-defined corporate governance structure.

The Chairman
Is responsible for leading the Board and focusing it on strategic matters, overseeing the Group’s Mr. Lubomir Georgiev Mr. Andrew Hall Mr. Osama Abdullatif
Varbanov Independent Director A Alothman
business and setting high governance standards, while nurturing an organizational culture where
Nominee Director, IFC Nominee Director, Masdar
employees work harmoniously for the long-term benefit of the Company and its stakeholders.

The CEO
Is responsible for day-to-day leadership and management of the business, in compliance with
the strategic framework, risk appetite and long-term objectives approved by the Board.

The Board Mr. Vivek Mehra Mrs. Renu Munjal Mr. Jean-Paul Pinard
Independent Director Director IFC – GIF Nominee Director
The Board oversees the functioning of sub-committees. The Board members are apprised of the
Company’s sustainability performance as well as the current trends related to economic, social
and environmental topics through participation in knowledge forums and regular updates from
the CEO. Key India Global

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Senior Management Committees

Review and approve organisational policies, strategies, goals and targets related to

Business Development – sustainable development, based on the identified risks and opportunities related to the power
Solar, Wind & Rooftop Solar sector, external environment, legal, management system requirements and stakeholder
& ESS
consultation among others. Stakeholders’ critical concerns that may impact business
Brand Design & Engineering
Communication ecosystems are captured and deliberated at the top management level.

Projects
Quality
Control
Committees
Operations &
EXCOM [Economic, Environment protection, Business strategy, Energy & Emission, Business
Maintenance
Risk, Risk Management, good Governance, material & procurement, innovation] , Audit Committee
Internal
Audit & [Economic, good governance], Grievance Redressal Committee [Good Governance, Safety &
Compliance Our Business
Compliance, Care for community], Sustainability steering committee [Care for Community,
function areas Human
Legal Environment protection, Safety & Compliance], Internal Complain Committee [Human capital],
Resource
& CSR Prevention of Sexual Harassment [Human capital].

Regulatory
Ethics & Integrity
Procurement
Hero Future Energies is committed to carrying out business fairly, honestly, and openly
& Contracts
wherever we and other members of the Group carry on business in the world. All of our officers

Investment &
and employees are expected to reflect the same culture of professionalism and integrity in
Health Safety &
Project Finance Finance & Environment their dealings on behalf of the Group, and to assist the Company to implement and enforce
Accounts
systems to prevent any inappropriate activities across the Group’s business. The Company does
not make donations or contributions, whether in cash or kind, in support of any political
parties or candidates. Any direct or indirect contribution by the Company to any political party,
committee or candidate for public office is strictly forbidden.

16 Please see Appendix- pg 49 to 54 | GRI 102-5 , GRI 102-15 , GRI 102-16, GRI
102-18
 Committee
(Quarterly
review)

C O R P O R AT E G O V E R N A N C E
HFE Board Enterprise
Risk
Management
Steering Commitee Chair
ERMSC (ERMSC)
(Quarterly
Audit review)
Committee
(Quarterly
review) Risk Owners
(Monthly Update Enterprise
and review) Risk
HFE Board Enterprise Management
Business Corporate Working Group
Risk Function Function
Chair
Management ERMWG (ERMWG)
Steering Commitee Chair (Monthly
ERMSC (ERMSC) review)
(Quarterly
review)

Key
Risk Owners
(Monthly Update Enterprise Risk Oversight
and review) Risk
Management Risk Infrastructure
Business Corporate Working Group
Function Function
Chair
ERMWG (ERMWG)
(Monthly
Risk Ownership
review)

Enterprise risk management Policy and Framework. HFE has additionally constituted the and therefore improve the organisation’s risk management
Effective risk management is fundamental and essential to the Key
Enterprise Risk Management Steering Committee (ERMSC) and capabilities in a changing business environment.
achievement of the Hero Future Energies’ (herein referred Risk Oversight
the Enterprise Risk Management Working Group (ERMWG) to
as HFE or Group) strategic objectives. The Enterprise Risk support the Audit Committee in risk
Riskgovernance
Infrastructureand oversight. Principal Risks And Uncertainties
Management (ERM) system has been established by HFE The ERMSC and ERMWG holds regular meetings to review
Risk Ownership
as a comprehensive set of components that provide the and discuss the risk management progress and to provide a
foundations and organizational arrangements for designing, continuous pulse of the business environment and monitor Liquidity risk
implementing, monitoring, reviewing and continually changes. Given the long life and cash flow streams of its projects, the
improving enterprise risk management throughout the Group’s portfolio is prone to the mismatch of assets and
organisation. liabilities which can cause temporary liquidity issues in the
The ERM governance structure has been developed keeping in Enterprise Risk Assessment Group. Timely cash flow forecasting is undertaken to identify
mind the organization structure of HFE, to ensure seamless Risk assessment is the identification and analysis of existing possible mismatches. Mismatches are remedied through
integration of enterprise risk management process with the and emerging risks to form a basis for determining how refinancing, securitisation, effective utilisation of working
existing risk monitor and review practices across HFE to risks are managed in terms of likelihood and impact. The limits and use of non-fund-based facilities. The Group has
ensure smooth functioning of the process. The Board has management is in the process of documenting an ERM Manual appointed a Chief Financial Officer (“CFO”) to monitor
delegated the Audit Committee the responsibility to assist detailing the process for risk management, including process financial performance and manage financial risks. Further, the
it in framing, guiding, monitoring, and reviewing the ERM to provide visibility, oversight, control, and discipline to drive Group has an in-house team dedicated to raising and managing

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financing and debt, monitoring developments in the debt Operational risks legal requirements with a view to ensuring compliance within
market and diversification of funding sources to reduce the The generation of electricity from renewable energy the specified legal timeframes and to mitigate any associated
impact of any adverse market movements. sources, like solar and wind, depends heavily on suitable risks that may arise. The Group is also exposed to contract
meteorological conditions and if these are not favourable this risk and litigation due to disputes. The Group has appointed
will have a negative impact on revenues. Delayed delivery of a General Counsel and has an in-house legal team to manage
COVID-19 risks major projects could adversely affect the Group’s financial legal risk. All key contracts are legally vetted and drafted to
The worldwide spread of the COVID-19 virus and subsequent performance. Further risks arise from delays due to the secure the Group’s legal position.
impacts on people and businesses around the world creates actions of government regulators, suppliers and equipment
unique risks for all businesses. For the Group, those risks can manufacturers, particularly for wind projects. The Group has
be summarised as cashflow risk, business continuity risk developed comprehensive and robust project management Competition risk
and employee welfare risk. The Group is actively monitoring processes. Additionally, the Group also has a robust mechanism The Group bids in India for wind and solar projects, but
the impact of COVID-19 on its business and has put in place a for selection of contractors for project execution and competition in the marketplace is increasing. This increased
number of measures to mitigate the impact. operational maintenance. competition results in a higher cost of acquisition and lower
The Group has spent considerable time assessing the potential tariffs, which can impact the returns to the Group. The Group
impacts that COVID-19 could have on operations. This is focussed on maintaining its own competitive strengths
assessment has taken in to account the current measures Legal risks in the markets in which it already operates and has started
being put in place by the Group to preserve cash and reduce The Group appreciates and recognises the risk associated with diversifying its business in developing international markets to
discretionary expenditure, and potential reductions in revenues local and international legal requirements in the jurisdictions reduce this risk.
resulting from the economic impact on customer’s business in which it operates. In India, the Group maintains a strong
due to lockdown and an expected economic downturn. interaction with the Government at all levels to keep itself
abreast of the current regulations and any future changes that
might impact the business. The Group monitors any changes in

18 Please see Appendix- pg 49 to 54 | GRI 102-11, GRI 102-15

S U STA I N A B I L I T Y O U T LO O K
S U STA I N A B I L I T Y CO N T E X T

The sustainability approach of Hero Future Energies (HFE) social capital and human capital. As it envisions for a climate
derives from its vision on Planet Positive Power. Providing positive company, HFE is continuously looking for emission
clean-tech solutions as its core, HFE constantly strives to reductions and environmentally sound ways of managing its
contribute to sustainable development through delivering assets. The representation at the centre of the schematic
safe working conditions across all project sites and offices. It diagram above are the means of facilitating the strategic
aims for holistic community development across the project actions required for driving innovation and demonstrating
sites by engaging external stakeholders and in the process leadership.
HFE’s approach on Planet Power Positive
inspires its employees to address HFE’s focus areas such as

Accounting for Local area

climate positve development

HFE participated in a village fair to spread awareness about RE

Sustainability
Governance Sustainability
Framework Report

Sustainability
Communication
Strategy

Natural capital Innovation &

& sustainable human capital
consumption development

Tree plantation drive CSR team interacting with women folk for need assessment

G R I 1 0 2 - 1 1, G R I 1 0 2 - 4 6 , G R I 1 0 3 - 2
19
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Boundary of
Materiality topic clusters Material topic
Material Topics
HFE risk policy, framework & its impact, and compliances

Strength & competence & Business goals

Business Strategy & Risk
Managment Management HFE’s values for employees and stakeholders
M AT E R I A L I T Y T O P I C S & R A N K I N G
Renewable Energy management and integration with national
grid
Biodiversity and habitat management
In order to gain competitive advantage in the dynamic
environment and create value for the company’s stakeholders Environment Protection Water management and conservation

– HFE has assessed and prioritized the material topics in Waste management
consideration with the risk and opportunities for the core business
Energy & Emission Climate change and Managing carbon footprint
and the associated potential impacts. HFE’s material issues act as
a fulcrum for building an effective strategy for risk management,
Materials usage
achieving operational excellence and managing disruptions. To Material & Procurement
Asset decommissioning
grow in operating capacity by 3x[times] till 2024, HFE intends
to adopt new technologies like wind- solar hybrid, energy Hazard Identification and Risk Assessment [HIRA]

storage solutions and Round the Clock [RTC] power projects Workforce engagement in safety trainings
Safety & Compliance
and continue to enable corporates in India to reduce their carbon Safety performance reporting, monitoring and incident
footprint. Responsible stewardship of water resources is an investigation
important aspect of its environmental management framework; Quality Education
water related impact studies have also been conducted and a Access to clean and safe drinking water
dry-cleaning method is adopted for a project site for reducing Care for Community
Positive impacts on local communities
dependency on ground water. Non-hazardous generated during
Employment generation
the construction of solar power plants is segregated based
on category, while hazardous waste is disposed of as per the Gender diversity & Equal opportunity

hazardous waste management procedure is sent to the authorized Human Capital Organizational culture building
vendors). Employee benefits and fair working condition

Key Digital initiatives

Innovation
Within HFE Operations In the Community Innovations at work @Industryfirsts
Within HFE Partners

20 G R I 1 0 2 - 4 6 , G R I 1 0 2 - 4 7, G R I 1 0 3 - 1
 S U S TA I N A B I L I T Y O U T LO O K

Material Topics FY 19-20 S U STA I N A B I L I T Y ST E E R I N G CO M M I T T E E

High
Business
goals
Strength &
competence
HFE has institutionalized its Sustainability Governance Role: HFE’s
HFE’s Values
Framework by constituting a Sustainability Steering commitment to holistic
Corporate Governance
Biodiversity Water Risk policy, HIRA
Committee, which is headed by the CEO and comprises seven development has been
& habitat management framework Workforce engagement
management &
conservation
&
compliances
in safety trainings
Safety performance
key members across business functions. The committee pronounced across
reporting, monitoring

Waste Climate Material Innovations

& incident investigation defines an action plan to channelize initiatives to meet set identifiable domains
Management Change Usage at work
& managing
carbon footprint
Digital initiatives targets set as per organizations intent for 2030. In order of sustainability. The
to transform into a more resilient organization HFE takes role of this committee
Importance to Stakeholders

RE
Quality education management
Access to safe & & integration cognizance of the actions undertaken under the safety will be to analyse the
drinking water with
Positive impact on
local community
national grid
and compliance areas. HFE has an ‘Equal Employment effectiveness of all
Employement
generation
Opportunity’ [EEO] policy and through appropriate training sustainability initiatives
and development programs and rewarding mechanisms undertaken by relevant
Gender diversity &
equal opportunity has built a fair and effective organization culture; and for verticals and define an
Organisational
culture building the inclusive development of communities across all HFE action plan to channelize
Employee benefits
& fair working sites - specific focus areas, aligned with the Sustainable initiatives and meet
conditions
Development Goals [SDGs], are helping in strengthening targets set for the next
its human capital and social capital. A more comprehensive decade.
outlook for all the respective focus areas of HFE including the
plan of action and associated disclosures can be found in the
latter sections of the report.

Low Medium High

Importance to Business

Economic Enviornment protection Energy & Emission Care for community Business Strategy

Good governance Business risk management Safety & compliance Material procurement Human Captial

Innovation

G R I 1 0 2 - 1 1, G R I 1 0 2 - 2 0, G R I 1 0 2 - 4 6 , G R I 1 0 2 - 4 7, G R I 1 0 3 - 2
21
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Members

Sunil Jain Bhawna Kirpal Mital Naveen Khandelwal

Chief Executive Officer Team lead for HR, CSR, Chief Investment &
Admin & IT Strategy Officer

Encourage vendors to Reduce inequalities in all Deploy latest technologies

follow green code ethics forms and support gender and best in class engineering
and sustainable business diversity at the workplace. to offer clean and affordable
practices. power to millions across the
country.

Vijay Agarwalla Sudhir Pathak Arun Tripathi

Lead in Risk, internal audit & Lead in Design & Engineering Team lead for Business
compliances development in solar, wind,
storage, Regulatory &
Drive inclusive growth Implement sustainable Protect biodiversity at Procurement
of local communities by production and consumption project sites.
offering quality education, patterns across utilization of
clean drinking water and human resource, machinery
employment opportunities. and finance, and the
responsible consumption of
natural resources practices. Vijay Anand Archna Sumbly
Lead for Health Safety & Senior Manager for CSR
Environment
22 GRI 102-11, GRI 102-46, GRI 103-2
 S U S TA I N A B I L I T Y O U T LO O K

Functioning of the committee

During the compilation process of our first sustainability report, the Steering Committee
members engaged in three discussion meetings, phase wise with TERI [September 17th, 22nd
& October 13th] to kick start the reporting process, draw the sustainability context for 2030,
identify and rank the material topics. Steering committee members participated in the final
round up session during the assurance audit process of the Sustainability Report FY 2019-20
conducted by Carbon Check.

Steps:

1 Members directly
handling HSE, CSR and
2 Deliberation among
committee members
3 Finally, committee
members present to the Making a difference with Water Check Dam project
HR functions compile on present initiatives & CEO for deliberations on
material topics and its sustainability context present assumptions/
supporting data. setting topic inclusion/ trend
analysis/ sustainability
targets etc.
CEO
is the final approver of new initiatives

Every member has the authority to present their ideas

during committee meetings for deliberation.
Majority members should give consent before any idea is
presented to the CEO.
Committee meetings will be held on bi-monthly basis.

Reason to smile: Clean drinking water facility

GRI 102-46, GRI 103-1

23
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F R A M E WO R K O F K E Y S U STA I N A B I L I T Y A S P I R AT I O N S BY 2 0 3 0

Strategic Objectives Enabler Highlights of FY 2019-20 Priorities Going forward

To provide quality Strong network with local communities 5000 5000 rural children to be educated through 100
education in remotest Strong brand image in India beneficiaries around our Asha Centres
areas of rural India project sites since 2017-18 Introduce new technology aids for overall development of
students

Offer potable drinking 1 Water ATM caters to more than 1 village 1.5 GW 20000+ villagers to have access to clean drinkign water
water and sustainable Generates local employment commissioned capacity Water ATMs.
livelihood through Availability of one Check dam [sanitation] facility in India 1 Water ATM at least to be implement across all
advanced and time-tested positively impacts livelihood of more than one commissioned project sites of HFE in India
technologies of water village 85000+ villagers to benefit through water Check Dams
management 1 Check Dams at least to be implemented across all
commissioned project sites of HFE in India

Aggressively grow core Developmental capabilities of sustainable, efficient 3X Grow to a 5 GW of RE capacity company with differentiated
business in the spirit of & low-cost rooftop solar solutions for corporates. growth plan for the next projects in India and other global markets by 2024
Perform, Transform & Robust competence of developing large scale 3-4 years in India and other
Thrive and differentiated renewable energy projects regions – ASEAN, Eastern
Thought leadership position in RE sector in India Europe & Bangladesh
Active member of CII, SPDA, FICCI, DISPA

Take significant action to Conduct mandatory environment and social

reduce the degradation impact studies for green field projects to
of natural habitats mitigate possible risks. [ as per environment and
and halt the loss of social action plan of 2021.] Negligible incident Negligible incident of irreversible impact on
biodiversity Conduct further specialized studies viz. terrestrial ecosystem
biodiversity assessment, bird and bat study. [For
risks involved with critical and endangered species
as per law of the land/IUCN]

Maintain 100% compliance Strong internal communication to encourage

with applicable laws and employees to come forward for any discrepancies.
Zero incident Zero incident of corruption every year
regulations Introduced online learning modules on
compliances.

