Global Policy on
Equal
Employment
Opportunity for
Persons with
Disabilities

Document Control
Function

Corporate HR

Sub-function

Diversity, Equity and Inclusion

Policy Owner

Director, Head – Diversity, Equity and Inclusion

Policy Effective Date

21-06-2024

1. Purpose
This policy highlights Wipro's commitment to providing equal employment opportunities and fostering anequitable and inclusive workplace. At Wipro, we recognize the value of a diverse workforce and strive toensure that we represent all sections of society. We believe that, by doing so, we would be better
equipped to develop and deliver accessible and inclusive products and services. In this way, we hope to beable to meet the needs of our clients and customers better, thus producing business excellence.
This Equal Opportunity Policy is in accordance with the provisions of the United Nations Conventions on
the Rights of Persons with Disabilities (UNCRPD) applicable globally, and the Rights of Persons with
Disabilities Act, 2016, and Central Government Rules 2017 (India). We will always abide by the principlesof the policy in letter and in spirit.

2. Audience
The policy covers job applicants, full-time and part-time employees, interns, trainees, and contractual
employees, including temporary employees. It also covers employees who acquire any disability during
their work tenure.

3. Scope
The policy applies to all aspects of employment, including recruitment, training, working conditions,salaries, transfers, employee benefits, and career advancement.

4. Policy Statement
At Wipro, we are committed to eliminating all forms of unlawful discrimination, which include direct andindirect discrimination, denial of reasonable accommodation/ adjustment, bullying, and harassment of
employees with disabilities. We continuously strive to ensure that all our facilities, technologies,
information and privileges are accessible to employees with disabilities.
We encourage candidates with different disabilities to apply for employment at Wipro. Our decisions on
employment, career progression, training, or any other benefits are solely based on merit. We follow an
inclusive evaluation process by ensuring that a person with a disability is provided with any suitableflexibility and accommodation that may be required so that they may be evaluated fairly.
If an employee acquires a disability during their employment tenure, they can return to work at the samerank as before. If the employee is unable to perform their current job, the organization will invest in reskilling the employee.

1Wipro is committed to promoting awareness about equal opportunity and inclusion of people withdisabilities among all employees by organizing training and sensitization programs and campaigns.
We believe that Wipro's dedication to diversity, equity and inclusion will have profound influence on both
its internal dynamics and its external perception. Fostering a workplace culture that prioritizes respect,
and values every individual, regardless of background, will boost morale and job satisfaction among our
employees. This inclusive environment will increase engagement and retention. It will also fuelproductivity and innovation through diverse perspectives.
Furthermore, Wipro's reputation as an employer of choice will strengthen attracting top talent andensuring compliance with legal requirements. This commitment will enhance our brand image and isalready contributing to broader societal change by challenging stereotypes and promoting social
acceptance. Overall, Wipro's efforts exemplify its commitment to driving positive change and to foster amore inclusive world.

