The past two years have taught us to look to the future with hope and a renewed sense of purpose and meaning. The future of work is one which empowers employees and organisations to thrive, regardless of their location.

1. HOME,OFFICE,
ANDBEYOND
UNDERSTANDING EMPLOYEE EXPECTATIONS IN A POST-PANDEMIC WORLD

2. Navigating Work 2.0 ..................................... 3
Office to Home to Office –
There and Back Again ................................... 8
Opposing Views: WFH Vs. WFO .
................... 11
Hybrid Work: The Best of Both Worlds .
....... 13
Building the Hybrid Workplace .................... 19
Changing Policies to
Support Hybrid Work ..................................... 29
About Godrej Interio ...................................... 33
Contents
2

3. The COVID-19 pandemic changed the world as we
know it. Pre-pandemic, it was the norm in India to go
to the office, and remote work was confined to a few
privileged white-collar workers.
Colloquially, the term ‘being at work’ was
synonymous with “being in the office”. A National
Statistical Office Survey found that Indian workers
clocked the longest work hours compared to their
global peers. Indians work 53-54 hours a week, which
averages to 10.6-10.8 hours a day1.
Navigating Work 2.0
1
Periodic Labour Force Survey (PLFS), Ministry of Statistics and Programme Implemen-
tation, National Statistical Office, June 2020 https:/
/cse.azimpremjiuniversity.edu.in/
wp-content/uploads/2019/06/Annual_Report_PLFS_2018_19_HL.pdf
82%
of Indian employees
think that their job
is a vital part of
their identity.
Source: Godrej Interio
Workspace and Ergonomic
Research Cell Survey
% of Total Respondents; N=350
3

4. Moving from Offices to Homes
The first 21-day lockdown in India, announced
on March 24, 2020, resulted in a seismic shift for
office-going workers, many of whom had never
experienced remote work before. An earlier study by
Godrej Interio (GI) found that around 33% of Indian
employees did not have remote working policies
in place. Considering the millions of white-collar
workers in India, this number is not insignificant.
David Rock, cofounder of the Neuroleadership
Institute, likened the response of businesses
worldwide to that of a lifesaving first burst of
adrenaline in the body when subject is in shock3.
What was meant to be a short-term emergency
solution has matured over the last 2 years. As
corporations gear up to welcome all employees
back to office, employee perceptions about a good
work-life balance have changed significantly.
Top Three
Job Aspects
For Indian
Employees
84%
Good Work-Life
Balance
84%
Compensation
82%
Learning
and Growth
Opportunities
2
Godrej Interio. The Good and the Evil of “Work From Home” – An Indian
Perspective. 2020. https:/
/www.godrejinterio.com/business/research-the-good-
and-the-evil-of-work-from-home-an-indian-perspective/22982
3
Rock, David. We Need Time to Rehabilitate from the Trauma of the Pandemic.
Harvard Business Review. 2022. https:/
/hbr.org/2022/02/we-need-time-to-
rehabilitate-from-the-trauma-of-the-pandemic
Source: Godrej Interio
Workspace and Ergonomic
Research Cell Survey
% of Total Respondents; N=350
4

5. Is Remote Work Beneficial to Businesses?
While WFH has had employees scrutinising the
importance of autonomous work and wellbeing,
businesses worldwide have been exploring the
benefits of allowing their employees to work
remotely more often – instead of it just being a
stopgap solution for the pandemic.
Allowing remote work means offices can be used
as collaborative and social spaces. This has the
potential to drive employee engagement4, improve
Employee Value Propositions (EVPs), and lead to an
increase in the bottom line for companies.
4
Godrej Interio. Metamorphosis of the Indian Workspace. 2021.
https:/
/www.godrejinterio.com/business/research-metamorphosis-of-the-
indian-workspace/23817
5

6. In fact, a Gallup survey found that firms with
engaged employees had 18% lower employee
attrition and 23% higher profitability5.
In short, wellbeing became the focus area for both
the employers and the employees over the past
two years.
Employees noticed a difference in, both, their own
and their teams’ wellbeing over the same period.
5
Gallup Inc. What Is Employee Engagement and How Do You Improve It?
https:/
/www.gallup.com/workplace/285674/improve-employee-engagement-
workplace.aspx. accessed February 2022.
Employee
Expectations
Improvement
in Wellbeing
31%
Employers Should
Be Interested in
Employee Wellbeing
62%
Improvement
in Personal
Wellbeing
50%
Improvement
in Team’s
Wellbeing
Source: Godrej Interio Workspace
and Ergonomic Research Cell Survey
% of Total Respondents; N=350
6