24 GRI 102-15 , GRI 102-46, GRI 103-2, GRI 205-3

 S U S TA I N A B I L I T Y O U T LO O K

STA K E H O L D E R E CO S YST E M & M AT E R I A L I T Y M A P P I N G

At HFE, our stakeholders are crucial to our success as they play Our grievance redressal mechanism (GRM) provides a
a significant role in helping us achieve our business objectives. platform for communities and affected parties to register their
Therefore, we proactively create long term and sustainable complaints and allows the project to respond and resolve issues
partnerships based on a solid foundation of trust. We develop in an appropriate manner.
deep and meaningful relationships with all our stakeholders,
and we welcome feedback. We offer value to our partners and A site specific documentation and record keeping system
ensure a win-win relationship. has been established to ensure updating and recording of
requirements detailing all public consultation, disclosure
We realize that being an essential part of the value chain, our information and grievances collected throughout the project
suppliers and vendors have the potential to contribute towards tenure.
lowering our ecological footprint and creating substantial
social impact. We purchase major components such as solar We address the transparency concerns raised by the local
panels and inverters directly from multiple manufacturers. We panchayat and community by presenting relevant documents
identify the right supplier partners who can meet our technical, during regular meetings. We believe in transparent United we stand with our partners

quality and commercial needs. There are several suppliers communication about risk and health and safety aspects with
in the market, and we select them based on expected cost, local communities and contract workers. We conduct targeted
reliability, warranty coverage, ease of installation and other campaigns and awareness drives to keep pace with the growing
ancillary costs. needs of Health safety and environment standards.
In compliance with our ethics and integrity policy, we adhere to
We have more than 3000 suppliers from India and other fair and timely vendor compensation and are transparent about
countries. In compliance with the reputation of the Hero declaration of project proponent and regularly report on loan
conglomerate, we adhere to payment terms in vendor covenants.
contracts.
Best place to launch reports - Industry Forums

GRI 102-9, GRI 102-42, GRI 102-44, GRI 103-2

25
‘ P L A N E T P O S I T I V E P OW E R ’ P OW E R I N G S U S TA I N A B I L I T Y G R OW T H O F I N D I A

Stakeholders Frequency Expectations Materiality topic

clusters

Pre Project-Commissioning stage the • Sustained employment generation Stakeholders Influence and involvement
Local Panchayat Body in project
interaction is higher • Local area development Operational
• Willingly transactions Financial High Moderate
Land Sellers Need basis • Fair Price
Others
• Community welfare
Local Communities Monthly • Sustained employment generation
• Local area development Enagagement strategy
Direct interaction, company messaging via calendars,
Contractors, Sub- Contractors & • Sustained employment & business opportunities events
Contractual Labourers Day to day • Safety adherence
• Implementing innovative ideas Direct interaction on, feedback, information
brochures/ calendars and events
• Ethical transactions Direct interaction, trainings, company messaging via
Suppliers During Project development phase, • Opportunity for continued partnership calendars, events
interaction on weekly basis • Sustained employment & business opportunities
• Implementing innovative ideas Direct interaction, feedback, newsletter, induction
kits, emails and events
•Consistent supply of clean energy Direct interaction, feedback, questionnaire,
Customer At least one interaction per month • Quality services newsletter, emails, feedback surveys and events
• High ESG performance
Round table conferences, webinars, presentations
• Policy advocacy on company growth & accolades and debt servicing,
Industry Associations & Peers At least one interaction per month • Innovation emailers and face to face meetings
• High ESG performance
In-person interaction, newsletter, emails and events
• Safe working conditions
• Fair workplace & compensation In-person interviews feedback, questionnaire,
Employees Daily • Career growth newsletter, emails, perception Survey and events,
• Technology friendly work environment Telephonic interviews,
• High growth & learning curve

Equity Partners Monthly • High ESG performance Business strategy Material procurement
• Adherence to regulatory & voluntary compliance
• Transparent approach Care for community Economic
• High project performance
Banks & FIs Quarterly • Adherence to Business strategic intent Environment protection Business risk management

Good governance Safety & Compliance

Rating Agencies Quarterly • Project performance & Repayment history
Human Capital Energy emission
• Policy recommendations Innovation
Regulatory Authorities [Local, state Monthly • Community welfare
& central government officials] • Process & policy adherence
• Environmental Protection measures

Media At least once per month • Timely company updates

26 GRI 102-9, GRI 102-15, GRI 102-43 , GRI 102-44, GRI 103-2
 S U S TA I N A B I L I T Y O U T LO O K

S U STA I N A B I L I T Y H I G H L I G H T S 2 0 1 9 - 2 0
Besides the way we consume energy, we are also
committed to reducing waste at every point in our
journey. Turning it from waste to wealth

1. Waste Management Highlights: Usage of scrap materials Initiative

40 tons of steel scrap was saved and utilized in FY2019-20

Converted into utility items for day to day working onsite
Portable waste bins to collect and dispose non-hazardous waste
Computer tables
Hand sanitizer setup

2. Resource Conservation: To minimize wastage of bore well water and maintain

groundwater level Initiative

10k litre capacity water tank has been installed at sites

to store and use wastewater from RO plants, further utilized for sanitation &
gardening purpose

3. Natural Resource conservation: To reduce rainwater wastage and land erosion due to
heavy waterlogging Initiative

300 KL of savings because of rainwater harvesting system has been

installed to use rainwater during summers for gardening and sanitation

4000 trees were planted across HFE wind and solar sites in India Bringing life to project sites with mandatory tree plantation drive

GRI 103-3
27
‘ P L A N E T P O S I T I V E P OW E R ’ P OW E R I N G S U S TA I N A B I L I T Y G R OW T H O F I N D I A

I N T E L L ECT UA L C A P I TA L - M OV I N G
A H E A D F U T U R E R E A DY
In HFE’s drive for sustainable ways at work, firstly we conduct a pilot to ensure reliability before
we scale up operations. We have embarked on our journey towards digitalisation and cost
optimization to emerge resilient.

SAP
Within three years of the company’s inception SAP was implemented to automate F&A and
procurement processes.

Solar tracking system ~10 to 15 %

were installed in FY 2019-20, instead of fixed tilt system. increase in output at our solar plants

Central Monitoring Mystem [CMS]

was setup in FY 2019-20, to ace its performance management capabilities of RE projects across
the globe. Key benefit of using CMS is to monitor real time performance of our remotely located
plants. The additional benefits include:
HRIS
Strengthening of existing plant monitoring infrastructure through real-time & historical regular HR activities have been automated FY 2019-20 onwards, for ease of employees.
data from all assets. At the same time enhance inhouse capabilities to monitor much larger
plant capacities of various configurations
Usage of artificial intelligence and machine learning technologies for Predictive Analysis in
Online learning repository [LMS]
on key employee policies and guidelines have given us an edge.
CMS has enhanced plant profitability by diagnosis of production losses and recapture lost yield
HFE has built customized alarm rules in CMS and has been able to extend OEM capabilities
for its plants. With CMS, HFE team has access to all data from any device at any time across Compliance Tool (CoE) to monitor company level compliances
all sites for entire lifetime of the assets, which has made O&M more effective has nullified noncompliance of any form in the reporting period.

28 GRI 103-3
 I N T E L L E C T U A L C A P I TA L - M O V I N G A H E A D F U T U R E R E A DY

O U R ST R AT E G I C PA RT N E R S H I P S

Central Monitoring & Digital

Digital Analytics Transformation
of large-scale plant

Operation &
Capital management
Maintenance of
for new business
large-scale plants

Global National
Hero Future Energies completed India’s first large-scale solar and wind energy hybrid project in the
state of Karnataka in 2018

Bankability of
1st HFE’s wind- solar hybrid project is at Kavithal district, Material Sourcing technical model
“Hero Future Energies is to
Karnataka, India. In an existing 50MW wind farm, we added be congratulated on their
another 28.8MW solar PV site to form this pioneering hybrid leadership in issuing a certified
system, to cater to clean energy requirements of corporations green bond with a clean energy
in that state, thereby offering better grid infrastructure Regional Expertise & Integrated approach for
foundation. This is a solid Bankability of technical execution & O&M
utilization and a step towards making renewable behave like a example of private sector model
base load. innovation in climate finance.” Global

1 st
-HFE is the first Indian company to issue climate bonds Mr. Sean Kidney CEO,
National
certified by the Climate Bonds Initiative Standards Board. Climate Bonds Initiative

G R I 1 0 2 - 1 1, G R I 1 0 3 - 2 , G R I 2 0 1 - 2
29
‘ P L A N E T P O S I T I V E P OW E R ’ P OW E R I N G S U S TA I N A B I L I T Y G R OW T H O F I N D I A

N AT U RA L C A P I TA L - M A I N TA I N I N G
H E A LT H , S A F E T Y A N D E N V I RO N M E N TA L
EQ U I L I B R I U M
H I G H L I G H T S O F H E A LT H S A F E T Y & E N V I R O N M E N T F U N C T I O N I N F Y 2 0 1 9 - 2 0

At Hero Future Energies, we see ourselves as leaders in case of penalty nor any sanction has been imposed on us for
promoting sustainable development in India and as responsible non-compliance of environmental laws and regulations.
corporate citizens we take our environmental responsibilities We have developed a robust mechanism to map all kinds of
very seriously. All our projects are developed and implemented applicable compliances and ensure its compliance within the
in accordance with the International Finance Corporation’s timelines. Auditing of our digital compliance tool is done
(IFC) Performance Standards on environmental and annually by a third party.
social sustainability. We strictly adhere to all applicable Clocked 14 million safe hours
environmental laws of the land. At HFE, we have surpassed the mandatory Environment, Health
Under our environmental and social management system, all and Safety trainings for all associates, including the contractors
our projects undergo initial site screening at the planning stage involved in any activity. These training sessions are held in
to identify environmental and social issues and be prepared regional languages and formats customized to the target
for any future encounter. We conduct mandatory and detailed group. So far around 1000 trainings have been conducted since
environment and social impact assessments during project 2017-18 which resulted in avoiding accidents by identifying
implementation. Depending upon the project requirement we the near misses. Training Man Hours for FY 2017-18/ 2018-19/
hire third-party auditors to conduct biodiversity assessment 2019-20 has been 39 hrs/year, which is way above industry
and check impact on avifauna around project locations. average of 10 hrs/ year. Won the Golden Peacock awards in 2018 and FICCI safety awards in
During the reporting period, there has been no reported the year 2019.

30 Please see Appendix- pg 54 | GRI 103-2, GRI 307-1

 N AT U R A L C A P I TA L - M A I N TA I N I N G H E A LT H , S A F E T Y A N D E N V I R O N M E N TA L E Q U I L I B R I U M

K E Y P E R F O R M A N C E M AT R I X E N E R GY G E N E R AT I O N ,
Reduction in greenhouse gas achieved
OF FY 2019-20 CO N S U M P T I O N , A N D E M I S S I O N Since substantial electricity generated by our solar plants is
While changing climatic conditions pose a significant threat sold to the grid, we are a carbon-negative organization. The
Key Performance FY FY FY
Indicators 2017-18 2018-19 2019-20 to our ecosystem, we are determined to mitigate this risk by table below shows the emissions reduction achieved through
increasing the share of clean energy in India’s electricity mix. our projects during the reporting period.
Total Man Days Worked 614054 424200 617671 Our dependency on diesel and petrol is primarily for meeting Withour solar and wind-based projects, the absolute number of
the fuel requirements for our operating vehicles.
1500000 600000506629tCO2e emissions* since 2017-18 was avoided.

521077
1248990

492548
Total Man- Hours Worked 4912432 3393600 4941368 Consolidated Generation data for wind and solar Energy Consumption data

1171300
500000
1200000 1500000 600000

1022035

521077
Cases of First Aid (FA) 69 42 84

1248990

492548
358100
914194

352700
1171300
400000
Quantity(MWh)

777276
500000
900000 1200000

1022035
Cases of Near Miss 150 124 211 300000

914194

358100
352700
Quantity(MWh)

400000

777276
No of Reportable Lost

174105
600000 900000
00 00 00 200000
Time Injury (RLTI) 300000
217899

58980
300000 600000

174105
100000
Fatal Accident 00 00 00

28055
200000

12151
3756
217899

58980
0 300000 100000
2017-18 2018-19 2019-20
Frequency Rate of RLTI 00 00 00

28055
2017-18 2018-19 2019-20

12151
3756
Note- 1MWh= 3.6 GJ
0 0
Severity Rate of RLTI 00 00 00 2017-18 2018-19 2019-20
2017-18 2018-19 2019-20

Note- 1MWh= 3.6 GJ

Total No of Training Key
324 336 370 Key
Conducted Diesel (litres) Petrol (litres) Electricity (KWh)
Solar Wind

Key
Key
P l e a s e s e e A p p e n d i x - p g 5 5 t o 5 6 , t a b l e 4 t o 1 1 | * R e f e r t o p a g e 4 7 t a b l e 1 | G R I 1 0 3 - 3 , G R I 3 0Solar
2 - 1, G R I 4 0Wind
3-9 Diesel (litres) Petrol (litres) Electricity (KWh)
31
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M AT E R I A L CO N S U M P T I O N S U STA I N A B L E WAT E R A N D
Emission scope-1 and Scope-2
The materials used in our solar power plants consist mainly
WA ST E M A N AG E M E N T
Our scope 1 emissions result from diesel and petrol
consumption through vehicles owned by us, whereas our scope of solar panels, mounting structures, wire, inverter, and Most of our sites are in safe zones as per the latest release

2 [includes offices] emissions mainly come from electricity transformer. of dynamic ground water report by the concerned ministry.

purchased. Currently we do not measure energy consumed Responsible stewardship of water resources is an important

and emissions generated outside our organization in the supply aspect of our environmental management framework. We

34481475

13040
chain, but we intend to do so in our forthcoming reports. use ground water resources for cleaning of solar modules

11636
1000 with prior permission from concerned ground water boards
944

959

established for the purpose. Due to limited use of water

800
resources potential impacts like surface runoff is ruled out. At
our project sites we regularly monitor conditions of NOC for

3087
ground water abstraction and report bi-annually to the ground
Emission (tCO2e)

600
water board. To identify water related impacts we conduct a
hydrogeological study of the project area which also includes
479

suggestions on rainwater harvesting systems to recharge

466

453

400
ground water.

200 To reduce our dependency on groundwater we

have introduced a dry cleaning system at our
64
28

one of our biggest sites, of capacity 300MW

8

53

0
Note 2017-18 2018-19 2019-20 in Rajasthan. It is in trial phase and we intend
1.Emission factor 0.92 for FY 2018-19 and FY 2019-20
2. Emission factor for petrol 2.3 kg of CO2/Litre to introduce this technology across our major
3. Emission factor for diesel 72.6 gm of CO2/MJ [1 litre=36.9MJ]
Key solar sites in coming years.
Greenhouse gas emission Scope
Diesel consumption Petrol consumption Electricity consumption

32 P l e a s e s e e A p p e n d i x - p g 5 5 t o 5 6 , t a b l e 4 t o 1 1 | G R I 1 0 2 - 1 1, G R I 1 0 3 - 3 , G R I 3 0 3 - 1, G R I 3 0 5 - 1, G R I 3 0 5 - 2
 N AT U R A L C A P I TA L - M A I N TA I N I N G H E A LT H , S A F E T Y A N D E N V I R O N M E N TA L E Q U I L I B R I U M

Water conservation measures the major challenges encountered in implementing any new
Dry cleaning technology solution is to build a standard design that operates irrespective
While we use substantial amounts of water for cleaning of of geographical area and module type, given that solar plants
solar panels, we aim to adopt solutions that may help us reduce are in uneven topography.
water usage and improve efficiency in our operations. One of
Waste Management
Water consumption Substantial non-hazardous waste is generated during
40000 construction of solar power plants. Once the waste gets
38771

segregated based on category, it is collected and stored

35000
in designated waste bins. We have a standard waste
30000 management plan in place which governs proper disposal
Water consumption (KL)

of debris generated from each site. All hazardous waste

25000 Best out of waste
is disposed as per the Hazardous Waste Management
24215

20000 Procedure and is sent to vendors authorized by the Pollution by avoiding over scaling of systems, reuse by repurposing
21166

Control Board. what all can be sold to interested parties for second life
15000
The notable types of waste generated at our plants are: functions and recycling what cannot be reused.
10000 Solar panels may get damaged during transportation,
9048

Used oil from transformers and grease residue & Used handling, installation, or in the operation phase. The
2861

5000
damaged panels are handled with care due to presence
962

Oil Soaked cotton gets generated during scheduled

0 maintenance activity. of traces of metals such as cadmium and selenium, as
2017-18 2018-19 2019-20
As our solar installations are relatively new, we have not well as recoverable materials like glass, aluminium, and
Key
Quantity encountered much of used battery waste. However, for semiconductor materials. Broken or damaged solar panels are
Drinking (source: water supplying agency) sustainable operations, we follow the principle of reduction immediately shifted to a designated area in the scrap yard to
Module cleaning (Water supplying agency and ground water) avoid any kind of land contamination.

Please see Appendix- pg 55 to 56, table 4 to 11 | GRI 103-3 , GRI 303-5 , GRI 306-2
33
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Disposal
Types of waste FY 2017-18 FY 2018-19 FY 2019-20 • Used ‘staggered cross arms with suspended insulators’ design for construction of power lines
method
in the project area
Through
Broken solar module (Kg) 38250 54354.7 54355 • Jumpers on the electric poles have been covered by insulators to prevent electrocution of birds
E-waste recycler
• Jumpers are made to pass under the crossarms rather than over it
Through • Use of suspended chain insulators instead of upright pin insulators
Used batteries (no.) 40 207 715
recycling vendor
• Discourage nesting of birds on transformers and poles
Through • Control movements of people and vehicles
Used oil (liter) 13380 15705 111024
recycling vendor • Educate staff and drivers to check whether animals are crossing roads while driving
Through • Ensure no staff members are involved in poaching or killing of wild animals such as birds and
Oil soaked cotton (No.) 3153 3601 11885
recycling vendor animals like Chinkara etc

B I O D I V E R S I T Y M A N AG E M E N T Bird and bat study

Hero Future Energies is committed to nature preservation and has undertaken appropriate Across all our wind power plants, HFE has been conducting bird and bat studies by competent

steps of varying scales around its area of operations. Based on biodiversity assessment and third parties. The main objective of these long-term bird and bat studies is to assess the

identified impact by third party consultants, we have developed our biodiversity management potential impact of wind turbines on the avifauna population of the proposed project area.

plan for one of our upcoming projects of capacity 250MW in Rajasthan. The methodology and approach involve the following steps.

Key recommendations from biodiversity assessment report that were implemented - • Collection of baseline data on birds and bats
• Carry out seasonal field visits & direct monitoring of

Bird diverters wind turbines

• Train field staff and company staff for bird and bat mortality
power lines have been made visible for birds by installing bird diverters
• Monitoring of birds and bats mortality by trained staff
• Evaluation of birds and bats mortality caused by power lines based on trip reports
Bird perch • Data analysis & report preparation
deterrents are installed to deter bird perching on towers to reduce electrocution risk.

Through this study, we ensure that our developmental goals are truly
1.5/2.0 m sustainable in nature and we not only serve the needs of humans but
distance is ensured between conductors to avoid collision and electrocution of birds keep the ecological balance at the heart of our operations.