5. Facilities and Amenities
5.1 Physical Infrastructurea) Wipro will ensure that suitable facilities and infrastructure are provided to employees withdisabilities to enable them to discharge their duties in the establishment effectively.
b) Wipro aims to ensure that the physical infrastructure (buildings, furniture, facilities and services inthe building/campus) adheres to accessibility standards.
c) Any new facility that is built, renovated, leased, or rented will be evaluated for compliance withaccessibility standards at different stages of the building construction.
d) Any employee facing accessibility issues should report to the facilities team at their location andcopy the Global Disability Inclusion Lead (also the Liaison Officer).
5.2 Digital Infrastructurea) It is Wipro’s continuous endeavor to ensure that all documents, communications, applications andplatforms adhere to accessibility standards.
b) The Standards for Information and Communication Technology that will be followed are:1) Website/application standards: Web Content Accessibility Guidelines (WCAG 2.1 AA).
2) Documents Standards: Accessible Word document, accessible PDF formats, and E Pub
Format as per standards.
3) Procurement guidelines: Wipro will follow EN 301 549, which has requirements for ICT
accessibility in products and services like hardware, applications, self-service kiosks, andother technology or country-specific standards like Indian Standards IS 17802 (Part 1),
2021, and IS 17803 (Part 2), 2022, published by the Bureau of Indian Standards.
c) Wipro will ensure that only accessible technologies are procured. However, if any employee faces
accessibility challenges, they can write to the Global Disability Inclusion Lead at
DisabilityInclusionSupport@wipro365.onmicrosoft.com.
d) Employees can find more details on the Disability Inclusion hub page.
5.3 Reasonable Accommodationa) When requested, Wipro will provide reasonable accommodations or adjustments for eligible employees
or job applicants who have disabilities. Such reasonable accommodation or adjustment 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 and23) To enable an employee with a disability to enjoy the same benefits and privileges of
employment as non-disabled employees.
b) Reasonable accommodations or adjustments will be made on an individual basis as per the
Reasonable Accommodation policy. Reasonable accommodations or adjustments include, but are notlimited to, assistive technology, sign language interpretation support, transport, and modified
furniture.
c) There is also an application for seeking reasonable accommodations or adjustments. Employees whoneed any such assistance can make their needs known by filling out the reasonable accommodation
form in this path https://thedot.wipro.com -> Apps -> MyRequest-> Reasonable Accommodation.
d) All documents concerning an employee’s reasonable accommodation request would be maintained in
the employee’s confidential file, separate from the employee’s official personnel file.
e) Wipro has formulated the Reasonable Accommodation Policy in which the process for availing
accommodations has been further detailed.
5.4 List of Positions Identified and the Manner of Selection
At Wipro, all positions are open to people with all types of disabilities. The hiring process is purely basedon merit. Job applicants are evaluated based on their skills and competence.
a) Vacancy Advertisement and Application
Most of the open positions are published on Wipro’s career site, social media, and job portals. Our key
focus is to:1) Ensure that all our existing sourcing channels and methods are inclusive.
2) Collaborate with organizations working with, and for, persons with disabilities to attract talent.
b) Selection Process
The selection process is the same for all job applicants, including persons with disabilities. Reasonableaccommodations or adjustments will be provided to job applicants with disabilities on request bycontacting their recruiter.
5.5 Other Facilitiesa) Training and Career Development
1) At Wipro, we seek to maintain a culture in which merit and performance are rewarded. Wipro will
ensure that career growth opportunities are provided solely based on merit for all employees.
2) Wipro will ensure that any accommodation required for participating in the people processes andtrainings will be arranged. Employees who need any reasonable accommodation or adjustment toattend the training program can contact the trainer or course owner or the Global Disability
Inclusion Lead.
3) Wipro, at its discretion, will endeavor to ensure that all training programs are accessible toemployees with disabilities.
4) Wipro is committed to ensuring that employees with disabilities have equal opportunities intrainings, transfer, postings, and career advancement opportunities. Any reasonableaccommodation or adjustment that may be required to participate in the training programs orappraisal process and for relocation would be provided in accordance with the Reasonable
Accommodations Policy.
5) Training and awareness initiatives are undertaken to sensitize managers to ensure nondiscrimination and equal opportunities for people with disabilities.

