Introduction to the subject:

1) Business ethics:
Business ethics (also known as corporate ethics) is a form of applied ethics or professional ethics that examines ethical principles and moral or ethical problems that arise in a business environment. It applies to all aspects of business conduct and is relevant to the conduct of individuals and entire organizations. Business ethics has both normative and descriptive dimensions. As a corporate practice and a career specialization, the field is primarily normative. Academics attempting to understand business behavior employ descriptive methods. The range and quantity of business ethical issues reflects the interaction of profitmaximizing behavior with non-economic concerns. Interest in business ethics accelerated dramatically during the 1980s and 1990s, both within major corporations and within academia. For example, today most major corporations promote their commitment to non-economic values under headings such as ethics codes and social responsibility charters. Adam Smith said, "People of the same trade seldom meet together, even for merriment and diversion, but the conversation ends in a conspiracy against the public, or in some contrivance to raise prices. Governments use laws and regulations to point business behavior in what they perceive to be beneficial directions. Ethics implicitly regulates areas and details of behavior that lie beyond governmental control. The emergence of large corporations with limited relationships and sensitivity to the communities in which they operate accelerated the development of formal ethics regimes.

2) Corporate social responsibility (C.S.R):

Corporate social responsibility (CSR, also called corporate conscience, corporate citizenship, social performance, or sustainable responsible business) is a form of corporate self-regulation integrated into a business model. CSR policy functions as a built-in, self-regulating mechanism whereby business monitors and ensures its active compliance with the spirit of the law, ethical standards, and international norms. The goal of CSR is to embrace responsibility for the company's actions and encourage a positive impact through its activities on the environment, consumers, employees, communities, stakeholders, and all other members of the public sphere. Furthermore, CSR-focused businesses would proactively promote the by encouraging community growth and development, and voluntarily eliminating practices that harm the public sphere, regardless of legality. CSR is the deliberate inclusion of PI into corporate decision that is the core business of the company or firm, and the honoring of a triple bottom line: people, planet, profit. The term "corporate social responsibility" came in to common use in the late 1960s and early 1970s, after many multinational corporations formed. The term stakeholder, meaning those on whom an organization's activities have an impact, was used to describe corporate owners beyond shareholders as a result of an influential book by R. Edward Freeman, Strategic management: a stakeholder approach in 1984. Proponents argue that corporations make more long-term profits by operating with a perspective, while critics argue that CSR distracts from the economic role of businesses. Others argue CSR is merely window-dressing, or an attempt to pre-empt the role of governments as a watchdog over powerful multinational corporations. CSR is titled to aid an organization's mission as well as a guide to what the company stands for and will uphold to its consumers. Development business ethics is one of the forms of applied ethics that examines ethical principles and moral or ethical problems that can arise in a business environment. ISO 26000 is the recognized international standard for CSR (currently a Draft International Standard). Public sector organizations (the United Nations for example) adhere to the triple bottom line (TBL). It is widely accepted that CSR adheres to similar principles but with no formal act of legislation. The UN has developed the Principles for Responsible Investment as guidelines for investing entities.
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Reason behind choosing TATA Group:

TATA Group is India s one of the oldest and leading business houses. It has been serving the country for past one and half centuries and is still continuing to do so with a strong feeling of Indianness. When the name TATA comes, the first thing, which hits of the mind, is the trust and faith, which they have created with their work in various field let it be in business or for the society. There are many business giants in the country but the TATAs have sculptured themselves in people s mind as the countries company and not of an individual. It is the TATAs who have taken India to the world or it can also be said that the TATAs have brought many new reforms in business world in India. They have made us to see and believe in our dreams. TATA group is one of those companies, which uses and follows the laws to the optimum level. It is the company that always gives its first preference to the ethical way of working. The TATAs not only look out for their growth and development but their main look out is of the all round environment.

About TATA group:

