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Diversity and Inclusion Policy

1. Introduction

Ivypods Technology Pvt Ltd, (hereby referred to as “the Company”), a registered company under the Companies Act of 2013, having its registered office at Basement, 823-P, Sector 47, Gurgaon, Haryana, strives to achieve the inclusion strategy through its Diversity and Inclusion Policy (hereinafter referred to as “the Policy”).

A key tenet of the Policy is respecting each other through creating an equal-opportunity workplace free of discrimination and harassment.

We do not discriminate or allow harassment based on:

  • Race
  • Colour
  • Religion
  • Disability
  • Gender
  • National origin
  • Sexual orientation
  • Gender identity
  • Gender expression
  • Age
  • Genetic information
  • Military status
  • Any other legally protected status

The Policy draws inspiration from our values of “Respecting Each Other”.
As an equal-opportunity employer, all employment decisions are based on merit and business needs, while complying with all applicable laws prohibiting discrimination or harassment.

The Policy applies to all personnel actions, including but not limited to:

  • Recruitment
  • Hiring
  • Placement
  • Promotion
  • Transfer
  • Separation
  • Compensation
  • Benefits
  • Training and education

2. Policy Guidelines

The Policy focuses on disability and aims to create an accessible and inclusive workplace.

3. Policy Statement

The Company is committed to eliminating:

  • All forms of unlawful discrimination (direct or indirect)
  • Denial of reasonable accommodation
  • Bullying and harassment of people with disabilities

Commitments include:

  • Ensuring facilities, technologies, and privileges are accessible.
  • Encouraging candidates with disabilities to apply.
  • Providing suitable flexibility and accommodations to ensure fair evaluation.
  • Keeping all medical/disability-related information confidential.
  • Allowing employees who acquire a disability during employment to return at the same rank, or reskilling them for another suitable position.
  • Promoting awareness through training, sensitisation, and campaigns.

4. Scope

The Policy covers:

  • Job applicants
  • Full-time / part-time employees
  • Interns / trainees
  • Contractual employees (including temporary)
  • Employees acquiring disability during tenure

It applies to:

  • Recruitment
  • Training
  • Working conditions
  • Salaries
  • Transfers
  • Benefits
  • Career advancement

5. Definitions (as per The RPWD Act, 2016)

  • Person with disability: A person with long-term physical, mental, intellectual, or sensory impairment that hinders full and effective participation in society equally with others.
  • Person with benchmark disability: A person with ≥40% of a specified disability (certified by an authority).
  • Specified disabilities (examples):
    • Locomotor disability
    • Muscular Dystrophy
    • Leprosy cured
    • Dwarfism
    • Cerebral Palsy
    • Acid attack victim
    • Low vision
    • Blindness
    • Deaf / Hard of Hearing
    • Speech and Language disability
    • Intellectual Disability
    • Specific Learning Disability
    • Autism Spectrum Disorder
    • Mental illness
    • Chronic Neurological Conditions
    • Multiple sclerosis
    • Parkinson’s disease
    • Haemophilia
    • Thalassemia
    • Sickle Cell disease
    • Multiple Disabilities
    • Any other category notified by the Central Government
  • High support: Intensive support (physical/psychological) required for daily activities and independent participation.
  • Discrimination: Any distinction or exclusion that impairs recognition, enjoyment, or exercise of rights on equal basis with others.
  • Reasonable accommodation: Necessary modifications/adjustments without imposing disproportionate burden, enabling persons with disabilities to equally exercise rights.

6. Policy Details

6.1 Facilities and Amenities

a. Physical Infrastructure

  • Compliance with Harmonised Guidelines and Space Standards for Barrier Free Built Environment (2016) and National Building Code (2016).
  • Existing buildings to be revamped (by Sep 2023) for accessibility.
  • New facilities evaluated at construction stages.
  • Accessibility issues to be reported to Facilities Team or Liaison Officer.

b. Digital Infrastructure

  • All documents, communication, and IT systems to comply with accessibility standards.
  • Standards:
    • Website: GIGW Guidelines
    • Documents: ePUB or OCR-based PDFs
  • Only accessible technologies will be procured.
  • Accessibility issues can be reported to IT support or Liaison Officer.

c. Reasonable Accommodation

Provided to:

  • Ensure equal opportunity in recruitment/selection
  • Enable employees to perform essential functions
  • Ensure equal access to employment benefits

Examples include modified equipment, accessible training materials, flexible schedules, or reassignment.

6.2 List of Positions Identified

All positions are open to persons with disabilities. Hiring is based on merit, with flexibility and accommodations provided individually.

6.3 Manner of Selection

a. Vacancy Advertisement & Application

  • Vacancies advertised internally & externally, including disability organisations.
  • Ads will include equal opportunity statement.
  • Job criteria reviewed regularly for non-discrimination.
  • Application forms available in alternate formats on request.

b. Selection Process

  • Entry-level to Manager: Aptitude test (logical reasoning, quantitative, English).
  • Above Manager: No aptitude test.
  • Reasonable accommodations available for tests/interviews.
  • Multi-stage interviews with HR, Hiring Manager, and possibly C-level.
  • Interviewers must record objective reasons for rejection.
  • No age limit, but max 2 years employment gap (extended for PwDs).
  • Multiple interviewers preferred, all trained on equal opportunity.

7. Other Facilities

a. Training and Career Development

  • Induction/training material in accessible formats upon request.
  • Requests for accommodations (aids, interpreters, scribes, etc.) must be placed 1 week in advance.
  • Inclusive appraisal process, with accommodations requested at least 7 days in advance.

b. Disability Leave

  • Extra leave requests treated as reasonable accommodation.
  • Up to 3 months unpaid special leave for medical treatment.

c. Employee Engagement and Social Inclusion

  • Events/meetings conducted at accessible venues with accommodations.

Governance Framework

1. Liaison Officer

As mandated by RPWD Act, Deepanshi Prabhakar is appointed Liaison Officer.
Responsibilities:

  • Implement accessibility action plan.
  • Raise awareness of Equal Opportunity Policy.
  • Develop proactive strategies to prevent discrimination/harassment.
  • Share quarterly progress reports with Board.

All employees are responsible for complying and reporting violations.

2. Maintenance of Records

  • Data maintained on employees with disabilities.
  • Voluntary Disability Self-Identification Form available.
  • Confidentiality assured, with exceptions:
    • Managers (for accommodations)
    • Security (emergency support)
    • Govt. officials (compliance checks)

3. Grievance Redressal

  • Nikita Wadhawan is appointed Grievance Officer.
  • Complaints investigated by Grievance Committee (Senior management Chairperson, 2 GMs, 1 external disability expert).
  • Tenure: 3 years.
  • Actions for violations: reprimand, benefits withdrawal, demotion, denial of promotion, suspension, termination.
  • Indirect discrimination resolved through training/counseling.

4. Affirmative Action

Efforts to promote equality include:

  1. Job fairs, scholarships, recruitment drives, training, and employment of PwDs (including high-support needs).
  2. Inclusive training for lower socio-economic backgrounds.
  3. CSR budget allocation for disability programmes.