Equal Opportunity, Diversity and Inclusion Policy

Eternal General Service Foundation (Company / Eternal Foundation) is committed to fostering a culture of equal opportunity and inclusion in all aspects of our operations. We believe that creating a diverse and inclusive workplace is essential for achieving our mission and goals. We create an environment that welcomes and respects everyone regardless of race, ethnicity, gender, sexual orientation, age, religion, disability, or any other characteristic protected by law.

This policy applies to all onroll employees of Eternal Foundation, including fixed-term employees and interns.

Equal Employment Opportunity

We ensure equal opportunity in every aspect of the employment relationship, including but not limited to hiring, promotions, training and development, compensation, and benefits. At Eternal Foundation, all hiring decisions are based on the applicant's professional competence and the organization's requirements. To address conscious and unconscious biases in our recruitment process, we ensure that hiring decisions are made collaboratively, involving multiple stakeholders rather than relying on one individual's judgment.

We have undertaken initiatives to promote a bias-free culture and focus on recruitment collaborations that encourage diversity hiring. These initiatives include holding a diversity, equity and inclusion survey for all our employees and holding workshops for internal teams on unconscious biases with an aim to ensure common biases are easily identified and tackled.

As part of our commitment to fostering a supportive and inclusive work culture, we have four active employee resource groups (ERGs) at Eternal Foundation for women, mothers, parents, and members and allies of the LGBTQIA+ community. Employees are encouraged to be part of these groups as members of the respective communities and as allies.

We are also members of women-focused sourcing platforms such as WeConnect International and conduct targeted recruiting events such as our women and trans-only hackathon.

Equal opportunity for persons with disabilities

We aim to ensure that all our facilities and offices are accessible to everyone, and we believe in providing equal opportunities to persons with disabilities. Our commitment is guided by the provisions of the Rights of Persons with Disabilities Act, 2016 (RPWD Act).

The following are the measures taken to enable the same:

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We are sensitive to the fact that different disabilities require varied support to enable employees to participate fully at work. To plan and support their needs effectively, we have a voluntary person with disability self-disclosure form for both new joiners and existing employees. Anyone with a disability is encouraged to share information on their disability, regardless of the type or level. Any information provided is kept strictly confidential and we ensure it does not impact their current work in any manner.
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Based on the information shared or assistance required, reasonable accommodations are provided to persons with disabilities to enable them to perform their job responsibilities at Eternal Foundation effectively.

To ensure this, we have appointed a disability liaison officer responsible for the welfare of persons with disability. We also have a dedicated email address, diversity@eternal.com, where people can write for assistance or recommendations.

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There is a grievance redressal mechanism for addressing matters should anyone feel they are facing any harassment or discrimination.

Equal opportunity for transgenders

We are dedicated to creating a workplace that is free from discrimination against transgender individuals, promoting inclusivity for everyone. We believe in offering equal opportunities to transgender individuals without any bias based solely on gender identity. Our commitment is guided by the provisions outlined in The Transgender Persons (Protection of Rights) Act, 2019 (TP Act).

Equal opportunity for HIV and AIDS positives

We are dedicated to creating a workplace that is free from discrimination against HIV positive individuals, promoting inclusivity for everyone. We believe in offering equal opportunities to HIV positive individuals without any bias based solely on HIV status. Our commitment is guided by the provisions outlined under The HIV and AIDS (Prevention and Control) Act 2017 and the Model HIV and AIDS Policy for Establishments (2022).

Equal opportunity for all

We are dedicated to creating a workplace that is free from discrimination against race, ethnicity, or nationality of individuals, promoting inclusivity for everyone. We believe in offering equal opportunities to all individuals without any bias based solely on race, ethnicity, and nationality.

Inclusive Policies for all employees alike: We are committed to designing inclusive and equitable policies. We engage in a collaborative process that includes input from a diverse group of employees and stakeholders to ensure that our policies consider the needs and experiences of all individuals.