7. The Way Forward:
Changing the Traditional Use of Offices
Despite seeing benefits from WFH policies, the
concept of a formal workplace has not disappeared
completely. However, the pandemic has opened
discussions of how office spaces can be used more
effectively.
Solutions need to look beyond a return to the
traditional workplace and consider practical ideas
that consider flexible work protocols, training and
development, and company culture. The holistic
design of office spaces can ease the transition back
to office using technology, furniture, and robust
layouts. Essentially, the workplace of the future
6
Stewart, Kristen and Menon, Anil. How to navigate the transition to remote
work during the COVID-19 pandemic. World Economic Forum. 2020. https:/
/
www.weforum.org/agenda/2020/03/covid-19-transition-to-remote-work/
needs to provide a three-pronged approach to
address public health requirements, the individual
needs of employees, and deliver economic value for
businesses through adaptive ways of engaging with
their ecosystems6.
7

8. Office to Home to Office —
There and Back Again
The Move to WFH Was Not Easy
Earlier GI research found that 33% of workers
lacked a dedicated space to work from their
homes. They had to choose from sofas, beds,
and dining tables as workstations, with more
than 70% of respondents lacking ergonomic
support in terms of work chairs, desks, and/
or an external keyboard and mouse7. All that,
coupled with longer working hours, internet and
electricity issues, caregiving responsibilities, and
chores meant that the lines between work and
home life grew increasingly blurred.
Despite this, the WFH scenario did have its
benefits too.
WFH meant that employees had to maximise
their utilisation of spaces to emulate the
functionality of their offices.
7
Godrej Interio. The Good and the Evil of “Work From Home” – An Indian
Perspective. 2020. https:/
/www.godrejinterio.com/business/research-the-
good-and-the-evil-of-work-from-home-an-indian-perspective/22982
8

9. Moving Cities
Many employees returned to their hometowns
to spend time with their families, saving money
on rent paid in metropolitan areas where
their offices were located. Others used this
opportunity to live someplace new.
Uncovering Return to Work Concerns
While some employees have started going
back to the office for a few days a week,
companies are looking at ways to bring all of
them back. However, employees have voiced
concerns regarding a return to office.
An overarching worry uncovered was that of
health and safety; a valid concern considering
the open plan layout design in many offices.
Where are employees working from?
PRE-
PANDEMIC
DURING
THE
PANDEMIC
PARTIAL
UNLOCK
PHASE
10%
worked away from their
office locations
30%
moved to hometowns
or to other places
26%
still in hometowns
18%
returned to cities where
their offices are located
Source: Godrej Interio
Workspace and Ergonomic
Research Cell Survey
% of Total Respondents;
N=350
9

10. Main Concerns about
Returning to Office
90%
Contracting
Covid-19 in Office
86%
Compromising
Current Lifestyle
84%
Poorer Work-Life
Balance
81%
Long Commutes
71%
Unable to Provide
Care to Parents
& Children
Despite concerns, employees are also looking
forward to a return to office.
For any form of return to office to be
successful, employers need to be mindful of
workers’ concerns, and inculcate matters
of personal and professional wellbeing into
policies, office infrastructure, and design.
Source: Godrej Interio Workspace
and Ergonomic Research Cell Survey
% of Total Respondents; N=350
68%
Employees are Comfortable
and Look Forward to
Returning to Office
10

11. Opposing Views:
WFH Vs. WFO
8
Willis Towers Watson. India COVID-19 Readiness Pulse Survey. 2020. https:/
/www.
wtwco.com/en-IN/Insights/2020/04/india-covid-19-readiness-pulse-survey
9
Maurer, Roy. Study Finds Productivity Not Deterred by Shift to Remote Work. SHRM.
2020. https:/
/www.shrm.org/hr-today/news/hr-news/pages/study-productivity-shift-
remote-work-covid-coronavirus.aspx
Experiences from the pandemic years have
companies reassessing their policies to ensure no
major disruptions to workflows in the future. The
Willis Towers Watson India COVID-19 Readiness
Pulse Survey, conducted during the early days
of the pandemic, found that 83% of companies
in India were planning to review their work from
home policies8.
This is a giant leap from traditional perceptions
that employees would not be as productive when
working away from the office, reports the Society
for Human Resource Management (SHRM)9.
11

