Equal Opportunity & Inclusive Workplace Policy

We provide equal employment opportunities to all qualified candidates and employees. Decisions related to recruitment, selection, assignment, training, promotion, compensation, benefits, discipline and separation are based on merit, qualifications, performance and business needs.

This policy applies to all employees, interns, trainees, contractors, consultants and applicants interacting with Udaan Gateways Pvt Ltd in India and any other geographies where we operate.

We do not tolerate discrimination or harassment on the basis of—including but not limited to—race, colour, religion or belief, caste, sex, gender identity or expression, sexual orientation, marital or parental status, pregnancy, age, disability, medical condition, genetic characteristics, nationality, ethnic origin, language, social or economic status, veteran/ex‑servicemen status, or any other status protected by applicable law (including the Rights of Persons with Disabilities Act, 2016 and the Transgender Persons (Protection of Rights) Act, 2019). We strive to align with global good practices where applicable.

• We provide reasonable workplace and hiring process accommodations for qualified individuals with disabilities or medical needs.
• To request an accommodation, contact HR at hr@udaangateways.com. Requests are assessed individually and handled confidentially.

• Job descriptions focus on essential skills. We avoid unnecessary criteria that may create barriers.
• Interview panels are trained on fair assessment and bias‑aware practices relevant to our student services industry.
• We offer equal access to development, mentoring and lateral/vertical opportunities based on performance and potential.

We maintain a zero‑tolerance stance toward harassment, including sexual harassment. Our Internal Complaints Committee (ICC) functions in accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH). Details of the ICC and reporting channels are available with HR.

• Compensation practices aim for internal equity and market competitiveness.
• Performance reviews use consistent criteria; decisions are documented to ensure transparency.
• We regularly review hiring and progression data to identify and address systemic barriers.

Employees or applicants who believe they have experienced discrimination, harassment, or retaliation should promptly report their concerns to HR at hr@udaangateways.com or their manager. Reports may be made in good faith without fear of adverse action. We will investigate appropriately and take corrective measures where warranted.

We prohibit retaliation against anyone who, in good faith, raises a concern, files a complaint, participates in an investigation, or requests an accommodation.

• Leaders & Managers: model inclusive behaviour, ensure fair decisions, escalate issues promptly.
• Employees: treat colleagues, partners and candidates with respect; comply with this policy and related procedures.
• HR: maintain processes, enable training, ensure compliance and confidential handling of complaints.