Human
Capital

Celebrating Legacy Through a Seamless Retirement Transition

At Lupin, a career is more than a professional journey; it is a reflection of years of contribution, growth, and shared purpose. We aim to ensure that each person’s transition into retirement is marked by respect and appreciation. Our retirement transition program is designed to guide employees through this journey with personalized support, financial transparency, and emotional acknowledgment.

The process begins with one-on-one assistance with retirement payout options, enabling employees to make informed decisions with confidence. Retiring colleagues continue to have access to our group health insurance plan, which covers pre-existing conditions and ensures uninterrupted care even after they step away from active employment.

Throughout this transition, our HR operations team and business partners remain closely involved, offering reassurance, addressing logistical queries, and ensuring a smooth and supportive experience. In the month leading up to retirement, we arrange engagement activities to honor the individual’s contributions, culminating in the presentation of a commemorative silver plaque, a tribute to their lasting impact on the organization. We believe that recognizing years of contribution and commitment is an important part of celebrating the values, culture, and institutional knowledge that have shaped Lupin over time.

Diversity, Equity and Inclusion

We believe that diversity and inclusion enrich decision-making, spark innovation, and drive superior business outcomes by bringing together a broad range of perspectives, backgrounds, and experiences. We are committed to shaping a workplace that is equitable and truly representative by identifying and removing barriers that may hinder participation or opportunity.

Our DEI approach combines global direction with strong local ownership. We set clear, organization-wide goals and track progress through centralized metrics, while individual teams are empowered to design and implement initiatives tailored to their specific environments and needs. Progress against these commitments is reviewed periodically through a formal Diversity Council governance structure, with councils at the enterprise and site levels, supported by dashboards and scorecards that track indicators of hiring, retention, progression, and engagement.

This year, we initiated a phased approach to advancing the inclusion of Persons with Disabilities (PwD), with emphasis on accessibility, role suitability, and long-term integration into the workforce. The initiative commenced with a pilot across key manufacturing locations, including the Nagpur plant and biotech operations, where accessibility audits and comprehensive role mapping have been completed to identify meaningful opportunities for PwD talent. This ensures roles are assessed based on capabilities, aligning job requirements with functional strengths across diverse forms of disabilities.

A comprehensive inclusion framework has been designed in partnership with a specialized external organization to enable expert-led interventions across the talent lifecycle. Initial efforts have focused on sensitization of managers and teams to build awareness, foster empathy, and encourage inclusive behaviors. This is complemented by structured accessibility audits across facilities to assess infrastructure readiness, safety protocols, and workplace adaptability. To ensure effective deployment, job analysis and mapping exercises are undertaken to redesign roles, identify essential and non-essential tasks, and define reasonable accommodations required for successful performance. These insights help shape inclusive hiring practices and ensure that recruitment efforts are aligned with both business needs and accessibility considerations.

Additionally, structured onboarding and post-hiring support mechanisms have been instituted to enhance employee experience and long-term retention. These include customized induction journeys, buddy support, and sustained engagement through regular manager interactions and team sensitization – creating a supportive and inclusive work environment.

Our DEI Programs and Initiatives

Inclusive Hiring

Parichay – Enhancing Employee Referrals for Diversity

We proactively promote employee referrals of women candidates, helping expand our talent pipeline and strengthen gender diversity right from the hiring stage.

Focused Recruitment Initiatives for Women

We run targeted recruitment drives and walk-in campaigns to increase women’s participation in entry-level roles across multiple functions, marking an important milestone in advancing inclusivity within our manufacturing operations.

Hire Right – Bias-Free and Gender Sensitization Workshops

Our hiring managers, talent acquisition teams, and HR professionals are trained to adopt unbiased recruitment practices, ensuring that every hiring decision is fair and equitable.

Strengthening Our Culture of Diversity – EMERGE 2.0 – Women Enablement Program

EMERGE 2.0 is Lupin’s flagship women enablement program anchored under the Lupin Women’s Network (LWN), designed to support women across all life and career stages – early, emerging, and established professionals. The program addresses the evolving personal and professional challenges women face at different points in their careers.

With an experiential learning framework, EMERGE 2.0 is curated for women’s well being, professional effectiveness, confidence, and visibility. It centers around three core capability areas –

Program Design and Scale

EMERGE 2.0 is delivered through a Train-The-Trainer (TTT) and cascade model, empowering LWN leaders across locations to facilitate sessions contextualized to local realities. This design ensures scale, consistency, and sustainability, while enabling peer learning and safe spaces for dialogue among women at different life stages, roles, and aspirations.

Through its cascade approach, EMERGE 2.0 created a multiplier effect – training internal facilitators who collectively reached 500+ women employees across multiple locations.

Diversity Recognition Initiative

Launched last year, this initiative celebrates significant strides in gender diversity at our manufacturing sites and India Region Formulations (IRF) divisions, with awards for both increasing hiring and overall representation.

