RPWD-Equal Opportunity Policy

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

This policy is in accordance with the provisions of The Rights of Persons with Disabilities Act, 2016.

At IndiGo, we continuously strive to ensure that all our facilities, technologies, information, and privileges are accessible to persons with disabilities. Our employment is respective of the accessibility of infrastructure at workplace.

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 reasonable accommodation that may be required for a fair evaluation.

• The above policy covers all persons with disabilities. They could be job applicants, full time/ part time employees, interns/ trainees, contractual employees, including temporaryemployees.
  
• 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, IndiGo ensures reasonable accommodation, including all required facilities to ensure that the employee has a hassle-free learning experience in a barrier free environment.
     
   • 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 of RPwD at IndiGo.
     
2. LIST OF POSITIONS IDENTIFIED
   • At IndiGo, hiring is purely based on merit and the candidates are evaluated upon their skills and competence.
3. MANNER OF SELECTION
   1. Vacancy advertisement and application
      • Wherever possible, all vacancies will be advertised internally and externally.
      • 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.
        
   2. Selection Process and Lifecycle
      • Our job openings and requirements are mentioned on our career page for all candidates to apply.
        
      • All positions are open for persons with disabilities, unless the role has regulatory restrictions and or cannot be accessed due to unavoidable conditions. Our career page provides details of all open positions.
        
      • All candidates are hired through a fair and transparent selection process.
        
      • If a person with disability needs any specific reasonable accommodation for the interview, they should write to the Recruiter or the Liaison Officer at IndiGo.
        
      • Each interviewer records their comments on the candidate’s role fitment in the Interview Evaluation Form. Reasons for not shortlisting is not related to the person’s disability, unless/ otherwise directed by the regulatory authorities or the role constraints the safety of employee/ candidate.
        
      • 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 persons with disabilities.
      • IndiGo ensures there is no discrimination in any form of career growth due to the disability of the employee. They are being evaluated sensitively considering the barriers faced by them, if any.
      • IndiGo prioritizes the preference of persons with disabilities for place of their posting at the time of recruitment, that is convenient to them on an availability basis.
      • IndiGo conducts Sensitization trainings for its employees at the time of joining and during their lifecycle through its learning management system on Diversity, Equity & Inclusion, where awareness about a PWD is an important part of the syllabus/content.

IndiGo has appointed Suchita Dube – HR, as a Liaison Officer (Email ID: suchita.dube@goindigo.in) who will be responsible for taking initiative and providing the requisite support and reasonable accommodation to address the grievances of persons with disabilities. The Liaison Officer is responsible for:

• Ensuring that all concerned employees are made aware through the HR Partners of their duties and rights in relation to the Equal Opportunity Policy.
  
• Developing proactive strategies to prevent discrimination and harassment.
  
• Ensuring there is no discrimination in any form of career growth due to the disability of the employee and they are being evaluated sensitively considering the barriers faced by them, if any.
  
• 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.

IndiGo maintains data regarding employees with disabilities in relation to their employment, facilities provided and other necessary information as per The RPWD Act.