34 Please see Appendix- pg 55 to 56, table 4 to 11 | GRI 103-3 , GRI 304-2, GRI 306-3 , GRI 306-4
 N AT U R A L C A P I TA L - M A I N TA I N I N G H E A LT H , S A F E T Y A N D E N V I R O N M E N TA L E Q U I L I B R I U M

H S E F R A M E WO R K AT H F E : D E V E LO P I N G E T H O S O F C A R E

Reporting hierarchy & protocols: OHSMS Standards

Lead HSE and a dedicated and competent team is responsible for Elimination High We adhere to state and national-level health and safety laws such
Priority
implementation and process compliance of Social, Environmental, as the Labour Act, Factories Act, Compensation Act, Child Labour
Health and Safety Management Systems across HFE’s 36 project sites Substitute (Prohibition and Regulation) Act and Contract Labour Act.
in India. CEO is the reporting authority for Lead HSE.
The HSE Policy is applicable to all our employees as well as contractual International Finance Corporation’s Performance Standards is key to
Engineering control
associates. our Occupational Health & Safety Management system.
Our ESMS framework provides detailed directions for all safety, Performance standard 1 - Assessment and Management of
occupational health and environment protection related activities. Admininstrative Environmental and Social Risks and Impacts (2012)
Control
It also highlights the safety protocols and procedures that we have Performance standard 2 - Labour and Working Conditions (2012)
implemented across all our sites. - Performance standard 3 - Resource Efficiency and Pollution Prevention
PPEs
Low (2012)
Hazard control hierarchy
Priority
Incident Investigation Performance standard 4 - Community Health, Safety, and Security
Employee witnesses complete Incident Reporting and Investigation Hazard Identification, Risk Assessment Model (2012)
Form and Injury Register. Stages of Hazard Identification and Risk Assessment (HIRA) to assess Performance standard 5 - Land Acquisition and Involuntary
HSE Representative in consultation with employees (eyewitness, which hazard poses the greatest risk in terms of likelihood of their Resettlement (2012)
supervisor) ensures immediate interim action is taken as required to occurrence and their potential impact. Performance standard 6 - Biodiversity Conservation and Sustainable
minimize risk within the workplace, including providing first aid A cross functional team is developed at the project level by the HSE Management of Living Natural Resources (2012)
The purpose of a constructive investigation process is to gather facts, Manager for this purpose and uses method statement of work as an Performance standard 7 - Indigenous Peoples (2012)
identify causative factors and determine corrective actions. input to identify hazards and assess risk associated. Performance standard 8 - Cultural Heritage (2012)
Identifying the root cause for the incident is a complicated process and Risk within each task is evaluated by determining its probability
for any incident there can be many causes, each of which is identified or likelihood, exposure Level of employee and consequence of the
and controlled. exposure.
In conducting an effective investigation, basic factors are considered Based on risk score, required control measures are determined.
which contribute to the incidents Results are communicated to each employee and worker, as well as
HSE Manager & Lead are responsible for internal and external interested stakeholders for their awareness purpose.
communication of injuries/accidents if any.

GRI 102-12, GRI 103-3 , GRI 403-1, GRI 403-2, GRI 403-4, GRI 408-1, GRI 412-3 , GRI 419-1
35
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E V E RY VO I C E O N E Q U A L F O O T I N G

We have formulated a Safety Committee as per The Factories HFE does not have any Unions, however it has Grievance
Rules i.e. equal number of representatives of employer and Redressal Mechanism [GRM] in place. That is applicable
worker employed in project establishment. The role and throughout the lifecycle of a project. It covers all stakeholders
representation of our employees and subcontractors in safety including project staff as well as members of the community at
and health committees is as follows: project locations. This mechanism facilitates prompt resolution
Assisting and cooperating with management in achieving of any grievances raised on the grounds of environmental and
aims and objectives outlined in the ‘Health and Safety social impact in a transparent manner.
Policy’
Dealing with all matters concerning HSE and arriving at Employee and worker engagement in health and
addressable solutions to problems encountered safety
Creating safety awareness amongst all workers To encourage employees, particularly field staff in meeting the
Undertaking educational training and promotional overall objectives of HSE, the company has introduced rewards
activities and recognition schemes.
Carrying out health and safety surveys and identifying Steps taken to further expand our measures towards employee
causes of accidents, if any well-being:
Looking into any complaint made on the likelihood of an Medical insurance is provided to all employees
imminent danger to the safety and health of the workers The company has Medical tie-ups with hospitals at remotely
and suggesting corrective measures located sites
Reviewing the implementation of the recommendations Regular health check-up camps are organized for employees
made at both corporate office and sites.

36 GRI 103-2, GRI 403-4, GRI 403-6, GRI 419-1

S O C I A L C A P I TA L : EQ U I TA B L E
D E V E LO P M E N T FO R A L L
HFE’s CSR programmes have been aligned to the United A S H A E D U C AT I O N C E N T R E S D I G I L A B P R OJ E C T
Nations Sustainable Development Goals [SDGs]. Our aim is
holistic development and strengthening relationships with Asha Education Centres are run in collaboration with Raman This project is aimed to transform lives of children in remote
local communities around our 36 solar & wind project sites in Kant Munjal Foundation Trust. The impetus is not only on and isolated villages of rural Ladakh, by providing digital
India. school based curriculum but also focus on extracurricular hardware and content for an enriching learning experience.
activities. Remedial classes are conducted across 21 villages The project was completed in two years’ time frame and will be
INCLUSIVE GROWTH OF LOCAL COMMUNITIES AROUND
around our project sites at Dhar, Madhya Pradesh and maintained and monitored by our partner, 17000 ft Foundation.
HFE PROJECT SITES
Pratapgarh, Rajasthan. We have 25 centres catering to The project highlights are:
Ensure inclusive and equitable quality students of standard 1st to 8th, with cumulative strength of Each school is installed with a solar panel and battery
education and promote lifelong learning 564 students*. Every Asha education centre has been provided to power the Digi-Lab to ensure no dependency on
opportunities for all. with an audio system and tools for extracurricular activities. At pre-existing or uninterrupted power supply in the village.
Asha Centres, we enrol both boys and girls without any gender 8 tablets with keyboards and earphones for students. A
Achieve gender equality and empower all bias. We have hired 95% female teachers at Asha centres to raspberry Pi connect the tablets and store performance data.
women and girls. encourage enrolment of girl students. Each Tablet is equipped with a personalized Digital
Learning App customized to the local JKBOSE curriculum,
in multiple subjects for grades 1 to 8. The app consists of rich
and highly interactive video and gamified content for
Ensure availability and sustainable
assessment.
management of water and sanitation
Each school received a fully furnished Digi-Lab Room with
for all.
carpets, desks and benches and neatly laid out cabling to
facilitate a structured Digital Platform.
Take urgent action to combat climate
Teachers and administrators received annual multi-day
change and its impacts.
training on incorporating Blended learning in their traditional
face-to-face method of teaching.

P l e a s e s e e A p p e n d i x - p g 5 6 t o 5 8 , t a b l e 1 2 t o 1 4 B | G R I 1 0 3 - 3 , G R I 2 0 3 - 1, G R I 2 0 3 - 2 , G R I 4 1 3 - 2
37
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I N I T I AT I O N O F S K I L L I N G Till FY 2019-20 HFE has implemented 6 water ATMs* which R E H A B I L I TAT I O N P R O G R A M

provides clean and safe drinking water to 600 families spread
CENTRE HFE undertook the initiative to relocate vulnerable residential
across 8-10 villages.
dwellings around our wind site in Dhar, Madhya Pradesh in
Skilling centres at Dhar district of Madhya Pradesh will be
Check dams provide a regular water supply for sustainable 2018. We conducted quantitative risk assessment [QRA]
in operation from 2021, and run in collaboration with the
irrigation throughout the year and recharges groundwater covering all probable hazards [Zone of potential incidence
Ramakant Munjal Foundation, the group’s foundation. Our
for better use. These Check dams benefit more than 500 such as blade throw, wind turbine component failure, impact
objective is to provide access to vocational training courses
farmers by reviving 9,20,000 Cu. Ft. of storage capacity in of induced aerodynamic noise, effect of shadow flickering etc]
to the young population in remote locations, thus become
the village and provide sustainable livelihood to villagers. HFE and prepared a rehabilitation roadmap for 73 households
self-reliant. Additionally, enable local women to earn their
has constructed check dams in remote areas of Rajasthan and within radius of 150 meters of our wind turbines. As per our
livelihood through various skill development programs.
Madhya Pradesh in partnership with PHD Rural Development latest records, the relocation process for 57 houses have been
Foundation. From FY 2020-21 we will be monitoring the completed.
WAT E R M A N AG E M E N T
impact of these check dams on crop yield.
Availability of safe drinking water is one of the biggest
concerns for villagers around our project sites, as the villages
are far from urban hubs and under-developed. Womenfolk in
these villages usually walk miles to get potable water for their
daily needs. Due to no/low supply of treated water from local
governments in these areas, people often suffer from diseases
like diarrhoea, intestinal infections and flu. The underground
water is rich in fluoride in some parts of Madhya Pradesh
which leads to dental fluorosis affecting the teeth and bones
of rural folk. Fluoride in water also impacts mental growth
of children. One of our CSR focuses has been to improve
the water situation in these villages by introducing solar-
powered water ATMs. HFE is responsible for their upkeep
and maintenance which results in employment of local folks.
ATM maintenance jobs are conducted twice a year where Project Do Ambe Wala Project Dojda Wala Check Dam
membranes are checked, tanks are cleaned and TDS in water is Beneficiaries [Direct & Indirect] Beneficiaries [Direct & Indirect]
tested. No. of villages: 1 | No. of Households: 213 | Population: 1341 | No. of No. of Households= 765 | Population= 6027 | No. of milch
milch animals: 3680 | No of wells & Bore wells: 98 | Land: 190 Hac animals: 16500 | No. of Bore wells: 108 | Land: 2466 acre

38 P l e a s e s e e A p p e n d i x - p g 5 6 t o 5 8 , t a b l e 1 2 t o 1 4 B | G R I 1 0 3 - 3 , G R I 2 0 3 - 1, G R I 2 0 3 - 2 , G R I 3 0 3 - 1, G R I 4 1 3 -
2
 S O C I A L C A P I TA L : E Q U I TA B L E D E V E LO P M E N T F O R A L L

STA K E H O L D E R S ’ VO I C E

Kusum [M.A, Social Work] Chetna Bairagi Devilal Davar

is a teacher for standard [B.A, Economics] is a Panchayat Secretary
6-8th in Khiledi village teacher for standard 6-8th (Indrawal & Bhawla)
“I used to teach before in Dasai village “Water ATM, and Asha
marriage, but after marriage “Children have considerably education centres are a boon
could not find any scope of improved and are grade for the community. People
employment. The opening of competent now. Children in my villages have become
Asha education centres in my village gave me an opportunity to have started positively responding in class besides sharing and healthier, and the immunity of people has been enhanced with
teach children and earn in the process.” caring for each other.” availability of clean drinking water. Villagers have elevated from
being labourers to better working profiles. The outlook of the
community has changed, I feel that the crab culture has now

Sujit Patidar Dileep Solanki turned to a positive culture where people have started helping

Coordinator, RKMF Sarpanch of FULEDI, each other and our children now have a bright future. Asha

“I graduated in Commerce PANDA AND PANNA teachers are appreciated by their families. Ration distribution

and am employed with RKMF “HFE’s CSR Initiatives to BPL families during COVID times have saved the lives of

since 2017. I am grateful to improved the basic many.”

HFE for this opportunity to infrastructure of the

connect with villagers and villages, solar street lights

make a difference in the lives of underprivileged children of 16 are a boon for the villagers, the toilets have enabled girls to
villages around Ratlam and Pratapgarh wind sites.” continue schooling and school boundaries have made schools
safer. Water check dams have helped farmers, cattle and
stray animals of that area. There is significant improvement in
behaviour of children going to Asha Centre.”

G R I 1 0 3 - 3 , G R I 2 0 3 - 1, G R I 2 0 3 - 2 , G R I 4 1 3 - 2
39
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O U R PA RT N E R S

The Raman Kant Munjal Foundation [RKMF]

Since its inception in 1992, coupled with the strong leadership
of the Hero Group, continues to thrive in bringing about
a positive and sustainable change within the society and
different communities. Central to their belief is the relentless
commitment towards empowering women and under
privileged in rural parts of the country by encouraging
and enabling them with skills that not only allow financial
independence but also holistic development.

The PHD Rural Development Foundation [PHDRDF]

Was formed under the aegis of the PHD Chamber of Asha centre initiative in partnership with RKMF Water Check dam project in partnership with PHDRDF

Commerce and Industry. PHDRDF has been awarded the Best

NGO for Revival of Rural Water Resources by Water Digest
Awards 2013-2014.

17000 ft Foundation
Works to improve the lives of people in remote, high altitude
mountainous villages of Ladakh, in areas that have been
isolated and ignored for centuries due to problems of harsh
terrain. Their programs focus on improving education in Govt.
Schools, creating livelihood opportunities, and generating
exposure through interactions with the outside world.
Digilab Project in partnership with 17000 ft Foundation Water ATM project in partnership with RKMF

40 GRI 102-12
H U M A N C A P I TA L : B A L A N C I N G G ROW T H
A N D O P P O RT U N I T I E S
“Since our inception, HFE’s priority has been to build an K E Y T R A I N I N G I N I T I AT I V E S
organizational culture that encourages people to stay TA K E N I N F Y 2 0 1 9 - 2 0
motivated, committed to organizational goals and voice Nurturing competent in-house talent through ‘train the
their concerns without any apprehensions. We believe trainer’ program
that inclusive leadership is an essential part of maintaining Introduction of an e-learning tool [Learning Management
the company’s culture. As a global clean energy player, System] to enable quick access to online training material/
we encourage knowledge exchange among multi-faceted repository and online training sessions
teams based in India and other international locations. Introduction of Mentorship program where organisation
We are in the process of supporting most of our work invests in nurturing personal and professional growth of
processes with digitization initiatives, to emerge as a employees
resilient and future proof organization”
Bhawna K Mital, Head HR, CSR, Admin & IT, Total Participants 297
Hero Future Energies
Total hours 1454

Total 318 | On roll 318 | Average Training in hours

Employees 4.9
On site 63 | International offices 05 per employee per year
Recruitment 80 Female 15

Below 30: 94 Female % - attended

56
Age group Between 30-50: 216 trainings
Above 50: 08
Male % - attended trainings 97%
Corporate Office M: 224 F: 31
Demography
On site M: 63 F: 0
Senior Management 21
Attrition rate 11.2%

P l e a s e s e e A p p e n d i x - p g 5 9 t o 6 5 , t a b l e 1 5 t o 1 7 | G R I 1 0 2 - 7, G R I 1 0 2 - 8 , G R I 1 0 3 - 3 , G R I 4 0 1 - 1, G R I 4 0 4 - 1, G R I 4 0 4 - 2 , G R I 4 0 5 - 1
41
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A D D I T I O N A L A S S I STA N C E - B U I L D I N G M O R A L E - R E WA R D S
T H E E M P LOY E E B E N E F I T S A N D R E CO G N I T I O N :
Our employees are our biggest asset, and the company HFE acknowledges its internal talent pool and offers a platform to Building a Safe Space - Compliance to Prevention of
ensures that employee compensation & benefits are at par showcase and implement innovative ideas. Through formation of Sexual harassment
intermittent project-based committees for Digital, Risk management HFE’s POSH policy complies with the provisions of the Sexual
with their competence, deliverables and industry benchmark.
and Operational Excellence / Waste Management initiatives, employees Harassment of Women at Workplace [Prevention, Prohibition
We adhere to existing and adapt to changes as per Shop and are offered opportunities to showcase their entrepreneurship skills. and Redressal] Act, 2013 and promotes a workplace free of sexual
Establishment, CLRA and other employment Acts. We claim to Winners of the Chairman’s Challenge in FY 2019-20 went for a harassment for all its women employees.
be 100% compliant across all the parameters of employment. trip to London and witnessed the Cricket World Cup at _ stadium. We provide training to all employees and exclusive training for
Our various employee benefit programs include: Statutory HR Compliances Training & development managers.
All training needs are captured in a training calendar annually. Our Internal Complaints Committee keeps themselves updated
ESOP scheme – for key employees
Training needs are mapped to individual employee KRAs and through conferences and trainings about the Act and their role as
Special Bonuses – for rewarding exemplary performance finalised in consultation with their team leads. ICC members.
Special Incentive Programs – The Chairman’s Challenge – Career and training opportunities are based on fair evaluation and HFE’s POSH Compliance reports created by the ICC members are
for bringing innovative ideas to the forefront merit. submitted to ministry on annual basis.
For IDPs (Individual Development Program, HFE holds Equal Opportunity Employer
Healthcare – GMC & GPA [with disability and invalidity
Management Development Programs in leading institutes in India HFE’s ‘Equal Employment Opportunity’ [EEO] policy reiterates
coverage] benefits are provided to all on-roll employees like IIMs, MDI,ISB etc and prestigious international institutes such HFE’s objective of treating every employee with respect and
Retirement Provision - Provident Fund & Gratuity as as the London Business School, Singularity University, etc. dignity and facilitating a positive, productive, cordial, and safe
applicable. For GDP [Group Development Program], we partner with reputed working environment.
consultants for training on technical, skill-based, behaviour/soft We have zero tolerance to any form of harassment or
Others – Mobile expenses reimbursement, Business Tour
skill, life-skill, managerial, team building, etc. discrimination based on race, colour, religion, creed, sex,
& Out Duty related benefits like travel, boarding & lodging
Creating Balance for All - Providing Fair Working sexual orientation, gender identity, national origin, age, disability,
expenses, reimbursements etc. veteran, marital or domestic partner status, citizenship or any
Conditions
Parental leaves – Parental leaves are provided to all At HFE, we provide the same working conditions to everyone in the other factor.
employees as per Company Policy and government company irrespective of his/her level and designation. As an equal opportunity employer, we recruit people based on
Our offices are well equipped with facilities such as ventilation, air competence, aptitude and attitude and not on any other.
regulations.
conditioning, proper lighting, appropriate sized workstations, Our Culture Committee plays the role of developing an employee
pantry, water-tea-coffee facility, lunch facility, washrooms, buy-in culture, where everyone’s voice is heard.
recreation facility including gym and games zone, sick room, etc. Equal Voice for All - Grievance Redressal
Our travel policy is well-drafted to take care of everyone’s official Mechanism
travel and stay as per the mandated standard. All employees are made aware of our well drafted Grievance
procedure that provides a platform for fair and timely assessment
and subsequent redressal of their grievances through the Grievance
Committee.

