Introduction

Sagility Operations Inc., its parent companies, affiliates, and subsidiaries; and its employees, agents, contractors, vendors, officers, and board members (the “Company” or “Sagility”) are guided by its company values. These values are the foundation of how it conducts itself and interacts with each other, its clients, suppliers, investors, and other stakeholders. The Company is committed to ensuring corporate compliance and promoting an ethical corporate culture by observing the highest standards of fair dealing, honesty, and integrity in its business activities.

Purpose 

At Sagility, we envision a diverse workplace (gender, gender identity and expression, religion, disability, sexual orientation, race, caste, age, nationality, attitude, experience, etc.) offering an inclusive environment for everyone. This will ensure we learn, grow, respect and be accepting of a diverse workforce thereby helping us achieve our vision – “Inclusion drives Innovation”.

This policy is to provide a framework which sets out our workplace diversity and inclusion objectives to meet our goal of being an employer of choice and preferred business partner.

Scope and Applicability

This policy is applicable to all employees of Sagility.

In addition, this Policy shall also be applicable to all third parties such as visitors, clients, customers, contractors, service providers and any other person authorized to be present or within the premises of the company workplace.

The policy is applicable to all operations of the company and all aspects of employment relationship including but not limited to operations such as recruitment, compensation decisions, development programs, performance evaluations, career progression and disciplinary actions.

The scope of the Diversity, Equity and Inclusion (DEI) Policy includes:

1. Equal Employment Opportunities

   – Equity and Equality at the workplace
   – Inclusion Programs for Women employees
   – Inclusion Programs for employees from LGBTQ+ community
   – Inclusion Programs for People with Disabilities (“PwD”)

2. Expected Behaviours to Value Workplace Diversity and Inclusion
3. Drivers of DEI objectives
   

 

Understanding Diversity, Equity & Inclusion 

Diversity incorporates all elements that make individuals unique from one another. While there are infinite traits that make us different from another, the most common aspects that are considered in a workplace are gender, race, caste, ethnicity, religion, disability, sexual orientation, nationality, physical appearance, marital status and other such characteristics. 

The term “equity” refers to fairness and justice and is distinguished from equality, whereas equality means providing the same to all, equity means recognizing that each person is the product of different circumstances, and that people do not start from the same place. Acknowledging this, we need to allocate resources to help provide opportunities that allow for fair outcomes for everyone. The process requires us to identify and overcome intentional and unintentional barriers arising from bias or systemic structures that may contribute to bias.

Inclusion on the other hand are the efforts and practices, through which different groups or individuals are accepted and treated fairly, respectfully and provided equal access to opportunities.  Inclusion efforts could include practices to create equity and not just equality. For example, the company might run programs or initiatives specifically for certain groups like women or PwDs or LGBTQ+ because of the historical imbalance in their access to opportunities. 

The DEI objectives of Sagility are as follows – 

1. To create an environment that promotes diversity, equity and provides equal opportunity
2. To foster an open culture where diversity inspires creativity 
3. To help Sagility continue to be “Employer of Choice” for our employees and “Partner of Choice” for our clients
4. To help our people achieve their true potential irrespective of who they are and where they come from

  

Equal Employment Opportunity 

We are an Equal Opportunity Employer providing employment and opportunity to everyone in a fair manner through all aspects of the employee life-cycle (hiring, training, transfer, promotion, benefits, educational assistance, social, recreational activities and work infrastructure). 

Every employee at Sagility is responsible to uphold the spirit of this policy and eliminate practices and behaviours which are discriminatory, or which could lead to discrimination. The organization will redress complaints of discrimination or harassment in a timely and effective manner without threat of reprisals in any form.

At Sagility, we have a ‘Zero Tolerance’ policy towards discrimination. Employees, job applicants or third parties with any observations, questions, or concerns about any form of discrimination at our workplace are encouraged to bring these issues to the attention of their immediate manager, the DEI team or the HR department.

