Equal Opportunity Policy

EQUAL OPPORTUNITY POLICY

The Company is committed to fostering a diverse and inclusive workplace that upholds the rights and dignity of people with disabilities. By embracing diversity and inclusion, we aim to create an environment where everyone is valued, respected and empowered to contribute their unique talents and perspectives. The inclusion of persons with disability is an integral part of our code of conduct and ethics. We are an equal employment opportunity company and are committed to creating a healthy working environment that enables employees to work without fear of prejudice, gender bias and in a harassment free workplace to all employees without regard to race, caste, religion, colour, ancestry, marital status, gender, age, nationality, ethnic origin or disability. The Company also believes that all employees of the Company have the right to be treated with dignity. With this vision, we have formulated this equal opportunity policy (“Equal Opportunity Policy”), in accordance with the provisions of The Right of Persons with Disabilities Act, 2016 (“Act”), Transgender Persons (Protection of Rights) Act, 2019, Human Immunodeficiency Virus and Acquired Immune Deficiency Syndrome (Prevention and Control) Act, 2017 (“HIV Act”) and the rules made thereunder.

This Policy extends to all the (a) transgender persons, (b) differently abled persons, (c) protected persons (as defined in the HIV Act) of the Company (hereinafter collectively referred to as “Eligible Persons”) without any discrimination on the grounds of age, colour, marital status, physical ability, national origin, race, religion, sex, or sexual orientation. The Policy also extends to the employees who acquire disability during their employment period.

All the vacancies for positions available for Eligible Persons will be notified on https://www.furjaden.com/pages/careers. All the candidates will be purely assessed on the basis of their merit, skills and competence. During the recruitment process, if any person with disability requires any assistance or accommodation, he/she shall write to the Liaison Officer. The Company shall promote an inclusive hiring process including with respect to Eligible Persons and take steps to make the place of interview accessible. In addition, the Company shall provide reasonable accommodation for people with a disability, who choose to disclose the fact of their disability.

Any employee who acquires disability during the period of employment, may work at the same position as before. However, if such employee becomes unsuitable for the position, he/ she was holding, then he/she may be transferred to another position with same pay scale and service benefits.

The Company shall conduct a screening of the workplace to assess the adjustments to be made to the work environment to enhance its accessibility for people with disabilities. Upon an employee’s request, the Company shall provide reasonable accommodation for employees with disabilities as it relates to our facilities and amenities including but not limited to providing training, assistive devices, barrier free accessibility and/or such other facilities as may be necessary or prescribed.

We aim to ensure that our physical infrastructure (office premises, furniture and other physical facilities) is reasonably accessible and accommodative for everyone.

We also aim to ensure that all our documents, communications and information technology systems meet accessibility standards, to make it inclusive and usable for individuals with disabilities. Information essential to the job and workplace, such as job instructions, employee code of conduct, information on support facility, grievance procedures or health and safety procedures are communicated to employees with disabilities in a format which ensures that they are fully informed.

Any employee having issues in relation to physical or digital infrastructure may contact the Liaison Officer. We aim to provide infrastructural facilities (such as unisex toilets) and amenities for the transgender persons. The Company agrees to keep the gender identity of the employees confidential.

The Company will provide the required training to all the disabled employees. The employees will be provided with the reasonable accommodation such as assistive aids, accessible training venue, accessible materials, interpreter, scribe on request. Such request for accommodation shall be placed at least 1 (one) week prior to the scheduled training.

The Company also maintains the records of persons with disabilities working with the Company, including their contact details, personal details, nature of disability, nature of work assigned, facilities provided to them etc.

The employees may claim special leave for reasons related to disability under this Policy. However, such leaves shall be granted at the discretion of the management.

The Company has appointed a Liaison Officer to address the grievances of the employees under this Policy. The Liaison Officer shall be responsible to take initiatives and provide requisite support to the employees to achieve the objectives of this Policy. The contact details of the Liaison Officer are as follows –

Name: Mr. Sahil Bansal

Phone Number: +91-8080888028

Email Address: Sahil@furjaden.com

Any complaints or grievances raised under this Policy shall be addressed within 3 (three) business days of receipt of such complaint.

On investigation, if the employee against whom the complaint has been made, is found guilty of discriminatory behaviour, he/she will be subjected to necessary disciplinary actions.