A unique initiative by TATA STEEL and AAKAR

mass behavioral campaign on safety

Parivartan

1

about us... Aakar was founded and developed by experts and experienced person from diversified fields. It assists various government & private sector institutions to meet their goals and objectives. It arranges various seminars, training programs, workshops etc in order to meet this objective. List of our clients includes many big and respected organizations like Tata Chemicals, Tata Power, Tata Steel, Murugappa, Hitachi, Adani Port, Rotofilt Engg. Ltd, Parle Trust, Aga Khan Organization, Centre for Environment Education (CEE), District Rural Development Agency, SEWA, Nirma University etc. Besides this, 'Aakar' organizes various kinds of other training programs to cater the needs of diversified socio-economic groups and gatherings. Our expertise includes arranging various training programs on hitherto less explored subjects like character development, maintaining happy married life, cultivating positive attitude, developing mental strength, nurturing relationships, developing effective memory power, deaddiction, gender, development of leadership skills etc. Aakar also believes in its social responsibility to create and sustain a positive atmosphere in the society and puts its efforts in the publication of various character building books.

Aakar Empowerment Pvt Ltd B- 304, Akshat Avenue, Opp. Revti Tower, Ramdevnagar, Satellite, Ahmedabad - 380015 Contact M: 094267-09778, 094260-86244 E -mail : [email protected] www.aakarempowerment.com

2

To begin with A very good opportunity was presented to Aakar after the initial success of Coastal Gujarat Power Limited, Mundra, Gujarat. ( a wholly owned subsidiary of Tata Power first ultra mega power project of india producing 4000 MV power ) It was a completely different environment, different language and completely different local community dynamics. This is a report of the last-phase condition of the project. We are not describing the process through which the project has passed. At the start, we were ably supported by Mr Prakash Nirwan and Dr Ashok Mohanty. Later on, we were guided by Mr Ajit Kothari and Mr Bijay Ketan. Their understanding and support of the project made our work a lot easier. Throughout the project, support of Mrs Chandra Sharan was critical for keeping the project on track at all times. At every site, all DIC heads also supported the project implementation. To name a few, Mr Sridharan, Mr C L Karn, Mr Niraj Kumar, Mr Kishore Tar, Mr J B Singh and Mr Manoj Sharma supported us. They encouraged us to bring the real issues and achievements to the DIC meetings weekly. At the site also, they supported us by ensuring that Parivartan opinions are heard and implemented. The first results started coming in after one year of hard work. Acceptance from TSL staff, workers, supervisors / contractors also started. It was in the form of calling Parivartan officers for TBMs in the case of workers. It was in the form of supervisors/contractors calling us to solve their site issues and also referring us workers of their group, who were not still falling in line. One of the important turning points was our presence in DIC meetings. This started after about an year of starting the project. This brought focus of everybody who was attending DIC meeting. This created a lot of support for the project. We also faced a lot of criticism and questions about visibility of the project. But their skepticism was answered through good behavioural results at the site. Having a worker residential colony was a great boost for the success of this project. We could extensively cover workers during their leisure time also. This added to the effectiveness of the project. Through the various interventions at the colony, we could address their fears, anxieties etc. Parivartan team members became their "big brother" to whom they could turn to during difficulties. We were also able to identify, address and solve colony related issues with the help of L&T, Gayatri etc administrative staff. We take this opportunity to thank one and all who supported us to implement this initiative. Without their support, it would not have been possible to make it a success. We believe that this has been a successful initiative. But to prove a behavioural initiative a success in numbers, would be a difficult or even an impossible task. So we have identified behaviour change points in each of the work areas. We hope these would be a starting point if not sufficient, to prove the effectiveness of Parivartan. Looking forward for more such opportunities of changing people's lives for the good. With regards, Ravi Sheshadri, Programme Director, Parivartan