Tata Group (Hindi: ) is an Indian multinational conglomerate company headquartered in the Bombay House in Mumbai, India. In terms of market capitalization and revenues, Tata Group is the largest private corporate group in India. It has interests in communications and information technology, engineering, materials, services, energy, consumer products and chemicals. The Tata Group has operations in more than 80 countries across six continents and its companies export products and services to 80 nations. The Tata Group comprises 114 companies and subsidiaries in eight business sectors, 27 of which are publicly listed. 65.8% of the ownership of Tata Group is held in charitable trusts. Companies which form a major part of the group include Tata Steel (including Tata Steel Europe), Tata Motors (including Jaguar and Land), Tata Consultancy Services, Tata Technologies, Tata Tea (including Tetley), Tata Chemicals, Titan Industries, Tata Power, Tata Communications, Tata Sons, Tata Tele services and the Taj Hotels. The group takes the name of its founder, Jamsedji Tata, a member of whose family has almost invariably been the chairman of the group. The current chairman of the Tata group is Ratan Tata, who took over from J. R. D. Tata in 1991 and is one of the major international business figures in the age of globality. The company is currently in its fifth generation of family stewardship. TATA Group's 114 companies are held by its main company Tata Sons and the main owner of Tata Sons are various charitable organizations developed and run by Tata Group out of which JRD Tata Trust & Sir Ratan Tata Trust are the main holders. About 65% ownership of Tata Sons, which is the key holding company of the other 114, Tata Group Company is held by various charitable organizations. The 2009, annual survey by the Reputation Institute ranked Tata Group as the 11th most reputable company in the world. The survey included 600 global companies. The Tata Group has helped establish and finance numerous quality researches, educational and cultural institutes in India. The group was awarded the Carnegie Medal of Philanthropy in 2007 in recognition of its long history of philanthropic activities.

Governance:
Values and purpose:
1) Purpose: At the Tata group, we are committed to improving the quality of life of the communities we serve. We do this by striving for leadership and global competitiveness in the business sectors in which we operate. Our practice of returning to society what we earn evokes trust among consumers, employees, shareholders and the community. We are committed to protecting this heritage of leadership with trust through the manner in which we conduct our business. 2) Core values: Tata has always been values-driven. These values continue to direct the growth and business of Tata companies. The five core Tata values underpinning the way we do business are:
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Integrity: We must conduct our business fairly, with honesty and transparency. Everything we do must stand the test of public scrutiny. Understanding: We must be caring, show respect, compassion and humanity for our colleagues and customers around the world, and always work for the benefit of the communities we serve. Excellence: We must constantly strive to achieve the highest possible standards in our day-to-day work and in the quality of the goods and services we provide. Unity: We must work cohesively with our colleagues across the group and with our customers and partners around the world, building strong relationships based on tolerance, understanding and mutual cooperation. Responsibility: We must continue to be responsible, sensitive to the countries, communities and environments in which we work, always ensuring that what comes from the people goes back to the people many times over.

Code of conduct:
This comprehensive document serves as the ethical road map for Tata employees and companies, and provides the guidelines by which the group conducts its businesses. National interest: The Tata group is committed to benefit the economic development of the countries in which it operates. No Tata company shall undertake any project or activity to the detriment of the wider interests of the communities in which it operates. A Tata company s management practices and business conduct shall benefit the country, localities, and communities in which it operates, to the extent possible and affordable, and shall be in accordance with the laws of the land. A Tata company, in the course of its business activities, shall respect the culture, customs, and traditions of each country and region in which it operates. It shall conform to trade procedures, including licensing, documentation, and other necessary formalities, as applicable. Financial reporting and records: A Tata company shall prepare and maintain its accounts fairly and accurately and in accordance with the accounting and financial reporting standards which represent the generally accepted guidelines, principles, standards, laws and regulations of the country in which the company conducts its business affairs. Internal accounting and audit procedures shall reflect, fairly and accurately, all of the company s business transactions and disposition of assets, and shall have internal controls to provide assurance to the company s board and shareholders that the transactions are accurate and legitimate. All required information shall be accessible to company auditors and other authorized parties and government agencies. There shall be no willful omissions of any company transactions from the books and records, no advance-income recognition and no hidden bank account and funds. Any willful, material misrepresentation of and / or misinformation on the financial accounts and reports shall be regarded as a violation of the Code, apart from
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inviting appropriate civil or criminal action under the relevant laws. No employee shall make, authorize, abet or collude in an improper payment, unlawful commission or bribing. Competition: A Tata company shall fully support the development and operation of competitive open markets and shall promote the liberalization of trade and investment in each country and market in which it operates. Specifically, no Tata company or employee shall engage in restrictive trade practices, abuse of market dominance or similar unfair trade activities. A Tata company or employee shall market the company s products and services on their own merits and shall not make unfair and misleading statements about competitors products and services. Any collection of competitive information shall be made only in the normal course of business and shall be obtained only through legally permitted sources and means. Equal opportunities employer: A Tata Company shall provide equal opportunities to all its employees and all qualified applicants for employment without regard to their race, caste, religion, colour, ancestry, marital status, gender, sexual orientation, age, nationality, ethnic origin, or disability. Human resource policies shall promote diversity and equality in the workplace, as well as compliance with all local labour laws, while encouraging the adoption of international best practices. Employees of a Tata company shall be treated with dignity and in accordance with the Tata policy of maintaining a work environment free of all forms of harassment, whether physical, verbal, or psychological. Employee policies and practices shall be administered in a manner consistent with applicable laws and other provisions of this Code, respect for the right to privacy and the right to be heard, and that in all matters equal opportunity is provided to those eligible and decisions are based on merit. Gifts and donations: A Tata company and its employees shall neither receive nor offer or make, directly or indirectly, any illegal payments, remuneration, gifts, donations or comparable benefits that are intended, or perceived, to obtain uncompetitive
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favours for the conduct of its business. The company shall cooperate with governmental authorities in efforts to eliminate all forms of bribery, fraud and corruption. However, a Tata company and its employees may, with full disclosure, accept and offer nominal gifts, provided such gifts are customarily given and / or are of a commemorative nature. Each company shall have a policy to clarify its rules and regulations on gifts and entertainment, to be used for the guidance of its employees. Government agencies: A Tata company and its employees shall not, unless mandated under applicable laws, offer or give any company funds or property as donation to any government agency or its representative, directly or through intermediaries, in order to obtain any favourable performance of official duties. A Tata company shall comply with government procurement regulations and shall be transparent in all its dealings with government agencies. Political non-alignment: A Tata company shall be committed to and support the constitution and governance systems of the country in which it operates. A Tata company shall not support any specific political party or candidate for political office. The company s conduct shall preclude any activity that could be interpreted as mutual dependence / favour with any political body or person, and shall not offer or give any company funds or property as donations to any political party, candidate, or campaign. Health, safety and environment: A Tata company shall strive to provide a safe, healthy, clean and ergonomic working environment for its people. It shall prevent the wasteful use of natural resources and be committed to improving the environment, particularly with regard to the emission of greenhouse gases, and shall endeavour to offset the effect of climate change in all spheres of its activities. A Tata company, in the process of production and sale of its products and services, shall strive for economic, social, and environmental sustainability.

