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.
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.
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.
1. Facilities and amenities
IndiGo aims to provide all necessary infrastructure to its employees to create a conducive workplace, all required facilities, including assistive devices, amenities and trainings, (post hiring programs, other trainings including are provided to ensure that the employee may execute their duties effectively. During the training period, outside the employee’s home base, IndiGo ensures reasonable accommodation, including all required facilities to ensure that the employee has a hassle-free learning experience without discrimination. Our leave policy is crafted as per governing laws and employees are provided leave without discrimination. An employee facing accessibility, leave or any other work-related issue should report the same to their reporting manager and HR partner 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 upon 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 regulations.
3. Manner of selection
a) Vacancy advertisement and application
b) Selection Process
IndiGo has appointed Pratik Arjun Sen – Associate 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 perveances of people with disabilities The Liaison Officer is responsible for:
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 to their reporting manager and the reporting manager must notify in writing to the Liaison Officer.
Maintenance of Records
IndiGo 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.