Supporting Working Parents Through Revitalized Returnity Program

Mothers rejoining the workplace after maternity leave participate in a structured three-month mentorship journey. Each returning employee is paired with both a mentor and a peer ally to ensure a smooth, well-supported transition back into their role. Returnity equips both the returning mother and her immediate manager with the guidance and tools needed to re-integrate effectively and confidently.

Comprehensive Approach to Performance and Development

Our performance management framework is anchored in collaboration, transparency, and shared accountability. Employees are expected to take ownership of their goals and development journeys, with support from regular performance dialogues that facilitate continuous feedback and timely course correction. During the year, we further refined this framework by transitioning to a Continuous Performance Management (CPM) model – moving beyond annual reviews to sustained, forward-looking conversations about performance and development.

The Mid-Year Review (MYR) serves as a key milestone in the continuous performance cycle, embedded in this framework and delivered through EmployeeKonnect (EK). The activation of the Continuous Performance and Continuous Feedback modules provides real-time visibility into goals, progress, and developmental priorities, promoting timely feedback and course correction. While the core PMS structure remains unchanged, this marks a significant step forward – one that embeds continuous performance dialogue and a sustained focus on development throughout the year. To support effective adoption, we rolled out Engage‑to‑Know sessions for employees, conducted training and communication sessions for HR Business Partners, and shared detailed user manuals for employees and managers, ensuring consistency, ease of use, and capability-building across the organization.

For mid- to senior-level employees, development objectives are integrated directly into the performance framework, sharpening the link between performance evaluation and talent development.

This makes the system more agile, holistic, and aligned with ongoing professional growth. Managers are equipped to conduct in-depth career conversations as part of the performance cycle, translating insights into structured, actionable development plans for all employees. Additionally, our assessment process incorporates shared accountability by assigning teams responsibility for achieving relevant corporate ESG goals, strengthening a team-based evaluation approach across functions.

As part of our broader digital and AI transformation, we are embedding AI-driven capabilities across our performance management ecosystem to enhance objectivity, agility, and development outcomes. Leveraging AI-powered insights, the system is evolving to provide real-time visibility into feedback quality and goal progress, enabling more consistent and data-informed decision-making. AI is also enabling the identification of emerging capability gaps, recommend personalized development actions, and prompt timely manager–employee interactions, elevating the quality of performance conversations. This approach strengthens fairness and transparency while fostering a more forward-looking, skills-based performance culture aligned with enterprise priorities.

Holistic Employee Well-Being and Engagement Programs

WellBeing360 Programs

Family-Friendly Support Programs

Employee Sports and Wellness Initiatives

We have fortified our culture of health and well-being through the WellBeing360 program, implementing structured, year-round sports and fitness initiatives across India.

Recognizing Everyday Excellence

Our recognition initiatives celebrate not only exceptional accomplishments but also the actions that bring our core values to life and shape our collective success.

Desh Bandhu Gupta Spirit of Lupin Awards

BRAVO 2.0 and Shabaash 2.0

“Mão na Massa” Program

Fair Work as a Cornerstone of Our Culture

We believe that fair work is not just a principle, but a responsibility we uphold every day. Our approach centers on ensuring that every individual feels safe, respected, protected, and supported, curating an experience and environment where each member contributes meaningfully and thrives.

To safeguard the well-being of all employees and contract workers, we maintain transparent frameworks on working hours, rigorously monitor overtime, and ensure that all additional work is fully visible and equitably compensated. Ongoing engagement enables us to surface concerns early, respond promptly, and reinforce a culture grounded in trust and accountability.

Compensation is regularly benchmarked against industry standards to promote equity and address gender-pay disparities. At many of our global locations, benchmarking is reinforced through partnerships with specialized compensation and benefits advisory firms, complemented by market intelligence from established databases such as Mercer, which conducts semi-annual surveys within the national pharmaceutical sector.

These surveys provide comprehensive insights into compensation and benefits across roles, enabling a robust assessment of market positioning and facilitating periodic adjustments to salary ranges. This ensures that compensation remains competitive and not merely limited to statutory minimum requirements, particularly for entry-level positions.

Every Lupinytt is entitled to paid annual leave and encouraged to take adequate time to rest. Our compensation framework is designed to be fair, unbiased, and consistent across gender, role, and background. We extend social protections beyond statutory requirements, complementing public systems with company-supported structures. We maintain respect and dignity during workforce transitions by ensuring an adequate notice period and offering reskilling initiatives to support adaptation to industry changes. We believe that fairness underpins our workplace, where individuals are secure in their growth, confident in their potential, and inspired to create enduring impact.

Human Rights

Our Framework and Assessment

Human rights are upheld through a robust governance framework that measures our social footprint through continuous sensitization and independent assessments, ensuring a consistent and rights-based approach across the organization. Oversight is driven through site-level Human Rights Core Committees, led by site heads, which regularly review compliance, grievances, and remediation actions, reinforcing accountability at the operational level.