12. The Argument
for WFH
The Argument
for WFO
The Outliers in the WFH
vs. WFO Argument
Flexibility 25% 24%
Lower Risk of
Contracting COVID-19 18% 11%
No Commuting 15% 15%
Time With Family 10% 12%
Formal Environment
and Resources 18% 18%
Connection with the
Organisation’s Culture 16% 18%
Improved Collaboration
with Colleagues 17% 17%
Male Female
Full-Time
Remote
20%
Full-Time
Office
23%
Location
Agnostic
6%
Employees
who prefer
Source: Godrej Interio Workspace and
Ergonomic Research Cell Survey
% of Total Respondents; N=350
(M=266; F=84)
12

13. Hybrid Work:
The Best of Both Worlds
While there are advocates for a total return to
office and those for remote work, the rest seem
to want a bit of both worlds. 52% of employees
worldwide state that they would prefer a hybrid
work model in the future10. The Indian workforce
is no different.
51%
Prefer
Hybrid
Work
19%
3+ Days
WFO
32%
3+ Days
WFH
Employees
Who Want
Hybrid Work
10
McKinsey & Company. What employees are saying about the future of remote
work. 2021. https:/
/www.mckinsey.com/business-functions/people-and-
organizational-performance/our-insights/what-employees-are-saying-about-the-
future-of-remote-work
Source: Godrej Interio Workspace
and Ergonomic Research Cell Survey
% of Total Respondents; N=350
13

14. How Far are Employees Willing to
Go to Get What They Want?
There is definitely an excited buzz in the air about
reopening offices, but a 180-degree return to the
way things were is out of the question. Perceiving
employees as individuals with varying needs instead
of overarching ‘workers’ is the first step towards this.
Employees know what they want and aren’t afraid to
ask for it. A flexible work model is now a vital tool for
attracting and retaining talent.
Benefits of Hybrid Work
Work-life balance tops the list of benefits offered
by a hybrid work schedule, demonstrating yet
again how much flexibility and wellness matter to
knowledge workers today.
Work-life balance 23% 28%
Saving Commute Time 20% 16%
Time with Family 12% 11%
Improved work
performance 14% 11%
Hybrid
Benefits
Employees are Ready to Act
for Flexible Work Options
Source: Godrej Interio Workspace
and Ergonomic Research Cell Survey
% of Total Respondents; N=350
(M=266; F=84)
Male Female
39%
Negotiate
with
Employers
24%
Switch
Jobs
14%
Move
Locations
13%
10% Salary
Cut
14

15. Emerging Employee Personas
The survey found distinct employee personas
emerging with varying preferences according to
age, work experience, and gender, highlighting how
different generations need different forms of support
from their workplace and have different expectations
from their employers. This knowledge can help
companies design relevant return to office policies
to reduce stress, improve employee engagement,
improve team collaboration, as well as decrease
employee attrition.
15

16. Employee Personas
Entry Level
Professionals
Mid-Career
Women
Age: 35 years old
Gender: Female
Job Profile: Marketing
Personality Trait: Ambivert
Age: 21-29 years old
Gender: Female/Male
Job Profile: Sales/IT
Personality Trait: Ambivert
Age: 40 years old
Gender: Male
Job Profile: Finance
Personality Trait: Ambivert
Age: 50-56 years old
Gender: Female/Male
Job Profile: Admin / HR
Personality Trait: Extrovert
Mid-Career
Men
Established
Business Moguls
16

17. What They Will Do
For Flexibility
• Negotiate with
current organisation
• Switch Jobs
• Switch Location
(men more likely
than women)
• Negotiate with
current organisation
• Possibility of Switching Jobs
• Nothing. Will continue in job as
flexibility is not important
• Location agnostic
Important Aspects
of Jobs
• Learning & Growth Opportunities
• Compensation
• Job Role
• Compensation
• Learning & Growth Opportunities
• Work Life balance
• Job Role
• Work Culture
• Compensation
• Job Role
• Work Life Balance
• Learning & Growth Opportunities
WFH or WFO Hybrid - WFH 3+ days of the week Hybrid – WFH 3+ Days of the week WFO only Indifferent – but prefer Hybrid.
WFH 3+ Days of the Week
Job Identity High Medium Very High Very High
• Household Chores
• Caring for Parents
Personal
Responsibilities
• Household Chores
• Caring for Parents
• Household Chores
• Caring for Children
• Household Chores
• Caring for Parents and Children
Cohorts Entry Level Professionals Mid-Career Women Mid-Career Men Established Business Moguls
17

