Equal Opportunity Policy At VCare

Preamble

We believe in equal opportunity for all our employees, where we are committed to providing an inclusive work culture and environment free from any discrimination. We value and welcome diversity and will not treat anybody differently based on their race, sex, religion/beliefs, disability, marital or civil partnership status, age, maternity or paternity status, sexual orientation, gender identity, gender expression, caring responsibilities, or any other class of person protected by laws in the country.

Our vision is to be "Disability Confident". VCare, as an inclusive employer, actively encourages the recruitment, development and retention of people with disability and ensures they have equal opportunities in the workplace and strives to provide a safe, accessible and healthy work environment.

This policy ("Policy") has also been framed in accordance with the provisions of the Rights of Persons with Disabilities Act, 2016 ("Act") and the rules framed thereunder and provides a framework which is committed towards the empowerment of persons with disabilities. This policy aims to provide practical guidance on the management of disability issues in the workplace in accordance with the provisions of the Act and its rules.

Scope

This Policy is applicable to all prospective and existing employees of VCare in India throughout the period of their employment and all of its offices, units and branches located anywhere in India and will be subject to and have to mandatorily comply with this Policy.

The selection of new staff will be based on the job requirements and the individual's suitability and ability to do, or to train for, the job in question. Person specifications and job descriptions will be limited to those requirements that are necessary for the effective performance of the job. Candidates for employment, promotion or transfer will be assessed objectively in line with requirements for the job. VCare will strictly refrain from demonstrating bias or prejudice towards individual differences which will be valued and protected. The said process will be strictly based on meritocracy.

Definitions

"Disability" means any condition which has a significant, adverse and long term effect on a person's ability to carry out normal day-to-day activities.

"Person with disability" means a person with long term physical, mental, intellectual or sensory impairment which, in interaction with barriers, hinders his full and effective participation in society equally with others.

"Person with benchmark disability" means a person with not less than forty percent of a specified disability where specified disability has not been defined in measurable terms and includes a person with disability where specified disability has been defined in measurable terms, as certified by the certifying authority.

"Person with disability having high support needs" means a person with benchmark disability as certified by the certifying authority who needs high support.

"Discrimination" in relation to disability means any distinction, exclusion or restriction on the basis of disability which is the purpose or effect of impairing or nullifying the recognition, enjoyment or exercise on an equal basis with others 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 reasonable accommodation.

Guiding Principles

We strive to ensure:

A culture of mutual respect where we respect individual rights and differences of others, thereby creating an environment free from discrimination and bias.
An equal opportunity policy that provides a conducive work environment, encouraging every individual, irrespective of any differences, to discharge their duties based on their abilities and qualifications.
No person with disability will be denied any employment opportunity on grounds of disability; all vacancies will be filled based on individual competence, ability, trainability and suitability in relation to overall job requirements.
Workplace adjustments are made so persons with disabilities are not put at a disadvantage by employment arrangements or any physical feature of the workplace, providing a free and accessible environment to all.
Equal pay and terms of employment (including benefits, training, promotions, performance reviews, transfers, exits, etc.) without bias, through a transparent and standard rewards framework based on role, qualification, experience and duties.
Any benefits (monetary, developmental or progression) are based on performance and potential as per business need.
Awareness is inculcated among employees through educational sessions and internal groups that promote diversity.
All policies and decisions apply to all employees during their course of employment, based purely on organizational needs, job requirements and individual skills, attributes and experience.
A robust grievance redressal mechanism is available to address any grievances or issues related to discrimination.
A liaison officer is appointed to oversee the compliance and implementation of this policy at VCare.

Monitoring Equal Opportunity

All policies and processes will be applicable to all individuals during their course of employment with VCare. We regularly monitor the implementation of various people processes and practices throughout an employee's life cycle to assess whether equal opportunity is being achieved.

