Human Capital

Empower Our People

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We are committed to building a workplace where every individual feels a sense of belonging and is empowered to grow. We focus on creating an environment that supports continuous learning, meaningful engagement, and mutual respect. Through inclusive practices, open communication, and purpose-driven initiatives, we aim to strengthen employee connection and align individual aspirations with organizational goals.

DIVERSITY, EQUITY & INCLUSION

At Brookfield India REIT, we recognize that diversity, equity and inclusion are fundamental to creating a thriving and equitable workplace and community. This dedication extends beyond our organizational boundaries as we actively engage with occupiers and communities to champion these values. We regularly organize events and initiatives that celebrate diverse identities and foster a culture of belonging. Notably, our commitment to an equal representation of women in the workforce is exemplified by our efforts to recognize the achievements of women across our ecosystem and reinforce our commitment to gender equity.

We are committed to abiding by these principles by achieving the WELL Equity rating for our North Commercial Portfolio. The WELL Equity rating, part of the WELL Building Standard emphasizes universal accessibility, diversity, and community engagement, ensuring that our buildings are welcoming and beneficial to all occupants. By fostering stronger community relations and promoting long-term value creation, we are not only enhancing our real estate portfolio but also contributing to a more equitable and sustainable future.

IMPACT

First

REAL ESTATE ORGANIZATION TO ACHIEVE WELL EQUITY RATING IN INDIA

Largest

PORTFOLIO IN INDIA TO RECEIVE THE WELL EQUITY RATING

3.2M

PORTFOLIO

6

ASSETS ACROSS THREE CITIES

UNIVERSAL ACCESSIBILITY FOR PERSONS WITH DISABILITIES (PWDS)

We are dedicated to fostering an inclusive environment that empowers Persons with Disabilities (PwDs). Our goal is to ensure that all our properties are fully accessible and free of physical barriers by 2025-26, enabling smooth and independent mobility throughout our campuses. We are actively integrating inclusive design principles across our developments – this includes creating accessible pathways, designated parking, user-friendly lobbies, elevators, staircases, and restrooms.

As a founding member of the CII-Indian Business and Disability Network (CII-IBDN), and a signatory to ‘The Valuable 500’ pledge, we reaffirm our commitment to building a more inclusive and equitable society.

Some of our Universal Accessibility interventions include:

Dedicated Parking

Wheelchair Accessible

Tactile Indicators

Automated Entry/Exit

Dedicated Accessible Elevator

Braille enabled lifts and signages

PRIDE MARCH FOR INCLUSIVITY

In June 2024, we hosted our annual Pride March in collaboration with Pride Circle, a leading LGBTQ+ advocacy group, under the banner of ‘We See You, We Hear You, We Celebrate You’. This event reinforced our commitment to fostering a culture of belonging and inclusivity within the workplace. Employees and tenants from over 45 companies participated, showcasing a collective corporate commitment to creating inclusive environments. The celebrations took place at our campuses in Downtown Powai (Mumbai) and Candor TechSpace (Gurugram), transforming these locations into vibrant hubs of celebration.

The event featured diverse participation from employees of prominent organizations such as Wipro, NatWest, and NTT Data, with senior executives actively joining the festivities to emphasize the importance of inclusive workplaces. Interactive activities, including flash mobs, photo booths, and ‘Paint with Pride’ sessions, allowed participants to express their creativity and identity through LGBTQ+ art.

More than 1,100 participants marched in solidarity for LGBTQ+ rights and inclusion, while the #OneForPride social media campaign generated significant engagement, with 1.6M impressions, over 1,200 likes and shares, and more than 20,000 reel plays across platforms. This annual Pride March exemplifies Brookfield India REIT’s dedication to celebrating diversity and advocating for an inclusive community.

850+

PARTICIPANTS

2

CITIES

45+

COMPANIES PARTICIPATED

Case Study

AUTISM AWARENESS: AN INITIATIVE FOR INCLUSION AT BROOKFIELD INDIA REIT

In celebration of World Autism Awareness Day, Brookfield India REIT hosted a significant event aimed at raising awareness and promoting inclusivity for individuals on the autism spectrum. This initiative provided a vibrant platform for autistic individuals to showcase their talents, featuring collaborations with multiple schools, non-profits, and renowned artists. The event successfully attracted over 2,200 attendees, reflecting the community’s commitment to understanding and supporting neurodiversity.