42 Please see Appendix- pg 59 to 65 | GRI 102-16, GRI 201-3 , GRI 401-2, GRI 404-2, GRI 406-1
H U M A N C A P I TA L : B A L A N C I N G G R OW T H A N D O P P O RT U N I T I E S

LIFE @HFE

43
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A S S U RA N C E R E P O RT

Independent practitioner’s moderate level assurance report General Disclosures Criteria

To the Board of Directors of Hero Future Energies Private Limited • Organizational profile: 102-1, 102-2, 102-3, 102-4, 102-5, 102-10 The criteria used by HFE to prepare Identified Sustainability Indicators
(herein after referred as “HFE”) • Strategy: 102-14 are:
We have undertaken to perform the following assurance engagements • Ethics & Integrity: 102-16 Criteria 1: Global Reporting Initiative (GRI) Standards by Global
for Hero Future Energies Private Limited vide agreement dated • Governance: 102-18 , 102-20 Sustainability Standards Board (GSSB).
08/09/2020 (the ‘agreement’) for providing independent assurance • Stakeholder’s Engagement: 102-40 to 102-43 Criteria 2: AA1000 AccountAbility Principles Standard (AA1000APS)
services on the performances to be reported in the Sustainability • Reporting Practice: 102-46, 102-48, 102-50 to 102-52 2008 for determination of materiality, responsiveness and
Report titled “Planet Positive Power” of FY 2019-2020 by Hero Future Management Approach inclusivity and reliability of the specified information with regard to
Energies Private Limited: • 103-1 to 103-3 the identified sustainability indicators.
Moderate level of Assurance under AA1000 Assurance Standards in
Specific Disclosures
respect of the Principles of inclusivity, materiality and responsiveness Management’s Responsibility
Economic
as defined in the AccountAbility Principles Standard (2008) (the HFE’s Management is responsible for identification of key aspects,
• Anti-corruption: 205-2
“AA1000 AccountAbility Principles”) and reliability of the specified Environmental engagements with stakeholders and the content and reliability of
information with regard to the identified sustainability indicators. • Materials: 301-1 the specified information with regard to the identified sustainability
• Energy: 302-1 indicators in respect of Criteria 2 and the preparation and presentation
• Biodiversity: 304-1
Identified Sustainability Indicators of the Sustainability Report in accordance with the Criteria 1 stated
• Emissions: 305-1, 305-2
The Identified Sustainability Indicators are summarized below:- • Waste Management: 306-3, 306-5 above. This responsibility includes the design, implementation and
Social maintenance of internal control relevant to the preparation of the
• Occupational Health and Safety: 403-1, 403-2, 403-4, 403-5,403-6, sustainability report and measurement of Identified Sustainability
403-7, 403-09,403-10
Indicators, which is free from material misstatement, whether due to
• Training and Education : 404-1, 404-2
• Diversity and Equal Opportunity: 405-2 fraud or error.
• Local communities: 413-1

44 GRI 102-56
Inherent limitations of HFE’s use of the criteria as the basis for the preparation of the the preparation of the Identified Sustainability Indicators and reliability
The absence of a significant body of established practice on which subject matter and reliability of the specified information with regard of the specified information with regard to the identified sustainability
to draw to evaluate and measure non-financial indicators allows for to the identified sustainability indicators. indicators.
different, but acceptable, measures and measurement techniques Our moderate level assurance shall not be taken as a basis for The moderate level assurance engagement involved performing
and can affect comparability between entities. In addition, GHG interpreting the HFE ’s performance across the scope of aspects the procedures listed above pursuant to which we carried out the
quantification is subject to inherent uncertainty because of incomplete covered in the Sustainability Report. A moderate level assurance following specific procedures. The procedures performed in a
scientific knowledge used to determine emissions factors and the engagement is substantially less in scope than a high level assurance moderate level engagement vary in nature and timing from, and are
values needed to combine emissions of different gases. engagement in relation to both the risk assessment procedures, less in extent than for, a high level assurance engagement.
including an understanding of internal control and the procedures With regard to the compliance of the Identified Sustainability
Our Responsibility performed in response to the assessed risks. The procedures we Indicators with the AccountAbility Principles and reliability of the
Our responsibility is to express a moderate level assurance conclusion performed were based on our professional judgment and included specified information with regard to the identified sustainability
on the Identified Sustainability Indicators based on the procedures we inquiries, observation of processes performed, inspection of indicators, we conducted the following procedures:
have performed and evidence we have obtained. documents, analytical procedures, evaluating the appropriateness • obtained a fundamental understanding of the application of
We have conducted our engagement in accordance with Type 2 of quantification methods and reporting policies, and agreeing or the AA1000 principles by interviewing responsible employees for
“Moderate Level” assurance requirements of AA1000 Assurance reconciling with underlying records. Hence, the level of assurance stakeholder management at HFE
Standards issued by AccountAbility and the Guidance for AA1000AS obtained in a moderate level assurance engagement is substantially • random sampling concerning the understanding of the
(2008) Assurance Providers . This standard and the Guidance require lower than the assurance that would have been obtained with high documentation regarding stakeholder dialogue, communication with
that we plan and perform this engagement to obtain moderate level level assurance engagement. stakeholders
assurance about whether the Identified Sustainability Indicators are Accordingly, we do not express a high level assurance opinion about: • understanding the materiality analysis at corporate level for
free from material misstatement including that due to fraud or error, • whether the Identified Sustainability Indicators have been prepared analyzing and prioritizing sustainability topics and ascertaining areas
and to evaluate the overall presentation of the Identified Sustainability in all material respects, in accordance with the Criteria, or for action.
Indicators in accordance with GRI Standards and the principles set out • whether the requirements of the principles of inclusivity, materiality With regard to the compliance of the Identified Sustainability
in AA1000 which involves assessing the suitability in the circumstances and responsiveness parameters of AA 1000 have been considered in Indicators with the GRI Standards, we conducted the following

GRI 102-56
45
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procedures: • Aspects of the Report and the data/information (qualitative or responsiveness in the preparation of the Identified Sustainability
• Made enquiries of HFE’s management, including the EHS and quantitative) other than the identified Sustainability indicators above. Indicators and reliability of the specified information with regard to
Sustainability team, Corporate Social Responsibility (CSR) Team and • Data and information outside the defined reporting period i.e. April 1, the identified sustainability indicators.
those with responsibility for CSR management and Sustainability 2019 to March 31, 2020.
reporting; • The company statements that describe expression of opinion, belief, Restriction on Use
• Understand and evaluate the design of the key structures, systems, aspiration, expectation, aim or future intentions provided by HFE Our moderate level assurance report has been prepared and
processes and controls for managing, recording and reporting on the addressed to the Board of Directors of HFE at the request of the
selected sustainability indicators. Our Independence and Quality Control company solely to assist the company in reporting on the Sustainability
• Review of the Sustainability Report for detecting, on a test basis, We have complied with the independence and other ethical performance and activities. Accordingly we accept no liability to
any major anomalies between the information reported in the requirements of the Code of Ethics for VVB (Validation & Verification anyone, other than HFE. Our deliverables should not be used for any
Sustainability Report on performance with respect to Identified body), which is founded on fundamental principles of integrity, other purpose or by any person other than the addressees of our
Sustainability indicators and relevant source data/information objectivity, professional competence and due care, confidentiality and deliverables. The Firm neither accepts nor assumes any duty of care
• Review of the materiality analysis and stakeholder Agreement professional behaviour. or liability for any other purpose or to any other party to whom our
followed by the Company in preparing the Sustainability Report Management and staff of Carbon Check are committed to excellence in Deliverables are shown or into whose hands it may come without our
• Our review covered the corporate office in Delhi and 2 project sites the provision of impartial and competent assurance services covering prior consent in writing.
as identified by the management i.e. Bhadla Solar Power Plant and the relevant requirements. Our overall commitment to the success of
Gunga Wind Power Plant. Performed limited substantive testing on a the business and its service rests on two main pillars, being impartiality
sample basis of the Selected Indicators at corporate head office, and and competence, whilst also supported by openness, responsiveness
in relation to the 1 site visited i.e. Bhadla Solar Power Plant, to check and clearly defined responsibilities.
that data had been appropriately measured, recorded, collated and
reported; and Moderate level Assurance Conclusion
• Considered the disclosure and presentation of the agreed Indicators/ Based on the procedures we have performed and the evidence we have
parameters. obtained, nothing has come to our attention that causes us to believe
• Obtained representations from HFE’s Management. that:
Exclusions (a) HFE’s Identified Sustainability Indicators contained in the
Our moderate level assurance scope excludes the following and Sustainability Report for the year ended March 31, 2020 are not
therefore we do not express a conclusion on the same: prepared, in all material respects, in accordance with the Global
• Operations of the company other than those included in the Reporting Initiatives (GRI) Standards.
reporting boundary
• Information other than those specified under ‘Identified (b) HFE does not have systems and processes in place to comply
Sustainability Indicators’ with the principles of AA 1000 i.e. inclusivity, materiality and

46 GRI 102-56
ANNEXURES
TABLE 1 CURRENT PROJECT PORTFOLIO

2017-18 2018-19 2019-20

SPV Name Site Name Comissioning State Wind/Solar Capacity Capacity Land Generation Emission Generation Emission Generation Emission
Year (MW) AC (MW) DC (Acre) (KWh) saved (KWh) saved (KWh) saved
(tCO2e) (tCO2e) (tCO2e)
CSP Tumkur Chikkanayahalli 2017-18 Karnataka Solar 20 22 118 16536893 15049 39214665 36077 36060000 33175
Gangavathi 20 22 119 11872500 10804 36936000 33981 36370000 33460
Madhugiri 2018-19 20 22 116 0 38270382 35209 38950000 35834
Korategere 2017-18 20 22 87 14850 14 5851440 5383 5890000 5419
Chittapura 20 22 116 4301700 3915 25706700 23650 32050000 29486
Chamarajnagar 20 22 118 5378400 4894 30119850 27710 37920000 34886
Kollegala 20 22 111 533839 486 25817671 23752 38810000 35705
Shahpura 20 22 134 4301700 3915 25706700 23650 38110000 35061
Gundlupet 20 22 106 1940219 1766 37336290 34349 37370000 34380
CSP Gulbarga Kurdi Cross 50 55 287 24955000 22709 92561000 85156 89280000 82138
PD Kote 30 33 141 5859750 5332 23585250 21698 31360000 28851
Margutti 2018-19 40 44 221 0 50682500 46628 72890000 67059
Sindhanoor 40 44 236 0 49842500 45855 70870000 65200
Aurad 2017-18 40 44 243 197500 180 47675000 43861 71700000 65964
CSP Hiriyur Rampura 10 11 52 16433640 14955 16313760 15009 16070000 14784
CSP Bellary Karakal 20 22 124 18481500 16818 37444500 34449 35730000 32872
CWP Manvi Kavithal 29 32 153 37446891 34077 51372368 47263 51372368 47263
CSP Chitradurga Siddipet 2018-19 Telangana 40 44 224 0 11322070 10416 53740000 49441
Waneep Solar Gurram Kanda 25 28 102 0 37709700 34693 39770000 36588
Nagari 25 30 88 0 17008900 15648 38920000 35806
RGSEPL Barod 2017-18 Madhya Pradesh 43 48 250 59186000 53859 81063700 74579 73500000 67620
CSP Dhar Alote 30 32 183 47905700 43594 47107950 43339 45240000 41621
Waaneep Solar Ichhawar 2019-20 50 58 234 0 0 87810000 80785
CSP Bhadla R1+R2+R3 Rajasthan 300 450 1487 0 0 142890000 131459

GRI 102-4
47
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Vayu Urja Bharat Guruvepalli 2017-18 Andhra Pradesh Wind 120 151481482 137848 320623071 294973 224740000 206761
CWP Piploda Piploda Karnataka 50 135096547 122938 149660661 137688 140271612 129050
TV- CT Tamilnadu 2017-18 Tamilnadu 17 33035424 30062 30414759 27982 26048614 23965
CWP Devgarh Dangri Rajasthan 40 60751344 55284 48289074 44426 34870000 32080
Gunga 40 80804815 73532 88352840 81285 83248920 76589
Devgarh 38 67371771 61308 75450804 69415 70033680 64431
CWP Ratlam Badnawar Madhya Pradesh 100 202243426 184042 224210637 206274 219460000 201903
BGEL Kukudwad Maharashtra 50 19502955 17748 98552040 90668 92520542 85119
CWP Satara South budh 32 52124159 47433 63016450 57975 63512076 58431
CWP-MANVI Pvt Kavithal Karnataka 50 111781964 101722 127843256 117616 51372368 47263
Ltd
LNJ Power Venture Dangri 2018-19 Rajasthan 20 0 22576286 20770 15957544 14681
Ltd

TABLE 2: LAND FOOTPRINT PER MEGAWATT TABLE 3: STATEWISE LAND

GENERATION OF ELECTRICITY AVAILABILITY

States Acres
FY 2017-18 FY 2018-19 FY 2019-20 Total 6390
Wind 1335
Land
2189 987 1721
(Acres) Solar 5055
DC 421 211.2 507,8
Acre / Karnataka 2591
5.20 4.67 3.39
MW/DC
Madhya
1232
Pradesh
Telangana 224
Andhra
486
Pradesh
Tamil Nadu 24
Rajasthan 1743
Maharashtra 91

48 GRI 102-4, GRI 302-5 , GRI 401-3

E X H I B I T 1 : W H I ST L E B LOW I N G 3.1.4 miscarriages of justice; 5.3 We will aim to keep you informed of the progress of the
investigation and its likely timescale. However, sometimes the need
3.1.5 danger to health and safety;
POLICY 3.1.6 damage to the environment; for confidentiality may prevent us giving you specific details of the
3.1.7 failure to comply with any legal or regulatory requirements; investigation or any disciplinary action taken as a result. You should
1.0 INTRODUCTION
3.1.8 bribery; and treat any information about the investigation as confidential.
1.1 Hero Future Energies Global Limited and Hero Future Energies
Private Limited (the “Company” or “we”) is committed to conducting 3.1.9 the deliberate concealment of any of the above matters. 6.0 OUTCOME OF THE PROCESS
its business with honesty and integrity, and we expect all staff to 3.2 A whistleblower is a person who raises a genuine concern relating 6.1 An Investigation Report, including the approach of the conduct od
maintain high standards. to any of the above, and who reasonably believes that making the the investigation, may be submitted by the Risk Officer to the Audit
1.2 However, all organisations face the risk of things going wrong disclosure is in the public interest. If you have any genuine concerns Committee as the Audit Committee deems fit or necessary in this
from time to time, or of unknowingly harbouring illegal or unethical related to suspected wrongdoing or danger affecting any of our regard.
conduct. activities (a whistleblowing concern) you should report it under this 6.2 If an investigation leads the Risk Officer to conclude that
1.3 A culture of openness and accountability is essential in order to policy. wrongdoing or danger at work has been committed, the Risk
prevent such situations occurring or to address them when they do 3.3 This policy should not be used for complaints relating to your own Officer shall recommend to Audit Committee or the Management
occur. Any suspected wrongdoing should be reported as soon as personal circumstances, such as the way you have been treated at of the Company to take such disciplinary or corrective action as he
possible. work. In those cases, you should raise a grievance. may deem appropriate or fit. It is clarified that any disciplinary or
3.4 If you are uncertain whether something is within the scope of this corrective action initiated as a result of an investigation pursuant to
2.0 ABOUT THIS POLICY
policy, you should seek advice from your line manager. this Policy shall follow the law where it is applicable and the policies
2.1 The aims of this policy are:
4.0 RAISING A CONCERN and procedures for governing personnel or staff conduct under the
2.1.1 to encourage staff to report suspected wrongdoing as soon as
4.1 We hope that in many cases you will be able to raise any concern Company’s disciplinary procedures.
possible, in the knowledge that their concerns will be taken seriously
with your line manager. You may tell him or her in person or put the 6.3 The Risk Officer shall submit a report to the Audit Committee on
and investigated as appropriate, and that their confidentiality will be
matter in writing if you prefer. They may be able to agree a way of an annual basis or such other period as the Audit Committee deems fit
respected;
resolving your concern quickly and effectively. about all concerns reported to him since the last report together with
2.1.2 to provide staff with guidance as to how to raise those concerns;
4.2 However, where you prefer not to raise it with your manager the results of investigations, if any.
and
for any reason, you should contact the Risk Officer. You can raise a 6.4 While we cannot guarantee the outcome you are seeking, we will
2.1.3 to reassure staff that they should be able to raise genuine
concern by sending e-mail at whistleblower@herofutureenergies.com. always try to deal with your concern fairly and in an appropriate way.
concerns in good faith without fear of reprisals, even if they turn out
4.3 We will usually arrange a meeting with you as soon as possible to By using this Policy, you can help us to achieve this.
to be mistaken.
discuss your concern. Where applicable, you may bring a colleague 6.5 If you are not happy with the way in which your concern has been
2.2 This policy covers employee at all levels, directors, officers,
to any meetings under this policy. Where your employer is a Group handled, you can raise it with the Risk Officer or, if your complaint
agency workers, seconded workers, volunteers, interns, agents and
Company established in the UK you may be accompanied in the relates to the handling of your concern by the Risk Officer, to an
contractors.
meeting by a trade union representative. Your companion must Independent Director.
2.3 This policy does not form part of any employee’s contract of
employment and we may amend it at any time. respect the confidentiality of your disclosure and any subsequent 7.0 CONFIDENTIALITY
investigation. 7.1 We hope that you will be able to voice whistleblowing concerns
3.0 WHAT IS WHISTLEBLOWING?
5.0 INVESTIGATION openly under this policy. If you want to raise your concern
3.1 Whistleblowing is the disclosure of information which relates to
5.1 An investigation will be carried out in an independent and unbiased confidentially, we will make every effort to keep your identity secret
suspected wrongdoing or dangers at
manner. and only reveal it where we consider it is necessary to investigate your
work. This may include:
5.2 The fact an investigation has been opened is not by itself concern.
3.1.1 Misuse or abuse of authority;
confirmation of wrongdoing but is the process to establish the facts of 7.2 We encourage you not to make disclosures anonymously. Proper
3.1.2 misappropriation, fraud or suspected fraud;
a report. investigation may be more difficult or impossible if we cannot obtain
3.1.3 criminal activity;
further information from you. Whistleblowers who are concerned

