CEAT Tyres, a key player in the RPG Group, is rewriting the narrative in traditionally male-dominated fields such as manufacturing and sales by setting an ambitious goal of achieving 25 per cent gender diversity by 2025. This initiative goes beyond mere representation, focusing instead on empowering women to lead, thrive, and succeed in roles often deemed unconventional.
“Diversity has a strong business connection, but more importantly, it’s our way of making the world a better place to live and work in,” says Somraj Roy, CHRO, CEAT Tyres, reflecting the company’s commitment to inclusivity as a core value and strategy. Our programmes focus not just on representation but empowerment. We want to ensure that women in CEAT feel confident to lead and innovate,” he adds.
CEAT’s journey towards inclusivity began with an in-depth understanding of the systemic challenges women face in these sectors, including limited mentorship, constrained growth opportunities, and pervasive societal biases. Insights from the company’s Happiness Framework and employee surveys highlighted issues such as perceived compensation gaps and career interruptions tied to life events, prompting the launch of initiatives designed to bridge these gaps. “The foundation for these initiatives was laid through the Happiness Framework and targeted surveys, such as the Happiness Survey,” shares Roy.
Among them are the Women Mentoring Programme, which pairs female employees with seasoned leaders to foster networks and leadership pathways, and the Women Accelerator Programme, which focuses on equipping mid-career women with the skills and confidence to step into managerial roles. These initiatives have already begun to energise participants, with the company confident that their long-term success will be reflected in more women taking on senior roles. The Accelerator Programme is tailored for women with five to seven years of experience, focusing on managerial readiness. From leadership skills to assertiveness training, it equips participants to take the leap into management with confidence.
“Diversity has a strong business connection, but more importantly, it’s our way of making the world a better place to live and work in. Our programmes focus not just on representation but empowerment. We want to ensure that women in CEAT feel confident to lead and innovate,”
Somraj Roy, CHRO, CEAT Tyres
In addition to developmental programmes, CEAT has introduced empathetic policies to create a more inclusive workplace. The menstrual leave policy, which offers two days of leave each month with no questions asked, stands out as a transformative initiative. “This policy is not just about productivity; it’s about creating a humane and understanding workplace,” Roy explains. The overwhelmingly positive feedback from employees underscores how thoughtful measures like these can significantly enhance workplace culture and well-being.
The company is also breaking down barriers in traditionally male-dominated roles through practical measures such as tailored onboarding, role-specific training, safe transportation options, and ergonomic workplace enhancements. At its Nagpur plant, CEAT made history by introducing night shifts for women, a first in Maharashtra, accompanied by robust safety measures including point-to-point transport and dedicated security. This initiative has enabled women to step confidently into roles that were once considered out of reach, challenging stereotypes and redefining industry norms.
Inclusivity at CEAT is not limited to programmes for women but extends to fostering a culture of collaboration and respect through gender sensitisation workshops and allyship training that involve male colleagues as active contributors to a supportive environment. Employee Resource Groups (ERGs) provide platforms to address challenges such as returning to work after maternity leave or navigating male-dominated spaces, with male allies amplifying their impact and reinforcing inclusivity as a collective mission.
CEAT’s efforts are part of a broader vision within the RPG Group, where diversity stands at 21 per cent, but women currently occupy less than 5 per cent of leadership roles. The company aims to increase this to 20 per cent by 2025, a challenging yet achievable goal that reflects its belief in the transformative power of diversity.
“Happiness at work is about providing choices and building a culture of respect and empowerment. That is the true essence of diversity,” says Roy.
As CEAT continues to challenge stereotypes and dismantle systemic barriers, it is not only reshaping workplace norms but also setting a benchmark for what’s possible when inclusivity becomes a core business strategy. By creating an environment where gender no longer limits potential, CEAT is leading the way toward a more equitable future.
2 Comments
This is a great initiative by CEAT group. Target to bring in 20% of Women Workforce to Leadership role and providing right Eco System for them to achieve those targets are extremely Important and critical. Even in Armed Forces, there is now a call to get 20% of Command Positions to Women Officers, breaking the Male bastion Threshold.
Compliments CEAT HR & Management Team.
Regards, Maj (R) Ashim Sanyal, # 8334875444
This is indeed a notable initiative. I am reminded of my days in the pharma industry in early 90s when female medical representatives did not exist as the ‘men’ were of the opinion that they cannot carry the heavy ‘detailing’ bags which representatives used to carry during those days. This bastion was conquered by the turn of the century and women have proven themselves in the profession. Tyres also have the same image. Congratulations to Mr. Somraj Roy, CHRO, CEAT for this great initiative. Being associated with CEAT Tyres for the last 6-7 years, we feel proud of their achievements. Wishing the HR team at CEAT all the best for achieving the declared goal.