Quality of products and services: A Tata company shall be committed to supply goods and services of world class quality standards, backed by after-sales services consistent with the requirements of its customers, while striving for their total satisfaction. The quality standards of the company s goods and services shall meet applicable national and international standards. A Tata company shall display adequate health and safety labels, caveats and other necessary information on its product packaging. Corporate citizenship: A Tata company shall be committed to good corporate citizenship, not only in the compliance of all relevant laws and regulations but also by actively assisting in the improvement of quality of life of the people in the communities in which it operates. The company shall encourage volunteering by its employees and collaboration with community groups. Tata companies are also encouraged to develop systematic processes and conduct management reviews, as stated in the Tata corporate sustainability protocol , from time to time so as to set strategic direction for social development activity. The company shall not treat these activities as optional, but should strive to incorporate them as an integral part of its business plan. Cooperation of Tata companies: A Tata company shall cooperate with other Tata companies including applicable joint ventures, by sharing knowledge and physical, human and management resources, and by making efforts to resolve disputes amicably, as long as this does not adversely affect its business interests and shareholder value. In the procurement of products and services, a Tata company shall give preference to other Tata companies, as long as they can provide these on competitive terms relative to third parties.

Public representation of the company and the group: The Tata group honours the information requirements of the public and its stakeholders. In all its public appearances, with respect to disclosing company and business information to public constituencies such as the media, the financial community, employees, shareholders, agents, franchisees, dealers, distributors
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and importers, a Tata company or the Tata group shall be represented only by specifically authorised directors and employees. It shall be the sole responsibility of these authorised representatives to disclose information about the company or the group. Shareholders: A Tata company shall be committed to enhancing shareholder value and complying with all regulations and laws that govern shareholder rights.The board of directors of a Tata company shall duly and fairly inform its shareholders about all relevant aspects of the company s business, and disclose such information in accordance with relevant regulations and agreements. Ethical conduct: Every employee of a Tata company, including full-time directors and the chief executive, shall exhibit culturally appropriate deportment in the countries they operate in, and deal on behalf of the company with professionalism, honesty and integrity, while conforming to high moral and ethical standards. Such conduct shall be fair and transparent and be perceived to be so by third parties. Every employee of a Tata company shall preserve the human rights of every individual and the community, and shall strive to honour commitments. Every employee shall be responsible for the implementation of and compliance with the Code in his / her environment. Failure to adhere to the Code could attract severe consequences, including termination of employment. Regulatory compliance: Employees of a Tata company, in their business conduct, shall comply with all applicable laws and regulations, in letter and spirit, in all the territories in which they operate. If the ethical and professional standards of applicable laws and regulations are below that of the Code, then the standards of the Code shall prevail. Directors of a Tata company shall comply with applicable laws and regulations of all the relevant regulatory and other authorities. As good governance practice they shall safeguard the confidentiality of all information received by them by virtue of their position.

