Under the Transgender Persons Act, the Company shall endeavor to create a safe, inclusive and equitable workplace for transgender, non-binary, and gender non-conforming employees, in compliance with the Transgender Persons (Protection of Rights) Act, 2019. The company prohibits discrimination in recruitment, employment, promotion, training, and termination based on gender identity or expression.

The Company places importance on fostering a work culture where all employees feel respected and valued, which includes actively supporting and including transgender and gender non-conforming employees. Specifically, company policy states that employees must be addressed by the name and pronoun that corresponds to their gender identity. Furthermore, the updating of names and gender markers in all internal systems and official documents (i.e., ID cards, email, payroll, etc.) will be facilitated following the submission of a Certificate of Identity to the HR department. Employees are ensured that the company will treat all information regarding an employee’s trans status, name change or medical status, with strict confidentiality. Generally, reasonable workplace accommodations such as gender-neutral restrooms, safe transport, changing facilities, hygiene amenities, and other operational adjustments would be provided with the goal of an inclusive workplace, but all employees work permanently from home.

Bullying, harassment, or deadnaming (using an old name) of a transgender employee is strictly prohibited and subject to disciplinary action. Any employee who believes they have experienced discrimination or harassment based on gender or gender identity should report it to Jacqueline Chamberlain, head of HR and Complaint Officer at jchamberlain@brandinstitute.com. All complaints will be handled promptly, impartially, and confidentially by the GRC (Grievance Redressal Committee, please see pg. 18), who will conduct an investigation and take appropriate corrective action, which may include counseling or disciplinary measures. The Grievance Redressal Officer (GRO) shall acknowledge the complaint within 15 days and conclude the complaint within 30 days from the date when such complaint was received. Any retaliation or victimization against any employee who raises a complaint or participates in an investigation under the policy is strictly prohibited.

The Company shall conduct periodic sensitization programs, awareness sessions, and training initiatives for employees, managers, and HR personnel to promote understanding, respectful communication, inclusive workplace conduct, and compliance with applicable laws relating to transgender persons and gender diversity. Such programs may be conducted through virtual or in-person sessions and shall be designed to prevent discrimination, harassment, bullying, deadnaming, or any other conduct that undermines dignity and inclusion in the workplace.