3

IMPACT of PARIVARTAN A summary of impact is mentioned below area wise to give the reader an insight into the end results of the interventions. we worked at SMS and Coke Oven sites for two years and at RMHS and BF sites for one year. SMS - Steel Melting Shop 1. If unsafe work is going on at site, Parivartan volunteers correct it. If the worker who is doing unsafe worker does not listen, they report it to Parivartan officers. 2. TSL line managers and L&T engineers also inform us about workers working unsafely at their site. 3. During volunteer meeting, volunteers bring other workers who are working safely at site. They propose their name for volunteering. 4. TSL engineers propose us names of workers for giving appreciation card. 5. TSL managers invite Parivartan officers to their areas to look for unsafe work and conditions. They also invite us for mass meeting. 6. TSL HODs, managers and chief medical officer thanked Parivartan officers for their role during 'Operation Dengue'. 7. Former SMS chief greatly appreciated safety stall set up by Parivartan in March '14. 8. Quite a few workers / supervisors have purchased safety shoes at their own cost after counselling by Parivartan officers. Earlier they would go on wearing the torn safety shoes which was a safety hazard. 9. HODs give importance of appreciating workers during DIC meeting by giving time in-spite of other pressing issues. 10. When Parivartan officers bring first aid and near miss cases to notice of TSL officers, they accept and correct the acts and conditions.

4

IMPACT of PARIVARTAN 11. Previously, local workers raised rumour and created violations, but now it has been reduced. Earlier if any incident happens, it would go towards strike. But now it has reduced significantly. 12. Almost all incidents and violations are reported to us by volunteers. 13. If any workers do unsafe work, they themselves confess during next day's TBM. 14. DETs participate in Parivartan project by sharing violations, sharing unsafe worker behaviour and safe worker behaviours. 15. Workers share unsafe work photos with Parivartan officers through Whatsapp. 16. If any site engineer or supervisor is forcing workers to do unsafe work, first the workers deny to do work. Workers inform us and request to intervene. 17. L&T safety officer told that Parivartan training has been implemented in our lives also. 18. In any mass meeting, first space for speech is given to Parivartan officers. 19. SMS chief appreciated Aakar on many occasions like road safety, finding true facts about near miss etc.

5

IMPACT Summary of impact of PARIVARTAN PARIVARTAN Coke oven 1. When Parivartan officers return from leave, workers ask about the reason of their absence. 2. Volunteers are informing us their respective and other site incidents. They also counsel other site workers. 3. Volunteers are themselves taking TBM at their respective sites. Many a times, they call Parivartan officers and ensure next days appointment for TBM presence. 4. Volunteers are implementing task / points after they are given training. 5. Through the site-based trainings, workers are getting very good knowledge about specific jobs. 6. Workers give true feedback about various activities of Parivartan programme especially about posters, patrika, safety stall etc. They give this feedback by SMS and phone call also. 7. Whenever a new poster is printed, workers enthusiastically put it at their site through their own effort. 8. Vendors officers or Tata Steel officers also call Parivartan officers during their meetings and invite them for imparting training to their staff. 9. All engineers, supervisors, contractors, workers etc receive suggestions given by Parivartan officers and rectify them at site. 10. Compliance of general PPEs has increased at site. All together 60 volunteers have been developed at site out of which 20 are present as of now. Others have completed their work and have gone out of site. 11. Frequency of first aid, near miss etc have drastically decreased. 12. There are no workers, supervisors at the site who have not undergone basic safety through NTTF. 13. Strikes and rumours have decreased to a large extent.