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Citizenship: The involvement of a Tata employee in civic or public affairs shall be with express approval from the chief executive of his / her company, subject to this involvement having no adverse impact on the business affairs of the company or the Tata group. Integrity of data furnished: Every employee of a Tata company shall ensure, at all times, the integrity of data or information furnished by him/her to the company. He/she shall be entirely responsible in ensuring that the confidentiality of all data is retained and in no circumstance transferred to any outside person/party in the course of normal operations without express guidelines from or, the approval of the management. Reporting concerns: Every employee of a Tata company shall promptly report to the management, and / or third-party ethics helpline, when she / he becomes aware of any actual or possible violation of the Code or an event of misconduct, act of misdemeanor or act not in the company s interest. Such reporting shall be made available to suppliers and partners, too. Any Tata employee can choose to make a protected disclosure under the whistleblower policy of the company, providing for reporting to the chairperson of the audit committee or the board of directors or specified authority. Such a protected disclosure shall be forwarded, when there is reasonable evidence to conclude that a violation is possible or has taken place, with a covering letter, which shall bear the identity of the whistleblower. The company shall ensure protection to the whistleblower and any attempts to intimidate him / her would be treated as a violation of the Code.

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Whistleblower policy:
Tata group is composed of many different companies as discussed above. Different companies of TATA Group have different whistleblower policy. For example, TATA Motors have the following whistleblower policy:

1) Preface:
a) The Company believes in the conduct of the affairs of its constituents in a fair and transparent manner by adopting highest standards of professionalism, honesty, integrity and ethical behaviour. Towards this end, the Company has adopted the Tata Code of Conduct ( the Code ), which lays down the principles and standards that should govern the actions of the Company and its employees. Any actual or potential violation of the Code, howsoever insignificant or perceived as such, would be a matter of serious concern for the Company. The role of the employees in pointing out such violations of the Code cannot be undermined. b) Clause 49 of the Listing Agreement between listed companies and the Stock Exchanges has been amended which is effective from December 31, 2005, inter alia, provides for a non-mandatory requirement for all listed companies to establish a mechanism called Whistle Blower Policy for employees to report to the management instances of unethical behaviour, actual or suspected, fraud or violation of the company s code of conduct or ethics policy. c) Accordingly, this Whistle Blower Policy ( the Policy ) has been formulated with a view to provide a mechanism for employees of the Company to approach the Ethics Counsellor / Chairman of the Audit Committee of the Company.

2) Definitions:
The definitions of some of the key terms used in this Policy are given below. Capitalised terms not defined herein shall have the meaning assigned to them under the Code.P
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a)

Audit Committee means the Audit Committee constituted by the Board of Directors of the Company in accordance with Section 292A of the Companies Act, 1956 and read with Clause 49 of the Listing Agreement with the Stock Exchanges.

b)

Employee means every employee of the Company (whether working in India or abroad), including the Directors in the employment of the Company. Code means the Tata Code of Conduct. Investigators mean those persons authorised, appointed, consulted or approached by the Ethics Counsellor/Chairman of the Audit Committee and include the auditors of the Company and the police. Protected Disclosure means any communication made in good faith that discloses or demonstrates information that may evidence unethical or improper activity. Subject means a person against or in relation to whom a Protected Disclosure has been made or evidence gathered during the course of an investigation. Whistle Blower under this Policy. means an Employee making a Protected Disclosure

c) d)

e)

f)

g)

3) Scope:
a) This Policy is an extension of the Tata Code of Conduct. The Whistle Blower s role is that of a reporting party with reliable information. They are not required or expected to act as investigators or finders of facts, nor would they determine the appropriate corrective or remedial action that may be warranted in a given case.

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b) Whistle Blowers should not act on their own in conducting any investigative activities, nor do they have a right to participate in any investigative activities other than as requested by the Ethics Counsellor or the Chairman of the Audit Committee or the Investigators. c) Protected Disclosure will be appropriately dealt with by the Ethics Counsellor or the Chairman of the Audit Committee, as the case may be.

