Mawana at a Glance

What we are:

Presence: Mawana Sugars Limited is the sixth largest private sector sugar manufacturer in India; the Company was formed in December 2003, when it acquired the sugar business of the conglomerate Siel Ltd; besides, Nanglamal Sugar Limited, an erstwhile subsidiary, was merged with MSL with effect from 1.10.04.

Location: Mawana Sugars Limited has an installed capacity of 29,500 TCD cane crush and this is spread across manufacturing units at Mawana, Titawi and Nanglamal; these are located in the fertile cane-rich region of West Uttar Pradesh in India.

Experience: Although Mawana Sugars has been in business for more than 60 years; its Titawi sugar unit (since 1993) and Nanglamal (since 2006) are considered to be amongst the best sugar mills in India.

Products: Mawana Sugars pioneered the manufacture of branded retail sugar with its 'Mawana' brand of sugar in India since 1994. Available in retail packs of 1 kg, 2 kg, 5 kg and Rs 5 value pack, the brand has emerged as the largest selling retail sugar pack in India, commanding a premium in a competitive marketplace. Besides, the Company is also a preferred supplier to brand-enhancing institutional giants such as Nestle, Coca Cola, Pepsi, JoyCo, Perfetti, Hamdard, Dabur, Haldiram, GSK, Britannia and Cadburys.

Mawana also has strong presence in the Chemicals business through 'Siel Chemicals limited' & in the Edible Oils business through 'Siel Edible Oils Limited'.

Governance and Value:

Corporate governance

At Mawana Sugars Limited we believe that stakeholder value can indeed be protected through a sound governance process.

The purpose of the code of conduct is to create an environment where all Board and senior management members respond consistently to an ethical standard through the following initiatives:

• Honest and ethical conduct.
• Create a corporate climate in which the integrity and dignity of each individual is valued and promoted.
• Assure compliance with laws, rules and regulations that govern the Company's business activities.
• Assure the proper use of the Company's assets.
• Abstain from indulging in any activity that adversely affects the image of the Company.

Some of the guiding principles are:

• Fair dealing: The Board members and senior management of the Company shall deal with each other fairly, respecting all individuals, non-compliance attracting disciplinary action.
• Discrimination and harassment: The Company provides a workplace free of discrimination and harassment based on race, colour, religion, age, gender, national origin, disability, veteran status or any other biases. An officer or associate may lodge a complaint of discrimination or harassment to the Managing Director of the Company in case of discrimination.
• Confidential information: Confidential information (technical, operational or commercial) should not be disclosed to anyone. Such information is confidential and for exclusive use of the Company.
• Employee relationships: The Company continually strives to promote positive and productive working relationships among its officers to fully comply with the letter and spirit of all laws, prohibiting discrimination and other gender-related harassment.