6

IMPACT of PARIVARTAN Blast Furnace 1. Number of volunteers have increased. The increase has mainly been through existing volunteers. 2. Number of rumour incidents in the last one year have decreased significantly. 3. Number of strike incidents have decreased significantly during last one year. 4. Use of normal PPEs, barricading tape, use of PPEs for hot work has improved at site. 5. TSL officers are also identifying violators and handing them over to Parivartan officers for counselling. 6. HODs are taking everyday feedback of Aakar officers about safety of site. 7. Unsafe acts and conditions are being presented in DIC points are being closed regularly. 8. During strike conditions also, workers do not miss TBM meeting in the morning. 9. In cases of late payment to workers by their contractors, workers are not taking aggressive route. They are ready to talk, ready to write an application and solve matters across the table. 10. During strike or rumours, HODs are suggesting Parivartan officers for counselling to workers. 11. HODs are trusting grassroots level information given by Parivartan officers. 12. If there is any problem at site, workers are at first informing Parivartan officers. 13. Due to rapport building with local workers, ( unskilled workers who are not staying at colony ) there is reduced violation seen by them at site. 14. L&T safety supervisors are taking TBM by sharing stories told by Aakar team. 15. If L&T officers are not able to solve any site problems, they are taking help of Parivartan officers. 16. DETs are helping Parivartan officers solve unsafe observations. 17. TBMs have become a regular feature of day-start routine even in absence of Parivartan officers. 18. If workers are not getting appropriate PPEs from contractors / company, they are purchasing from their own money.

7

IMPACT of PARIVARTAN RMHS 1. Workers are now listening to the words of senior staff if they are doing unsafe activity. 2. Engineers / supervisors handover violators to Parivartan team for counselling. 3. Volunteers are motivating other unsafe workers for safe job. 4. Rumours have drastically reduced at the site. 5. Local workers are more engaged in their job compared to a year before. Their hours of work has increased and negative behaviour has decreased. 6. Workers are raising their voice against unsafe act on being pressurised by supervisor or engineer. 7. HODs are appreciative about views being expressed by the workers who are being appreciated in DIC. 8. Aggressive and antagonistic behaviour of supervisors towards safety has reduced. 9. Rude behaviour of engineers towards workers and supervisors have decreased. 10. Quite a few workers have been convinced about purchasing PPEs at their own cost. 11. DETs and ITIs are involved in Parivartan programme. The help by giving suggestions and pointing out unsafe behaviours which they are not able to handle. 12. Experienced workers are helping inexperienced and new workers to learn new skills. 13. Supervisors are using concepts learnt is behaviour training at site and in personal life also.

8

IMPACT of PARIVARTAN Worker Residential Colony 1. Workers trust Parivartan officers and give things they have found like gate pass, money purse, ATM card, voter card etc. We give it back to owner during film show on Sundays. 2. Percentage of workers doing bad behaviour after drinking liquor has decreased to a large extent. 3. All colony in-charge support all Parivartan initiatives and have thanked and appreciated the efforts. Because of this, quarrels have decreased in the colonies. 4. L&T human resource department also appreciated efforts of Parivartan project. 5. Workers have shared with us that due to celebrations at the colony, their homesick feeling reduces. They feel more at home. This in turn makes the site safer. 6. Workers come to us with complaints about colony residences, toilets, road, electricity etc. We pass on these complaints to the colony in-charge. 7. Rumours have decreased to a large extent. 8. Cleanliness of rooms and general housekeeping of the colonies has improved a lot. 9. Usage of dustbins has increased. Dustbins overflowing has become less common. 10. Participation in video programmes have increased. Through specific area safeunsafe photo sharing, effectiveness if this programme has been increased. 11. Bhajan and film programmes have been completely handled by volunteers. 12. It has been commented by L&T colony staff that due to film show, liquor consumption decreases. 13. Each and every celebration has been celebrated with great joy and happiness. Workers also participate in the preparation of these programmes. 14. Quite a few rooms have safety patrika posted on the walls for ready reference.

9

Toolbox Meeting (TBM) This is the first process every morning at the site. It is a 15-20 meeting where workers, supervisors, contractors, safety persons, engineers and Parivartan officers remain present. Parivartan officer starts with a interesting and inspirational story which then he connects to safety. Other site related matters like unsafe behaviours, near-miss, housekeeping issues etc are discussed. The safety person and engineers add their part. The meeting ends on a note of "working and being safe TODAY". New comer checking TBM becomes the first barrier to ensure that workers are appropriately aware about safety hazards of the site. During the TBM, we ask about new comers at the site. We ensure that they have been passed through initial safety induction and are aware about the risks of the site. This is important because most of the workers come directly from farms and other nonrelated professions and are not aware of the risks of the site. First PPE check TBM also acts as first PPE check mechanism. It is ensured through visual inspection that all workers attending the TBM have basic PPEs for the site. If not observed, we intervene and ensure that the worker has the required PPEs before going to his work place. This way PPE non-compliance is decreased. Height pass check One of the major risks of a project site is falling from height. Height pass is issued to workers who would permanently work at height, after the required medical examination and training. We ensure that every worker going to height beyond 2 meters has a appropriate height pass.