18. • Trust their team to deliver their
work from anywhere
• Improved productivity of self
and team
• Improved collaboration within
team and with customers
• Decreased collaboration with
other departments within
organisation.
• Believes team can work from
anywhere
• Improved productivity of self
and team
• Increased collaboration within
team, other departments in
organisation and customers
• Prefers team to work in office with
regular check-ins
• Decreased productivity of self and
team
• Increased collaboration within
team and other departments in
organisation
• Decreased collaboration with
customers
• Expect teams to work from office
giving regular updates
• Improved productivity of self and
team
• Collaboration within team, other
departments in organisation stayed
the same
• Decreased collaboration with
customers.
• Boss and colleagues’ decision to
go to office impacts them
• Full-time remote work negatively
affects career
• Hybrid improves work
performance and provides a
healthy lifestyle
• Worried about caregiving in a full-
time WFO scenario
• No negative impacts of remote
work on career progression
• Does not look forward to returning
to office full-time
• Remote work negatively
affects career progression
• Hybrid allows for family time
• Boss and colleagues’
decision to go to office has
no impact
• Worried about inadequate safety
measures in offices
• Strongly anticipating a return to
office
Outlook About Work
Workplace
Performance
Over the Past
Two Years
Cohorts Entry Level Professionals Mid-Career Women Mid-Career Men Established Business Moguls
18

19. Building The
Hybrid Workplace
It is clear that the future of
work is hybrid. A flexible work
model is going to be a key
factor that builds company
culture and retains critical
talent. In short, empathy needs
to be at the centre of the
decision-making process11.
11
McKinsey & Company. Getting hybrid work right: What employees
are saying. https:/
/www.mckinsey.com/featured-insights/mckinsey-
live/webinars/getting-hybrid-work-right-what-employees-are-
saying. Accessed February 2022. A flexible work environment
Source:
Godrej
Interio
19

20. Supporting Remote Work
Employees need to feel direct support
from the company while working remotely.
Tangible items can serve as physical
reminders that the company wants to
support them in as many ways as possible.
Home Workstations
Helping employees to set up workstations
at home can go a long way towards
making employees feel that the company
cares about their physical wellbeing.
Simple ergonomic support like ergonomic
office chairs and desks can reduce the
strain employees face while working
from home.
An ergonomic workstation amplifies the WFH experience
Source:
Godrej
Interio
20

21. Work Accessories
Laptop stands and second screens can
help reduce eye and neck strain. An
external keyboard and mouse can also
help with setting up an ergonomically
friendly workstation at home. Providing
employees with good quality wireless
headphones can help reduce the fatigue
that is associated with earbuds during
long meetings.
Laptop stands
and second
screens can
help reduce eye
and neck strain
Source:
Unsplash.com
21

22. Tech Support
While devices like company laptops are often
standard in industries where data security is a
key factor, businesses can go further to support
their employees at home. Employees expect the
reimbursement of internet costs and electricity for a
smooth hybrid work experience.
Providing training on how to use all the tech tools
the company has in place like running antivirus
scans, using VPNs, and communication tools can
ensure best practices are followed.
22

23. Training Employees to Use WFH Equipment
Providing employees with equipment is not enough.
Employees need to be trained on how to use it
correctly. For example, employees should be aware
of the 90-90-90 rule. Chairs need to be adjusted so
that feet remain flat on the floor, knees can be bent
at a 90-degree angle, elbows resting on armrests at
90 degrees and back support needs to be provided
so that hips and back rest at 90 degrees too.
It can be a good idea to appoint a wellness
manager to oversee employee wellness. Godrej
Interio’s Wellness@Work Initiative has certified
ergonomists who carry out workplace audits and
training workshops to create a healthier and more
productive workforce.
23

24. Solutions For Offices
Organisations can use the workplace to reinforce
their culture and brand. Well-lit interiors with planters
and standing desks focus on employee health and
wellbeing. Modular workspaces using moveable
furniture can support innovation and creativity.
Activity Based Work Design
Activity-based working allows employees to choose
from a variety of workspaces according to their
cognitive requirements. Examples include focus
rooms when employees want to concentrate or
larger rooms for brainstorming sessions. If space
permits, adding a meditation room can help
employees refocus and de-stress.
Create a variety of workspaces according
to their cognitive requirements
Source:
Godrej
Interio
24