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49
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about possible reprisals if their identity is revealed should come

forward to the Risk Officer so appropriate measures can then be taken
E X H I B I T 2 : A N T I B R I B E RY A N D A N T I CO R R U P T I O N P O L I C Y
to preserve confidentiality.
HE COMPANY’S COMMITMENT TO PREVENTING BRIBERY committed to carrying out business fairly, honestly and openly with a
8.0 EXTERNAL DISCLOSURES • Hero Future Energies Global Limited (the “Company” or “we”) zero-tolerance approach towards bribery and corruption.
The aim of this policy is to provide an internal mechanism for is committed to carrying out business fairly, honestly and openly Management at all levels are responsible for implementing this Policy,
reporting, investigating and remedying any wrongdoing in the wherever we and other members of the Group carry on business in ensuring those reporting to them understand and comply with this
workplace. In most cases you should not find it necessary to alert the world. All of our officers and employees are expected to reflect Policy, and are given adequate and regular training on it.
anyone externally. the same culture of professionalism and integrity in their dealings The group’s risk officer “Risk Officer” has primary and day-to-day
The law recognises that in some circumstances it may be appropriate on behalf of the Group, and to assist the Company to implement and responsibility for monitoring use of this Policy and its effectiveness,
for you to report your concerns to an external body such as a enforce systems to prevent bribery and corruption across the Group’s dealing with any queries about it, and auditing internal control systems
regulator. It will very rarely if ever be appropriate to alert the media. business. and procedures to ensure they are effective in countering bribery and
We strongly encourage you to seek advice before reporting a concern • We have a zero-tolerance approach towards bribery and corruption corruption.
to anyone external. and expect all staff and anyone else acting on behalf of the Group to References in this policy to a third party include any individual
The independent whistleblowing charity, Protect (https://protect- comply with all laws relevant to countering bribery and corruption in or organisation you come into contact with during the course of
advice.org.uk/), operates a confidential helpline: 020 3117 2520. They all the jurisdictions in which the Group operates. your work for us, including actual and potential clients, customers,
also have a list of prescribed regulators for reporting certain types of • In the UK, bribery and corruption are punishable for individuals by up suppliers, distributors, business contacts, agents, advisors,
concern. to ten years’ imprisonment and/or a fine under the Bribery Act 2010. If and government and public bodies, including their advisors,
9.0 PROTECTION AND SUPPORT FOR WHISTLEBLOWERS the Company fails to prevent bribery it could face an unlimited fine, be representatives and officials, politicians and political parties.
It is understandable that whistleblowers are sometimes worried excluded from tendering for public contracts and face severe damage All employees are required to comply with this policy and all other
about possible repercussions. We aim to encourage openness and will to its reputation. group compliance policies, but this policy does not form part of any
support you if you raise genuine concerns under this policy, even if • It is therefore critical that all staff and anyone else acting on behalf employee’s contract of employment and we may amend it at any time.
they turn out to be mistaken. of the Group take responsibility for preventing bribery and corruption WHAT IS BRIBERY AND CORRUPTION?
However, if we conclude that you have made false allegations across the Group’s business. Bribery is offering, promising, giving or accepting any financial or
maliciously you may be subject to disciplinary action. ABOUT THIS POLICY other advantage to induce the recipient or any other person to act
You must not suffer any detrimental treatment as a result of raising The purpose of this policy is to: improperly in the performance of their functions, or to reward them
a genuine concern. Detrimental treatment includes dismissal, • set out our responsibilities, and of those working for us, in observing for acting improperly, or where the recipient would act improperly by
disciplinary action, threats or other unfavourable treatment connected and upholding our position on bribery and corruption; and accepting the advantage.
with raising a concern. If you believe that you have suffered any such • provide information and guidance to those working for us on how to • An advantage includes money, gifts, loans, fees, hospitality, services,
treatment, you should inform the Risk Officer immediately. If the recognise and deal with bribery and corruption issues. discounts, the award of a contract or anything else of value.
matter is not remedied, you should raise it formally by submitting a • This policy applies to all persons working for or on behalf of the • A person acts improperly where they act illegally, unethically, or
grievance. Company or any member of the Group in any capacity, including contrary to an expectation of good faith or impartiality, or where they
You must not threaten or retaliate against whistleblowers in any way. employee at all levels, directors, officers, agency workers, seconded abuse a position of trust. The improper acts may be in relation to any
Anyone involved in such conduct will be subject to disciplinary action. workers, volunteers, interns, agents, contractors, external consultants, business or professional activities, public functions, acts in the course
10.0 DOCUMENTATION third-party representatives and business partners, sponsors, or any of employment, or other activities by or on behalf of any organisation
The Risk Officer shall maintain all relevant records pertaining to the other person associated with us, wherever located. of any kind.
concerns raised and investigations thereto, for a period of 5 (five) You must ensure that you read, understand and comply with this policy Corruption is the abuse of entrusted power or position for private
years or such other period as specific by any other law in force, at all times. gain.
whichever is more. The board of directors has approved and adopted this policy and is

50 GRI 102-16, GRI 103-2

PROHIBITED ACTS whether something is reasonable, proportionate and appropriate, events; and gifts of nominal value
It is unacceptable for you (or someone, for example a friend, partner relevant factors include: Examples of gifts or hospitality that are likely to be unacceptable
or spouse, on your behalf) to participate in any form of bribery or • what the intention of the gift or hospitality is (for example, building include:
corruption. In particular, you must not: a new client relationship is likely to be acceptable, whereas seeking • gifts of cash or a cash equivalent (e.g. vouchers);
•give, promise to give or offer a payment, gift or hospitality with the to influence someone or obtain a business advantage is likely to be • gifts given in your own name;
expectation or hope that a business advantage will be received, or to unacceptable); • secret gifts; and
reward a business advantage already given; • whether there is any secrecy involved; • anything being offered for something in return.
• give or accept a gift or hospitality during any commercial • whether it is appropriate in the circumstances; and In all cases the test to be applied is whether in all the circumstances
negotiations or tender process, if this could be perceived as intended • how this would reflect on the Company if the details were made the gift, hospitality or payment is reasonable and appropriate, is not in
or likely to influence the outcome; public. breach of local laws and complies with the intention in paragraph 5.4.1
• accept a payment, gift or hospitality from a third party that you know The recipient of any hospitality should not be given the impression that above.
or suspect is offered with the expectation that it we will provide a they are under an obligation to confer any business advantage or that Our policy is not to give or offer any form of gift, hospitality or
business advantage for them or anyone else in return; their independence will be affected. expenses with a value of over £100 (INR 10000) and not to receive or
• accept hospitality from a third party that is unduly lavish or In most cases and unless the gift is prohibited by the terms of this accept any form of gift, hospitality or expenses with a value of over
extravagant under the circumstances; policy, the giving of gifts is allowed if the following requirements are £50 (INR 5000). All gifts given or received are to be reported to the
• offer any gift to or accept any gift from government officials or met: Risk Officer and noted on the Company’s gift register.
representatives, or politicians or political parties; • it is not made with the intention of influencing a third party to obtain It is a separate criminal offence to bribe a foreign public official (which
• threaten or retaliate against another individual who has refused or retain business or a business advantage, or to reward the provision includes government officials). You must not offer to or accept from
to commit a bribery offence or who has raised concerns under this or retention of business or a business advantage, or in explicit or government officials (in any branch of national, local or municipal
policy; or implicit exchange for favours or benefits; government), judges, politicians or similar individuals, any gift,
• engage in any other activity that might lead to a breach of this • it is given in the name of the Company and not given in your name; hospitality or expenses.
policy, for example, you must not offer a potential customer tickets • it does not include bullion, cash or a cash equivalents (such as gift The Risk Officer shall submit a report to the Audit Committee on an
to a major sporting event on condition that they agree to do business certificates or vouchers); annual basis or such other period as the Audit Committee deems fit
with us. This would be an offence as you are making the offer to gain • it is appropriate in the circumstances, taking account of the reason about all gifts or hospitality offered or received by or to any party.
a commercial and contractual advantage. We may also be found to for the gift, its timing and value. For example, it is customary for small FACILITATION PAYMENTS
have committed an offence because the offer has been made to obtain gifts to be given on the occasion of Diwali and at Christmas; • In many countries it is customary business practice to make small
business for us. It may also be an offence for the potential customer to • it is given openly, not secretly; and unofficial payments or gifts of small value to government officials
accept your offer. • it complies with any applicable local law. in order to speed up or “facilitate” a routine government action or
If you are in any doubt about what could constitute bribery, please Reimbursing a third party’s expenses or accepting an offer to process. This could be, for example, to obtain a licence or permit more
contact the Risk Officer. reimburse our expenses (for example, the costs of attending a business quickly. However, it is unacceptable for any person acting on behalf
GIFTS, HOSPITALITY AND EXPENSES meeting) would not usually amount to bribery. However, a payment in of the Group to make such a payment or permit such a payment to be
This policy does not prohibit reasonable, proportionate and excess of genuine and reasonable business expenses (such as the cost made on our behalf.
appropriate hospitality given to or received from third parties for the of an extended hotel stay) is not acceptable. • If you are in any doubt at all, always seek advice on the law of the
purposes of: We appreciate that practice varies between countries and regions local jurisdiction in relation to the payment so as to differentiate
• establishing or maintaining good business relationships; and what may be normal and acceptable in one region may not be in between properly payable fees and disguised requests for facilitation
• improving or maintaining the Group’s image or reputation; or another. payments. Always ensure that you are provided with receipts and
• marketing or presenting our products more effectively. Examples of gifts or hospitality that are likely to be acceptable include: identification of the official to whom such payments are made.
• In each case, you must consider whether the gift or hospitality • occasional meals with clients/suppliers; • You should be very careful in relation to such payments since an
is reasonable, proportionate and appropriate. When considering • occasional attendance at ordinary sports, theatre and other cultural unofficial “facilitation payment” is likely to be a bribe and you can be

GRI 102-16, GRI 103-2

51
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prosecuted in the UK for making it – regardless of the value of the into any commitment with respect to business in the new territory, BREACHES OF THIS POLICY
payment or local cultural expectations, even if that is “how business is you should report to the Risk Officer any business culture which • Any employee who breaches this policy will face disciplinary action
done” in that jurisdiction. If you have any concerns in relation to any encourages circumvention of rules and any pressure to conform to (up to and including dismissal) and, where appropriate, legal action.
payment requested, you should raise these with the Risk Officer. customs or unfamiliar business practices which may conflict with this • We may terminate our relationship with other individuals and
DONATIONS policy. Please refer to the Country Risk Mapping Document No. HFEG/ organisations working on our behalf if they breach this policy.
• We consider that charitable giving can form part of our wider CORP10 for specific country’s risk assessment for this Policy. TRAINING AND COMMUNICATION
commitment and responsibility to the community. We support a RECORD KEEPING AND ACCOUNTS • Training on this policy forms part of the induction process for all
number of local charitable activities and may also support charitable • Accurate record keeping and accounts are key to ensuring individuals who work for us, and regular training will be provided as
fundraising events involving employees. We only make charitable transparency in all transactions involving the Group’s business. necessary.
donations that are legal and ethical under local laws and practices. • The Company maintains a hospitality and gifts register. You must • Our zero-tolerance approach to bribery and corruption must be
• Charitable donations may be made in amounts and to charities with declare and record all hospitality or gifts given or received, which will communicated to all suppliers, contractors and business partners at
the prior approval of the Chairman and Managing Director. be subject to managerial review. the outset of our business relationship with them and as appropriate
• We do not make contributions to political parties. Any request • You must ensure that you submit all expense claims relating to thereafter, in accordance with our procurement policies.
or suggestion by a third party that a contract or other business hospitality, gifts or other expenditure incurred to third parties in CONTRACTING AND PURCHASING
benefit will not be available to the Group unless a donation is made accordance with the Company’s expenses policy and record the reason • Contracts entered into with third parties shall be subject to the
to a political party or cause must be reported immediately to the for expenditure. group’s procurement policies which include provision for appropriate
Risk Officer. If there are circumstances where you believe that a • All accounts, invoices, and other records relating to dealings with due diligence on the third party; an analysis of payments required
contribution to a political party will be in the group’s interest, no third parties including suppliers and customers should be prepared in connection with the contract; a report of any unusual payments
contribution must be made without the written approval of the Risk with strict accuracy and completeness. Accounts must not be kept or contract terms; and the right to terminate the contract for any
Officer. “off-book” to facilitate or conceal improper payments. instance of bribery or corruption.
WHERE CAN RISKS ARISE? REPORTING ANYTHING SUSPICIOUS • Contracts with suppliers are subject to the group’s tendering policies
Situations which indicate that you should be on notice that there is a • You must report any suspicion or knowledge of instances of non- which include provision for no gifts or hospitality to or from a potential
greater risk of bribery and corruption include but are not limited to: compliance with this policy or other wrongdoing immediately to the supplier during a tender process.
• a history of corruption in the country or a high ranking in Risk Officer. The group’s procurement policies and tendering policies apply a lower
Transparency International’s Corruption Perceptions Index; • If you are offered a bribe or think that you have been offered a bribe, level of compliance for low value low risk arrangements.
• close personal or business ties of the person or entity with whom you you must refuse it and report it immediately to the Risk Officer. You MONITORING
are dealing with government employees or officials; will not suffer any detrimental treatment for refusing to take part in We monitor compliance with and the effectiveness of our compliance
• requests for cash payments, refusal to sign formal documentation or bribery and corruption, provided that you report it in accordance with policies.
a refusal to provide an invoice or receipt for a payment made; this policy.
• requests for an unexpected additional fee or commission to PROTECTION FROM RETALIATION ANTI BRIBERY AND ANTI CORRUPTION POLICY
“facilitate” a service or “overlook” a violation; • We want all of staff to feel that they can speak up without any fear
• requests for unusual or vague disbursement payments; of retaliation. You will not suffer any detrimental treatment arising
• requests for payments to third parties, or other unusual payment out of you reporting your genuine suspicions in good faith, even if
arrangements; and these suspicions turn out to be mistaken. If you are in any doubt about
• a third party offering you an unusually generous gift or lavish whether to report something, please report it. We encourage all
hospitality. WHISTLE BLOWING POLICY
staff to report any suspicion of failure to comply with this policy by
If you encounter any of these situations while working for us, you must any member of staff. Please refer to the Whistleblower Policy (HFEG/
immediately inform the Risk Officer. CORP03) for details.
Where the business enters into new territories and before entering

52 GRI 102-15 , GRI 102-16, GRI 103-2

EXHIBIT 3: RISK, INTERNAL for implementing ARC recommendations.
Risk Internal Audit Compliance
The Head-ARC is also responsible for facilitating risk management
A U D I T & CO M P L I A N C E – and providing independent assurance over compliance activities.
» Establish enterprise
risk management (ERM)
» Prepare and submit the
annual internal audit plan,
» Develop, maintain and
implement compliance

C H A RT E R To minimize the impairment to objectivity, a third-party entity or framework

» Establish and manage
budget, and resource plan
for review and approval by
policies and procedures
» *Monitors non-
1. PURPOSE consultant will be contracted to perform independent audits of risk
ERM governance structure the Audit Committee compliance with applicable
This Risk, Internal Audit & Compliance (ARC) Charter provides the management and compliance activities. Additionally, separate Risk, » Facilitate ERM activities » Implement the approved laws and regulations

framework for the conduct of the ARC function in Hero Future Internal Audit and Compliance sub-functions will be created under » Monitor risk and provide audit plan » Investigate violations to
ARC with clearly defined/segregated roles and responsibilities of each support in risk mitigation » Issue periodic audit organisation’s compliance
Energies Private Limited (HFE) and Hero Future Energies Global planning reports on a timely basis to policies, and notify results
Private Limited (HFEG). It has been created with the objective of sub-function. » Continuous improvement the Audit Committee and to the Audit Committee

formally establishing the purpose, authority and responsibilities of the The below chart depicts the proposed organisation structure for ARC and advancement of ERM senior management » Educate employees on
function. program » Ensure that the function compliance policies and
ARC function. has the skills and experience procedures
ARC is comprised of Risk, Internal Audit and Compliance sub- commensurate with the *Limited to providing
risks of the organisation independent assurance
functions. Risk facilitates the organisation’s risk management process,
which involves understanding, analysing and addressing risk to make
sure organisations achieve their objectives. 4. PROFESSIONAL COMPETENCE AND DUE CARE
Internal Audit is an independent, objective assurance and consulting The ARC function will perform its duties with professional competence
activity designed to add value to and improve an organisation’s and due care. Internal Audit will adhere to the Definition of Internal
operations by bringing a systematic, disciplined approach to evaluate Auditing, Code of Ethics and the Standards for the Professional
and improve the effectiveness of risk management, control and Practice of Internal Auditing that are published by the Institute of
governance processes. Internal Auditors.
ARC staff shall have no direct operational responsibility or authority 5. REPORTING AND MONITORING
Compliance is an independent function that provides reasonable
over any of the activities they review. ARC staff with real or perceived The Head-ARC reports on a regular basis to the Audit Committee. The
assurance that the organisation conducts its business activities in line
conflicts of interest must inform the Head-ARC, then the Audit report can include information on, but not limited to, the following:
with applicable law, regulations and standards.
Committee, as soon as these issues become apparent so that • The roll out of the ARC year plan, upcoming ARC activities and follow
2. SCOPE appropriate safeguards can be put in place. up activities; and
All HFE’s/HFEG’s activities (including outsourced activities) and legal The ARC function derives its authority from the Board through the • Summary of the reports of, developments in Risk Management,
entities are within the scope of ARC. ARC adopts an independent Audit Committee. The Head-ARC is authorised by the Audit Committee Internal Audit and Compliance and Internal Audit. For example:
risk-based approach to determine its scope, including the Annual Audit to have full and complete access to any of the organisation’s records, • the progress on risk assessments
Plan. The Internal Audit plan does not necessarily cover all potential properties and personnel. The Head-ARC is also authorised to • summary of key risks
scope areas every year. ARC will coordinate activities with other designate members of ARC function to have such full and complete • summary of key findings in the audit reports issued during
internal and external providers of assurance and consulting services to access in the discharging of their responsibilities and may engage the period
ensure proper coverage and minimise duplication of efforts. experts to perform certain engagements which will be communicated • the progress regarding audit planning and audit execution
3. GOVERNANCE, INDEPENDENCE, OBJECTIVITY AND AUTHORITY to management. ARC will ensure confidentiality is maintained over all the Internal Audit coverage in accordance with the agreed
ARC staff will remain independent of the business and they shall information and records obtained in the course of carrying out audit Audit Plan
report to the Head-ARC who, in turn, shall report functionally to the activities. • follow-up of audit findings and recommendations
Audit Committee and administratively to the Chairman and Managing The roles and responsibilities of ARC function is described below: • reports on (suspected) misconduct cases and proposed
Director, HFE and Chairman, HFEG. In order to assure complete remedial and corrective actions -compliance progress,
independence and objectivity, ARC will not have authority over any monitoring and follow up activities
department or group that it reviews nor will it be directly responsible • proposed changes in compliance related policies and

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other documents.
Periodically, the Head-ARC will meet with the Chairman and Managing
Audit Committee
The governance group charged with independent assurance of the
E X H I B I T 4 : O CC U PAT I O N A L
Director, HFE and Chair of the Audit Committee in private to discuss adequacy of the local risk management framework, the internal H E A LT H S A F E T Y &
ARC matters.
6. PERFORMANCE OF ARC
control environment and the integrity of financial reporting.
Senior management
ENVIRONMENT POLICY
The performance of Internal Audit will be monitored by the Audit The individuals at the highest level of organisational management who Hero Future Energies Private Limited (HFE), the renewable energy
Committee (HFE/HFEG) to ensure independence and objectivity. have day-to-day responsibility for managing the organisation. venture of the Hero Group, is committed to safeguard occupational
7. RESPONSIBILITY OF EVERY EMPLOYEE Head-ARC health, safety and environment of its employees, contractors, clients,
Every HFE employee has the responsibility to comply with applicable Head-ARC describes a person in a senior position responsible for stakeholder and the communities in which we operate. HFE is poised
laws, regulations, standards and internal rules. Management is effectively managing the risk, internal audit and compliance activities. to attain sustainable development by improving occupational health,
responsible for identifying and communicating to each employee the safety and environmental conditions at all our offices & project
minimum ARC requirements in daily business operations. Employees locations by adhering to the following practices:
must be aware, understand, and ensure they meet the ARC obligations • Adoption of safe work culture at all our project locations and offices.
that impact their daily business operations. • Identification and mitigation of significant environmental aspects
8. ROLE OF MANAGEMENT and occupational health and safety hazards by practicing effective HSE
HFE/HFEG management is responsible for implementing and Management System.
maintaining a sound risk management process and foster a risk • Preventing employees, contractors and interested parties from injury
aware culture across the organisation. Management is the risk owner and ill health.
and responsible to identify, understand, manage and monitor risks • Preventing & controlling pollution by adopting good Environmental
effectively, including taking appropriate and timely action in response Management Practices.
to ARC findings. Management is responsible for establishing and • Providing regular HSE training to employees associated with us.
maintaining a robust framework and system of internal controls, • Complying with all relevant legal and other requirements applicable
including financial, operational and compliance controls, to achieve to us.
the objectives of effective and efficient operations, reliable financial • Communicating, involving and consulting employees in our HSE
reporting, and compliance with applicable laws and regulations. The Management System.
existence of an ARC function, therefore, does not in any way relieve • Ensuring this policy is communicated and available for employees and
them of this responsibility. Management is responsible for fraud other interested parties.
prevention and detection. As ARC performs its work programs, it • Ensuring reporting of all relevant incidents and investigating them to
will be observant of manifestations of the existence of fraud and prevent recurrence.
weaknesses in internal control which would permit fraud to occur or • Conducting regular inspection and audits.
would impede its detection. • Ensuring commitment towards sustainability by complying with
APPENDIX 1: DEFINITION (HFE/HFEG) the Green Code of Company, implementing 3R (Reduce, Reuse and
Board Recycle) and I.E.R (Individual Environment Responsibility).
The highest level of governing body charged with the responsibility • Ensuring minimum Occupational Health & Safety impact on
to direct and/or oversee the activities and management of the the society in which we operate by complying with Na-tional &
organisation. International Standards applicable to us.
Typically, this includes an independent group of directors (e.g. a board • Continuous improvement in the HSE performance at all our offices
of directors, a supervisory board or a board of governors or trustees). and project locations is an integral part of our work culture.

