Title: Global Diversity, Equity Inclusion and Belonging Policy
Policy family: Career- Development

Policy No: GBL/GBL/CAR/009

Policy document owner: Human Resources

Approved by: Chief Human Resources
OfficerLast updated date: 2023/7/12

Revision No: 3Overview

Avaya is committed to driving positive change within our organization and in ourcommunities. Today, more than ever, clear, and purposeful effort to nurture fairness
while actively collaborating with unique and multifaceted groups and individuals toward acommon goal is crucial at Avaya in our pursuit to be a destination place to work.
Our human capital is the most valuable asset we have, and Avaya is committed tofostering, cultivating, and preserving a culture of diversity, equity, inclusion, andbelonging (DEIB). By fostering an inclusive, human-centric, accountable, and sustainable
workplace we want to ensure that every Avayan feels they belong and can succeed at
Avaya where differences among Avayans are recognized, valued, celebrated, and seen
as an asset. Fostering a diverse and inclusive workforce benefits our people and ourcompany.
Avaya is striving to create an inclusive environment that embraces differences, fights forequity, fosters inclusion and assures belonging. Avaya promotes not only valuing DEIB,
but also acting on DEIB initiatives to enable the company to create value for employees,
customers, business partners, communities, and all other stakeholders. Success andinnovation live not in same-ness, but in the fostering of diverse people who share a fair
opportunity to work in partnership.

Scope

This Policy applies to all directors, officers, and employees, of Avaya LLC, its
subsidiaries, or affiliates (“Avaya” or the “Company”) worldwide, as well as all thirdparty business partners representing Avaya, including but not limited to consultants,distributors, suppliers, partners, and contingent workers when they act on behalf of
Avaya.

PolicyOur priority is to ensure that our global organization is a thriving and successfulenvironment in which differences are valued, blended, and celebrated creating a sense ofbelonging.

Avaya Proprietary and Confidential

We embrace, encourage, and celebrate differences in race, color, creed, gender identityand expression, religion, marital status, registered domestic partner status, age, national
origin or ancestry, citizenship, physical or mental disability, medical condition, sex,genetic information, sexual orientation, veteran status, and the intersection of theaforementioned characteristics which makes every background a unique addition to ourcommunity.
Our commitment to DEIB aligns with our core values of: Simplicity, Accountability,Empowerment, Trust and Teamwork and is reflected in our Code of Conduct and is
manifested through action and open dialogue designed to mitigate unconscious bias,
support inclusive employee communities and encourage an ongoing dialogue to support
and celebrate the variety within our company, industry and communities. DEIB issponsored at the highest levels at Avaya. Avaya United, the official shared voice for
Avaya’s DEI&B initiatives (sponsored by our CEO) and our employee resource groups,
known as Avaya United Communities are part of a larger collective to position Avaya as aDestination Place to Work, a place that values a variety of voices and open sharing ofideas, as well as one that influences change outside of company walls.
Our DEIB initiatives are applicable (but not limited) to practices and policies on global
mobility, recruitment and selection, equitable pay, professional development andtraining, promotions, social and recreational programs, and the ongoing development ofa work environment built on the premise of equity that ensures:
••
•
•
•

•
•
•

Recognition of the value diversity generates to the business and its culture
Open, encouraged, and respectful communication between all individuals,
regardless of title or seniority
Empowerment of the entire community to give suggestions on how Avaya canbecome more equitable and inclusive
An environment where employees can thrive professionally without worryingthat their identity and interests could limit their potential
Flexible working practices that recognize the need for work/life integration soindividuals can carry on with their lifestyles, personal responsibilities, andcultural practices
Visibility of diversity, including invisible diversity, at every level anddepartment of the company.
Employer and employee contributions to the communities we serve topromote greater understanding and respect for DEIB
Employee awareness of their own unconscious and conscious bias and to theknowledge to ensure this does not manifest itself at work

Leadership is ultimately responsible for meeting the above commitments. However, ittakes a community of all employees, contractors, partners, and other stakeholders tostrive towards an inclusive and safe environment for all.
Managers must remain aware of this Policy and other related policies throughout their
daily operations and ensure equitable opportunities for all direct reports. In addition,

Avaya Proprietary and Confidentialthey must stay diligent to situations that may have been escalated from bias and takeappropriate corrective and preventive actions.

Employees must ensure that the principles of this Policy and other related policies areimplemented in all interactions related to Avaya activities and must report any instanceof bias or discrimination.
We prohibit unlawful discrimination, retaliation, or harassment of in the administration ofany employment decision or personnel policy. At Avaya, we are committed to create anenvironment in which our employees, customers and partners are empowered to bring
their full selves to the job and where the strength of diversity is valued. We are proud ofour roots as an equal opportunity employer, cultivating the richness of ethnicities,
perspectives, experiences, and skills that make up our global community.
All Avaya employees and third parties representing Avaya have the right to referviolations of any Avaya policy to their supervisor or to the appropriate Avaya
organization charged with the administration of Avaya policies or using Avaya’s
confidential Hotline, without intimidation or retaliation of any form.

All employees are responsible for reviewing and fully complying with this policy and all
related Avaya’s Policies including, but not limited to Avaya’s:••••

Global Non-Discrimination and Retaliation Prevention Policy
Global Harassment Prevention Policy
Global Code of Conduct
U.S. Affirmative Action Policy

The Company has the right to modify, amend or terminate this Policy at any time
without any prior notice.

Anna-Marie Crowley, Global Head of Human Resources, July 18th, 2023

Avaya Proprietary and Confidential