The program included inspiring performances by children from Vishwas Vidyalaya and the Association for Learning Performing Arts & Normative Action, alongside a variety of acts by autistic artists, such as music, percussion, and Kathak dance. Attendees also had the opportunity to explore stalls showcasing handmade products crafted by neurodiverse artists. The event was honored by the presence of Chief Guest Ranveer Singh Saini, a Special Olympics gold medalist, who emphasized the importance of creating employment and entrepreneurial opportunities for autistic individuals. This initiative highlighted Brookfield India REIT’s core values of representation, inclusion, and acceptance of underrepresented individuals within our communities, and for their work towards making a difference by creating opportunity.

2,200+

ATTENDEES PARTICIPATED IN THE EVENT

CHANGEMAKERS CONCLAVE ON DIVERSITY & INCLUSION

Brookfield India REIT organized the Changemakers Conclave at Downtown Powai, Mumbai, in partnership with the Adventures Beyond Barriers Foundation (ABBF), a CXO-level event aimed at advancing Diversity, Equity, and Inclusion (DEI) in the workplace. This event was dedicated to being the change and contributing to causes that foster a world where no one is left behind. The aim was to enhance visibility and support for this cause, ensuring equal access to opportunities for persons with disabilities and integrating them into every facet of our society.

The event brought together 100 corporate leaders, including executives from notable organizations such as Tata Autocomp, Abbott, Equate, Marsh McLennan, AppZen, DHL, NASSCOM, TIAA, and Firmenich. Through inspiring stories, meaningful discussions, and innovative ideas, we focused on enhancing inclusivity within our communities and workplaces. The agenda featured a panel discussion on best practices in diversity hiring, workplace inclusion, and equitable leadership, reinforcing the importance of mentorship programs for underrepresented groups.

Additionally, a sun-downer networking session fostered collaboration among industry leaders. By encouraging organizations to embed DEI strategies into their business frameworks, the conclave set the stage for impactful policy reforms and strengthened commitments to diversity and inclusion across the industry.

100+

CORPORATE LEADERS ATTENDED THE EVENT

HEALTH, SAFETY & WELL-BEING

We prioritize the health, safety, and well-being of our employees, occupiers and partners. Our Occupational Health Safety and Well-Being (OHSW) Policy goes beyond the concept of “zero harm” and focuses on continual improvement, ensuring compliance with legal standards, empowering employees, proactively identifying risks and engaging stakeholders. By integrating these efforts, we cultivate a culture where safety and well-being are fundamentally embedded and prioritized within the organization.

Safety and Well-being Management Systems

Our thorough Safety and Well-being Management Systems are structured around the Deming PDCA (Plan, Do, Check, Act) cycle, ensuring continuous improvement and adherence to the highest standards of Environmental, Health and Safety (EHS) practices. Our management system is aligned with the ISO 45001 (Occupational Health and Safety) standard. Our comprehensive management system approach includes the following stages:

Planning Stage

In the planning stage, we establish a comprehensive EHS policy that guides our efforts. We set annual objectives and targets for EHS and develop detailed annual plans and programs. These include a well-being calendar, health checks, risk assessment reviews, audits and inspections, manual and SOP revisions, training sessions and surveys.

Site Implementation of Plan

During the implementation phase, we execute various annual plans and programs. Key activities include the permit-to-work system, stakeholder engagement, management of change, safety and well-being suggestion programs, incident reporting and investigation, reward and recognition initiatives, and fostering innovation through our innovation club.

Measurements and Monitoring

We measure and monitor our EHS performance through internal and external audits and inspections. We track various EHS parameters such as health, well-being, environmental factors, noise, vibration, lux levels, incidents, near misses and absenteeism. Additionally, we conduct various tests (e.g., water, legionella, DG stack, air quality) and surveys (e.g., employee health, safety, and well-being perception, stress) to identify areas for improvement.