10

Toolbox Meeting (TBM) Worker mistakes sharing TBM becomes the fertile ground where a worker can come and share his mistakes of yesterday without being afraid of being reprimanded. This increases the trust levels of the site. This increases the probability that other workers also follow this and mistakes of the site are identified and solved at the site through selfawareness. General observations about site and colony Workers, supervisors, safety personnel and engineers share general observations about site and colony during a TBM. This is very important since we can make a large number of people aware in a very short time. Also everyone knows the same important things about the site and colony.

11

Site Visit After completion of TBM, Parivartan officers start their site visit. This is a unique everyday intervention which is important for a close look at what's happening at the site. Safe-unsafe practises counselling During a site visit, when we encounter an unsafe act, we stop to talk with the worker. With the help of the supervisor / contractor, we stop the work. We engage the worker in meaningful pinpointed discussion about the unsafe practise he was doing. We counsel the worker about the repercussions of his unsafe work on himself, his family and the company. The mistake can be because of the worker, his supervisor or his company. We find out the root cause and act on it. There is no reprimand to the worker. Safe-unsafe work photographs collection After the counselling is over, if need be, we take unsafe work photographs for documentation. This includes the persons photo and unsafe work photos. This collection of photographs helps us during our other activities like training, video show, film shows etc.

12

Giving appreciation card to workers The objective of site visit is not only to find unsafe work and workers. It is also for finding safe work and safe workers. Whenever we encounter a person who is working safely, we appreciate orally and we take a photograph. We followup on this worker for a week. When we feel that his behaviour is safe and consistent, we appreciate at site by giving an appreciation card, whenever a worker gets three appreciation cards, he is felicitated in a DIC meeting by the DIC head and the worker becomes volunteer of Parivartan, Interactions with supervisors / contractors Knowing various issues of site and knowing issues of workers / supervisors is also one of the main purpose of site visit. The issues may be financial or behavioural, about other workers or management, about the site or worker colony etc. Parivartan officers do not have any official agenda for solving such problems, but they ensure that these issues reach the right ear and are solved. Through this, the credibility of the officer and the intervention is established which increases the effectiveness of the intervention. Interactions with engineers / management Many a times, site issues are because of behaviour of engineers / management. Parivartan officers interact with them and let them know about the issues at the ground. This also helps the engineer / management person to know and improve. Special focus on local workers From the start of the project, we were briefed about the bad behaviour of local workers at site. They would come to the site, note their presence and roam about unsafely at the site. Parivartan officers make it a point the the interacts with one such group daily and creates a bridge between Parivartan and them. Many of these workers have changed their ways of work and their attitude about their work Understanding technicality of various processes Many a times, processes are understood through the help of worker, supervisors, engineers etc. This is important as work behaviour is also related to the complexity of the processes. Parivartan officers also enhance their knowledge and become better counsellors.

13

Volunteering Volunteer means a person who is completely convinced about the activity. It is said that a person who gives his time, who pays for his ticket ( to and fro expenses ) and who brings his own tiffin ( food ) is called a volunteer. At KPO, the ultimate achievement and impact of Parivartan was the development and sustainance of worker volunteers. These worker volunteers act as "role-models" for other workers. They also act as extended eyes and ears for Parivartan officers. Through these volunteers, the site becomes 'of the worker', 'by the worker' and 'through the worker'. All the worker colony activities have been taken over by volunteers. Parivartan officers only have to guide them. They feel it is "their" programme and take ownership. Volunteer recruitment This important procedure happens through the appreciation card model. Moreover workers who have shown exemplary understanding of safety during various events are also included in this group. We give a sticker to the volunteer to put it on his safety helmet so that identification at site becomes easy. Workers feel very proud after becoming volunteers of Parivartan programme. Volunteer Meeting To sustain and increase the motivations of volunteers, a meeting of one hour is done once a week. The main agenda of this meeting is 'to give voice to the volunteer'. These workers bring critical information about the site, issues at the site, their issues with supervisors/ contractors / engineers / management. They also share their contribution for making the site safe through various incidents. Many engineers / management staff have interacted with the volunteers through this meeting. Volunteer Training To increase their capability of working at the site as a volunteer, after every three meetings, one training of one hour is arranged. Relevant topics are chosen from time to time. The better they play their role, the better the site becomes.

