Equal Rights Policy (The Transgender Persons Protection of Rights Policy)

Objective

The primary objective of this policy is to create an atmosphere that ensures fair treatment of transgender individuals, free from discrimination, harassment and bias while establishing a robust grievance redressal mechanism.

Applicability

This policy applies to all Management/staff cadre employees of Ivypods Technology Private Limited and/or its subsidiaries.

Non-Discrimination and Enabling Work Environment

1. Ivypods prohibits discrimination based on gender identity or expression. Every employee, regardless of gender identity, will be treated fairly and with dignity.
2. No employee, consultant, intern, vendor, contractor, trainee, or apprentice shall be denied recruitment, appointment, promotion, training opportunities, or have their services terminated based on gender identity or expression.
3. A transgender employee shall be addressed according to their pronouns, chosen name, and gender in all workplace communication. This will also be reflected in organisational communication, email addresses, and other official documents.

Recruitment and Hiring

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

Workplace Harassment and Bullying

Harassment or bullying based on gender identity is strictly prohibited. Any reported incidents will be promptly and thoroughly investigated, and appropriate corrective actions will be taken.

Privacy and Confidentiality

Information related to gender identity will be treated with utmost confidentiality. Employees are expected to respect the privacy of colleagues and must not disclose such information without explicit consent.

Access to Facilities

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.

Grievance Redressal Mechanism

• Ivypods has appointed a Complaint Officer Mrs. Nikita Wadhawan for disposing complaints who shall dispose of complaints of violations of the provisions of the policy in the establishment.
• The following process should be followed for expressing and seeking Redressal to a grievance :-
  • Any employee who believes they have experienced discrimination or harassment based on gender identity is encouraged to report the incident to the Complaints Officer. While at the same time, addressing a copy to the HR.
  • The Complaint Officer must immediately acknowledge receipt of the grievance in writing informing the employee of the receipt of grievance and inviting the employee for a formal meeting. The Complaints Officer may consult with HR and revert to the employee with a course of action / solution within 7 working days from the date of receipt of grievance.
  • In case an employee is not satisfied with the solution, the employee may choose to represent the grievances to the Director.
  • Upon completion of the investigation, appropriate corrective actions will be taken to address the issue. This may include counselling, training, disciplinary measures, or any other necessary actions to rectify the situation.
• All reports will be treated with the utmost confidentiality. A thorough and impartial investigation shall be conducted promptly by the committee to address the concern raised.

Responsibilities – Physical Accessibility

• Every employee in Ivypods is responsible for giving effect to this policy. They must promote the values of Equal Opportunity through respect, care, sensitivity and dignity.
• 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 policy in the organisation and shall be appropriately dealt with, along with actions that can be taken under this policy or any other action that the management may deem fit.

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

Please Note: HR reserves all rights to append, modify, withdraw any part or complete policy at any time without any prior notice.