54 GRI 102-15 , GRI 102-16, GRI 103-2

TABLE 4: OCCUPATIONAL HEALTH AND SAFETY DATA TABLE 6: ENERGY CONSUMPTION DATA TABLE 9: WATER CONSUMPTION

Key Performance FY FY FY Quantity Water

Indicators 2017-18 2018-19 2019-20 Consumption Quantity
Parameter (KL)
FY FY FY
2017-18 2018-19 2019-20 Purpose Source FY FY FY
Total Man Days Worked 614054 424200 617671 2017-18 2018-19 2019-20
Diesel (Litres)
174105 352700 358100 Water supplying
Non-Renewable Drinking 962 2861 21166
Total Man- Hours Worked 4912432 3393600 4941368 agency
Petrol (Litres)
3756 12151 28055 Water supplying
Non-Renewable Module
Cases of First Aid (FA) 69 42 84 agency and 9048 24215 38771
Electricity (KWh) cleaning
58980 521077 492548 ground water
Non-Renewable
Cases of Near Miss 150 124 211

No of Reportable Lost Time TABLE 7: EMISSION SCOPE-1 AND SCOPE-2 TABLE 10: WASTE GENERATION
00 00 00
Injury (RLTI)
Greenhouse gas Types of FY FY FY Disposal
Emitted (tCO2e)
emission Scope waste 2017-18 2018-19 2019-20 method
Fatal Accident 00 00 00
FY FY FY
Scope Broken solar Through E-waste
2017-18 2018-19 2019-20 38250 54354.7 54355
Frequency Rate of RLTI 00 00 00 module (Kg) recycler
Diesel consumption 466 944 959
Used Through
Severity Rate of RLTI 00 00 00 40 207 715
Petrol consumption 8 28 64 batteries (no.) recycling vendor

Total No of Training Electricity consumed 53.6718 479 453 Used oil Through
324 336 370 13380 15705 111024
Conducted (liter) recycling vendor

TABLE 8: MATERIAL CONSUMPTION Oil soaked Through

3153 3601 11885
cotton (No.) recycling vendor
TABLE 5: CONSOLIDATED GENERATION DATA FOR WIND Material
Weight of material
AND SOLAR consumption in

Key Performance FY FY FY FY FY FY
Material
Indicators 2017-18 2018-19 2019-20 2017-18 2018-19 2019-20
Solar module (Kg) 34 221 620 8 202 810 34481475
Solar energy generated
255346082 828648895 1186262368
Renewable (MWh) Module mounting
13 040 3 087 11,636.94
structure (MT)
Wind energy generated
914193887 1248989878 1022035356 Inverter (Kg) 652 650 199 400 360628
Renewable (MWh)

G R I 3 0 2 - 1, G R I 3 0 3 - 5 , G R I 3 0 6 - 3 , G R I 3 0 6 - 4
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TABLE 11: TRAINING AND AWARENESS FORM 10: MANIFEST FOR HAZARDOUS AND OTHER WASTE EXHIBIT 5: CSR POLICY
% of % of OBJECTIVE
trained Duration training HFE is dedicated to contribute in the Country’s development by
Title of the Category
Personnel in Man- Man-hours focusing on economic, social and environmental capital towards
course of persons
of the total hours of total enhancing societal sustainability. Our endeavour is to provide inclusive
Workers Man-hours growth at our project locations by working on improving/providing
HSE Induction basic amenities to communities around our project sites and generate
All 100 2 0.080 possibilities of employment.
training
To contribute to the Prime Minister’s National Relief Fund or any other
Material
All workers 93.93 4 0.160 fund set up by the Central Government at the time of natural calamity
Handling
or engage in Disaster Management system.
All To contribute to any fund setup by the Central Government or State
electrician Government(s) including Chief Minister’s Relief Fund, which may be
Use of LOTO 52.77 4 0.160
Technician recognized as CSR activity;
& Lineman To promote sustainability in partnership with industry associations,
like the Confederation of Indian Industry (CII), PHD, FICCI, NGO’s,
Permit to work All workers 93.93 2 0.160
Government schemes like Swachh Bharat etc.
Use of PPE All 100 8 0.320 Undertake CSR programs in collaboration or through Raman Kant
Munjal Foundation.
Fire
GUIDING PRINCIPLE OF THE POLICY
prevention & All workers 93.93 2 0.080
The Policy shall be governed by the provisions of the relevant Act
control
made there under.
Fall Protection
APPLICABILITY
and Working All workers 93.93 4 0.160
This Policy is applicable to HFE for implementing CSR as per Clause 135
at height
of the Companies Act, 2013
Welding & Welder
12.12 4 0.160 Eligibility Criteria - The CSR provisions within the Act is applicable to
Gas Cutting Helper
Companies with an annual turnover of 1,000 crore INR and more, or a
net worth of 500 crore INR and more, or a net profit of five crore INR
Ergonomic
All workers 93.93 2 0.080 and more. The Act encourages Companies to spend at least 2% of their
Safety aspects
average net profit in the previous three years on CSR activities.
COVERAGE
Machine
All workers 93.93 2 0.80 This Policy lays down guidelines of implementing projects falling under
safeguarding
CSR framework.

First Aid
All 100 3 0.120
training

56 GRI 102-12, GRI 102-16, GRI 103-2, GRI 103-3 , GRI 403-5
DEFINITIONS and Policy to the Board, indicating the activities as specified in • 2% of the average Net Profit made by the Company during
Schedule VII of the Act. recommend the amount of expenditure to be immediately preceding three Financial Years.
CSR Two or more directors on the Company’s Board to incurred on the activities indicated in the Policy. • any income arising there from.
Committee be nominated as CSR Committee members monitor the CSR policy regularly. • surplus arising out of CSR activities carried out by the Company and
such surplus will not be part of business profit of the Company.
CSR STRATEGY
The role of the working committee is to prepare Our Company will implement projects which will have definite CSR PROCESS
the roadmap, allocate projects and monitor beginnings, ends, expected outputs and outcomes as well as budgets Following are the list of activities that will be undertaken as part of the
CSR Working implementation of CSR Process
progress as per the CSR plan. They will report / associated with it.
Committee • Framing the CSR Strategy
give feedback to the CSR Committee for all CSR The projects that will be undertaken may be of a short duration (a few
projects undertaken. months) or multi-year. • Operationalizing the institutional mechanism
We will implement projects either through in-house teams or in • Due diligence of the implementation partner
CSR strategy refers to what the Company expects partnership with other agencies or a combination of both. In case of • Project development
to achieve in the next three to five years. It multi-year projects, same will be reviewed on an annual basis or as at • Project approval
CSR Strategy incorporates the vision, mission and goals on a such time as may be decided by the Committee.. • Finalising the arrangement with the implementing agency
broader level and details the plans to achieve Selected projects will be grouped as per their implementation period • Progress monitoring and reporting
these in terms of Organization and approach. in a 1- year plan, 2–year plan and a 3-year plan. These plans will be • Impact measurement
presented annually at the meeting of CSR committee of the Board.
It refers to the specific issue/sector that the CSR PROGRAMMES
CSR Company proposes to address through the CSR. Project to be implemented under CSR in a specific area will depend on
Programme Programme needs to be clearly highlighted in the the needs of local community. People of the local community will be
CSR Strategy involved in decision making regarding programmes to be undertaken.
A detailed due diligence of the area/community would be done to
identify the critical needs and their prioritization and a project will be
BOARD – LEVEL CSR COMMITTEE shortlisted.
CSR governance structure will be headed by the Board Level CSR Once the Project is shortlisted then a Detailed Project Report will be
committee that will be ultimately responsible for the CSR projects prepared therafter and presented to the Board level CSR Committee
undertaken. for Approval.
Members: Following is a list of CSR Programmes that will be undertaken
Ms. Renu Munjal • Preserving natural resources eg. Creating water pools, Rain water
Mr. Rahul Munjal harvesting.
CSR WORKING COMMITTEE • Basic amenities eg. Providing access to water, electricity, education,
Mr. Sunil Jain toilets, health care etc.
Ms. Pooja Munjal • Possibilities of employment
Mr. Rajesh Puri Any other that can be added to the list as and when finalised after
Mr. Atul Raaizada discussion.
Ms. Bhawna Kirpal Mital CSR Fund
RESPONSIBILITIES OF CSR WORKING COMMITTEE The corpus for the purpose of carrying on the aforesaid activities
The CSR committee shall formulate and recommend a CSR strategy would include the following:

G R I 1 0 2 - 1 6 , G R I 1 0 2 - 2 0, G R I 1 0 3 - 2
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TABLE 12: ASHA CENTRES TABLE 14 A: WATER CHECK DAM TABLE 14 B: WATER CHECK DAM

No. of No. of Name of the check Name of the check

Year Location Dojda Wala Check Dam Do Ambe Wala Check dam
centres students dam dam
Dhar, Madhya
2017-18 10 250
Pradesh Name of the villages Rampuriya, Peepalkhoot Name of the villages Fuledi
Dhar, Madhya
15 392
Pradesh District and State Dhar and Madhya Pradesh
2018-19 District and State Pratapgarh, Rajasthan
Pratapgarh,
10 252
Rajasthan Total Number of Households= 765 Number of villages= 1
Dhar, Madhya Population= 6027 Total Number of Households= 213
15 327 BENEFICIARY (Direct BENEFICIARY (Direct Population= 1341
Pradesh Number of milch animals=16500
2019-20 & Indirect) & Indirect) Number of milch animals=3680
Pratapgarh, Nos of Bore wells = 108
10 181 Land = 2466 acre No’s of wells & Bore wells = 98
Rajasthan
Land = 190 Hac
Dimension - feet 78 (L) X 6 (W) X 8 (H)
Dimension - feet 105(L) x 6(W) x 9(H)
TABLE 13: WATER ATMS
Water Holding cu. mts 46,800 Water Holding cu. ft
Year Water ATM State Beneficiaries Capacity Capacity 6,16,000 cu ft
2015-16 Badilank, Pratapgarh Rajasthan 100 Families

Madhya
2016-17 Khiledi, Dhar 100 Families
Pradesh
Madhya
2016-17 Alote 100 Families
Pradesh
2017-18 Devgrah, Pratapgrah Rajasthan 60-70 Families
2017-18 Shev, Barmer Rajasthan 100 Families
Andhra
2017-18 Anantapur, Guravapelli 100 Families
Pradesh

58 GRI 103-3 , GRI 203-1, GRI 203-2

E X H I B I T 6 : CO D E O F CO N D U C T employees along with the associated penalties for misconduct. Management. Employees should be self motivated to discuss and bring
out any instance wherein they were put in an awkward/challenging
RESPONSIBILITY AND AUTHORITY position.
OBJECTIVE
• Each employee is responsible for reading, understanding and • Employees will not make commitments without facts/basis to any
• To lay down the standard of conduct expected from the employees
following this Policy. employee/stakeholder etc. In case, commitments have been made then
of Hero Future Energies Pvt. Ltd. in their dealing both within the
• Approval, renewal and change in this Policy is the responsibility of they need to be adhered to after taking necessary Approvals.
Organisation as well as with external clients.
HR, under approval of the CEO and the CMD. • Employees should follow an honour system and adhere to ‘Trust’ by
• Monitoring and implementation of this Policy is the responsibility of themselves. It is expected that employees will do the right thing by
• Hero Future Energies Pvt. Ltd. (HFE) is committed to highest
all the HODs. choice.
standard of conduct with all the stakeholders. HFE will adopt and
• Employees need to respect the other persons time (both peers and
implement human resources policies and procedures appropriate DEFINITIONS
external guests) more than their own.
for the Company and its employees. Our approach is to manage
HOD Head of Department • Employees will not display behaviour of insubordination, wilful
employees and work within the framework of the prevalent statutory
negligence or any other disrespectful conduct.
compliances. HR Human Resources • Employees will follow and accept the transfer orders at any time
during the duration of their employment with the Company.
• HFE will provide employees with documented information that is
CODE OF CONDUCT COVERS THE FOLLOWING: • Employees will work with full integrity and sincerity.
clear and understandable, regarding their rights under employment
• Employees are expected to undertake their duties in a professional,
laws and collective agreements, if any, including their rights related PERSONAL CONDUCT AND BEHAVIOUR
responsible and conscientious manner.
to hours of work, wages, overtime, compensation, and benefits upon • Employees are expected to be punctual and regular in attending
• Employees have to be honest in their conduct when dealing with
beginning the working relationship and when any material changes Office. Office timing to be followed is 9:00 a.m to 6:30 p.m. / 9:30 a.m
clients, suppliers, contractors and colleagues.
occur. to 7:00 p.m with lunch break of half an hour from 1:00 p.m. to 1:30 p.m.
It is expected that all are disciplined for office timing. DRESS AND APPEARANCE
• HFE will not discourage workers from electing worker • Employees have to apply for leaves as per the Leave Policy No. • Employees need to ensure that their appearance is neat, clean and
representatives, forming or joining workers’ organizations. HFE/HR04. In case of emergency/inability to apply leaves prior to appropriate for their particular area of work. A high standard of
proceeding for leave, one has to inform his/her Reporting Manager of personal hygiene is expected at all the times.
• HFE will not employ anyone less than 18 years of age in its Office or his / her absence either thru’ mail or phone. • At Head Office Delhi, formal dress code will be followed from
any of the site location. All stakeholders engaging with the Company • Salaries and emoluments are confidential and employees shall not Monday to Thursday and smart casual wear on Friday. Same dress code
are also prohibited to do so. Relevant action will be taken against discuss the same with other employees. will be adopted at other office locations.
people found violating the same. • Employees are advised to put their ring tones at low volume while • Formal dress code for men is: Coat, Trouser, Shirt, Formal shoes and
working in the Office. Setting up fancy ring tones is not permitted preferably neck tie.
• This Code provides basis for all employees to maintain a working during Office hours. During meetings, the Mobile phone may be • Formal dress code for women is: Coat, Trouser, Shirt, Salwar Suit,
environment that is positive, productive, cordial, safe and free from carried to the meeting but only on vibration/ silent mode. Remaining Saree, Formal Skirt
any discrimination and harassment. active on the mobile phone during meetings should not be done. In • In case of a pre-arranged meeting on Friday, respective employees
case, one needs to take an urgent call during the meeting, then walk need to be formally dressed.
APPLICABILITY
out of the meeting area for making the call. This needs to be strictly • It is expected that employees will not wear torn or ripped clothes,
• This is applicable to all employees on permanent rolls, contractual
adhered to. unsuitably revealing clothes or clothes displaying offensive messages.
staff, consultants, part-time staff or any person involved in any other
• Employees will not falsify attendance/leave records, travel vouchers, • At Site location, employees are expected to be properly dressed up
kind of employment with the Company.
specimen signatures or any other Company documents. as per the environment and while visiting site work, one must wear
COVERAGE PPEs (Personal Protective Equipments) like safety helmets, safety
• Employees will not hide necessary/ important official information,
• This Policy explains the framework for appropriate behaviour for all shoes, jackets etc. provided at site.
which is supposed to be conveyed to the colleagues and top •

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USE OF ASSESTS AND EQUIPMENT • All payments from Company funds shall be properly recorded in the INTERACTION WITH MEDIA
Employees are expected to take care of the assets and equipments Company records. • Nobody is authorised to speak to media without prior consent of the
provided to them by the Company. They need to safeguard these from TREATING EACH OTHER FAIRLY AND EQUALLY CEO and the MD, no matter how urgent the case is.
loss, theft and damage. Assets and equipments will cover tangible and • All employees have to work as a team with respect and trust for each DRUG FREE / ALCOHOL FREE/ SMOKE FREE WORKPLACE
intangible assets like buildings, equipment – phone, mobile, laptop, other. • Employees are refrained from possession, distribution, sale, transfer,
desktop, money, contract papers, official documents, computer • All employees need to have open and honest communication barring use or being under the influence of illegal drugs / alcohol at the
software, data held on computers etc. any discrimination on the basis of caste, gender and religion. workplace, while on the job or at any time during the working day while
Employees are expected to be prudent in the use of Company’s • All employees need to ensure that there is no harassment of any form using company assets/ equipments. The working day is termed as time
property or money. Unwarranted extravagance, misuse or waste will or unsafe practice is in place. the employee is performing his or her job as well as all breaks, lunches
not be tolerated. • Any act of sexual harassment will lead to immediate termination. and work-related activities. Anybody violating this will be liable for a
With respect to computers/laptops, or computerized equipment and disciplinary action.
PREVENTION OF MONEY LAUNDERING
software, the following principles apply: • In case of drugs – its possession, distribution, sale, transfer or use is
• HFE is committed to prevent and control money laundering.
• The purchase of hardware and software must be made according to strictly prohibited even after the working hours ie. It is prohibited all
• No employee will directly or indirectly attempt to indulge or assist
the Company policy; the time. This needs to be strictly adhered to. Anybody violating this
other person or will be actually involved in any activity connected with
• Any computer related equipment, software or disks will not be will be liable for a strict disciplinary action.
the proceeds of crime and projecting it as untainted property.
taken away from the Office / site for any purpose, except with prior • Employees will not come for work under the influence of alcohol. If
permission of the Reporting Manager and keeping Administration / IT EQUAL OPPORTUNITY EMPLOYER
it is discovered that somebody has consumed the same, the employee
department informed. • HFE is an equal opportunity employer and all employees have to
may be subjected to a physical examination to which he/she will not
• Only software approved by the Company may be used on computers/ carry the same image in their conduct.
refuse. Any refusal for tests will result in immediate dismissal.
laptops and that also in accordance with any licensing agreement or • No candidate shall be discouraged /rejected solely on the basis of
• If an employee is entertaining any important client/ guest during
other rules applicable to its use. caste, gender, religion and disability (under permissible limit meant for
lunch time, he / she need to avoid self-consumption of alcohol.
the job).
INTERNET USAGE Smoking is strictly prohibited in the Office premises and at Project/site
• Internet Usage during Office hours has to be for official work only. QUALITY, HEALTH, SAFETY AND ENVIRONMENT locations.
• All internet sites pertaining to Social media and shopping are not to • All employees are expected to give importance to QHSE in all walks
CONFLICTS OF INTEREST
be used by employees in Office. of life, especially at the time of discharging their duties at workplace.
• Employees are refrained from using confidential information about
• Use of PPEs (Personal Protective Equipments) is a must while visiting
PROTECTION OF CONFIDENTIAL INFORMATION the Company for their personal benefit, engaging in a business/
site location.
• Each employee shall maintain the confidentiality of information partnership with an entity that does business with HFE or a
• Projects will be implemented to ensure safety to public, plant and
belonging to the Company, its employees, customer’s supplier, competitor.
equipment.
or competitors. Same shall apply even after separation from the • At the time of making decisions on the Company behalf, employees
• All employees will comply with all statutory rules and regulations on
Company on whatever account. will avoid any interest (self or otherwise) that may influence their
Safety, Health and Environment in their area of work.
• Employees have an obligation to ensure that professional information decisions. For e.g. Employees may invest money in an entity that
• All employees will be committed to manage HSE matters as any other
is secured against loss, misuse or unauthorised access, modification does business with our Company or is a competitor. Such things can
critical business activity.
and disclosure. influence their decision making.
• As a concerned employer, we do not want our employees to attend
PROTECTION OF COMPANY RECORDS phone calls while driving. Employees need to take care of all safety CORPORATE LOGO AND BRANDING
• Employees shall neither falsify nor permit falsification of any measures while driving. • Employees will use the corporate logo and other branding items
Company record. • All employees will contribute to efficient and proper utilization of all for official purposes as directed. Company brand will not be used for
• Employees need to keep the official records as directed by Company sources of energy and products. personal / self-interest by employees. Employees will not tamper with
and take care that official documents are not placed in private files. the Company logo/name and other branded items.