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Prevention of Sexual Harassment: Eternal Foundation promotes a safe workplace environment which is embracive of diversity by implementing a zero tolerance, gender neutral policy for sexual harassment.
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Parental Leave Policy: Eternal Foundation offers equal parental leave of 26 weeks to both employees, mothers and fathers, going with the belief that both parents should have the opportunity to assume equal responsibility in the primary care of their children. The Parental Leave Policy also applies to non-birthing parents in cases of surrogacy, adoption, and same-sex partners.
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Period Leave Policy: Women and transgenders at Eternal Foundation can avail period leaves as per the Leave Policy.
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Medical Insurance Policy: To enable good health and well-being for all employees and their families, Eternal Foundation medical insurance policy is extended to employees, spouse or partner, and children. Partner includes same gender partners as well.
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Discrimination or Harassment: Eternal Foundation strives to maintain a healthy, safe, and productive work environment that is free from discrimination or any form of harassment for all employees. A trained Internal Complaints Committee has been constituted to resolve any complaints that may arise in this regard in a timely and impartial manner.
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Inclusive Leadership and Management: Leaders set the culture and tone of any organization, hence Eternal Foundation deems it imperative that diversity and inclusion is valued and demonstrated by the leaders themselves. They are expected to display inclusive leadership behaviours, cultural intelligence, pay attention to diverse thinking, psychological safety, and focus on team cohesion.

Employee Responsibilities: Every person engaged with Eternal Foundation is responsible for respecting the dignity and diversity of all other people working with Eternal Foundation and creating an inclusive environment that is free from discrimination and harassment. Everyone is encouraged to write to speakup@eternalfoundation.com if they have any complaints or observe any form of discrimination or harassment.

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Use of Inclusive Language: Inclusive language refers to language that raises no social stereotypes in relation to gender, race, age, disability or body and avoids the use of words or phrases that create or maintain disadvantage or barriers for the people being referenced. To foster inclusive communication both internally and externally, Eternal Foundation expects all employees to use inclusive language in all formal or informal, written or verbal communication, documents and policies and to avoid the use of discriminatory language.

Anyone who believes they have been subjected or are being subjected to discrimination at Eternal Foundation on the grounds of age, religion, gender, color, national origin, sexual orientation, HIV and AIDS status and physical disability, may file a complaint by writing to speakup@eternalfoundation.com.

All employees are assured that complaints will be addressed without delay and judiciously while upholding utmost confidentiality and sensitivity.

Any employee facing accessibility issues can notify the disability liaison officer at diversity@eternal.com.

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The investigation team shall acknowledge the complaint within 3 (three) working days of receiving such a complaint.
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While reviewing the concern, the investigation team will connect with the complainant and note down a detailed statement of complaint, investigate the facts and surrounding circumstances while reaching out to the individual against whom the complaint is raised, take testimonies of other relevant persons, and review the evidence wherever necessary.
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The investigation team will arrive at a decision after carefully and fairly reviewing the circumstances, evidence, and relevant statements. This will be followed by feedback to the complainant about what can and cannot be done to resolve the grievance.
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The investigation team will ensure closure of the case within 90 days of filing the complaint.
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The investigation team will ensure that in the course of investigating a grievance both parties refrain from any form of threat, intimidation, or influencing of relevant persons involved. The investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances.

Once the investigation is completed, a determination will be made regarding the validity of the discrimination allegations. If it is determined that discrimination has occurred, appropriate disciplinary action shall be taken against the respondent. Disciplinary action may include but is not limited to transfer, suspension, termination of employment and legal proceedings in appropriate courts or forums.

This policy will be uploaded on Eternal Foundation HR portal for access to all employees. The policy will be reviewed annually and will be modified if needed.

Any change in the Policy shall be approved by the Board of Directors of Eternal Foundation. Board shall have the right to withdraw and or amend any part of this Policy or the entire Policy, at any time, as it deems fit, or from time to time, and the decision of the Board in this respect shall be final and binding.

The VP, People Team is responsible for supervising the Policy. Any queries regarding the Policy should be referred to the Authorized Person, who is in charge of administering, enforcing, and updating the Policy.

In any circumstance where the terms of this Policy are inconsistent with any existing or newly enacted law, rule, regulation or standard governing the Company, the said law, rule, regulation or standard will take precedence over this Policy.

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If you have questions about this donor privacy policy or requests about the status and correctness of your donor data, please contact us at privacy@eternalfoundation.com
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