25. Resimercial Décor
The office décor can play a key role
in promoting employee wellness, by
giving them the choice and control to
use spaces that make them feel the
most productive. Consider bringing
comfortable furniture that mimic
the choices they have at home for
break and meeting rooms. Sofas, soft
furnishings, and artwork can add
inspiring pops of colour in offices or turn
spaces into oases of calmness to help
employees focus. Planters bring nature
indoors, adding to the décor, and have
health benefits too. Informal bean
bags and pouffes can create a playful
atmosphere.
Consider bringing
comfortable furniture
that mimics the choices
they have at home
Source:
Godrej
Interio
Source:
Godrej
Interio
Source:
Unsplash.com
25

26. Height adjustable desks promote active posture change
Choice Of Furniture
A mixture of seating arrangements can help
employees alternate postures as needed. Height
adjustable desks that allow employees to sit or stand,
and additional ergonomic support should be made
available in the office for employees to personalise
their workstation according to their needs.
Satellite Office Spaces
Implementing policies for workers who want to use
co-working spaces near them for team meetings or
a change of work environment can reduce commute
times, encourage employees to meet in person and
keep the spirit of collaboration alive. Satellite office
spaces can also offer similar advantages.
Source:
Godrej
Interio
26

27. Digital Collaborations
AV equipment needs to be able to
support hybrid teams – i.e., where some
team members are physically present,
and others are working remotely.
Digital whiteboards, lecterns, and other
equipment like motion sensing cameras
can bring equity to all the individuals
no matter where they are. Other
considerations include equipment
that considers sightlines, the correct
lighting, and good audio systems in
meeting rooms.
Tech-enabled spaces with movable furniture can
quickly be converted into a meeting space for
hybrid teams that are spread between office and
other locations
Source:
Godrej
Interio
27

28. Workspaces that Focus
on Health and Wellbeing
The fear of contracting COVID is one
of the biggest concerns employees have
about returning to office. Therefore,
communicating the measures the
company is taking to ensure the
health of its employees is vital. Email
communications and visible signage
about safety measures like changes in
the HVAC system and sanitization can
help reassure employees.
Office Design for Employee Wellness
Biophilic elements Infrastructrue
Planters
Outdoor Spaces
Nature-inspired Artwork
Promote Choice — Sit stand desks, Soft furnishing
(sofas, pouffes), mobile furniture and accessories
Spaces like Gym/Yoga/Meditation Room
Natural Materials Used Circadian Lighting
Sunlight
28

29. With hybrid work the way ahead, ultra-formal
office spaces are things of the past. Making the
workplace inviting while still providing all the
amenities of a professional office can encourage
employees to come to work. Instituting policies
that support a mixed presence of employees
creates an equal arena no matter where the
employees are located.
Employee Wellness
Apart from physical changes to spaces, company
policies need to reflect an attitude that cares about
the holistic wellbeing of employees. Implementing
Employee Assistance Programs (EAPs) are a great
way to help employees through tough times.
Additional wellness initiatives can include providing
access to yoga classes, gym memberships, and
organised outdoor team-building activities.
Policies Beyond Balance
A mixture of seating arrangements can help
employees alternate postures as needed. Adjustable
desks that allow employees to sit or stand, chairs
and additional ergonomic support should be made
available to employees attending office so that they
can personalise their workstation for the day.
Changing Policies
to Support Hybrid Work
29

30. It’s vital that the senior leadership at the
organisation walk the talk when it comes to
adhering to these policies lest these rules
become ‘on paper’ only.
Employee Training and Development
Professional development is one of the most
important aspects of a job according to employees
from different demographics. Companies need to
innovate to make sure that this is not overlooked in
hybrid work scenarios. Companies can use digital
classrooms to upskill their employees while virtual
water coolers can provide spaces for mentorship.
Wherever possible, encourage training sessions or
mentor – mentee meetings in person as face-to-face
meetings are the richest forms of interaction12.
Manager Training
None of this is possible without training managers
on the best ways to handle hybrid work. They
need to be given the skills, tools, and time to learn
how to manage individual employees and teams
that work on a hybrid schedule. Scheduled time
for micro meetings or one-on-ones with individual
employees can iron out issues. Managers also need
to be given adequate training on how to assess
productivity to make sure annual appraisals are
performance based and not presence based with
hybrid settings.
Caregiving
Caregiving support is essential for employees with
caregiving duties. Helping employees with access
to creches or home health workers for senior care
can ease the transition back to office.
12
Kinsay Gorman, Carol. Why You Are More Successful In Face-To-Face Meetings.
Forbes. 2015. https:/
/www.forbes.com/sites/carolkinseygoman/2015/10/25/why-
you-are-more-successful-in-face-to-face-meetings/?sh=fee097563155
30