A Liaison Officer has been appointed to oversee compliance and implementation of this policy at VCare and report any discrepancies to the authorised person appointed at VCare. The Liaison Officer oversees compliance and ensures:

Provision of required infrastructure facilities and amenities for persons with disabilities.
A hiring process based on fairness, ability and merit, ensuring no opportunity is denied to any person on grounds of disability.
Implementation of policies and processes including but not limited to job responsibilities, training, performance review, promotion, transfers and exits.
A redressal mechanism in case of any grievance involving unlawful discriminatory conduct.
Recommendations based on industry best practices so that VCare remains at the forefront of being an equal opportunity employer. Any violation of this Policy is reported to the Liaison Officer, who may inquire into it with relevant stakeholders and forward it for further action to the disciplinary authority.

Workplace Adjustments

A workplace adjustment is an agreement with the employee's reporting manager for the alteration of the way facilities are arranged, to help overcome obstacles caused by a health condition or disability and continue doing one's job well. Adjustments can be temporary, as part of rehabilitation, or permanent. Adjustments typically fall into two categories:

Infrastructure and equipment — for example, barrier-free accessibility within the premises, a new chair, desk, IT kit or software.
The task itself — this covers the way someone performs a job, and might include regular breaks, a change to working pattern, or training.

It is our policy to make the adjustments our employees need, because we are committed to making sure everyone can succeed here — no matter what their background, health status or disability. If any employee with a disability is facing difficulty doing their job properly because of a health condition or disability, they should raise the question of adjustments with their respective reporting manager.

Maintenance of Records

VCare maintains records reflecting details of the disabled person, such as nature of disability, nature of work, and the facility provided.

At the time of hiring:

New joiners disclose any existing disability, if applicable.
The individual is required to submit a Disability Certificate from the government-authorised personnel.
The recruitment team ensures provisions are available in the candidate application form to capture disability details.

For existing employees:

In the course of employment with VCare, any employee who wants to be covered by the Act should contact their respective local HR representative. The declaration of disability is completely voluntary and will be kept confidential.

Communication of Policy

The Policy has been updated on the VCare website.
Suitable material will also be included in VCare publications, management conferences and supervisory training courses.
All employees will be taken through the Policy during their induction at the time of joining.

Amendments

The Board of Directors are empowered to do all such acts, deeds, matters and things as may be required from time to time to amend, alter and approve modifications to this Policy in line with the applicable provisions of the Acts, Rules and Regulations, and for operational convenience.

Annexure 1 — Specified Disabilities

As per the Rights of Persons with Disabilities Act, 2016, the following categories of disability are recognised:

Physical disability — including locomotor disability (leprosy cured persons, cerebral palsy, dwarfism, muscular dystrophy, acid attack victims), visual impairment (blindness, low vision), hearing impairment (deaf, hard of hearing) and speech/language disability.
Intellectual disability — including specific learning disabilities (such as dyslexia, dysgraphia, dyscalculia, dyspraxia and developmental aphasia) and autism spectrum disorder.
Mental illness — a substantial disorder of thinking, mood, perception, orientation or memory that significantly impairs judgment, behaviour, or the capacity to recognise reality or meet ordinary demands of life.
Chronic neurological conditions and blood disorders — including multiple sclerosis, Parkinson's disease, haemophilia, thalassemia and sickle cell disease.
Multiple disabilities — a combination of more than one specified disability, including deaf-blindness.
Any other category as may be notified by the Central Government.

Annexure 2 — Certification of Specified Disabilities

The Central Government notifies guidelines for assessing the extent of specified disability in a person. The appropriate Government designates qualified and experienced persons as certifying authorities, competent to issue a certificate of disability, and notifies the jurisdiction and terms under which each certifying authority operates.

Any person with a specified disability may apply, in the manner prescribed by the Central Government, to a certifying authority having jurisdiction, for the issue of a certificate of disability. On receipt of the application, the certifying authority assesses the disability as per the relevant notified guidelines and either issues a certificate of disability in the prescribed form, or informs the applicant in writing that they do not have a specified disability.

A certificate of disability issued under this process is valid across the country, and may be issued by an authorised medical authority, or any other competent authority in the applicant's district of residence, or a Government hospital where the applicant underwent treatment related to their disability.