60 GRI 102-16, GRI 103-2

ETHICS POLICY AND GREEN CODE
• A separate ‘Ethics Policy and Green Code’ is in place and shared
terminated forthwith and he / she shall not be entitled to any notice or
compensation.
EXHIBIT 7: PREVENTION,
with all for implementation in our Company keeping in mind our PROHIBITION
business ethics and culture. All employees have to adopt the same and
demonstrate ‘Walk the Talk for Ethics and Green’.
AND REDRESSAL OF SEXUAL
RETRENCHMENT H A R A S S M E N T O F WO M E N AT
• Prior to implementing any collective dismissals, HFE will carry out WO R K P L AC E
an analysis of alternatives to retrenchment. If the analysis does not
identify viable alternatives to retrenchment, a retrenchment plan OBJECTIVE
will be developed and implemented to reduce the adverse impacts of At the outset it is stated that the express commitment of Hero Future
retrenchment. The retrenchment plan will be based on the principle of Energies Pvt. Ltd.’s (HFE’s) is that any form of sexual harassment or
non-discrimination and will reflect consultation with employees, their sex based discrimination, regardless of the sex of the recipient of such
organizations, and, where appropriate, the Government. All legal and behaviour or the perpetrator of such behaviour is prohibited in the
contractual requirements related to notification of public authorities, HFE workplace.
and provision of information to, and consultation with employees and • This Policy provides protection to women against sexual harassment
their organizations, if applicable, will be followed. at the HFE workplace and to ensure prevention and redressal of
• HFE will ensure that all concerned receives notice of dismissal as per complaints of sexual harassment and for matters connected therewith
the Policy and his/her settlement is done as per the Process. or incidental thereto and confirms HFE’s specific and express
commitment to comply with the provisions of the Sexual Harassment
REPORTING OF MISCONDCUT
of Women at Workplace (Prevention, Prohibition and Redressal) Act,
• All employees are expected to promptly report to the Management
2013 (“Act”) and to promote a workplace free of sexual harassment for
and or HR of any misconduct, violation of this Policy.
all its women employees.
• In case the Company discovers that misconduct has taken place
• Sexual harassment of women at the workplace is unlawful and
and it was known to some employees who did not report it, those
amounts to misconduct under this Policy as well as the HFE Code of
employees will be liable for an inquiry.
Conduct. All complaints made by aggrieved women to the Internal
OBLIGATION OF EMPLOYEES Committee of HFE in the manner provided herein and pursuant to the
• All employees have to read, understand and follow this Policy. Act shall be addressed and dealt with in accordance with the law and
• All employees have to continually familiarise themselves with all this Policy. The provisions of the HFE Grievance Procedure shall not be
Company Policies and Procedures in force from time to time. applicable to the same except where specifically provided for.
• Employees shall comply with the Company’s HR policies and • In the event that any person not protected by the Act wishes to
procedures. complain against any form of harassment, sexual harassment or sex
• New Joinees will be given copy of this Policy at the time of Induction. based discrimination, such person may complain in accordance with
They will also have to acknowledge receipt of the same in HR. the HFE Grievance Procedure.
ACTION IN CASE OF VIOLATION OF THIS POLICY GUIDING PRINCIPLE OF THE POLICY
• Whosoever is found violating this Policy will be liable for suspension HFE commits to create and maintain a work environment in which the
and inquiry for which no salary shall be paid during the period of dignity of employees is respected. The Company is committed towards
the said suspension or inquiry. Further, if the person is proved providing a healthy work environment that enables its employees to
guilty to the same, his/ her employment with the Company will be work without fear of prejudice, gender bias and sexual harassment.
The victims, if any, should not feel that their grievances were either

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ignored or trivialized or they suffer from fear of reprisals. Following of the duties towards the organization, or where the employee is
Anyone or more of the following unwelcome behavior
are the guidelines which can assist in achieving these ends: present in a work related context or in professional capacity, including
(whether directly or by implication) namely:
• All employees of the Organization have a responsibility to prevent or training programmes, conferences, off-site meetings & events, work
Unwelcome physical contact and advances; or
deter the commission of acts of sexual harassment in the workplace related functions, office parties, business or filed trips organized by
A demand or request for sexual favours; or
(defined herein below). Management and employees shall play a role HFE, and includes places visited when conducting the business of
Making sexually colored remarks; or
in creating and maintaining a working environment in which sexual the Organization, in interaction with clients, customers, and other
Showing pornography; or
harassment is unacceptable. They shall ensure that their conduct does service providers and also includes transportation provided by the
Any other unwelcome physical, verbal or non-verbal
not cause offense to others and they shall discourage unacceptable Organization for undertaking such journey.
conduct of sexual nature.
behaviour on the part of others. It is also the duty of the aggrieved Under this Policy, complaints can be made to the relevant IC by any
Any act or conduct of a person in authority or otherwise,
woman employee to complain against sexual harassment in a timely “aggrieved woman” i.e., a woman of any age, whether employed or
which outrages the modesty or dignity of the aggrieved
manner in accordance with the procedure provided herein and also not with the Organization, who alleges that she has been subjected to
woman or is humiliating treatment likely to affect
preserve the confidentiality of their communications in this regard at sexual harassment by the alleged perpetrator who is an employee of
her health or safety and /or create a hostile and/or
all times. the Organization at the time the alleged incident of sexual harassment
intimidating work environment or;
• Management shall respond promptly to complaints of sexual occurred or where the alleged incident has taken place at the HFE
Any conduct of an unwelcome sexual nature, which has
harassment made in the manner provided herein, through the Internal Workplace.
the purpose or effect of unreasonably interfering with
Committee constituted hereunder. Where it is determined, that RESPONSIBILITY AND AUTHORITY the aggrieved woman’s work performance
inappropriate conduct has occurred, prompt and corrective action will • Each employee is responsible for reading, understanding and
be taken as necessary, including disciplinary action in accordance with following this Policy. What Does Not Amount to Sexual Harassment:
the process laid down under this Policy. • Approval, renewal and change in this Policy is the responsibility of If the interactions between the individuals are
• The Management shall provide full support to the Internal HR, under approval of the CEO and CMD. Sexual
consensual, welcome, appreciated and/or reciprocated,
Complaints Committees and provide necessary facilities for dealing • Monitoring and implementation of this Policy is the responsibility of harassment
it does not amount to sexual harassment. Any welcome
with the complaint and conducting its inquiry. the Internal Committee and all the HODs. behaviour that is based on mutual attraction, respect
The Policy shall be governed by the provisions of the relevant Act and
and/or friendship is not sexual harassment.
Rules made there under.
APPLICABILITY However, HFE requires that any romantic relationships
• This Policy is applicable to all employees of the Organization in India. between co-workers, who are in any manner in senior/
For the purposes of this Policy, such employment can be of any nature subordinate to each other in the Workplace, should
and cover persons who are employed on regular, temporary, ad-hoc, be voluntarily disclosed at the first possible instance
daily wage basis or as a co-worker, contract worker, probationer, to the concerned HR representative. The onus of such
in relation to a workplace, a woman, of any age
trainee or apprentice. It also covers persons employed through disclosure shall lie upon the person who is professionally
Aggrieved whether employed or not, who alleges to have
contractors/agents, consultants or any other service provider or even senior amongst the persons in the relationship. Such
woman been subjected to any act of sexual harassment
persons working on a voluntary basis or without any remuneration. disclosures should usually be made with the knowledge
by the respondent;
• This policy and IC is applicable to all employees of HFE, its Holdcos / of the other party and the Organization reserves the
SPV’s and affiliate Companies. Committee to deal with the cases of sexual
Internal right to confirm the veracity of such disclosure from
harassment and oversee prevention of sexual
JURISDICTION Committee such other party. All such disclosures shall be held in the
harassment
This Policy applies to all conduct in the Workplace of HFE. The strictest of confidence and shall only be disclosed to the
‘Workplace’ includes: a person trained in communication with people IC for the purposes of an ongoing inquiry, if and when
• All offices and premises of HFE where its business is conducted; and Special Educator with special needs in a way that addresses their called upon.
• Any place or premises visited by an employee of HFE in discharge individual differences and needs

62 GRI 102-16, GRI 103-2

DEFINITION • the guardian or authority under whose care she is
INTERNAL COMPLAINTS COMMITTEE POWERS OF INTERNAL COMMITTEE receiving treatment or care; or
HFE hereby constitutes Internal Committee (IC) for all offices across For the purpose of making an inquiry, the Internal Committee, shall • any person who has knowledge of the incident jointly
India – that will prevail in all offices pursuant to the Act to ensure have the same powers as are vested in a civil court under the Code with her relative or friend or a special educator or qualified
prevention and redressal of all sexual harassment complaints. of Civil Procedure, 1908 when trying a suit in respect of the psychiatrist or psychologist, or guardian or authority under
Pursuant to the mandatory requirements of the Act, the IC consists of following matters, namely:--- whose care she is receiving treatment or care
the following members provided that at least half of the total members • Summoning and enforcing the attendance of any person and • where the aggrieved woman for any other reason is unable to make a
shall be Women:- examining him on oath; complaint , a complaint may be filed by any person who has knowledge
• a Presiding Officer who shall be a woman employed at a senior level • Requiring the discovery and production of documents; and of the incident, with her written consent;
at workplace from amongst the employees: • Any other matter which may be prescribed. • where the aggrieved woman is dead, a complaint may be filed by any
• not less than two Members from amongst employees preferably The inquiry shall be completed within a period of ninety days. person who has knowledge of the incident, with the written consent
committed to the cause of women or who have had experience in of her legal heir .
COMPLAINT OF SEXUAL HARASSMENT
social work or have legal knowledge; PROCEDURE FOR FILING THE COMPLAINT CONCILIATION
• one external member who may be a lawyer or from amongst non- • Any aggrieved woman may make, in writing, a complaint of sexual • The Internal Committee, may, before initiating an inquiry, at the
governmental organisations or associations committed to the cause harassment at workplace to the Internal Committee, within a period request of the aggrieved woman take steps to settle the matter
of women or a person familiar with the issues relating to sexual of three months from the date of incident and in case of a series between her and the respondent through conciliation provided that no
harassment. of incidents, within a period of three months from the date of last monetary settlement shall be made as a basis of conciliation.
• HFE shall at all times, notify via the intranet/display of notices, names incident: • Where a settlement has been arrived, the Internal Committee,
of the members who constitute the Internal Committee, along with • Provided that where such complaint cannot be made in writing, shall record the settlement so arrived and forward the same to the
their email addresses. Any changes in the membership of the ICCs the Presiding Officer or any Member of the Internal Committee, Employer to take action as specified in the recommendation.
shall be duly notified. shall render all reasonable assistance to the woman for making the • The Internal Committee shall provide the copies of the settlement as
• In the event that the merits of a particular case require additional complaint in writing: recorded to the aggrieved woman and the respondent.
caution or consideration, in the interest of a fair, objective and • Provided further that the Internal Committee, for the reasons to be • Where a settlement is arrived, no further inquiry shall be conducted
unbiased inquiry, HFE may appoint “Special Members” to replace any recorded in writing, extend the time limit not exceeding three months, by the Internal Committee.
or all of the members appointed to the Committees as above. Any such if it is satisfied that the circumstances were such which prevented the INQUIRY INTO COMPLAINT
change in membership, or special appointments, shall be duly notified woman from filing a complaint within the said period. • On receipt of a request for inquiry, the Internal Committee may
to all parties in advance. • Where the aggrieved woman is unable to make a complaint on proceed to make inquiry into the complaint in accordance with the
The Presiding Officer and every Member of the Internal Committee account of her physical incapacity, a complaint may be filed by: prescribed procedure.
shall hold Office for such period, not exceeding three years, from • her friend or relative; or • Provided that where the aggrieved woman informs the Internal
the date of their nomination. Information on Internal Complaints • her co-worker; or Committee that any term or condition of the settlement arrived at has
Committee is enclosed at HFE/HR17/F1. • an Officer of the National Commission for Women or not been complied with by the respondent, the Internal Committee
COMMITTEE TO SUBMIT ANNUAL REPORT State’s Women’s Commission or shall proceed to make an inquiry into the complaint or, as the case may
• The Internal Committee shall in each calendar year prepare an annual • any person who has knowledge of the incident, with the be, forward the complaint to the police:
report in the prescribed format and submit the same to the employer written consent of the aggrieved woman • Provided further that where both the parties are employees, the
and/or the District Officer, where required. • where the aggrieved woman is unable to make a complaint on parties shall, during the course of inquiry, be given an opportunity of
• The Company shall include in its report the number of cases filed, account on her mental incapacity, a complaint may be filed by: being heard and a copy of the findings shall be made available to both
if any, and their disposal under this Act in the annual report of the • her relative or friend; or the parties enabling them to make representation against the findings
Organization. • a special educator; or before the Committee.
• a qualified psychiatrist or psychologist; or

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ACTIONS DURING PENDENCY OF INQUIRY: be proportionate to the misconduct committed. prescribed under the Code of Conduct, before any action is
During the pendency of an inquiry, on a written request made by the • No separate inquiries shall be required under the Code of Conduct recommended.
aggrieved woman, the Internal Committee may recommend to the for the purpose of arriving at disciplinary action.
management of HFE to· to deduct from the salary or wages of the respondent such sum as it PROHIBITION OF PUBLICATION OR MAKING KNOWN CONTENTS
• transfer the aggrieved woman or the respondent to any other may consider appropriate to be paid to the aggrieved woman or to her
OF COMPLAINT AND INQUIRY PROCEEDINGS
workplace; or legal heirs, as it may determine, in accordance with the provisions of
• Notwithstanding anything contained in the Right to Information Act,
• grant leave to the aggrieved woman up to a period of three months; the Act.
2005, the contents of the complaint made pursuant to this Policy,
or • Provided that in case the management of HFE is unable to make such
the identity and addresses of the aggrieved woman, respondent
• grant such other relief to the aggrieved woman as may be prescribed. deduction from the salary of the respondent due to his being absent
and witnesses, any information relating to conciliation and inquiry
• The leave granted to the aggrieved woman under this section shall be from duty or cessation of employment it may direct to the respondent
proceedings, recommendations of the Internal Committee and
in addition to the leave she would be otherwise entitled. to pay such sum to the aggrieved woman:
the action taken by the employer or the District Officer under the
On the recommendation of Internal Committee, the management of • Provided further that in case the respondent fails to pay the sum,
provisions of this Act shall not be published, communicated or made
HFE shall implement the recommendations made and send the report the Organization shall inform the ICC and the Internal Committee may
known to the public, press and media in any manner.
of such implementation to the Internal Committee. forward the order for recovery of the sum as an arrear of land revenue
• Provided that information may be disseminated regarding the
Other relief to complainant during pendency of lnquiry -The to the District Officer.
justice secured to any victim of sexual harassment under this Act
Complaints Committee at the written request of the aggrieved woman • The management of HFE shall act as soon as practicable upon the
without disclosing the name, address, identity or any other particulars
may recommend to the employer to· recommendations of the ICC within sixty days of its receipt by him.
calculated to lead to the identification of the aggrieved woman and
restrain the respondent from reporting on the work performance of PUNISHMENT FOR FALSE OR MALICIOUS COMPLAINT AND FALSE witnesses.
the aggrieved woman or writing her confidential report, and assign the
EVIDENCE CONFIDENTIALITY
same to another Officer;
This policy has been put in place to ensure redressal of complaints • Once a complaint in writing has been received by the Internal
INQUIRY REPORT against sexual harassment. It is understood that an aggrieved women’s Complaints Committee it will be kept in strict confidence. Throughout
The ICC shall complete an inquiry within 90 days from the date of mere inability to substantiate a complaint, or provide adequate proof, the process of Inquiry Proceedings confidentiality will be maintained
receipt of complaint . On completion of an inquiry under this Act, will not automatically cause her complaint to be perceived in the wrong to the extent practicable and possible under the circumstances.
the Internal Committee shall provide a report of its findings to the light. However, where the Internal Complaints Committee arrives at No details of the identity of the aggrieved woman, details of the
management of HFE within a period of 10 days from the date of a conclusion that the allegation against the respondent is malicious complaint, Inquiry Proceedings and findings/recommendations shall be
completion of the inquiry and such report be made available to the or the aggrieved woman or any other person making the complaint released to any public, press or media.
concerned parties. has made the complaint knowing it to be false or the aggrieved • It is the duty of all the parties concerned i.e. the aggrieved woman,
Where the Internal Committee arrives at the conclusion that the woman or any other person making the complaint or any witness has alleged perpetrator and/ or any of the witnesses to maintain utmost
allegation against the respondent has not been proved, it shall produced any forged or misleading document or given false evidence secrecy and confidentiality in respect of the identity of the aggrieved
recommend to the management of HFE that no action is required to be with malicious intent, it may recommend to the management of HFE, woman, details of the complaint, Inquiry Proceedings and findings/
taken in the matter. to take action against the woman or the person who has made the recommendations and action taken by the Organization. No details
Where the Internal Committee arrives at the conclusion that the complaint or the witness under the Code of Conduct where the said shall be released by any of the employees to any public press or media
allegation against the respondent has been proved, it shall recommend person is an employee of HFE and in other cases, as the Organization
to the management of HFE: • in case of breach of this confidentiality clause, the Organization shall
deems fit and proper .
• to take action for sexual harassment as a misconduct in accordance take appropriate action under the provisions of the Code of Conduct
• Provided that mere inability to substantiate a complaint or provide
with the provisions of the Code of Conduct. Proceedings conducted • Information without particulars, specifically with regard to the
adequate proof need not attract action against the complainant under
under the provisions of this Policy, shall be taken as disciplinary identity of the parties involved, may be used by the Organization
this section:
proceedings/inquiry proceedings and any action recommended by the where required for authorised purpose.
• Provided further that the malicious intent on part of the complainant
ICC would be as per and pursuant to the Code of • Conduct and shall shall be established after an inquiry in accordance with the procedure PENALTY FOR PUBLICATION OR MAKING KNOWN CONTENTS OF