Actions for Sustaining and Continual Improvement

In the final stage, we focus on sustaining and continually improving our EHS performance. This includes monthly management reviews at both site and corporate levels, internal and external benchmarking, and setting next year’s annual EHS objectives. The targets are based on our performance analysis.

At these stages, we have rigorous EHS documentation available to support our EHS governance. These documents include:

OHS&W policy, annual plans and programs

EHS Manuals

Operating procedures and work instructions

Checklists and logbooks

Safety Risk Management Framework

We adopt a systematic approach to managing safety hazards across our properties and facilities. This involves identifying incidents, investigating them, assessing risks and implementing corrective actions. We also conduct regular internal and external safety audits to pinpoint areas for improvement. To standardize safety practices, we provide safety guidelines to anyone who visits our campuses, including employees, vendors and suppliers.

Best Safety Practices Across the Value Chain

Our safety practices extend beyond suppliers to encompass all stakeholders across the value chain, including tenants, contractors and visitors. We follow strategic intervention approaches throughout different stages to instill safety best practices.

Pre-contractual Stage

Ensuring safety by mandating certifications, scrutinizing past performance and embedding strict safety obligations in agreements.

Operational Stage

Prioritizing safety by utilizing materials and equipment that meet rigorous standards, enforcing proper labeling and instructions, providing comprehensive training, and facilitating continuous data exchange and best practices.

Continuous Improvement

Supporting continuous safety improvement through knowledge sharing, adapting to changing regulations and constant feedback mechanisms.

Safety Training Culture

Brookfield India REIT undertakes conscious initiatives to embed the safety culture through trainings. We observe dedicated weeks such as Road Safety Week and Fire Safety Week to increase awareness and engagement. Our comprehensive training calendar outlines various sessions throughout the year, including regular evacuation mock drills and emergency response trainings for tenants and employees. We also tailor trainings based on specific needs and have partnered with the British Safety Council (BSC) for online training modules.

Through our safety trainings conducted throughout the year, we achieved

136,768

HOURS OF SAFETY TRAINING THROUGH 3,916 TRAINING SESSIONS FOR ON-SITE ASSOCIATES

EMPLOYEE ENGAGEMENT

Brookfield India REIT is committed to creating a supportive environment for our employees by offering exceptional benefits and continuously enhancing our employee engagement initiatives. Our efforts are guided by the valuable feedback from employee satisfaction surveys once in two years, which highlight the success of our programs and provide insights for future improvements. Some of our employee engagement highlights undertaken in FY 2024-25 include:

  • Embracing Diversity: We celebrate the rich cultural diversity of our workforce with events that feature regional flavors, traditional music and vibrant performances. These celebrations are unique and memorable, fostering a sense of inclusion and appreciation for diverse cultures. Our inclusive employment policies like HIV and AIDS policy, Transgender policy, and Equal Employment Opportunity policy govern us to nurture a diverse workforce.
HIV & AIDS Policy: Our organization aims to uphold the principles of equality of opportunity and non-discrimination as outlined in the HIV Act and the HIV & AIDS Policy for Establishments 2022 implemented by the Government of India.
Transgender Policy: Our organization is dedicated to ensuring inclusive employment opportunities and practices for transgender persons, promoting equality of opportunity and non-discrimination. In line with the Transgender Persons (Protection of Rights) Act, 2019 and the Transgender Persons (Protection of Rights) Rules, 2020.
Equal Employment Opportunity (EEO) Policy and Procedure: Our organization is committed to achieving equality of opportunity and non-discrimination for all stakeholders in employment opportunities and practices, ensuring inclusive employment opportunities for persons with disabilities, as per the Rights of Persons with Disabilities Act, 2016.
  • Women’s Day Celebration: On Women’s Day, we honor the remarkable contributions of our female employees. This day is dedicated to recognizing their achievements and empowering them through various activities and workshops.
  • Sports Events Fostering Team Spirit: We organize various sports events like cricket and table tennis to encourage physical activity and team bonding. These events provide a great way for employees to unwind and engage in friendly competition.
  • One-to-One Help Supporting Our Team: We continue to strenghten the one-to-one help initiative to provide personalized support to our employees. This program is designed to address individual concerns and offer guidance on various professional and personal matters.
  • Digitization of Employee management: We digitized our employee management functions like onboarding/offboarding, learnings, personal and dependent details management for smoother employee experience management.
  • Leadership Connect Building Stronger: Our Leadership Connect program aims to bridge the gap between employees and leadership. Through regular interactions and feedback sessions, we strive to create a transparent and collaborative work environment.