14

Supervisor Training One way of influencing workers for safe work is directly talking to them, making them volunteers, engaging them in their residential colonies through various interventions. The other way is to influence them through their supervisors and contractors. With this in mind, we started the supervisor training programme. If we can influence one supervisor for safe work, he can influence workers under him which range from 50-500. The main objectives of supervisor training programme were two fold 1. Increasing their capability in knowing themselves Understanding their own behaviour patterns, leadership traits and seeing theirselves as role models for their worker teams. 2. Increase their capability to deal with errant / unsafe / ego based behaviour Understanding worker behaviour patterns, issues hurting them and their motivational key points. In the first year, there was a big thrust from TSL for this programme. But as time went on, the numbers required for such programmes were becoming difficult to ensure. Slowly this programme went into hibernation and slowly died. But in the second year, RMHS area picked up this intervention sincerely. They made a plan to train all their 150 contractor supervisors and covered them through a series of 10 programmes. The second module of this training is continuing at RMHS when this report was being printed.

15

Worker Residential Colony Processes

Workers residential colony processes form the bedrock of a successful BBS intervention. It is not enough to interact with the workers / supervisors / contractors at the site. Site interactions are of small duration and are done with "work-completion" mindset. Colony interactions on the other hand, are of longer duration and are done with "relationshipdevelopment" mindset. Workers are at ease, don't have time pressure and managerial supervision. They interact more openly and deeply. Room visit This is the most powerful interactions of all colony processes. Parivartan officers visit the rooms of workers and interact with them. Discussion on professional and personal issues occur. Many other issues like payment, difficulties at home, politics, cricket etc are discussed. This interaction converts into a strong rapport with them.

16

Worker Residential Colony Processes

Video Programme This is a short one-hour programme to keep them updated about safe-unsafe practises being seen at site. It also gives entertainment to them. Safeunsafe photos taken during site-visit are shown and a discussion emerges. Many workers see their own photographs and understand their mistakes. Many others understand from others mistakes.

Film Programme This is a Sunday evening programme, wherein a full length feature film is shown. Sunday being a off-day, workers have free time. Most of them do not know what to do with this free time. So they engage in antisocial activities like gambling, drinking, quarrelling etc. This programme gives them a better option. Films are carefully selected and good messages of care, love, patriotism, teamwork, family values etc are given. More than 2000 worker attend film show at one time.

17

Worker Residential Colony Processes Celebrations It is a common feeling that, when we are away from home during festivals, we feel homesick. This happens in workers also. A homesick person is a greater risk at the site. To manage this risk, we engage workers through celebration of festivals and special days. This creates a home-like environment in the room and the colony. Workers enjoy, creates bonds within themselves and promote brotherhood. Housekeeping Campaign and Contest Bad housekeeping is the cause of many accidents and diseases. When housekeeping is not maintained at the colony, many workers fall ill. They waste their hard earned money in treating themselves rather than sending it home to support their families. This pushes them into the vicious "poverty cycle". This makes the worker a risk at the site. By promoting good housekeeping, through campaigns and contest, at regular intervals, we ensure that this risk is mitigated.

