Page 82 - Interloop Annual Report 2018-2019

Enhancing Female Participation Interloop Joins Hands with IFC-PBC to Talent Scholarship for Uniform Behaviors
To support women empowerment and to improve gender Promote Family-Friendly Practices at EmployeesÍ Children In 2019, under the emblem of Interloop-Way, we launched
parity within the organization, Interloop has taken a strategic Workplace Interloop encourages its employees to motivate their Uniform Behaviors; a complete Manual about how to
decision of adding c.1000 women by 2020 in executive & children acquire undergraduate degrees and flourish in conduct business across the organization. It defines the
non-executive teams, in various grades including managerial Interloop is among the 14 companies in Pakistan to participate promising careers. For this purpose, the company offers 5 set of particular behaviors that need to be demonstrated by
roles and working cadres. in the first ever private sector peer-learning collaboration Talent Scholarships every year to meritorious children of its every employee, unanimously throughout the company and
led by IFC & PBC, to create better career opportunities by employees, for Bachelor Degree Programs. will act as a sustainable roadmap for closing development
Reconnect Program providing family-friendly practices at the workplace. Under gaps and providing our employees with a clear direction for
this initiative, IFC, PBC, CatCo Kids, Ubuntu Care, National how to work for success in their personal and professional
Through the ‘Reconnect Program’, female staff members Commission on the Status of Women, UNICEF Pakistan & Interloop Way lives.
who have completed 3 years’ service with the company UN Women Pakistan will provide advice on childcare needs Interloop was introduced to Lean by one of our customers,
and have to leave their jobs due to family requirements can assessment & conduct a series of events to expand learning NIKE, and for the last few years, we have been applying Lean Corporate Social Responsibility
reconnect with their careers after having a break. & share knowledge on family-friendly practices. for improving our manufacturing processes and becoming
robust in our operations. The Lean journey started in 2009 Interloop’s mission and reason for existence is to bring about
Extended Maternity Leave Employing Females in Non-Traditional and one Plant Head was trained at NITC (Nike Innovation a positive change in the community. To pursue this cause,
interloop has invested approximately PKR 1.01 Billion in the
In addition to the entitled leaves, if a female employee Areas and Training Centre), in Vietnam. In 2010, a centralized community during the last decade. Its main areas of focus
Lean Resource Group (LRG) department was established
requires further leave due to her or her newborn’s health As part of Interloop’s Vision 2020, women are now which created awareness about Lean Philosophy across the include Education, Sports, Literary Activities, Health Care
issue, she can avail another 4 weeks leave at half pay. represented in every department and also in non-traditional company and implemented 5S. In 2011, Lean implementation and Disaster Relief. The company has long term KPIs and
roles including knitting planners, knitting operators and teams were established which worked towards building the every year a CSR spending target is fixed and implemented
stitching machines operators, previously considered male through an organized system.
Day Care Centers dominant areas. 60 females with STEM degrees are working Lean Culture at the plant level and trained and implemented
Lean tools at the shop floor. All Plant Managers were trained
To provide ease of mind to working mothers regarding their at Interloop including 31 textile, electrical and industrial at AITC, Sri Lanka. Education
young children, world-class Day Care Centers are in place engineers. Several policies & practices have been instituted Primary & Secondary Education
at all Interloop Hosiery Plants where executive and non- to recruit and train females in non-traditional jobs. In 2014, Interloop engaged a group of Former Toyota
executive female employees comfortably leave their children, Executives who are facilitating implementation of Toyota In order to bring a positive & lasting change in the community
while at work. Experienced Nannies take good care of these Production System (TPS) in various companies, all over the by educating the youth, especially underprivileged, Interloop
children according to their play, rest and meal timings. The world. Since 2015, 3 groups of Interloop’s senior and middle Welfare Trust, in May 2009 partnered with THE CITIZENS
international standard infrastructure includes study, play and management from across the company have attended the FOUNDATION; the largest non-profit organization in
rest areas and trained teachers ensure quality pre-primary Toyota Production System (TPS) & Toyota Management Pakistan providing quality education to the disadvantaged.
education and development of these children through System (TMS) workshops with American Links & Toyota So far, Interloop has established 24 schools (14 primary, 9
curricular and extracurricular activities. Company doctor Engineering Corporation (TEC) in Japan. Interloop fully secondary & 1 higher secondary; separate campuses for
performs periodic check-ups of these children to warrant understands the significance of our ‘people practices’ boys and girls) and is constructing 3 more, totaling to 27, in
that they stay in good health. supporting deployment of Lean so that this develops on the rural areas around Faisalabad city.
part of our culture. Consequently, in 2017, the company
started designing ‘Interloop-Way’ comprising Lean &
People components. Interloop-Way will improve our people
practices, systems & processes and will help in achieving
full engagement, for sustainable growth and development.

Other Initiatives for Female Employees
• Free & Safe pick and drop has been expanded to more
remote areas
• Focused trainings and recreational & sports activities
• Female employees are members of compliance
committees such as Workers Management Committee,
Environment Health & Safety Committee, etc.
• Female Welfare Officers are present at all manufacturing
plants to facilitate grievance management of female These schools are managed by female staff and provide 2018 - 19
quality formal education to 3,400 less privileged children,
employees
Interloop Limited 50% girls, in an environment that encourages intellectual, Annual Report
moral and spiritual growth. Interloop has created an

80 81