4) Eligibility:
All Employees of the Company are eligible to make Protected Disclosures under the Policy. The Protected Disclosures may be in relation to matters concerning the Company or any other Tata Company.

5) Disqualifications:
a) While it will be ensured that genuine Whistle Blowers are accorded complete protection from any kind of unfair treatment as herein set out, any abuse of this protection will warrant disciplinary action. b) Protection under this Policy would not mean protection from disciplinary action arising out of false or bogus allegations made by a Whistle Blower knowing it to be false or bogus or with a mala fide intention. c) Whistle Blowers, who make any Protected Disclosures, which have been subsequently found to be mala fide or malicious or Whistle Blowers who make 3 or more Protected Disclosures, which have been subsequently found to be frivolous, baseless or reported otherwise than in good faith, will be disqualified from reporting further Protected Disclosures under this Policy.

6) Investigation:
a) All Protected Disclosures reported under this Policy will be thoroughly investigated by the Ethics Counsellor / Chairman of the Audit Committee of

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the Company who will investigate / oversee the investigations under the authorization of the Audit Committee. b) The Ethics Counsellor / Chairman of the Audit Committee may at his discretion, consider involving any Investigators for the purpose of investigation. c) The decision to conduct an investigation taken by the Ethics Counsellor / Chairman of the Audit Committee is by itself not an accusation and is to be treated as a neutral fact-finding process. The outcome of the investigation may not support the conclusion of the Whistle Blower that an improper or unethical act was committed. d) The identity of a Subject and the Whistle Blower will be kept confidential to the extent possible given the legitimate needs of law and the investigation. e) Subjects will normally be informed of the allegations at the outset of a formal investigation and have opportunities for providing their inputs during the investigation. f) Subjects shall have a duty to co-operate with the Ethics Counsellor / Chairman of the Audit Committee or any of the Investigators during investigation to the extent that such co-operation will not compromise selfincrimination protections available under the applicable laws. . g) Subjects have a right to consult with a person or persons of their choice, other than the Ethics Counsellor / Investigators and/or members of the Audit Committee and/or the Whistle Blower. Subjects shall be free at any time to engage counsel at their own cost to represent them in the investigation proceedings. However, if the allegations against the subject are not sustainable, then the Company may see reason to reimburse such costs. h) Subjects have a responsibility not to interfere with the investigation. Evidence shall not be withheld, destroyed or tampered with, and witnesses shall not be influenced, coached, threatened or intimidated by the Subjects.

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i) Unless there are compelling reasons not to do so, Subjects will be given the opportunity to respond to material findings contained in an investigation report. No allegation of wrongdoing against a Subject shall be considered as maintainable unless there is good evidence in support of the allegation. j) Subjects have a right to be informed of the outcome of the investigation. If allegations are not sustained, the Subject should be consulted as to whether public disclosure of the investigation results would be in the best interest of the Subject and the Company. k) The investigation shall be completed normally within 45 days of the receipt of the Protected Disclosure.

7) Protection:
a) No unfair treatment will be meted out to a Whistle Blower by virtue of his/her having reported a Protected Disclosure under this Policy. The Company, as a policy, condemns any kind of discrimination, harassment, victimization or any other unfair employment practice being adopted against Whistle Blowers. b) Complete protection will, therefore, be given to Whistle Blowers against any unfair practice like retaliation, threat or intimidation of termination/suspension of service, disciplinary action, transfer, demotion, refusal of promotion, or the like including any direct or indirect use of authority to obstruct the Whistle Blower s right to continue to perform his duties/functions including making further Protected Disclosure. c) The Company will take steps to minimize difficulties, which the Whistle Blower may experience as a result of making the Protected Disclosure. Thus, if the Whistle Blower is required to give evidence in criminal or disciplinary proceedings, the Company will arrange for the Whistle Blower to receive advice about the procedure, etc.

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d) A Whistle Blower may report any violation of the above clause to the Chairman of the Audit Committee, who shall investigate into the same and recommend suitable action to the management. e) Any other Employee assisting in the said investigation shall also be protected to the same extent as the Whistle Blower.