18

Safety Week Celebrations Safety week celebrations at national, state and project level are done to incite a collective effort and intense psychological focus on the issue of safety. Now-adays, it has become critical for new projects to keep the entire duration of the project incident-free, even from financial angle. A safe site / company can attract finances at a lower cost compared to an unsafe site / company. Tata Steel being a Tata group company is really concerned about human lives. Tata Steel involves all vendors / contractors / workers / supervisors / it's own staff in this celebration. Worker safety is not at the lips but it directly comes from the heart. A sincere effort is done at all levels, to ensure that the message goes across and the target of "ZERO" is achieved. We celebrated 44th National Safety Week from 04-10 March 2015 in BF, SMS, RMHS and COKE site at KPO. All AAKAR staff, TSL officers, L&T officers, TPL, ESSAR, Gayatri, TRF officers and workers were part of this celebration.

19

Safety Stall A total of 8 safety stalls were erected in the site with the help of TSL, L&T, Gayatri, TRF, Essar and Tata Projects Ltd. These were decorated with safety poster like family train, chotu story, sukhiramdukhiram, sankalp, hot work photo, activities wise poster, appreciation card poster and safety concern poster. Family train poster - This poster sensitised the workers about the importance of his life for his family members and relatives. Chottu story poster - This story made workers aware about the bad consequences of ignoring safety during job. Sukhiram-Dukhiram poster This poster showed do's and dont's to follow at work site. Forever poster - This poster builds a safe culture throughout workers life. Workers Visits to stall th th From 04 March to 10 March workers visited Parivartan safety stall. Here our staff gave them understanding about the concern of poster through individual & group meeting. Approximately 15000 workers visited the stalls. We also distributed safety patrika to workers. Appreciation card Parivartan team gave away prize & certificate to 40 smart workers those who have got 03 appreciation cards for safe work at site in presence of TSL Chief, safety person, HOD, manager, and L&T manager & safety person. Quiz Competition We arranged quiz competition at 25 locations at the site. About 3500 workers participated in the quiz completion and 200 received prizes.

20

Nukkad Play During this week, Parivartan officers organised 10 nukkad-natak near stall named “Jagte raho” & “Jara Socho”. This nukkad-natak gives safe work message, what is the role of workers during any incident occurring at site, how to work safely at site and suggests workers never do strike during any incident at site. In total, 20 workers took part, at various location, for performing this nukkad-natak. They were appreciated with a certificate and prize. In RMHS area, one more nukkad-natak was played named "Indralok mein steel plant". It was attended by well over 200 workers. It was a fun-filled awareness creation about safety.

21

Feedback on safety week celebration : -

Mr. C L Karn - Chief, RMHS - "Very good for worker and the worker should know it properly."

-

Mr. J.B.Singh - Chief, SMS - "Excellent efforts towards safety."

-

Mr. Niraj Kumar - HOD, BF - "Safety is continues process. All of us have to work together. Good initiative by PARIVARTAN team. Keep it up.

-

Mr. Manoj Sharma - HOD, Coke Ovens -“It is good step for safety awareness among workers.”

-

Mr. S.R. Bal - TSL manager - "Display messages have touched the heart of all workers to improve on safety, act & condition."

-

Mr. Deepak Ghosh - TSL Civil head - "Good job Parivartan team of awareness and motivation for safe work."

-

Mr. D. Bhuya - L&T - "Safety is a way of life, we have crossed milestone through this programme, many milestone to cross till we reach the destination. Good efforts."

-

Mr. S. Dube - L&T - "Excellent job Aakar for safety messages."

-

Mr. Chandan Sathpathy - L&T Safety –“Sankalp and family train poster is really very nice to touch the heart of worker”

-

Mr. Barun kumar Sinha - L&T safety in-charge coke oven - “Aakar is doing very good job to enhance the safety culture within worker."

-

Mr. Shantosh Arya - TSL safety - “Safety week celebration will give good impact on worker”

-

Mr. Anup Saha - TSL safety - “Safety drama communicate practical safety message to site worker." - Mr. Suvankar - L&T engineer – "Excellent Initiative by PARIVARTAN team, Congrats! L&T Team you made it happen."

-

Mr S.Sihna - Head, TSL, BF - "Humble & persistent effort by the “PARIVARTAN” team has induced culture of safety at BF site."

