This Equal Opportunity Policy is in accordance with the provisions of The Rights of People with Disabilities Act, 2016. At XYZ Corporation, we commit to conform not just to the letter but also to the spirit of the Act. To ensure seamless implementation of this policy, XYZ Corporation has created a strategic plan and modified the related employee policies and processes. The plan has been devised on the basis of advice from relevant organisations as well as in consultation with appropriate employee representatives. The CEO has the overall responsibility for the effective operation of the opportunity policy. Liaison Officer, Persons with Disabilities, will be in charge for its implementation. Policy Statement XYZ Corporation is committed to eliminating all forms of unlawful discrimination (which includes direct discrimination, indirect discrimination and denial of reasonable accommodation), bullying and harassment of people with disabilities. At XYZ Corporation, we continuously strive to ensure that all our facilities, technologies, information and privileges are accessible to people with disabilities. We encourage candidates with different disabilities to apply. 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 disability is provided with any suitable flexibility and accommodation that may be required so that she/he may be evaluated fairly. Any information shared by employee on disability/medical condition will remain confidential. If an employee acquires a disability during her/his employment tenure she/he can return to work at the same rank as before. In case the employee is unable to perform the current job, the organization will invest in re-skilling the employee for another position at the same rank or higher. Scope The above policy covers all persons with disabilities. They could be job applicants, full time/part time employees, interns/trainees, contractual
Ensuring that all employees are of the Equal Opportunity Policy and knows their duties and rights in relation to the Equal Employment Opportunity policy. Developing proactive strategies to prevent discrimination and harassment. The Liaison Officer will share the quarterly progress report with the HR Head who would then present the progress report to the CEO/MD and the Disability Leadership Council. All employees have the responsibility to comply with the Equal Opportunity Policy. Managers and team members need to monitor the work environment to ensure that it is free from discrimination and harassment and encourages inclusion and respect for others. All employees are encouraged to report any incidents of violation of this policy and Managers should act promptly when concerns arise or complaints are made. Maintenance of Records XYZ 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. 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 information that an employee shares about her/his disability will be kept confidential. It will be maintained in a separate file and not in her/his personal file. Exceptions to the confidentiality clause: Managers/Supervisors may be given information about an employee’s disability for allowing/providing any accommodations.