MAM
Coca-Cola turns plastic waste into Mela structures
Maidaan Saaf brings recycled rooms towers and 25000 liners to 8 crore pilgrims.
MUMBAI: At a gathering where faith flows as freely as the Ganga, sustainability has quietly taken root underfoot.
At Magh Mela 2026 in Prayagraj, one of India’s largest annual congregations, recycled plastic waste is no longer a problem to be managed but a resource reshaped into public infrastructure. The effort comes under the Maidaan Saaf campaign led by Anandana – The Coca-Cola India Foundation, in collaboration with implementation partner Econscious.
Held from 3 January to 15 February 2026, the 44 day congregation is expected to draw nearly 8 crore visitors. For that duration, the ghats transform into a sprawling temporary city, complete with bathing areas, walkways and service hubs that must withstand relentless footfall, shifting weather and round the clock use.
This year, part of that city has been built from what was once discarded. Across the Mela grounds, 20 changing rooms, four police watch towers, public benches and 25000 dustbin liners manufactured from recycled plastic waste have been installed. Positioned strategically along bathing zones and key pathways, the structures are designed to support crowd movement while reinforcing organised waste collection at source.
The idea is not merely to place bins, but to make responsible disposal visible and intuitive. Econscious co-founder Vaibhav Verma said the intention was to integrate waste management into spaces that pilgrims already use throughout the Mela. Visible infrastructure, he noted, can act as behavioural cues, nudging people towards cleaner practices over time.
For Coca-Cola India, the focus is on embedding waste handling into the daily rhythm of the event rather than treating it as an afterthought. Coca-Cola India vice president of public affairs, communications and sustainability for Southwest Asia Devyani R L Rana described Magh Mela as a unique cultural congregation that operates like a full-fledged city for several weeks. Given its scale, she said, the priority is to ensure that waste systems are practical, relevant to local conditions and consistently maintained.
The initiative draws from operational learnings at earlier large-scale gatherings, including Maha Kumbh 2025, where coordination mechanisms were developed to ensure that facilities remained functional under sustained pressure.
In a place where millions gather for spiritual renewal, the presence of recycled plastic changing rooms and watch towers may not be the headline attraction. Yet, in a congregation of nearly 8 crore people, small shifts in infrastructure can create significant impact.
At Magh Mela 2026, the message is subtle but clear, what was once waste can, quite literally, support the weight of a city.
Brands
33 per cent of women believe the salary scale is rigged: Naukri report
Voices @ Work study finds rising calls for equal pay audits and lingering bias
MUMBAI: Progress may be visible in India’s workplaces, but many women still feel the need to tread carefully. A new report by Naukri reveals that one in two women hesitate to disclose marriage or maternity plans during job interviews, worried that such information could influence hiring decisions.
The findings come from the second edition of Naukri’s annual Voices @ Work International Women’s Day report, titled “What Women Professionals Want.” Drawing insights from more than 50,000 women across over 50 industries, the survey sheds light on evolving workplace aspirations alongside the biases that continue to hold women back.
One of the report’s most striking insights is the growing demand for equal pay audits. The share of women calling for regular pay parity checks has climbed to 27 per cent this year, up from 19 per cent a year ago. The demand now stands alongside menstrual leave as the most sought after workplace policy.
Interestingly, the call for pay transparency grows louder higher up the income ladder. Nearly half of women earning between Rs 50 lakh and Rs 1 crore annually say equal pay audits are a priority, suggesting that pay gaps become more visible as women move up the career ladder.
At the same time, confidence and ambition appear to be rising. About 83 per cent of women say they feel encouraged to pursue leadership roles, a significant jump from 66 per cent last year. Cities in southern India appear particularly supportive, with Hyderabad leading the way as 86 per cent of respondents there reported encouragement to step into leadership positions. The education sector recorded the highest sense of encouragement at 87 per cent.
Yet the report also highlights a growing trust deficit around pay equity. Nearly one in three women, or 33 per cent, say they do not believe men and women are paid equally at their workplace. That figure has risen from 25 per cent last year, pointing to widening perceptions of disparity as careers progress.
Bias in hiring and promotions continues to be the biggest hurdle. About 42 per cent of respondents say workplace bias is the main challenge for women from diverse backgrounds. The concern is consistent across major metros, with Chennai and Delhi NCR reporting similar levels.
Reluctance to discuss personal milestones during hiring processes is also widespread. While 34 per cent overall said they hesitate to share marriage or maternity plans in interviews, the anxiety increases with experience. Among professionals with 10 to 15 years of work experience, the figure rises to 40 per cent.
Info Edge group CMO Sumeet Singh, said the data reflects both progress and unfinished work. “Behind every data point in this report is a woman who is ambitious. The fact that 83 per cent feel encouraged to lead is something to celebrate. However, the fact that one in two still hide their marriage or maternity plans in interviews tells us the work is far from done. As India’s leading career platform, it felt not just important but necessary for us to shine a light on these gaps through the second edition of our report,” he said.
The report suggests that while ambition among women professionals is growing, structural changes around pay transparency, fair hiring and supportive policies will be key if workplaces hope to keep pace.
