Equal Opportunity Policy

SNV Aviation Private Limited (“Company”) recognizes 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.   

For us, workforce diversity is a business imperative. We strive to ensure that our workforce is representative of all sections of society. We believe that, by doing so, we will 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 (“Policy”) is in accordance with the provisions of the Rights of Persons with Disabilities Act, 2016 (“Act”). The Company is committed to eliminating all forms of discrimination (which includes direct discrimination, indirect discrimination and denial of reasonable accommodation, as defined below), bullying and harassment of persons with disabilities. We continuously strive to ensure that all our facilities, technologies, information and privileges are accessible to all persons with disabilities. We encourage persons with different disabilities to apply for opportunities with the Company.  

The Company’s decisions on employment, career progression, training or any other benefits are based solely on merit. The Company follows an inclusive evaluation process by ensuring that a person with a disability is provided with all the possible flexibility and accommodation that may be required so that they have a fair chance of being evaluated. Any information shared by an employee of the Company on their disability/medical condition will remain confidential.   

Scope:   

This Policy applies to applicants, full time/part time employees, interns/trainees, contractual employees, including temporary employees, third party contractual employees and consultants (unless otherwise stated). This Policy also covers employees who acquire a disability during their work tenure. 

This Policy applies to all aspects of employment, be it recruitment, training, working conditions, salaries, transfers, employee benefits and/or career advancement.   

Policy Details:   

1. Facilities and Amenities:

Any new facility that is built, renovated, leased or rented will be evaluated for compliance with applicable accessibility standards.  It will be the Company’s continuous endeavour to ensure that all its documents, communication and information technology systems adhere to the accessibility standards. 

The Company will make Reasonable Accommodations, whenever necessary, for qualified employees or job applicants who have disabilities, as per the Act. Such Reasonable Accommodation will be provided to ensure equal opportunity in the application and selection process, to enable a person with a disability to perform the essential functions of a job; and to enable a person with a disability to enjoy the same benefits and privileges of employment as any other employee of the Company, to the maximum extent possible.

For the purposes of this Policy, “Reasonable Accommodation” means necessary and appropriate modification and adjustments, without imposing a disproportionate or undue burden in a particular case, to ensure to persons with disabilities the enjoyment or exercise of rights equally with others. 

2. List of Positions Identified: 

The Company is an equal opportunity employer. The hiring is purely based on merit and all candidates are evaluated based upon their skills and competence. Flexibility and Reasonable Accommodations will be provided to persons with disabilities on an individual basis, as detailed in the subsequent section. Applicants can contact the HR team of the Company or the Liaison Officer for specific assistance with respect to suitable positions in compliance with applicable regulations. 

3. Selection:

Selection criteria (job description and employee specification) will be kept under constant review to ensure that it is non-discriminatory and that they relate purely to the skills needed for the job and nothing else; and Selection criteria may be relaxed for persons with disabilities on a case-by-case basis as per our Reasonable Accommodation policy. Application forms will be made available in alternate formats, based on request.

Candidates will be interviewed by a panel. The hiring decision will be based upon the collective decision of the panel. If a person with a disability needs any specific Reasonable Accommodation for the interview, they should write to the recruiter or the Liaison Officer.    

4. Other Facilities:

The Company will endeavour to provide course materials meant for induction and training in accessible formats, on request, to persons with disabilities. Reasonable Accommodations, such as assistive aids, accessible training venue, accessible materials, interpreter, scribe, etc. may be provided by the Company, on request. 

The Company will endeavour to provide training and career development opportunities. The Company has an accessible and inclusive appraisal process. Any employee/manager requiring any Reasonable Accommodations for an appraisal process may place a request with the Liaison Officer.

Company will aim to provide persons with disabilities accessible modes of transport and stay facilities for the purpose of official travel. 

The Company will endeavour to make all Company events and meetings inclusive by ensuring that these are conducted at accessible venues with a provision for Reasonable Accommodations being available to employees with disabilities.

5. Governance Framework:

As per the mandate of the Act, the Company has appointed Vandana Singh, Deputy General Manager Talent Management and Employee Engagement, email id: liaison.officer@akasaair.com 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. In addition to being responsible for ensuring that the Company operates in compliance with the Act and to fulfil the terms of this Policy, the Liaison Officer is responsible for ensuring that all employees are aware of the Policy and know their duties and rights in relation to the Policy and developing proactive strategies to prevent discrimination and harassment.

6. Disability Leadership Council:

Disability Leadership Council comprises of senior representatives of all business units/functions. The charter of the Disability Council is to ensure the Policy is implemented and complies with the provisions as outlined in the Policy.

All employees have the responsibility to comply with the 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 and managers should act promptly in the event such a concern or complaint is raised. 

7. Maintenance of Records:

The Company will collect and maintain data regarding all persons with disabilities in relation to their employment, facilities provided and other necessary information as per the Act. All employees will be asked to fill in the ‘Voluntary Disability Self Identification Form’ in order to give information regarding any disability that they may have. An employee can edit the information at any time during their tenure. There will be no penalties imposed because they did not share information regarding their disability earlier. An employee who acquires a disability during their course of employment with the Company can also edit and update the form.