Strong emphasis is placed on building awareness and capability across the workforce. Mandatory annual training on human rights and the Prevention of Sexual Harassment (PoSH), along with onboarding sensitization, ensures a consistent understanding among both permanent and contractual employees. Over the past year, focused capability-building initiatives have further strengthened internal expertise, with human rights implementers being trained as internal auditors to improve first-line risk identification and enable proactive compliance.

To mark Human Rights Day in FY26, a global webinar on Human Rights and Responsible Business Conduct was organized, bringing together employees across geographies to deepen awareness and understanding of responsible business practices. The session was led by an external expert from the International Labor Organization (ILO), who shared global perspectives on integrating human rights into business operations. It focused on raising awareness of ethical conduct, corporate responsibility, and employees’ roles in upholding human rights in the workplace and beyond. The webinar also provided insights into global best practices and the evolving role organizations play in building a culture grounded in respect, fairness, and human rights. In addition our security personnel are trained on human rights.

During the year, human rights due diligence was expanded to cover 100% of manufacturing sites, supported by site-specific action plans to address identified gaps. These assessments were conducted in collaboration with third-party experts, enhancing objectivity and ensuring alignment with globally benchmarked standards. Internal audit capabilities were significantly enhanced through close collaboration between trained internal auditors and external partners, enabling comprehensive audits across sites on a pan-India basis.

All 17 locations have now achieved Platinum certification under the globally benchmarked BEC 1500:2024 Human Rights Excellence Standards, following rigorous independent assessments conducted by VSQC in alignment with BEC guidelines. This milestone underscores the maturation of our approach – from compliance-driven oversight to a more integrated, forward-looking, and proactive human rights management framework.

The human rights issues evaluated include Leadership, Discrimination, Diversity and Inclusion, Forced Labor and Human Trafficking, Child Labor, Freedom of Association and Rights to Collective Bargaining, Anti‐Harassment, Environment, Health and Safety, Community Engagement, Fair Wages, Equal Remuneration and Benefits, Reporting Concerns, and Non‐Retaliation.

These initiatives foster a robust culture of accountability, respect, and ethics in the workplace, creating an environment where employees feel safe, heard, and valued. They also boost confidence among employees, partners, and external stakeholders, ensuring continued alignment with global human rights standards.

Based on our assessment, no operations or suppliers were found to pose any risk to the right to freedom of association or collective bargaining. While the company did not cause or contribute to any adverse human rights impact during the reporting year, we continue to run targeted improvement projects at each site. These initiatives truly reflect our commitment and align with our human rights policies.

We are dedicated to ensuring everything we do upholds these important values.

Occupational Health and Safety - Approach and Governance

Occupational Health and Safety remains a core pillar of our sustainability strategy and is guided by our Environment, Health, Safety and Sustainability (EHS&S) Policy. During the reporting year, we reviewed and updated the EHS&S Policy and refreshed our goals to align with evolving regulatory expectations and organizational priorities. Our comprehensive OHS management system clearly defines the roles and responsibilities of EHS personnel, enabling seamless integration of safety practices and active worker participation in preventive measures. In FY26, third-party EHS risk assessments were conducted across all global manufacturing sites using a structured hazard identification and likelihood-severity risk-matrix approach to enhance risk visibility and support informed decision-making. These efforts form a crucial part of our EHS and sustainability approach, reflecting our commitment to long-term value creation for stakeholders, patients, and society.

We conduct monthly EHS performance reviews at sites and corporate offices to identify challenges and drive continuous improvement. Safety performance targets form part of the performance appraisal systems, reinforcing accountability at all levels.

To reinforce strong governance practices, we undertake rigorous internal and external occupational health and safety audits. All our manufacturing facilities are certified to ISO 45001, providing independent verification of our approach to health, safety, and well-being.

Capacity Building and Value Chain Integration

We champion a strong safety-first culture through regular and structured OHS training programs for employees and relevant stakeholders. These initiatives promote awareness, strengthen skills, and help prevent operational safety incidents.

We have launched a series of EHS training programs on Lupin EDGE, our new digital Learning Management System (LMS).

These include the following training topics:

These training courses are live on the Lupin EDGE system and easily accessible to users. Employees complete these training courses, and the training data is recorded in the system.

Reporting and Incident Response

We encourage employees to report hazards and incidents through our well-established Incident Management System. Our specialized safety professionals conduct detailed root-cause analyses and implement corrective and preventive measures.

Recognition and Culture Building

Our Environment, Health and Safety Awards and Accolades System (EHSAAS) recognizes exceptional contributions across our facilities. The initiative showcases achievements in EHS hoursperformance, including greenhouse gas reduction, resource conservation, and outstanding safety practices. EHSAAS reinforces our “EHS First” culture, encouraging continuous excellence and innovation in workplace health and safety.