-

Mr. Deeptiman Rout - DET - "Very good initiative just keep it up, everybody should follow “safety”. Be unique by working safely in a unit together."

-

Mr. Razat Kumar - TSL officer - "Safety should not be our requirement, safety should be assenting part of construction and hats-off to “PARIVARTAN” to promote the safety behaviour to all labor. Keep it up."

-

Mr. B.C Kedia - AIC Head RMHS - The displayed material also very influence able for workers.

-

Mr. Dandapat - TRF - It is a good initiative of Aakar and without Aakar the programme is meaningless.

22

Posters and Patrika Posters and patrikas are potent vehicles for spreading awareness in the absence of Parivartan officers. In the patrika, we communicate the message of safety through stories whereas in posters it is mostly through visuals - photographs, illustrations etc. Workers who cannot read fluently or are illiterate are reached more easily through posters rather than patrika. We received full support from workers / volunteers in distributing patrikas to all workers. They also supported us whole heartedly in putting up posters at their respective sites at pre decided locations. In the beginning, the posters were being torn and taken away by workers as a piece of cloth to sleep over. But as the project progressed, awareness about the importance of posters increased and the thefts became almost negligible. Many workers carried the patrikas to their homes. They shared this with their family members. The family members were also happy at such good things were being shared with their earning members. These feedbacks were shared with Parivartan officers when they returned back. Many rooms in the worker colonies had a plastic folder behind their main door. They had preserved all the patrikas which were printed over the two year period. All the above instances show that patrika as a communication tool has been largely accepted by he workers.

23

Feedback : Blast Furnace

24

Feedback : COKE OVEN

25

Feedback : SMS

26

Feedback : RMHS

27

AAKAR TEAM

It is said that nothing worthwhile is ever achieved single-handedly. It is always a team which works towards success. This is also true for Aakar. It was a complete team effort. Our team, consisting of Master in Social Work (MSW) graduates, managers, senior faculties and directors, made it possible to work effectively at KPO. These were professional people, having expertise in their areas of work. We recruited local talent to ensure that communication with the workers happened in Hindi or local language. This directly increased the effectiveness of the project. The team's dedication needs a word of appreciation because they started work at around 7.30 am in the morning and worked till late evenings. And this was done for two full years through the piercing heat of summer, muddy monsoon's and chilly winters. I thank and salute this team. Sitting : from left to right : Omprakash Behera, Purshuram Puhan, Suvendu Bal, Prabodh Sahoo, Indramani Nayak Standing : from left to right : Kirti Patel, Rajesh Biswal, Bikas, Korban Khan, Prasanna Nayak, Ajay Prajapati, Nihar Uttaray, Manas Pradhan, Dharmendra Barik, Trilochan Dhal, Suresh Prajapati In absentia : Poornachandra Mohapatra, Bhavan Parmar, Ravi Sheshadri 28

Activity summary in Numbers

Parivartan

(April 2013 to March 2015) Total Sl. no.

ACTIVITIES

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18

TBM New Comers without NTTF Trg Site visit (Days) Supervisor training Volunteer recruitment Volunteer training/Meeting Patrika distribution Near miss First Aid Night visit (Days) Room visit (No of Rooms) Video Program Bhajan Film Program Celebration Mass Meeting Games/Others Attend DIC Meeting

No. of No. of Prog People 5039 206288 10 1353 3378 208106 75 2223 0 396 82 499 253 58330 6 47 18 100 317 10259 12189 88420 381 57877 236 9407 159 171085 47 68085 71 19618 254 11057 103 NA

29

A little push in the right direction can make a big difference A unique experience of behavioural safety awareness programme

Journey

with

TATA STEEL

AAKAR

EMPOWERMENT PVT LTD CHARITABLE TRUST PUBLICATION

B- 304, Akshat Avenue, Opp. Revti Tower, Ramdevnagar, Satellite, Ahmedabad, Gujarat - 380015 Phone (079) 26860726, M: 094267-09778, 094260-86244, 097129-97504 E -mail : [email protected]

30