Case Studies : TATA STEEL

This case study is one of ten that were chosen as part of the Enhancing Business-Community Relations project in India implemented in collaboration with The Energy and Resources Institute (TERI). These cases document examples of engagement between businesses and communities and can be used as learning tools for the promotion of responsible business practice and sustainable development. The Enhancing Business-Community Relations project is a joint international initiative between United Nations Volunteers (UNV) and the New Academy of Business. Implemented in seven developing countries, the purpose of the initiative was to collect and document information on business-community practices as perceived by all stakeholders, build partnerships with them and promote corporate social responsibility practices. It is also intended to enhance international understanding of business-community relations through information sharing and networking with other countries especially those participating in the project - Brazil, Ghana, India, Nigeria, Philippines, South Africa and Lebanon. The findings and recommendations reflected in the case study are those of the author and do not necessarily reflect those of UNV, TERI or the New Academy of Business. It is important to note that these cases were written as examples of business-community initiatives. They do not constitute a comprehensive assessment of the company's social responsibility

3. Project History and Development

The ideals and philosophy of the Tata Group originated from the founding father, Jamsetji Nusserwanji Tata (1839-1904). In 1895 he explained: We do not claim to be more unselfish, more generous or more philanthropic than others, but we think we started on sound and straightforward business principles considering the interests of the shareholders, our own and the health and welfare of our employees the sure foundation of prosperity.5 Throughout the last century, Tata pioneered the notion of employee benefits in India. It introduced the eight-hour working day in 1912 an astonishing thirty-six years before the Indian government. Maternity benefits, schooling facilities and leave with pay are just some examples of benefits the Tata Group bestowed many years before it became law to do so. These sound and straightforward business principles carried through the generations of Tata Chairmen to influence Ratan N.

Tata, Chairman as of 1992. With such a strong tradition of corporate responsibility, it is no surprise that Tata s current initiatives target community development and To seize the opportunities of corporate sustainability. tomorrow and create a future that will make us an EVA positive The following section provides an overview of some company. To continue to improve of the initiatives Tata Steel has implemented and the quality of life of our employees encouraged in recent years. The first part considers and the communities we serve. before-profit practice and corporate governance, that is to say the company s conduct in the process of Tata Steel s Vision 6 manufacturing steel. This includes employee welfare, Codes of Conduct, environmental regulation, and internal structures for improving the company s accountability. The second part reviews after-profit practice, social investment projects that are not directly related to the business of Tata itself.

4. Departments

Tata Steel has also established several social departments and societies that work within the structure of the company. Table 1 (next page) lists them and details when they were established. Programmes implemented under these departments and societies are described in the next section, Social Investment.