64 GRI 102-16, GRI 103-2

COMPLAINT AND INQUIRY PROCEEDINGS workplace at which the incident of sexual harassment took place; TABLE 16: EMPLOYEE STRENGTH
• Where any person entrusted with the duty to handle or deal with • treat sexual harassment as a misconduct and initiate action for such
the complaint, inquiry or any recommendations or action to be taken misconduct; FY FY FY
Parameters
under the provisions of this Act, he/she shall be liable for penalty of • monitor the timely submission of reports by the Internal Committee 2017-18 2018-19 2019-20
Rs.5,000/- (rupees five thousand) to the Employer.
Total employee strength 234 280 318
APPEAL
Any person aggrieved from the recommendations made or non- Recruitment 79 88 80
implementation of such recommendations may prefer an appeal in
On roll employee 234 290 318
writing to the appellate body prescribed in the Grievance Procedure
of HFE. Site employees 57 62 63
The appeal shall be preferred within a period of ninety days of the UK- 1
Employees in
recommendations. Sing-1 Sing-1 5
International offices
OBLIGATION OF EMPLOYEES VN- 1
• All employees have to read, understand and abide by this Policy. Age group: Below 30 88 97 30
• Any deviation to this Policy shall be subject to inquiry and immediate Between 30-50 144 185 216
termination.
Above 50 2 8 8
OBLIGATION OF HFE MANAGEMENT
• provide a safe working environment at the workplace which shall Attrition rate 10.6% 9.9 11.2%
include safety from the persons coming into contact at the workplace;
• display at any conspicuous place in the workplace, the penal
consequences of sexual harassments; and the order constituting, the TABLE 17: PARENTAL LEAVE
Internal Committee.
• organise workshops and awareness programmes at regular intervals TABLE 15: TRAININGS Parental Leave Male Female
for sensitising the employees with the provisions of the Act and
orientation programmes for the members of the Internal Committee in Total number of employees who were entitled
the manner as may be prescribed; Total Participants 297 to parental leave (employees whose babies 24 NA
• provide necessary facilities to the Internal Committee for dealing were born in last year)
with the complaint and conducting an inquiry; Total hours 1454 Total number of employees who took parental
• assist in securing the attendance of respondent and witnesses before 17 NA
leave
the Internal Committee; Average Training in hours
4.9 Total number of employees who returned to
• make available such information to the Internal Committee as it may per employee per year
require; work in the reporting period after parental 17 NA
Female 15
• provide assistance to the woman if she so chooses to file a complaint leave ended
Female % - attended
in relation to the offence under the Indian Penal Code or any other law 56 Total number of employees who returned to
trainings
for the time being In force; work after parental leave ended who were still 17 NA
• cause to initiate action, under the Indian Penal Code or any other law employed 12 months after their return to work
Male % - attended trainings 97%
for the time being in force, against the perpetrator, or if the aggrieved Returned to work and retention rates of
woman so desires, where the perpetrator is not an employee, in the Senior Management 21 100% NA
employees who took parental leave

G R I 1 0 2 - 7, G R I 1 0 2 - 8 , G R I 1 0 2 - 1 6 , G R I 1 0 3 - 2 , G R I 1 0 3 - 3 , G R I 2 0 1 - 3 , G R I 4 0 1 - 1, G R I 4 0 4 - 1, G R I 4 0 5 - 1
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G R I CO N T E N T I N D E X
GRI 101: Foundation 2016
GRI 102: General Disclosures 2016

Reference Page Number Omissions – Reasons and

Disclosures Reference Page Number or Weblink
or Weblink Explanations
Organisational profile
102-1 Name of the organization 2,8

102-2 Activities, brands, products, and services 4,8

102-3 Location of headquarters 2
102-4 Location of operations 3,9,47,48

102-5 Ownership and legal form 8,15,16

102-6 Markets served 8
102-7 Scale of the organization 8,10,11,41,65

102-8 Information on employees and other workers 10,41,65

102-9 Supply chain 9,25,26

There are no significant

102-10 Significant changes to the organization and its supply chain N/A changes in the reporting
period
6,7,9,11,17,18,19,21,22,29,32
102-11 Precautionary Principle or approach

102-12 External initiatives 35,40,56

102-13 Membership of associations 9
Strategy
102-14 Statement from senior decision-maker 4,5,6,7
12,13,14,16,17,18,24,26,
102-15 Key impacts, risks, and opportunities 52,53,54

66
 Reference Page Number Omissions – Reasons and
Disclosures Reference Page Number or Weblink
or Weblink Explanations
Ethics and Integrity
16, 42, 49-54,56,57, 59-65
102-16 Values, principles, standards, and norms of behavior

Governance
102-18 Governance structure 15,16
102-20 Executive-level responsibility for economic, environmental and social topics 21,57
Stakeholder Engagement
102-40 List of stakeholder groups 26
There are no Unions at
HFE. Though appropriate
mechanisms have been put
in place, considering the
102-41 Collective bargaining agreements N/A economic, environmental and
social aspects for the on-site
working employees as per
applicable laws and grievance
mechanism
102-42 Identifying and selecting stakeholders 25
102-43 Approach to stakeholder engagement 26
102-44 Key topics and concerns raised 25, 26
Reporting Practice
102-45 Entities included in the consolidated financial statements 2
102-46 Defining report content and topic Boundaries 19-24
102-47 List of material topics 20,21
First Sustainability Report of
102-48 Restatements of information N/A
HFE Pvt Ltd
First Sustainability Report of
102-49 Changes in reporting N/A
HFE Pvt Ltd
102-50 Reporting period 3
102-51 Date of most recent report 3
102-52 Reporting cycle 3

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Reference Page Number Omissions – Reasons and

Disclosures Reference Page Number or Weblink
or Weblink Explanations
102-53 Contact point for questions regarding the report 3
102-54 Claims of reporting in accordance with the GRI Standards 2
102-55 GRI context index 66-70
102-56 External assurance 44,45.46

GRI 200: Economic Topics

Reference Page Number Omissions – Reasons and

Disclosures Reference Page Number or Weblink
or Weblink Explanations
GRI 103: Management Approach 2016

103-1 Explanation of the material topic and its Boundary 20,23

103-2 The management approach and its components 5,6,7,8,10,19,21,22,24,25,26

103-3 Evaluation of the management approach 11

GRI 201: Economic Performance 2016

201-2 Financial implications and other risks and opportunities due to climate change 29
201-3 Defined benefit plan obligations and other retirement plans 42,65
GRI 203: Indirect Economic Impacts 201
203-1 Infrastructure investments and services supported 37,38,39,58

203-2 Significant indirect economic impacts 37,38,39,58

GRI 205: Anti-Corruption 2016
205-3 Confirmed incidents of corruption and actions taken 24

GRI 300: Environmental Topics

Reference Page Number Omissions – Reasons and

Disclosures Reference Page Number or Weblink
or Weblink Explanations
GRI 103: Management Approach 2016
103-1 Explanation of the material topic and its Boundary 20,23
5,6,10,19,21,22,24,25,26,
103-2 The management approach and its components 29,30

68
 Reference Page Number Omissions – Reasons and
Disclosures Reference Page Number or Weblink
or Weblink Explanations
103-3 Evaluation of the management approach 9,11,27,28,31,32,33,34,55

GRI 302: Energy 2016

302-1 Energy consumption within the organization 31,55
302-5 Reductions in energy requirements of products and services 9,48
GRI 303: Water and Effluents 2018
303-1 Interactions with water as a shared resource 32,38

303-5 Water Consumption 33,55

GRI 304: Biodiversity 2016
304-2 Significant impacts of activities, products, and services on biodiversity 34
GRI 305: Emissions 2016
305-1 Direct (Scope 1) GHG emissions 32
305-2 Energy indirect (Scope 2) GHG emissions 32
GRI 306: Waste 2018
306-2 Management of significant waste-related impacts 33
306-3 Waste generated 34,55

306-4 Waste directed to disposal 34,55

GRI 307: Environmental Compliance 2016
307-1 Non-compliance with environmental laws and regulations 30

GRI 400: Social Topics

Reference Page Number Omissions – Reasons and

Disclosures Reference Page Number or Weblink
or Weblink Explanations
GRI 103: Management Approach 2016
103-1 Explanation of the material topic and its Boundary 20,23
5,6,10,19,21,22,24,25,26,2
103-2 The management approach and its components
9,36, 49-54, 56,57, 59-65

103-3 Evaluation of the management approach 9,11,37,38,39,41,56,58,65

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Reference Page Number Omissions – Reasons and

Disclosures Reference Page Number or Weblink
or Weblink Explanations
GRI 401: Employment 2016
401-1 New employee hires and employee turnover 41,65
401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees 42
401-3 Parental Leave 48
GRI 403: Occupational Health and Safety 2018
403-1 Occupational health and safety management system 35
403-2 Identification, risk assessment, and incident investigation 35
403-4 Worker participation, consultation, and communication on Occupational health and safety 35,36
403-5 Worker training on occupational health and safety 56

403-6 Promotion of worker health 36

403-9 Work-related injuries 31
GRI 404: Training and Education 2016
404-1 Average hours of training per year per employee 41,65
404-2 Programs for upgrading employee skills and transition assistance programs 41,42
GRI 405: Diversity and Equal Opportunity 2016
405-1 Diversity of governance bodies and employees 41,65
GRI 406: Non-discrimination 2016
406-1 Incidents of discrimination and corrective actions taken 42
GRI 408: Child Labour 2016
408-1 Operations and suppliers at significant risk for incidents of child labour 35
GRI 412: Human Rights Assessment 2016
Significant investment agreements and contracts that include human rights clauses or that underwent
412-3 35
human rights screening
GRI 413: Local Communities 2016
413-2 Operations with significant actual and potential negative impacts on local communities 37,38,39
GRI 419: Socioeconomic Compliance 2016
419-1 Non-compliance with laws and regulations in the social and economic area 35,36

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S U M M A RY R E P O RT BY T E R I

18 December 2020 Governance), Internal Complain Committee (Human Capital), B. Gaps Identified (HFE Sustainability Report 2019-20)
Prevention of Sexual Harassment (Social, Human Capital), Grievance Governance & Oversight:
For the year 2019-20, an internal team of Hero Future Energies Redressal Committee (Social, Corporate Governance, Ethics & • Though the role of board and sub-committees are defined, relevant
Private Limited (HFE) has prepared the Sustainability Report in Compliance), Sustainability Steering Committee (Social, Safety & information relating to the frequency at which the Board meets for
accordance with the GRI Standards: Core option. TERI has reviewed Compliance). These are well supported by documented policies for the discussing the progress should be appropriately disclosed.
the Sustainability Report – developed internally by HFE departments ERP, CSR, POSH etc. Strategy:
– and provided suggestions for improvement by evaluating the Strategy: • HFE has adopted a broad framework of key sustainability aspirations
calculation methodologies adopted and logical illustration of results • HFE has highlighted its long-term strategy and key aspirations for by 2030; the same needs to be disaggregated into the short, medium
and inferences to ensure that the Report adheres to the Principles of 2030. There are specific targets and appropriate mapping with the and long-term milestones aligned with organizations mission and
Report Contents viz. Stakeholder Inclusiveness, Sustainability Context, United Nations Sustainable Development Goals is evident. vision. In addition, the process of defining key performance indicators
Materiality and Completeness; and the Principles of Report Quality viz. and their linkage with the material issues should be appropriately
Systems & Process:
Balance, Comparability, Accuracy, Timeliness, Clarity and Reliability. disclosed.
• HFE has identified 13 stakeholders and categorized them as
During the Report preparation, TERI has interacted with the HFE team • It is suggested that policies such as Enterprise Risk Management
operational, financial and others. The mode of engagement, influence,
on 17th & 22th September 2020 and thereafter the HFE Sustainability (ERM), Corporate Social Responsibility (CSR), etc. should be aligned
frequency and its alignment with material topic clusters is evident and
Steering Committee on 16th October 2020. HFE’s 19-20 Sustainability with the identified material issues.
clearly articulated.
Report illustrates 22 material issues across social and environmental Systems & Process:
Sustainability Performance:
dimensions. • HFE should describe the stakeholder identification process in detail.
• HFE has disclosed its sustainability performance, addressing the
The following sections illustrate TERI’s observations and This entails the role of Sustainability Steering Committee in selecting
8 priority material topic clusters such as Business Strategy & Risk
recommendations for HFE’s Sustainability Report 2019-20 the key stakeholders - who are impacted by the business and whose
Management, Environment Protection, Energy & Emissions, Safety and
A. Disclosures fulfilling the Reporting Requirements actions are also impacting their business.
Compliance, Material and Procurement, Human Capital, Innovation
• A brief narrative description on HFE’s supply chain management
Governance & Oversight: & Care for Community. In addition, 22 material topics have been
(their involvement and impact in the business, no. of domestic
• It is evident that the Board is involved in policy formulation and identified and ranked in order to draw the materiality matrix. The
suppliers) should be disclosed.
oversees the functioning of the several sub-committees. In order to disclosures under specific material topics reflect the respective data
• HFE contributes to the United Nation’s Sustainable Development
advance the sustainability agenda, HFE has constituted a Sustainability for three years (FY 18, FY 19, FY 20).
Goals (SDGs- 4 (Quality Education), 5 (Gender Equality), 6 (Clean
Steering Committee in the year 2020, which is chaired by the CEO and • HFE has incorporated the reporting specifications of the
Water & Sanitation) and 7 (Affordable and Clean Energy) through its
comprises seven key members across different business functions. International Finance Corporation’s (IFC) Performance Standards
community development initiatives and operations across the 36 solar
• Clear synergies of HFE’s governance framework and monitoring and strengthen its supply chain by partnering with ISO 9001:2008,
and wind sites. It is suggested that a methodology for identifying the
of sustainability issues are evident viz. EXCOM (Economic, ISO 45000:2018 and ISO 14001:2015 certified principal contractors/
focus areas in the community along with the impacts and performance
Environmental, Business strategy, Risk Management, Corporate suppliers only.

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‘ P L A N E T P O S I T I V E P OW E R ’ P OW E R I N G S U S TA I N A B I L I T Y G R OW T H O F I N D I A

monitoring should be defined and documented comprehensively. progress on an annual basis. expenditure should strengthen the HFE’s report quality.
Sustainability Performance: • HFE should articulate its roadmap towards becoming a Climate • It is evident that HFE has documented the training statistics related
• HFE in its disclosures on energy management has covered the Positive organization, and substantiate with specific plan of actions; to employee and worker engagement related to their health and
performance on energy generation, energy consumption and Implementation and monitoring of the key performance indicators safety; it is suggested that a detailed description on how training needs
associated GHG emissions. There are variances (e.g., high speed should be reported and continued to be demonstrated in the are assessed, frequency and language of the training and evaluation
diesel consumption increase on year-to-year basis) for such disclosed subsequent reporting cycles. of the effectiveness of training etc. in the next reporting cycle to be
data need to be appropriately highlighted and consistently disclosed. • In its current reporting cycle, Scope 1 and Scope 2 emissions are disclosed; showcasing the holistic nature of engagement with workers
Variances as observed in the monitoring performance for all key included within the reporting boundary. HFE should consider the and strengthening the HFE’s health and safety management system.
material issues (water management, waste management, materials coverage of Scope 3 emissions and GHG emissions intensity targets in
usage, safety and compliance etc.) should be disclosed and action order to expand its GHG Inventory for the next reporting cycle.
points for mitigation to be addressed in the consistent manner. • HFE should consult the Audit Committee regarding disclosures on its
• HFE should disclose both quantitative and qualitative information ‘Economic Performance’. ‘Economic Performance’ is identified as one
while adhering to reporting requirements of the IFC Standards. of the priority topic clusters by HFE, it is suggested that management
C. Planned Activities for FY 2020-21 Sustainability Report by HFE approach on the disclosures for the current and next reporting cycle
• HFE’s Sustainability Steering Committee should adopt a mechanism should be disclosed.
of capturing the interests and expectations of the stakeholders – • HFE should augment its planned actions for mitigating risks
including taking feedback of key identified stakeholders through pertaining to ‘Asset Disposal Process’ and ‘Responsible Sourcing of
questionnaire and one-to-one discussions. Number of stakeholders Materials’.
engaged and the action points by HFE emanating from such • HFE has been undertaking the bird and bat study at all its wind sites
stakeholder dialogues should be appropriately disclosed. across the nation- the analysis and actions taken for improvement
• HFE should have a strategic approach for target setting – where each from environment and social aspects apart from the operational
material issue and respective key performance indicators are aligned aspect should be highlighted and documented in the next reporting
with a corresponding sustainability aspirations goal. Such targets cycle.
should have a baseline year to ensure conformance to the Reporting • HFE should disclose the methodology of selecting the focus areas
Principles for Report Content and Quality. The monitoring of the and assessing the impacts of actions undertaken in the community;
targets should complement HFE’s Sustainability Aspirations. and its alignment with the organizations goals, policies, material issues
• HFE should evaluate and illustrate its performance across all capitals and targets. Disclosures on the number of stakeholders engaged for
(Natural, Human, Social, Intellectual, and Financial) and map it with the the need identification and addressing the gaps with respect to the
corresponding Sustainable Development Goals (SDGs) and tracks its topic boundary along with quantitative description of the total CSR

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