Our ongoing initiatives, such as the Make an Impact Through Referrals (MITR) program, leverage the power of employee networks to enhance our talent pool and foster a sense of engagement and involvement. Additionally, we organize numerous team-building activities, including off-sites, gaming events and festival celebrations, to strengthen collaboration and commitment among our employees.

Case Study

DIGITIZATION OF EMPLOYEE MANAGEMENT

In FY 2024-25, we advanced our commitment to employee-centric innovation by digitizing our human resource management processes. This strategic move was driven by the need to enhance operational efficiency and deliver a more seamless and engaging experience for employees across the organization.

The introduction of this digital tool has enabled a comprehensive overhaul of key HR functions such as onboarding, offboarding and personal data management processes. New hires now experience a streamlined onboarding journey, while departing employees benefit from a structured and efficient offboarding process. The platform also empowers employees to manage their personal and dependent information independently, ensuring greater accuracy and accessibility. Additionally, the platform also supports continuous learning and development by offering personalized learning modules and real-time progress tracking, fostering a culture of growth and self-improvement.

This digitization initiative aims to improve the overall employee experience by enabling greater transparency. Operationally, the automation of workflows has led to faster processing times and minimized errors, while the availability of real-time data and analytics has enhanced workforce planning and decision-making.

10%

POTENTIAL INCREASE IN HR EFFICIENCY

Case Study

IGNITING INNOVATION CELEBRATING BREAKTHROUGHS AT THE 8TH INNOVATION CLUB

In March 2025, Brookfield India REIT hosted the 8th Edition of the Innovation Club at Candor TechSpace, Sector 48, Gurugram. This event brought together talented individuals from across our campuses to share innovative ideas. With 38 groundbreaking submissions and 15 winning innovations, the initiative highlighted forward-thinking solutions that enhance operations and facility management.

The success of this edition was made possible by the dedication of our esteemed jury and the enthusiastic participation of all involved. This initiative not only fosters a culture of innovation but also strengthens employee engagement by encouraging collaboration and recognizing creative contributions.

38

ENTRIES

15

WINNING SOLUTIONS

LEARNING AND DEVELOPMENT

We are dedicated to fostering a culture of continuous learning and development, ensuring our employees are equipped with the knowledge and skills necessary to excel in their roles. Our comprehensive training programs and workshops cover a wide range of topics, reflecting our commitment to employee growth and adherence to the highest standards of corporate conduct. We have digitalized our employee onboarding experience through an online induction module.

We offer personal finance sessions to our employees and assocciates that are designed to provide valuable insights and practical knowledge, empowering our workforce to make informed financial decisions.

Our culture training program named ‘One Brookfield Properties’ is designed to instill a unified corporate culture across all our properties. This training ensures that all employees, regardless of their location, share a common understanding of our values and operational standards. We believe that investing in our employees’ development is integral to our success. Our learning and development efforts not only enhanced individual performance but also reinforce our commitment to sustainability excellence. We take pride in our marquee programs, which are tailored to meet the specific needs of our diverse workforce.

We conduct regular Code of Conduct (COC), Anti Bribery and Corruption (ABC), Prevention of Sexual Harassment (POSH) and Gender Based Violence (GBV) training for all employees and associates to ensure a safe and respectful work environment. This training is crucial for maintaining a culture of dignity and respect, aligning with our core values and sustainability commitments.

PERFORMANCE MANAGEMENT

Enhancing Performance Management for an Evolving Workforce

Brookfield India REIT is committed to addressing the performance management needs of our dynamic workforce. To this end, we continually refined our performance management system through a series of strategic interventions. These efforts include the integration of technology, enhancement of our feedback mechanisms and a continuous focus on employee development.

