SAIC Motor Corporation Limited on Tuesday announced its plan to enter the Indian automobile market through a fully-owned car manufacturing facility in the country.Ranked 46th in the Fortune Global 500 list, with an annual revenue of over USD 100 Billion, SAIC Motor is pleased to be part of the expanding Indian automotive market, slated to be the third-biggest in the world by the year 2020.The operations, which are expected to commence in 2019, will create sizeable employment opportunities under the “Make in India” and “Skill India” initiatives and positively contribute to the economic development of the region. The company is in the process of finalizing its manufacturing facility and is firming up its product strategy for the Indian market, details of which will be announced at a later stage.SAIC Motor’s vision for India is to deliver environment friendly mobility solutions under the iconic “MG” (Morris Garages) brand. As a new-age auto company focused on innovation and technology, the company offers various solutions and technological capabilities required in the development of ‘New Energy Vehicles’, to cater to the changing needs of global customers and the overall ecosystem.”The introduction of the iconic British Sports Car Brand ‘MG’ in India is an important part of SAIC Motor’s global strategy. Our aim is to provide best-in-class vehicles, integrating sophisticated British design and quality, breakthrough product features and a pleasing ownership experience,” the company said in a statement. The MG brand, which originated as an iconic British Racing Sports Brand in the year 1924, has evolved into a modern-day innovative brand through the last 93 years.advertisementMG products, that are designed and engineered at its European and Global Design Centres, will now also be manufactured in India while conforming to global quality standards and aligning with the Indian regulations, emission norms and driving conditions.SAIC Motor adopts the global standard in developing high quality products in various markets where it is located across the globe including UK, USA, Europe, Australia, New Zealand, South America, Middle East, South East Asia, Thailand and Indonesia. SAIC Motor has also established its ‘Overseas Innovation Center’ in Silicon Valley, California. Over the years, both its MG and Maxus brands have respectively emerged as one of the fastest growing brands in UK, Australia, New Zealand, Chile and Thailand.SAIC Motor’s recent launch of a breakthrough ‘internet car’ in collaboration with Alibaba in the ‘connected car space’ is a new milestone in the global automotive industry which has seen unprecedented success. “This was possible by integrating the premium technological resources through the company’s leading world-class supplier base,” the company said.With the establishment of its fully-owned subsidiary, “MG Motor India”, the Company today also announced some senior level appointments. Mr. Rajeev Chaba, a veteran with over two decades of experience in the automotive sector will be the President and Managing Director of MG Motor India. He joins MG Motor India with a wealth of global experience, proven track record and a very good local insight. Rajeev’s last assignment was as global COO in Vanguard Logistics, USA and as an operating partner of ManCapital, a UK based Private equity firm. Prior to that, he had worked in world class automobile companies in senior positions at different locations including Dubai, India, Japan and China.P. Balendran, also with a wealth of experience in the auto sector has been appointed as the Executive Director. Balendran has joined MG Motor India after spending over 18 years in global automobile companies in senior positions. Before that, he had also worked in many other organizations and renowned companies within India and abroad in various senior positions.The company said it is delighted to have both Rajeev Chaba and Balendran join MG Motor India as its senior leadership team. Their wide and varied experience in the auto sector will lead the company to a successful future in India. The company has also started functional level appointments to further strengthen its operations going forward.