8) Investigators:
a) Investigators are required to conduct a process towards fact-finding and analysis. Investigators shall derive their authority and access rights from the Ethics Counsellor / Audit Committee when acting within the course and scope of their investigation. b) Technical and other resources may be drawn upon as necessary to augment the investigation. All Investigators shall be independent and unbiased both in fact and as perceived. Investigators have a duty of fairness, objectivity, thoroughness, ethical behavior, and observance of legal and professional standards. c) Investigations will be launched only after a preliminary review by the Chairman of the Audit Committee or the Ethics Counsellor, as the case may be, which establishes that: i) The alleged act constitutes an improper or unethical activity conduct, and ii) The allegation is supported by information specific enough to be investigated or in cases where the allegation is not supported by specific information, it is felt that the concerned matter is worthy of management review. Provided that such investigation should not be undertaken as an investigation of an improper or unethical activity or conduct.

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9) Decision:
If an investigation leads the Ethics Counselor / Chairman of the Audit Committee to conclude that an improper or unethical act has been committed, the Ethics Counselor / Chairman of the Audit Committee shall recommend to the management of the Company to take such disciplinary or corrective action as the Ethics Counselor / Chairman of the Audit Committee may deem fit. It is clarified that any disciplinary or corrective action initiated against the Subject as a result of the findings of an investigation pursuant to this Policy shall adhere to the applicable personnel or staff conduct and disciplinary procedures.

10)

Reporting:
The Ethics Counselor shall submit a report to the Chairman of the Audit Committee on a regular basis about all Protected Disclosures referred to him/her since the last report together with the results of investigations, if any.

11)

Retention of documents:
All Protected Disclosures in writing or documented along with the results of investigation relating thereto shall be retained by the Company for a minimum period of seven years.

12)

Amendment:
The Company reserves its right to amend or modify this Policy in whole or in part, at any time without assigning any reason whatsoever. However, no such amendment or modification will be binding on the Employees unless the same is notified to the Employees in writing.

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TATA Group and CSR:

Corporate Social Responsibility is a way of life in the Tata Group, and is also deeply rooted in our core values, principles and permeates through all decisions and actions of Tata employees. This approach evolved out of experience, by the force of habit and the rich traditions driven by the vision of the Tata Group s founder Shri Jamsetji Tata that was carried forward by Sir Dorabji Tata and later by Mr. J. R. D. Tata spanning over a hundred years. In the recent years, under the guidance of the present Chairman of the Tata Group Mr. Ratan N. Tata, the overall approach and several areas of business have been re-visited to become more relevant and contemporary wherein it also became necessary to more consciously put down the basic beliefs and perspectives that drive Tata s social responsibility. Tata is a window into the rise of India. While that rise is often traced to freemarket reforms that began in the early 90s, Tata executives emphasize that even now, the company grows despite obstacles thrown up by red tape and special interests. With the purpose of inculcating a sense of responsible citizenship in the young generation of the country, Tata has incorporated a range of programmes in its comprehensive CSR curriculum that are specially designed for the purpose. The initiatives encompass JRD Tata s vision for the country and the values that he upheld. Youth Leadership projects include activities related to civic education, leadership development, and community service. Along the way, participants develop associations with each other and cultivate a sense of team spirit and collective responsibility.

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Following are the C.S.R activities of TATA Group:

1) Community initiatives:
Each Tata company has its own priorities in social development. The main companies in the group, such as Tata Steel, Tata Tea and Tata Chemicals, have inhouse organizations dedicated to Community Initiatives. There are several projects, in different areas such as education, health, women-children welfare, rural development, income generation, sports, arts and others.

2) Environment:
The group s contribution fall into two categories: y Efforts of Tata companies to preserve and enrich the environment y Philanthropic endeavour of the Tata Trusts, which support nongovernmental organizations. These two categories accommodate and nurture a variety of initiatives in a range that extends from watershed programs and land regeneration to forestry projects and protection of endangered species. The Tata approach to environmental management operates makes it mandatory for Group companies to: y Have a vision and mission statement that explicitly states its policy on environmental management y Define a corporate environment policy and communicate it to all employees. y Set up environmental management systems and programs at the organizational level and annually budget for environmental improvement. y Train its workforce on environmental issues and assign management representatives and facilitators to the task of monitoring environmental systems.
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y Regularly scrutinize resource consumption and the quality of air, water and land. y Set quantitative objectives and targets for continuous improvement (preferably beyond legal compliance) y Review environmental performance at different levels in the management hierarchy. y Establishing a convention for conducting impact assessment surveys and periodic audits. y Publish annual environment performance in annual reports. y Encourage applications and attainment of eco-labels such as ISO 14000/01 This is to be followed by life cycle assessments and eco-labelling for product stewardship throughout the supply chain.

