RPWD-Equal Opportunity Policy

Preamble and Overview

At IndiGo, we recognise the value of a diverse workforce. We are committed to providing equal opportunities in employment and creating an inclusive workplace and work culture in which all employees are treated with respect and dignity.

We consider workforce diversity to be a business imperative. We will strive to ensure that our workforce is representative of all sections of the 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 be able 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 Rights of People with Disabilities Act, 2016.

Policy Statement

At IndiGo, 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.

Scope

The above policy covers all persons with disabilities. They could be job applicants, full time/part time employees, interns/trainees, contractual employees, including temporary employees. It also covers those employees who acquire disability during their work tenure. This policy also applies to all aspects of employment, be it recruitment, training, working conditions, salaries, transfers, employee benefits and career advancement.

Policy Details

1.   Facilities and amenities

IndiGo  aims to provide all necessary infrastructure to its employees to create a conducive workplace. Any employee facing accessibility issues should report to the facilities team at their location or write to the Liaison Officer.

2.   List of positions identified

At IndiGo, hiring is purely based on merit and the candidates are evaluated based on their skills and competence. Flexibility will be provided to persons with disabilities on an individual basis as detailed in the subsequent section. Applicants can contact our HR team or the Liaison Officer for specific assistance with respect to suitable positions in compliance with applicable regualtions.

3.   Manner of selection

a)  Vacancy advertisement and application

      Wherever possible, all vacancies will be advertised internally and externally.

b)  Selection Process

• All candidates undergo a fair and transparent selection process and process as laid down by the regulatory authorities.  
• Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are non-discriminatory and that they relate purely to the skills needed for the job and nothing else
• If a person with disability needs any specific reasonable accommodation for the interview she/he should write to the recruiter or the Liaison Officer.
• Each interviewer is mandated to record her/his final comments on the candidate’s Interview Evaluation Form. Reasons for rejection are objective and not related to the person’s disability.
• Wherever possible, more than one person would be involved in the selection interview and recruitment process, and all should have received appropriate training on the topic of equal opportunities for people with disabilities.

Liaison Officer

IndiGo has appointed Pratik Arjun Sen – Assoicate Director- Training as a Liaison Officer who will be responsible for taking initiative and providing the requisite support needed to realise the goals of an inclusive and accessible workplace and reasonable accommodation to address the gerviances of people with disabilities

The Liaison Officer is responsible for:

• Implementing the action plan for making the workplace and IT systems accessible for people with disabilities by liaising with the various departments in the organisation.
• Ensuring that all employees are aware of the Equal Opportunity Policy and know their duties and rights in relation to the Equal Opportunity policy.
• Developing proactive strategies to prevent discrimination and harassment.

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 incident of violation of this policy to their reporting manager and the reporting manager has to notifly in writing to the Liaison Officer.

For any additional information please send your queries on the following Email ID: RedressalOfficer@goindigo.in

Maintenance of Records

IndiGo will collect and maintain data regarding employees with disabilities in relation to their employment.