3b) Employee Engagement and Social Inclusion
Wipro will endeavor to make all company events and meetings inclusive by ensuring that these areconducted at accessible venues with a provision of reasonable accommodation or adjustment available toemployees with disabilities. For more details, employees may refer to the Disability Inclusion Hub Page.
c) Disability Leave
1) Wipro offers various forms of leave, including casual, sick, parental, and adoption. Wipro alsooffers loss of pay leaves for certain reasons that may prevent an employee from functioning atwork.
2) Employees with disabilities or those who acquire a disability and need leave for medical treatment
or rehabilitation beyond their regular leave can request leaves as a reasonable accommodation/
adjustment.
3) Wipro, at its sole discretion, will take a decision based on the needs of the employee on a case-tocase basis based on the Reasonable Accommodation Policy and guidelines.
5.6 Governance
Wipro has a central Diversity, Equity and Inclusion team to promote and strengthen the company’s charterto create an inclusive workplace for employees with disabilities.
The governance team comprises a Head of Organization, Capabilities, Diversity, Equity and Inclusion and
the Global Disability Inclusion Lead, who also serves as a Liaison Officer as per the RPwD Act 2016. This
team is responsible for ensuring the implementation and monitoring of the Equal Employment Opportunity
Policy.
a) Global Disability Inclusion Lead
1) Wipro has appointed the Global Disability Inclusion Lead, to be the Liaison Officer. They will
coordinate with the various concerned stakeholders and provide subject-matter expertise toensure an inclusive and accessible workplace.
2) They will also be responsible for ensuring that employees and job applicants with disabilities
receive the needed reasonable accommodation for performing their job or participating in theselection process on an equal basis with the others, as and when requested.
3) They will also raise awareness among all employees at Wipro to create an inclusive work
environment.
b) HR Managers
1) Human Resource managers have the functional responsibility of ensuring compliance with theprovisions of this policy.
2) They should proactively take steps to ensure that all employees are sensitized and there is nodiscrimination in recruitment, training, career development, redeployment, employee engagement
activities, promotion, and other aspects of employment.
c) Inclusion Champions
1) Wipro has nominated Inclusion and Diversity champions for every business and service line. They
are responsible for promoting inclusion and increasing representation of people with disabilities
within their business and service lines.
d) Employee Resource Group - Global Disability Alliance Network
1) Wipro has formed an Employee Resource Group (ERG) for employees with disabilities, medical
conditions, caregivers and allies to work together to promote disability inclusion within thecompany.

42) This ERG is led by the central Diversity, Equity and Inclusion team (Global Disability Inclusion
Lead). The primary role of this group to evangelize inclusion within Wipro by organizing andparticipating in events, activities, campaigns, and by being an ally/advocate for creating inclusion.
3) They connect monthly and communicate through e-mail to seek information or support on any
aspect related to disability inclusion, accessibility issues, besides sharing knowledge and updates
on disability matters. For more details, please visit the Community page.
e) All Employees
1) It is the responsibility of all employees at Wipro to learn and educate themselves on disability
inclusion and contribute to creating an environment that is non-discriminating, inclusive andaccessible.
5.7 Maintenance of Recordsa) Wipro has a robust and well-defined process for capturing and maintaining the records of its
employees. Wipro understands and respects that sharing information about one’s disability is purely apersonal preference, and nobody is mandated to do so. Employees who have a disability or medical
condition or are a primary caregiver and wish to share the information can fill the Voluntary SelfIdentification form here in this path https://thedot.wipro.com -> Apps -> MyData-> Voluntary SelfIdentification for disability, medical condition and caregiving.
1) Please note that self-identification is voluntary. It is the individual’s choice to share their medical
condition, disability, or caregiving responsibility. Employees can choose to self-identify at any time
during their tenure with Wipro. Employees will not be penalized for not sharing such information.
However, if employees require a reasonable accommodation or adjustment, then the Global
Disability Inclusion lead may ask for information on disability or medical report to evaluate therequest.
2) Confidentiality of the data will be maintained with certain exceptions, like when data is being
made available for security and other relevant functions for ensuring reasonable accommodations
or adjustments. The information will be shared on a need-basis, on the discretion of the Global
Disability Inclusion Lead. The stakeholders who are given access to the information will sign an
NDA to ensure confidentiality. The exception to this is the Lead for Persons with Disability.
5.8 Grievance Redressala) Wipro has a well-defined grievance redressal mechanism to enable its employees and others
associated with Wipro to not overlook any concern but instead raise it at an early stage in theright manner, without fear of retaliation, victimization, subsequent discrimination, or disadvantage
at the workplace.
b) Wipro does not tolerate any malpractice, impropriety, abuse or wrongdoing, discrimination, or
harassment. Employees are encouraged to raise their concerns. Wipro ensures that such concerns
are thoroughly inquired by the designated persons independently and fairly.
c) While Wipro condemns malpractices, wrongdoing, abuse, or harassments in general, it is also
conscious of the likelihood of any direct or indirect discrimination, denial of reasonableaccommodation, or bullying behavior toward employees with disability or medical conditions andwould treat such instances as malpractice, abuse, or harassment.
d) Wipro will follow the procedure outlined below for inquiring about and investigating thecomplaints or concerns raised by employees with disabilities. However, necessary and reasonableaccommodations will be provided to employees with disabilities to effectively participate in theinvestigation process. For example, a sign language interpreter for deaf associates, an accessible
venue for a person with a locomotor disability, etc.

