Our Culture
Nisha Roy, Office of HR Culture, Diversity and Inclusion
“When people are financially invested, they seek returns. When people are emotionally invested, they want to contribute” - Simon Sinek.
For me personally this statement aligns perfectly with the culture we are building here at Aceline. The purpose of my office is to train, motivate, nurture future leaders for organisation and the economy as a whole. We have an open door policy which enables and empowers our team to speak up! I want to invite you to experience this journey with us.
Our Culture Pillars represent the dimensions of a Great Place to Work® Organisation
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Credibility means managers that keep regular communication with employees to discuss the Aceline’s direction and plans – and ask for their ideas. It involves coordinating people and resources efficiently and effectively so that employees know how their work relates to the company's goals. It is the integrity that management staff brings to the business. To be credible, words must be followed by actions.
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Respect involves providing employees with the equipment, resources, and training they need to do their job. It means appreciating good work and extra effort. It includes reaching out to employees and making them partners in the company's activities, fostering a spirit of collaboration across departments, and creating a work environment that is safe and healthy. Respect means that work vs. personal life balance is a practice, not a slogan.
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At a fair organization, economic success is shared equitably through compensation and benefit programs. Everybody receives equitable opportunities for recognition. Decisions on hiring and promotions are made impartially, and the workplace seeks to free itself of discrimination, with transparent processes for appealing and mediating disputes. To be fair, you must be just.
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The final two dimensions of the Institute's model relate to workplace relationships between employees and their jobs/company (Pride) and between the employee and other employees (Camaraderie).
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The final two dimensions of the Institute's model relate to workplace relationships between employees and their jobs/company (Pride) and between the employee and other employees (Camaraderie).
Measured Trust Index©
The Trust Index© model is derived from the definition of a great workplace as one where employees trust the people they workfor, have pride in what they do, and enjoy the people they work with. This definition implies that the heart of great workplaces is in the quality of the relationships that exist there and identifies the workplace as composed of three interconnected relationships: one - between employees and management, two - between employees and their jobs and, three - between employees and other
People here are paid fairly for the work they do
People here are treated fairly regardless of their race or caste.
People here are paid fairly for the work they do People here are treated fairly regardless of their race or caste.
I feel I receive a fair share of the profits made by this organization
People here are treated fairly regardless of their gender
I feel I receive a fair share of the profits made by this organization People here are treated fairly regardless of their gender
Management does a good job of developing managers for leadership positions
This is a physically safe place to work
Management does a good job of developing managers for leadership positions This is a physically safe place to work
Join the Team
If you like our culture, join the team! We welcome you to fill out the form below.