Equal Opportunity Policy for Transgender 

INTRODUCTION:

The Company is dedicated to creating a workplace that is free from discrimination against transgender person. The Company believes in offering equal opportunities to transgender person without any bias based solely on gender identity. This Policy is formulated in alignment with The Transgender Persons (Protection of Rights) Act, 2019 which reflects Company’s commitment to eradicating discrimination, promoting equal opportunities, and providing a workplace that respects the rights and dignity of transgender persons.

“Transgender person” means a person whose gender does not match with the gender assigned to that person at birth and includes trans-man or trans-woman (whether or not such person has undergone Sex Reassignment Surgery or hormone therapy or laser therapy or such other therapy), person with intersex variations, genderqueer and person having such socio-cultural identities as kinner, hijra, aravani and jogta.

B. SCOPE AND APPLICABILITY:

This Policy applies to all employees of the Company and its operations. This Policy will be a guiding document for business partners, workforce, interns/trainees including temporary employees.

C.  OBJECTIVE:

The primary objective of this policy is providing a workplace that respects the rights and dignity of transgender persons and to ensure fair treatment of transgender persons. 

D. POLICY STATEMENTS:

1. NON-DISCRIMINATION:

The Company prohibits discrimination based on gender identity. Every employee will be treated equally regardless of their gender.

An employee or consultant shall not be denied appointment, promotion, professional or training opportunities, or have their services terminated or treated unfairly on the basis of their gender identity or expression.

2. RECRUITMENT & HIRING:

The Company is committed to fair recruitment and hiring practices. Transgender individuals will be considered for employment based on their qualifications and skills without prejudice.

3. HARASSMENT: 

The Company strictly prohibits harassment at the workplace based on gender identity. Any reported incidents will be promptly, and thoroughly investigated and appropriate corrective actions will be taken.

4. PRIVACY AND CONFIDENTIALITY:

Information related to gender identity will be treated with utmost confidentiality. Employees are expected to respect the privacy of their colleagues and refrain from disclosing any such information without explicit consent.

5. ACCESS TO FACILITIES:

Infrastructural facilities and amenities to be provided to the transgender persons to effectively discharge their duties.

6.TRAINING PROGRAMS:

The Company will conduct regular training programs to raise awareness about transgender issues and promote understanding among employees.

7.EMPLOYEE RESPONSIBILITIES:

Every employee is responsible for respecting the dignity and diversity of all other people working with the Company and creating an environment that is free from discrimination and harassment. Everyone is encouraged to write to Ms. Vidhya Choudhary (“Complaint Officer”) if they have any complaints or observe any form of discrimination or harassment.

It shall be the responsibility of the administration to ensure compliance with this policy and implementation of related programs and to report findings and progress to the senior management.

Any employee who violates this Policy, or in any manner discriminates against any person or otherwise harasses or harms them shall be deemed to be in breach of the Code of Conduct of the organization, and shall be appropriately dealt with, along with actions that management may deem fit.

8. GRIEVANCE REDRESSAL 

Anyone who believes they have been subjected to or are subjected to discrimination on the grounds of gender identity may file a complaint by writing to the Complaint Officer mentioned below for redressal of their grievances.

All employees are assured that complaints will be addressed without delay and judiciously by the Complaints Officer while upholding the utmost confidentiality and sensitivity. 

9. COMMUNICATION

This Policy will be available to all employees via the websites.

10. COMPLIANCE

All employees are expected to comply with this policy. Non-compliance may result in disciplinary action, up to and including termination.

Policy for Persons with Disabilities

INTRODUCTION:

The Company recognizes the value of a diverse workforce, and an inclusive and enabling work environment. We are committed to ensuring equal opportunities for persons with disabilities, and to providing an environment and work culture which is inclusive of them. This policy has been adopted in alignment of the Rights of Persons with Disabilities Act, 2016 (“RPWD Act”) and Right of Persons with Disabilities Rules, 2017. 

B. SCOPE AND APPLICABILITY:

This Policy applies to all employees of the Company and its operations. This Policy will be a guiding document for business partners, workforce, interns/trainees including temporary employees.

C.  OBJECTIVE:

The primary objective of this policy is to provide a workplace that respects the rights and dignity of people with disabilities and to ensure fair treatment for them. The Company constantly strives to ensure that the workforce is representative of all sections of society. This policy of the Company shall proactively work towards equal opportunity in all aspects of employment of Persons with Disabilities including the hiring/selection process, promotions, transfers, provision of training opportunities, compensation, employee benefits. The Director along with the Liaison Officer has overall responsibility for the effective operation and implementation of the equal opportunity policy

D. DEFINITIONS:

Discrimination: Discrimination in relation to disability, means any distinction, exclusion, restriction on the basis of disability which is the purpose or effect of impairing or nullifying the recognition, enjoyment or exercise on an equal basis with others of all human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field and includes all forms of discrimination and denial of reasonable accommodation.

2. Person with benchmark disability: It means a person with not less than forty per cent of a specified disability where specified disability has not been defined in measurable terms and includes a person with disability where specified disability has been defined in measurable terms, as certified by the certifying authority.

3. Person with disability: Means a person with long term physical, mental, intellectual or sensory impairment which, in interaction with barriers, hinders his full and effective participation in society equally with others.

