CEAT Expands Women Workforce in Manufacturing and Leadership

CEAT implements progressive policies that directly address the unique needs of its women employees. It has always been known as an organisation that cares for its people. It truly believes that the right Work-Life Balance will not only help in improving the quality of life but will also improve individual productivity significantly. We provide flexibility and empower employees by giving them a choice to work remotely from home or another location in alignment with their manager.

The company has also implemented several initiatives to support women’s professional growth and leadership development.Its Wellness Leave policy grants women two days of work-from-home or leave monthly during menstruation — no justification required. Shopfloor employees can change shifts or rest at on-site Occupational Health Centres when needed. Programs like Womentoring, the Women Accelerator Program, and STARS build leadership, digital, and functional skills. EmpowHer, CEAT's Employee Resource Group, further strengthens inclusion and fosters meaningful dialogue across the organisation.

Further strengthening its commitment to inclusive caregiving, CEAT builds a workplace where mothers are truly supported. From 26 weeks of paid maternity leave and hospitalisation coverage, to crèches and lactation rooms across offices and plants, every detail is thoughtfully addressed. Returning mothers enjoy flexible work hours and a four-hour workday until their child turns one. Shopfloor women receive dedicated morning shifts during the first year post-childbirth. CEAT's gender-neutral Child Caregiver Travel & Stay Policy further ensures no caregiver has to choose between family and career.

In addition to corporate policies, CEAT has taken significant steps to enable greater participation of women in manufacturing roles. With the introduction of automated tyre-building machines, ergonomic fixtures, lift-assist devices, and conveyor-based tyre movement, several physically demanding processes have become more accessible. These improvements have enabled 20% women workforce participation at CEAT’s Chennai facility, while the Nagpur factory became the first in Maharashtra to introduce night shifts for women, resulting in 28% women representation on the shopfloor. The company has also invested in supportive infrastructure such as safe transport facilities, women security personnel, and enhanced ergonomic workplace design.

These initiatives go beyond representation, focusing on creating an environment where women are empowered to lead, thrive, and succeed in roles traditionally considered unconventional.