31. Keeping Company Culture Alive
Company cultures need to evolve to remain
strong. Leaders need to create a sense of
shared purpose where every individual feels
their contributions are important to company
success. Clear and regular communication from
management can improve engagement and
inculcate a sense of belonging. Leaders need to
connect employees across departments, provide
cross-functional learning opportunities, and
chances for employees to network on-site or off-
site to promote positive company culture in a
hybrid work model13.
Create a business resilience plan – detailing the
expectations and processes in case of a change
in work location, whether it is a full return to WFH,
WFO, or hybrid.
Leaders need to track metrics to understand if
innovation and performance have decreased,
sustained, or improved in the light of new policies
being implemented and make course corrections as
necessary.
Employee wellbeing will continue to be an important
factor while formulating these policies. Without
involving employee expectations in the decision-
making process, leaders run the risk of alienating
their workers and losing talent.
12
Guntur, Vijay Anand. 5 ways to inject culture into a hybrid working model.
World Economic Forum. 2021. https:/
/www.weforum.org/agenda/2021/10/
hybrid-working-model-inject-good-culture/
31

32. The past two years have
taught us to look to the future
with hope and a renewed
sense of purpose and meaning.
The future of work is one
which empowers employees
and organisations to thrive,
regardless of their location.
With such a huge change on
the horizon, it is impossible to
have all the answers right off
the bat. Office spaces need
to be revisited to improve
engagement, build stronger
company cultures, and be used
as spaces to heal and grow in
a post pandemic world.
32

33. About Godrej Interio
Godrej Interio (GI) is India’s premium furniture brand
in both home and institutional segments with a
strong commitment to sustainability and centers of
excellence in design, manufacturing and retail.
Led by the largest in-house design team in the
country in the furniture category and awarded
with 42 India Design Mark Awards till date, GI aims
to transform spaces with its thoughtfully designed
furniture to create brighter homes and offices with
products that have the highest design quotient
in aesthetics, functionality and technology. With
consistent pursuit of excellence and a special focus
on health and ergonomics, GI’s product portfolio
comprises a massive range.
Today, we design and manufacture furniture for office
spaces, homes, educational institutes, healthcare
facilities, laboratories and more. Along with furniture
we offer Audio Visual and 360 Degree Turnkey
Disclaimer
This paper represents the
opinions of the authors and
is the product of professional
research. This report has been
prepared for the exclusive use
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and solely for the purpose for
which it is provided. Unless we
provide express prior written
consent, no part of this report
should be reproduced or
distributed. While every attempt
is made to ensure that the
information contained in this
document is true to its best.
However, Godrej and Boyce
Mfg. Co. Ltd., its employees,
representatives, affiliates or any
of its divisions, etc. shall not
be responsible for any reliance
made on this paper or for any
errors / omissions in information
obtained from the source while
preparing this paper.
solutions. Each of our product range revolves around
comfort and aesthetics while delivering well-designed,
fun and functional furniture solutions.
Briefly, Godrej Interio transforms dream spaces to
life! GI commitment to the environment has resulted
in manufacturing products with lesser environment
footprint. Our pioneering efforts include designing less
environment burdening products, usage of eco-friendly
materials and setting up less polluting and consuming
processes, ensuring eco-friendly packaging and
transportation and finally the extended responsibility
of recycling reuse of used furniture and scrap, thus
ensuring a lifecycle approach to green.
Currently present in over 650 cities with 250 exclusive
showrooms and 800 dealers, GI is one of the largest
divisions of Godrej and Boyce Mfg. Co. Ltd., part of the
Godrej Group, one of India’s largest engineering and
customer product groups.
33

34. Available in over 600 locations in India.
An initiative by Godrej Interio, the
first Indian furniture company with
GREENGUARD certified products.
North: Delhi, Chandigarh, NCR, Lucknow
South: Chennai, Bengaluru, Hyderabad, Kochi
West: Mumbai, Ahmedabad, Bhopal, Pune
East: Kolkata, Bhubaneswar, Guwahati, Patna
Toll Free Number: 1800-267-1122.
Fax: +91-22-6796 1503
Email: interiooffice@godrej.com
Website: www.godrejinterio.com/business
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Godrej & Boyce Mfg. Co. Ltd.
Godrej Interio, Pirojshanagar,
Vikhroli (W), Mumbai 400 079.