Equal Opportunities Policy

This Equal Opportunity Policy (“Policy”) of Suicide Prevention India Foundation (“SPIF” or “Company”) applies to all the employees of SPIF. We are an equal opportunity employer, committed to sound practices in all of our business dealings, activities, and employment practices. Our continued growth and success depend on respect for the individual and providing all employees with the same opportunity to succeed. This applies to all areas of employment including hiring, recruiting, training, promotion, compensation, benefits, transfer, termination and social and recreational programs.

Equal opportunities create an environment where employees can progress on ability and talent, which we believe can be achieved with a workforce that values and reflects the diversity in our society. Employees feel more motivated and committed if they feel valued and are treated fairly, which results in a more creative and productive environment.

Equal opportunity means that all employees are treated equally and not disadvantaged by prejudices or bias. SPIF strictly prohibits and does not tolerate unlawful discrimination, directly or indirectly in recruitment, promotion, training, employment opportunities or practices against employees and other persons on the basis of race, color, religion, religious belief, observance and practice, sex (including gender, gender identity, gender expression, pregnancy, childbirth, and medical conditions related to pregnancy), national origin, citizenship, age, marital status, sexual orientation, physical or mental disability, any legally protected medical conditions, and any characteristic protected by applicable law.

We expect all our employees to treat each other with respect and embrace each other’s differences. You should be sensitive to the potential impact of your behavior on other employees and ensure that your decisions and actions are not influenced by stereotypical views.

Every effort will be made to attract applications from all sections of society and to ensure fair treatment throughout the recruitment process.  When recruiting, we will: 

  • Check that the job and candidate specifications are relevant and non-discriminatory;
  • Use advertising media that reach all sections of society;
  • Communicate our policy and requirements to recruitment and employment agencies with whom we work;
  • Short-list only those people whose skills and qualifications most closely match the candidate specification;
  • Make reasonable adjustments for disabled candidates where possible;
  • Ask fair and consistent interview questions to all candidates; 
  • Keep records of the recruitment and selection process, including interviews;
  • Monitor recruitment and selection to ensure equality of opportunity throughout the process and, if necessary, take steps to eliminate any discriminatory practices;

All decisions on training needs, promotions and career development will focus on the employee’s individual needs, talents and experiences, and will not be made on assumptions based on race, gender, marital status, age, disability, religion, belief, political opinion or sexual orientation. A range of training options will be offered to ensure that all employees have equal access to training irrespective of location or hours of work. 

 

We do not encourage the idea of an employee being typecast due to any kind of disability. We have identified positions across multiple functions which would enable disabled candidates to pursue successful, exciting and meaningful careers. These positions will be notified as and when they become available.  However, nothing precludes an employee from applying to or seeking any other position in the Company which he or she may think suitable. 

 

We also recognize our duty towards employees with disabilities and it is our policy to provide them with reasonable accommodation in all aspects which would enable them to perform and participate to their full capabilities. 

 

All Company employees, including employees with disabilities, are given opportunities to train on all appropriate aspects of their employment.  We encourage all our employees to discuss their career prospects and training needs with their supervisors or managers. All offices and information systems will be constantly revamped to incorporate the accessibility needs and requirements of employees. We encourage a system where our employees can requisition reasonable facilities towards achieving a comfortable work environment. 

 

The Company takes its commitments to providing equal opportunities seriously. To that end, and to help monitor and oversee all matters concerning employees with disabilities, it has designated Director – Training and Development to oversee and monitor all matters concerning the employment of persons with disabilities.

Supervisors and managers who observe discriminatory or otherwise unlawful conduct, or who receive any complaints of misconduct must immediately report the conduct or complaint to HR (or in the event the complaint involves HR, it should be reported to senior management) so that an investigation can be done and corrective action taken, if appropriate.

If you believe you have been discriminated against in violation of this policy or witness any such conduct, you should promptly report your concerns to your manager or to HR. Your complaint should be as detailed as possible, including names, descriptions of the conduct, and actual events or statements made.  Any documents supporting your allegations should also be submitted.  This information will greatly enhance the Company’s ability to investigate.

SPIF will ensure that a fair, timely and thorough investigation is conducted by qualified personnel in an impartial manner that provides all parties with appropriate due process and reaches reasonable conclusions based on the evidence collected. SPIF will maintain appropriate documentation and tracking to ensure reasonable progress is made. The Company will maintain confidentiality to the extent possible and you will be informed of the results of the investigation. 

At the close of the investigation, SPIF will consider appropriate options for remedial actions and resolutions.  If the Company determines that prohibited discrimination or other conduct violating Company policy has occurred, the Company will take prompt remedial action commensurate with the circumstances.  If a complaint of unlawful discrimination or other prohibited conduct is substantiated, appropriate corrective and/or disciplinary action, up to and including termination of employment, will be taken.  The Company will also evaluate whether other employment practices should be added or modified in order to deter and prevent such conduct in the future.

The Company prohibits any and all retaliation against any employee who submits a good faith report of unlawful discrimination and/or who cooperates in an investigation.  No one will be subject to, and the Company prohibits, any form of discipline, reprisal, intimidation, or retaliation for good faith reporting of incidents of discrimination, pursuing any discrimination claim, or cooperating in related investigations.  Any manager or employee who retaliates against an employee filing such a complaint or those involved in the investigation, will be disciplined, up to and including termination from employment.

Further advice and documentation can be provided by the HR team who can be reached at: info@spif.in

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