5e) Employees can reach out to their manager or HR manager to voice concerns. In instances the issue
is still not resolved, they can raise an Ombuds complaint here. For complaints related to or raisedby an employee with a disability or medical condition, the Global Disability Inclusion Lead will be
consulted and involved by the Grievance Team to conduct the investigation.
f) If an employee raises a concern, they will not be under any risk in the form of retribution orretaliation. Wipro will not tolerate any harassment or victimization (informal pressures) against
any employee raising concerns who has a genuine case and will take appropriate action
accordingly.
5.9 Definitions
i.

ii.

iii.

iv.

“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.
“Discrimination” in relation to disability means any distinction, exclusion, or restriction based on
disability that impairs or nullifies the recognition, enjoyment or exercise on an equal basis withothers 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 reasonableaccommodation.
“Persons with Disabilities” include those who have long-term physical, mental, intellectual, or
sensory impairments, which, in interaction with various barriers, may hinder their full and effective
participation in society on an equal basis with others.
“Reasonable Accommodation” means necessary and appropriate modification and adjustments
not imposing a disproportionate or undue burden, where needed in a particular case, to ensure
persons with disabilities the enjoyment or exercise on an equal basis with others of all humanrights and fundamental freedoms.

Some illustrative examples of disability are:• Locomotor disability• Muscular Dystrophy• Leprosy (cured)• Dwarfism• Cerebral Palsy• Acid attack survivor• Low vision• Blindness• Deafness• Hard of hearing• Speech and language disability• Intellectual disability• Specific learning disability• Autism Spectrum Disorder• Psychosocial disability• Chronic neurological conditions• Multiple sclerosis• Parkinson’s disease• Haemophilia

6• Thalassemia• Sickle cell disease• Multiple disabilities
5.10 POC for Queries
Global Disability Inclusion Lead

Revision History
Version

Revision
Date

Reason for
ChangeDrafted/
Reviewed By

Approved
By

Date
Approved

1.0

18.06.2019

Original Document

Corporate HR

Head – Corporate HR

18.06.2019

1.1

26.04.2023

Change in the path forimportant links andnew updates
incorporated

Organizational
Capability Team

General Manager andHead, Organizational
Capability

26.04.2023

1.2

25.01.2024

Changes to the policy
from a global
standpoint

Diversity, Equity andInclusion Team

Director, Head Diversity, Equity andInclusion

21.06.2024

7

About Wipro Limited
Wipro Limited (NYSE: WIT,
BSE: 507685, NSE: WIPRO)
is a leading technology
services and consulting
company focused onbuilding innovative
solutions that addressclients’ most complex
digital transformationneeds. Leveraging ourholistic portfolio of
capabilities in consulting,design, engineering, andoperations, we help clients
realize their boldest
ambitions and build
future-ready, sustainablebusinesses. With 250,000
employees and business
partners across more than
60 countries, we deliver on
the promise of helping ourclients, colleagues, andcommunities thrive in anever-changing world.