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Equal Opportunities Policy

Purpose

At Petsy, one of core values is care. That is, we care about creating an energetic, inspirational, and supportive culture for our team members. Integral to creating a supportive culture and workplace environment lies our commitment to be an equal opportunity employer.

Key principles

Petsy is committed to providing equal opportunities in employment and creating an inclusive work environment.

We are committed to:

  1. Provide equal and fair opportunities to Petsy employees or eligible applicants for employment.

  2. Maintaining a workplace that is free of all forms of discrimination directly or indirectly.

  3. We will endeavour to reasonably accommodate for qualified employees or job applicants who have disabilities, wherever necessary to the extent possible.
  4. We will make unbiased and non-discriminatory employment related decisions.
  1. We comply with the relevant laws and regulations regarding employment opportunities.
  1. Take reasonable efforts to ensure that staff are familiar the anti-discriminatory and fair opportunities policies and that any complaint in violation of such policies will be investigated and resolved appropriately.
  1. Strengthening diversity and inclusion in our workplace.

Petsy’s Anti-discrimination and Equal Opportunity Policy

Scope:

The Anti-discrimination and Equal Opportunity Policy is applicable for all job applicants and employees.

Policy Framework:

Petsy is dedicated to providing equal opportunities and maintaining a workplace that is free of all forms of discrimination directly or indirectly including religion, race, caste, sex, place of birth, descent, sexual orientation, gender identity, disability, age, or any other category protected by applicable law.

To this end, our key guiding principles assist with keeping up with our commitment.

  1. Equal and fair opportunities: Provide equal and fair opportunities to Petsy employees or eligible applicants for employment.
  2. Anti-discrimination: Maintaining a workplace that is free of all forms of discrimination directly or indirectly including religion, race, caste, sex, place of birth, descent, sexual orientation, gender identity, disability, age, or any other category protected by applicable law.
  3. Reasonably accommodate: We will endeavour to provide proper infrastructure and reasonably accommodate for qualified employees or job applicants who have disabilities, wherever necessary to the extent possible.
  4. Unbiased employment related decisions: Make any employment related decisions such as recruiting, developing, training, and promoting our employees based on individual ability, qualifications, and other appropriate non-discriminatory criteria.
  1. Compliance with laws and regulations: Ensuring that we adhere to the relevant laws and regulations regarding employment opportunities.
  1. Education and non-retaliation: Making reasonable efforts to ensure that staff are familiar the anti-discriminatory and fair opportunities policies and that any complaint in violation of such policies will be investigated and resolved appropriately.
  1. Strengthening diversity and inclusion in our workplace. We do this by empowering our employees with a supporting yet sensitive and understanding culture to create a sense of belonging.

Roles and responsibilities

  • Petsy employees, acting in their capacity as a representative of the company, have the responsibility to comply with the policy and relevant laws and regulations.
  • Managers and supervisors must take reasonable steps to resolve complaints fairly, timely and keeping confidentiality as far as practicable.
  • Human Resources team must provide relevant guidance and address grievances relating to this policy.

Reporting an Incident of Harassment, Discrimination or Retaliation

Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with their immediate manager and or human resources. If he or she does not feel safe discussing this with either than they should a superior manager.

Petsy encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct.

Petsy will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

False and malicious complaints of harassment, discrimination, or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.

Edits and Communication regarding this policy

This policy may be reviewed from time to time and as when legal regulations require it. This policy is also made available to all employees via our internal drive and on our website.

Liaison Officer

If you have any queries or concerns regarding this policy or wish to speak to our liaison officer regarding the recruitment process or provision of facilities for disabled persons, please see the details outlined below:

Name: Sinal Shah
Email: sinal.shah@petsy.online
Address: 3 Gujrat Industrial Estate, Vishweshwar Nagar Road, Churi Wadi, Goregaon East, Mumbai, Maharashtra 400063
PH: +91 91722 84372
Time: Monday - Friday (10am - 6pm)

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