3) Waste Management:
Tata Steel has laid great emphasis, over the years, on creating a green environment in and around its plants and on utilizing the waste generated in the process of manufacturing steel. The company generates roughly 700 kg of various wastes (excluding fly ash) in the process of producing one ton of crude steel. Of this, 83.16% is utilized either through recycling and reuse in the company's own processes or is sold as raw material to other industries. The rest is sent for safe land filling. A number of companies today look to Tata Steel for guidelines on efficient waste management, and the company is confident that its 'war on waste' will have far-reaching effects.

4) Sports:
The Tata group has been supporting sports by creating academics in different disciplines and by backing talented sports people. Some initiatives of the gropu are: y The Tata Football Academy, set up in Jamshedpur in 1987, selects boys (14 years and below) and trains them for a four-year period in world class facilities, taking care of all their needs.
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y The Tata Archery Academy, established in Jamshedpur 1996, has produced a long list of archers who have won national and international honours. y The Tata Adventure Foundation, headed by Bachendri Pal, the first Indian women to climb Mount Everest, has rock climbing, river rafting, and parasailing sports agenda.

5) Arts:
Tata s initiative towards arts is best reflected by Tata Steel. It first sponsored scholarships for art in 1943, at the annual exhibition at the JJ School of Art, Bombay. The company s Art In Industry series has since then featured renounced Indian and international artists the Jamshedpur School of Arts has groomed local talent. Besides promoting contemporary Indian art, the Tata s had the vision of preserving the country s performing arts. Indian folk and classical dance forms, music, and theatre, traditionally handed down through the gurukul system received a fillip when JJ Bhabha, along with others established and preserved for long year to establish the national centre for the performing arts (NCPA) in the year 1966. The Tata Group has also supported the cause of folk, tribal, and rural crafts. The Tribal Culture Centre (TCC), founded by Tata Steel in 1990 at cost of Rs. 35 Lakhs, is the showcase for the artistic talent for the tribal communities of Jharkhand.

6) Tata Chemicals Society for Rural Development:

Tata Chemicals set up the Tata Chemicals Society for Rural Development (TCSRD) in 1980 to promote its social objectives for the communities in and around Mithapur and Babrala, where its facilities are located. Some of the initiatives of TCSRD are: y y y y Agricultural development Education Women's programs Animal husbandry
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y y y y y

Rural energy Training Watershed development Relief work Infrastructure

7) Tata Steel Rural Development Society:

Established in 1979, the Tata Steel Rural Development Society (TSRDS) is involved in social development programs aimed at helping the rural communities living around Tata Steel's units. TSRDS covered 32 villages around Jamshedpur in its first year of operation. Today the Society has seven units, six of them in Tata Steel's operational areas, and covers 600 villages in the states of Jharkhand and Orissa. TSRDS is most actively involved in the spheres of livelihood generation, health and hygiene, and people empowerment. Recently, TSRDS has expanded its agenda and identified the advancement of education, sports, and self-reliance as tools to ensure a better quality of life for the people it works with.

8) Voltas for Women:

Voltas for Women (VOW) was founded in 1965 and registered in 1975. The organization, whose membership is restricted to female employees of Voltas and the wives of male employees, helps the needy with assistance in health and education, and offers career and vocational guidance. VOW has supported a number of deserving organizations. Its contributions include: y Setting up a ward for female leprosy patients at the Vimala Dermatological Centre in Mumbai. y Establishing fully-equipped speech and physiotherapy units at SPJ Sadhana School for the handicapped, Sophia College, Mumbai. y Setting up a medical care unit at Asha Sadan, a home for destitute women and children run by the Maharashtra State Council of Women. y Providing audio-visual equipment to assist the mentally challenged at the Dilkush School at Juhu in suburban Mumbai.

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9) Education:
Tata steel has influenced the integration of tribal s in the economy in a less obvious and immediate way by propping up the education of tribal people and youth of various and at various ages of their academic career. Infants and toddlers are prepared for formal schooling in the informally run balwadi s (crches/nurseries). The dropout rate of tribal students in schools and colleges has been checked with financial assistance and sponsorships. The TCS bears the entire expense of two tribal students who secure admissions for management education at the Tata Institute of Social Sciences. It also coaches students for entrance into administration, technical and the public services. An unusual project called Sahyog, implemented in five schools, helps tribal students to develop selfesteem and plan their future. The Xavier Institute for Tribal Education near Jamshedpur has also been supported by Tata Steel to produce professionally trained personnel.