Key initiatives undertaken to improve our performance Management System Include:
Career Conversations:

Facilitating meaningful discussions about career growth and development.

Training Sessions:

Providing comprehensive training on performance evaluation guidelines and processes.

Peer Feedback Process:

Implementing a peer feedback system for our leadership team to foster a culture of continuous improvement

Performance Feedback:

Bi-annual one-on-one sessions between employee and manager.

Goal Setting Workshops:

Aligning organizational objectives with individual goals through targeted workshops

100%

EMPLOYEES RECEIVED PERFORMANCE EVALUATION FEEDBACK IN FY 2024-25

Human Rights

Our commitment to human rights remains non-negotiable for our operations, and we continue to embed respect for these rights across all facets of our business. Our policies and practices explicitly prohibit child and forced labor as well as discrimination based on caste, creed, religion, color, sexual orientation, disability, gender, or any other characteristic. We maintain a zero-tolerance stance against discrimination, harassment, and all forms of slavery, human trafficking and violence, including physical, sexual, psychological and verbal abuse.

In FY 2024-25, we have not only upheld but also enhanced our dedication to ethical sourcing and labor practices. We firmly reject any form of discriminatory treatment within our operations and supply chain, implementing a robust due diligence process to identify and address potential risks. Our comprehensive assessment and mitigation strategies are designed to safeguard the rights and dignity of every individual connected to our business. This year, there are no reported incidents of discrimination or violations concerning the rights of indigenous people.

92%

EMPLOYEES TRAINED ON HUMAN RIGHTS IN FY 2024-25

100%

ASSOCIATES ASSESSED ON HUMAN RIGHTS IN FY 2024-25

Human Rights in Vendor Assessments

Our approach to human rights due diligence is both systematic and thorough. We conduct comprehensive human rights assessments for all our vendors to ensure their alignment with our stringent standards. We evaluate our vendors against established criteria and refrain partnerships with those who do not meet these requirements. Additionally, we have established a robust monitoring system to assess our vendors’ performance regarding human rights issues, allowing us to identify areas for improvement and collaborate with our partners to enhance their practices.

TRAINING AND AWARENESS

To strengthen our commitment to human rights, we have implemented extensive training programs like Gender-Based Violence (GBV) for our employees, vendors and contractors. These initiatives aim to raise awareness of human rights principles, the significance of ethical labor practices and the role each individual plays in upholding these values. We emphasize the importance of human rights during our vendor meetings and foster a culture of respect and inclusion. Furthermore, 100% of our security personnel receive training on human rights policies and procedures through both initial induction training and regular refresher courses.

Case Study

RAISING AWARENESS THROUGH GENDER-BASED VIOLENCE TRAINING

Upholding human rights is a core value embedded in our workplace culture. As part of our commitment to fostering a safe, respectful and inclusive environment, we launched a comprehensive Gender-Based Violence (GBV) Awareness and Prevention Training program for employees and associates across our campuses.

This initiative was designed to educate participants on recognizing, preventing and responding to various forms of gender-based violence, including harassment, discrimination and abuse – both within and beyond the workplace. The training modules were developed in collaboration with subject matter experts and included real-life scenarios, legal frameworks and guidance on accessing support systems.

The sessions emphasized the importance of bystander intervention, empathy and creating a culture of zero tolerance toward any form of violence or discrimination.

This initiative reflects our broader commitment to human rights and gender equity, reinforcing our role as a responsible and inclusive employer.

336

TRAINING MANHOURS

3

LOCATIONS COVERED

MECHANISM TO REPORT HUMAN RIGHTS CONCERNS

We have established a clear and accessible mechanism for reporting human rights-related grievances or complaints, ensuring that all stakeholders can voice their concerns without fear of retaliation. This mechanism includes multiple channels, such as a dedicated hotline, email and an online reporting platform, allowing individuals to submit their complaints confidentially and securely. We are committed to promptly investigating all reported issues and taking appropriate action to address them. Our processes are designed to uphold transparency and accountability, reinforcing our dedication to protecting human rights and fostering a safe and respectful environment for everyone involved with our operations.