4. Reasonable accommodation: Reasonable Accommodation means necessary and appropriate modification and adjustments, without imposing a disproportionate or undue burden in a particular case, to ensure to persons with disabilities the enjoyment or exercise of rights equally with others.

5. Barrier: Barrier means any factor including communicational, cultural, economic, environmental, institutional, political, social, attitudinal or structural factors which hampers the full and effective participation of persons with disabilities in society;

E. POLICY STATEMENTS:

1. FACILITIES AND AMENITIES

The Company will ensure that the work environment is free from any discrimination against persons with disabilities, and that no opportunity is denied to persons with disabilities, and that no opportunity is denied to persons with disabilities, only on the ground of the disability.

Physical Infrastructure: The Company aims to ensure that physical infrastructure (buildings, furniture, facilities and services in the building/campus) adheres to the accessibility Standards as prescribed. 

Digital Infrastructure: The Company aims to ensure that documents, communication and information technology systems adhere to accessibility standards. The Company shall always ensure that only accessible technologies are procured. Any employee facing accessibility challenges can reach out to the local IT support team.

Provisions for assistive devices, barrier-free accessibility and other provisions for persons with disabilities: The Company shall ensure that all the required assistance/facilities required by a persons with disabilities is provided/arranged in its office premises. 

The Company shall provide reasonable accommodation, whenever necessary, for qualified employees or job applicants who have disabilities, as per The RPWD Act. Such accommodation would be provided: 

1) to ensure equal opportunity in the application and selection process,

2) to enable an employee with a disability to perform the essential functions of a job, and 3) to enable an employee with a disability to enjoy the same benefits and privileges of employment as non-disabled employees.

2. LIST OF POSITIONS IDENTIFIED

All positions are open for people with all types of disabilities. The hiring is purely based on merit and the candidates are evaluated based upon their skills and competence. Flexibility and accommodation will be provided to persons with disabilities on an individual basis as detailed in the subsequent section.

3. MANNER OF SELECTION

• Wherever possible, all vacancies will be advertised internally and externally.

• Wherever possible, vacancies will be notified to colleges, polytechnics and disability organizations.;

• All vacancy advertisements will include an appropriate short statement on equal opportunities for people with disabilities and transgender persons. 

• Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are non-discriminatory and that they relate purely to the skills needed for the job and nothing else.

• Application forms will be made available in alternate formats, based on request. Employees are requested to report the existence of a disability to the Liaison Officer at the time of joining the organization, in order to ensure protection of their rights under this Policy.

4. TRAINING AND CAREER DEVELOPMENT

The Company will endeavor to provide course materials meant for induction and training in accessible formats on request. The request for reasonable accommodation, such as assistive aids, accessible training venue, accessible materials, interpreter, scribe, etc. shall be placed at least one week prior to the scheduled date of commencement of induction/training. The company has an accessible and inclusive appraisal process. Any employee/Manager requiring any accommodation for an appraisal process must place a request at least two days in advance.

5. EMPLOYEE ENGAGEMENT AND SOCIAL INCLUSION

The Company will endeavor to make all company events and meetings inclusive by ensuring that these are conducted at accessible venues with a provision of reasonable accommodation being available to employees with disabilities.

6. MAINTENANCE OF RECORDS

The Company will collect and maintain data regarding employees with disabilities in relation to their employment, facilities provided and other necessary information as per The RPWD Act. All employees will be asked to fill the Voluntary Disability Self Identification Form in order to give information regarding any disability that she/he may have. Employees are also requested to report disabilities acquired after joining the Company or in case of ceasing of a disability. An employee can edit the information at any time during her/his tenure. There will be no penalties imposed because she/he did not share information regarding her/his disability earlier. An employee who acquires disability can also edit and update the form. The Company respects the privacy of every individual and ensures utmost confidentiality of information /concerns in relation to disability or any other personal information shared with it by its employees (or potential candidates). However, if the disclosure is mandated under law, then any such disclosure will be handled with utmost confidentiality and in accordance with applicable laws.

7. FURNISHING OF RETURNS 

The Company shall furnish information in relation to the vacancies appointed for persons with benchmark disabilities as and when they occur to such special employment exchanges as may be notified by the Government, from time to time.

8. LIAISON OFFICER

Ms. Vidhya Choudhary will act as Liaison Officer to look after the recruitment of persons with disabilities and provisions of facilities and amenities for sch employees. The Liaison officer shall be responsible for:

1.Implementing the action plan for making the work place and IT systems accessible for the people with disabilities by Liaising with concerned office.

2. Ensuring that all employees are aware of the Equal Opportunity Policy and know their duties and rights in relation to the Equal Opportunity Policy.

3. The Liaison officer to monitor the work environment to ensure that it is free from discrimination, harassment and encourages inclusion and respect for others.

9. GRIEVANCE REDRESSAL 

Anyone who believes they have been subjected to or are subjected to discrimination on the grounds of gender identity may file a complaint by writing to the Liaison Officer mentioned below for redressal of their grievances.

All employees are assured that complaints will be addressed without delay and judiciously by the Complaints Officer while upholding the utmost confidentiality and sensitivity. 

10. COMMUNICATION

 This Policy will be available to all employees via the websites.

11. COMPLIANCE

All employees are expected to comply with this policy. Non-compliance may result in disciplinary action, up to and including termination.