10) Tribal culture:

Efforts to support tribals may well leave them at the doorstep of development without a sense of belongings and their cultural heritage. With a view to helping the tribal population preserve its rich inheritance, Tata Steel has set up the Tribal Culture Centre (TCC) at a cost of Rs. 35, 00,000. This Centre showcases the Tribal legacy of four major and five minor tribes of Jharkhand and Orissa and evokes a lot of interest amidst scholars, researchers and even laypersons. TCC not only documents relevant research but also enables the continuation of the tradition by sharing it with the youth and non-tribal s.

11) Income generation for Tribal s:

In order to help tribal s address their basic needs in a self-reliant and sustainable way, Tata steel has long been involved with increasing the agricultural
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productivity for them in the rural areas through assured irrigation. Tata steel, holding the belief that the tribal s know best for themselves, has assisted in the formation of many Self Help Groups SHGs). These SHGs enable the tribal s to arrange for credit and engage in micro-enterprises like Dokra items, carpet weaving, terracotta, paper bag making, mat making, food processing, poultry, mushroom farming, piggery, pisiculture and floriculture. Tata steel provides these groups with training, networking, and assistance in marketing. For making a long term impact on the prospects of the tribal s, the company has given them vocational training in areas like basic computer operation, software management shorthand, typing, motor driving and handling pregnancies as birth attendants.

12) Health care:

Among the most active sponsors of the Lifeline Express a hospital on wheelsTata Steel has endeavored to take medical care far beyond those connected with its operations. This unique train travels at the behest of its sponsors to those parts of rural India, left untouched by modern medicine. At Jamshedpur, the company runs an 850-bed general hospital with a specialized Burn Centre, Dispensaries, and Super Dispensaries to reach out to its employees as well as a large number of citizens across the steel city. The network of specialized medical care units it has created also fulfills the need for low cost, high quality medical care for the economically less privileged. It established the Jamshedpur Blood Bank to provide safe blood to those in need and has very successfully promoted a culture of voluntary blood donations. At its out locations, the Company has set up hospitals, which cater to the healthcare needs of people from the surrounding rural areas. The doctors and Para medical staff of its hospitals as well as the dedicated staff of its social welfare arms have also taken health care awareness including eye care, tuberculosis treatment, general health awareness, HIV/AIDS Awareness and Mother and Child survival programmes to a large number of villages and communities. Through the efforts of the Tata Steel Rural Development Society (TSRDS) and the Tata Steel Family Initiatives Foundation (TSFIF), the Company covers the rural and peri-urban population through basic health care amenities. Both these social welfare arms of the company have been building capacity through training programmes to create community based health care partners as well as grass-root volunteers. The company has successfully
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changed notions of millions of villagers on water and sanitation, created a demand for better health facilities, ensured immunization for tens of thousands, and been instrumental in bringing down infant mortality rates.

Ongoing programmes:
Mother and Infant Survival Programme Population Stabilization Operation Muskaan for cleft lips and palates YARS -Youth and Adolescent Reproductive Services specifically targeted programmes on HIV and AIDS. Project WATSAN for Water and Sanitization Free Health Checkups for Women at Surya Clinics Pioneer in Family Initiatives and HIV/AIDS Awareness Ringing the first alarm bell for Population Control. The first corporation in the country to launch a family welfare programme. Tata Group has been promoting controlled family planning since 1950s. Through the innovative use of communication media, motivational programmes have extremely successfully broken the barriers of prejudice and myths to bring about the participation of communities, in even those, which do not readily accept family planning. Jamshedpur today is a leader in demographic indices in the country. For the past 16 years, Tata Steel Family Initiatives Foundation (TSFIF)- formerly the Family Planning Development has been reaching out to the Community in Jamshedpur with Family Planning and Reproductive Health Services. It covers a heterogeneous population of over 10, 00,000 including adolescents and youth, industrial workers, and those from whom the indigenous tribes of the area. Now it is in the process of re-authoring its role, so as to extend both its capability and services into emerging sectors of need.

Conclusion:
Even though companies are taking serious efforts for the sustained development, some critics still are questioning the concept of CSR. There are people who claim that Corporate Social Responsibility underlies some ulterior motives while others consider it as a myth. Is CSR really a stalking horse for an anti-corporate agenda? The reality is that CSR is not a tactic for brand building; however, it creates an internal brand among its employees. Indulging into activities that help society in one way or the other only adds to the goodwill of a company.
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Bibliography:
www.tatagroup.com www.scribd.com www.csrindia.com Also we are very thankful to Google search engine which made our work simple.

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