OTTAWA – The Liberal government has proposed strict new rules to govern harassment in federal workplaces — including on Parliament Hill — but political staffers are split on whether the changes will make a difference.“Legislation is one thing,” wrote one respondent to a recent survey of political staffers by The Canadian Press. “Hearts and minds is another.”The Canadian Press distributed a questionnaire to those working in offices of MPs, senators and cabinet ministers in Ottawa, asking them to share their opinions and experiences with sexual assault and sexual harassment on Parliament Hill.The non-representative results of the survey, which garnered 266 responses, don’t allow broad conclusions about the scale of the problem, since there’s no way to verify the size of the population. But they do illustrate the challenges faced by male and female staffers alike as they contend with a culture many say fosters the conditions for abuse.Respondents were asked, among other things, to evaluate the likely effectiveness of proposed legislation aimed at giving workers and employers a clear course of action to better deal with allegations of bullying, harassment and sexual misconduct.The new rules, once passed, would also bring parliamentary staff under the protection of the Canada Labour Code for the first time.Nearly 55 per cent of the 179 people who answered the question said they think the proposed changes would improve the situation, while about 45 per cent of respondents disagreed.Several referred to the power imbalance — exacerbated by a lack of job security — between MPs or senators and the younger staffers they employ.“We are warned repeatedly never to make a complaint as we will never get hired again,” wrote one respondent. “So, I really doubt it will make a difference. It’s career suicide.”The legislation also doesn’t address the culture of drinking that can be a regular part of the job, others noted.“The legislative changes will do nothing to change the culture on Parliament Hill,” said one. “Namely, a predominantly male workplace where alcohol is easy to access, and their spouses are often on the other side of the country.”Several noted that the majority of those in positions of authority are men.“Gender parity is the only way to ensure situations cannot be swept under the rug, ‘explained’ away, or ‘taken the wrong way,’” one respondent wrote.Others mentioned a grey area, where things could end up crossing the line.“I think that as long as it is okay for MPs to have even consensual relationships with their employees, the problems will persist.”Some also expressed concerns about the politics meddling with the process, or that it could give rise to superfluous complaints.Labour Minister Patty Hajdu, who introduced Bill C-65 last fall, said she agrees that legislation cannot fix everything — but it can help make way for change.“This really is a cultural shift that has to happen,” Hajdu said in an interview Monday.“(The legislation) gives employers and employees tools and a process and some clarity, but it doesn’t cure a culture of patriarchy and harassment,” she said. “It really is a foundational piece to have a framework, but the cultural change comes from everybody saying, ‘No more. This stops today.’”Once passed, the legislation would also give staffers access to a neutral third party to examine their complaints and allow anyone unhappy with how their dispute is being handled to complain to the federal labour minister.Many respondents called it a step in the right direction.Some suggested greater protections and awareness would embolden more staffers to come forward, while a few noted the fear of consequences could be as important as the consequences themselves.“I think the attention brought to this issue and the fear that there (are) more repercussions now … is making all people on the Hill ask themselves if their behaviour can end their political careers,” one respondent wrote. “I love it!”New Democrat MP Sheila Malcolmson, the critic for women’s equality, said parliamentarians need to make sure the system allows complainants to feel they are being heard and treated well — and that it also ends the harassment.“We won’t know until we have these new rules in place,” she said.Conservative MP Rachael Harder, the critic for status of women, said she would like to see any complaints involving the House of Commons referred to the deputy minister, rather than the labour minister, to ensure complete political independence.Several respondents to the survey raised that as a concern as well.Hajdu said she is willing to consider any amendments that would strengthen the bill.“The last thing I would want is for any kind of perception that there would be political interference.”TrainingThe survey also asked political staffers what information they had received about workplace harassment policies, reporting procedures and their rights and responsibilities as an employee when they first began the job.Half of the respondents said no one raised the issue with them, nor did they seek details out on their own.Only about 10 per cent of the respondents said their employer or the administration proactively provided formal training on how to prevent and address workplace harassment.The House of Commons, which adopted a policy on preventing and addressing harassment in 2014, has recently ramped up its training efforts.MPs must now complete mandatory, in-person training sessions; 44 had done so as of Monday. A similar training course for staffers will be offered this fall.The Senate, meanwhile, is reviewing its own 2009 harassment policy. A reminder of the policy was recently emailed to everyone involved.Additional detailsThe Canadian Press emailed the online survey, which was available from Feb. 20 to March 12, to staffers currently working in the parliamentary offices of MPs and senators, as well as to key ministerial aides. The emails were sent to roughly 1,500 people, although it is difficult to determine precisely how many received the message.They were also encouraged to share the survey with colleagues also currently in those roles.— Follow @smithjoanna on Twitter