Diamond Power Infrastructure files FY26 BRSR with sustainability metrics
- Diamond Power Infrastructure filed its FY26 BRSR, reporting a turnover of ₹19,444.67 crore
- Total GHG emissions fell 49% YoY to 13,933.91 MT CO2e despite higher energy use
- Water withdrawal rose to 25,034.52 KL from 17,296 KL in the prior year
- Permanent employee turnover decreased to 7% from 8% in FY25
- Hazardous waste disposal reduced to 5.78 MT from 8.67 MT

*this image is generated using AI for illustrative purposes only.
Diamond Power Infrastructure has submitted its Business Responsibility and Sustainability Report (BRSR) for FY26 to the stock exchanges. The filing discloses the company’s standalone performance across environmental, social, and governance parameters for the financial year ended March 2026.
The report highlights a turnover of ₹19,444.67 crore and a net worth of ₹614.56 crore. The entity operates primarily in the manufacturing of cables and conductors, with 100% of its turnover derived from this segment.
Environmental Performance
The company reported significant changes in its energy consumption and greenhouse gas emissions compared to the previous year. Total energy consumption from non-renewable sources rose to 10,40,78,448 MJ from 7,78,08,636 MJ in FY25.
Despite the increase in absolute energy use, total Scope 1 and Scope 2 GHG emissions fell sharply to 13,933.91 metric tonnes of CO2 equivalent from 27,218.13 metric tonnes in FY25. This reduction drove the emission intensity per rupee of turnover down to 7.17 from 24.41.
| Metric | FY26 | FY25 |
|---|---|---|
| Total Energy Consumption (MJ) | 10,40,78,448 | 7,78,08,636 |
| Scope 1 & 2 GHG Emissions (MT CO2e) | 13,933.91 | 27,218.13 |
| Water Withdrawal (KL) | 25,034.52 | 17,296.00 |
Water withdrawal increased to 25,034.52 kilolitres, up from 17,296 kilolitres in the prior year. The company disposed of 5.78 metric tonnes of hazardous waste, a decrease from 8.67 metric tonnes in FY25.
Employee Welfare and Safety
Diamond Power Infrastructure employed 254 permanent employees and engaged 1,200 workers during the year. The workforce is predominantly male, with women constituting 10.63% of employees and none among the worker category. The company reported a permanent employee turnover rate of 7%, down from 8% in FY25.
Training coverage remained high, with 96% of employees and 100% of workers receiving awareness programmes on safety and skills. The cost incurred on well-being measures stood at 0.38% of total revenue, lower than the 0.58% recorded in FY25.
Governance and Stakeholder Engagement
The board comprises six directors, including one woman (16.67% representation). Key Management Personnel included one female member, representing 50% of the KMP group. The company received 10 shareholder complaints during FY26, all of which were resolved by year-end. No complaints were filed regarding sexual harassment or child labour.
What the Numbers Show
A notable divergence exists between the company’s rising operational intensity and its improving carbon efficiency. While total non-renewable energy consumption increased by over 33% and water withdrawal rose by approximately 45%, the combined Scope 1 and Scope 2 GHG emissions dropped by nearly 49%. This suggests that the additional energy input was likely derived from lower-carbon sources or that process efficiencies significantly decoupled energy usage from carbon output, despite the higher volume of physical resources consumed.
Historical Stock Returns for Diamond Power Infrastructure
| 1 Day | 5 Days | 1 Month | 6 Months | 1 Year | 5 Years |
|---|---|---|---|---|---|
| -2.85% | -2.48% | +2.14% | +141.62% | +135.47% | +3,67,566.66% |
What specific operational changes or fuel switches enabled Diamond Power Infrastructure to halve its GHG emissions despite a 33% increase in total energy consumption?
How will the significant rise in water withdrawal (45%) impact the company's long-term sustainability goals and regulatory compliance in water-stressed regions?
Given that women constitute only 10.63% of permanent employees and none of the worker category, what strategic initiatives is the company planning to improve gender diversity in its workforce?


