• Equalities in the workplace:

Our processes are designed to instill a sense of belonging at the workplace. Some of the examples:

• Recruitment and selection 

Sagility recognizes the value of diversity in our workplace and strives to promote fairness and equal employment opportunities. The decision to employ or engage an individual is based on merit, the potential and the ability to carry on the role. We are committed to provide reasonable support allowing all candidates to have access to opportunities. Sagility seeks to address conscious and unconscious bias in recruitment through an interview panel, which is trained and certified in the interview process. 

• Career Development and Succession Planning 

Sagility is committed to identifying and implementing programs that will assist in the development of a broader and more diverse pool of skilled and experienced employees. Sagility seeks to develop its talent pool to prepare themselves for higher levels of responsibility by offering equal opportunities for career development based on knowledge, skills and leadership programs for future success. Internal Job Postings, Promotions, Learning and Development, and Recognition programs are widely encouraged as a development and retention strategy. 

• Benefits and Compensation program:

At Sagility, employees have equal rights, opportunities, conditions and treatment in all spheres of the work place. 

All our benefits program and policies are equal except for diversity initiatives like Gender, LGBTQ+ and PwD inclusion programs or statutorily required programs. 

We have an initiative to assist employees’ welfare wherein an employee can seek guidance and assistance from a qualified expert / coach to make a positive difference to their lives in areas like relationship, work, health & well-being, parenting, stress, legal, financial etc. We have partnered with an external agency which is qualified to understand the issues and provide support accordingly. Any assistance provided to an employee is maintained with utmost confidentially unless there is a high risk of self-harm or harm to others.  

For detailed information about these schemes, please refer HR policies available on the company intranet or contact your HR representative. 

• ERG 

Employee Resource Group provides support groups, that can be comprised of employees who share similar characteristics, such as race, ethnicity, gender, disability, or sexual orientation/gender identity, i.e., lesbian, gay, bisexual or transgender (LGBTQ+), who are voluntary drawn together by a shared interest, experience or objective, or who share a passion and interest to work for marginalized or minority groups by their involvement in societal inclusion. Write to [email protected] to know more. 

• Inclusion programs for Persons with Disabilities

The DEI policy of Sagility aims to create an accessible and inclusive workplace as it believes that every person has unique skills and talent to contribute and there should be no barrier due to a disability, either visible or invisible.  

• Disability Awareness

To promote disability inclusion at the workplace and help persons with disabilities realize their full potential in their professional space, the following practices will be performed:

1. Employees can voluntarily declare their disabilities both visible and invisible. The term ‘disability’ can cover a wide range of circumstances including visual impairment, hearing defects, physical disability, specific learning disabilities and mental health difficulties
2. Training of hiring managers on different types of disabilities and the preparedness of our workplace to support or allow for various disabilities
3. Awareness programs to sensitize employees on aspects of disability inclusion at workplace
4. Promoting inspiring stories of employees with disability, celebrating International Day for Persons with Disability and other days of significance, laud accomplishments of persons with disability

• Responsibility of Equality 

Sagility will strive to provide reasonable accommodation to persons with disabilities such that they will be able to fully carry out their role, unless the level of accommodation required would constitute an undue hardship burden on the company. Common ‘reasonable accommodations’ include enhanced equipment (whether this refers to computer aids or specially adapted furniture) and improved access arrangements. To request for reasonable accommodation, please reach out to your HR SPOC or reach out to the DEI team at [email protected].

• Career Development 

Employees with disabilities will have similar opportunities as other employees to develop their skills for future career development including training, learning and development, internal job positing, transfers, and promotion.

• Recruitment and Selection

The primary criterion for employment, placement or promotion will be the candidate’s ability to fulfill the expectations of the specified job role.

For a candidate with disability, appropriate assessment and selection procedures will be exercised to evaluate the job fit.

Expected behaviours from Employees to Value Workplace Diversity

Sagility values a workplace culture that promotes a working environment which is inclusive of diversity by implementing a zero tolerance for bullying, discriminating, harassing, or victimizing behavior. 

We aim to ensure that people are treated with respect, dignity and fairness which help in leveraging the competitive edge that diversity provides as listed below:

1. Attract, retain, and motivate employees from the widest possible pool of talent
2. Create a dynamic environment to promote diverse idea, improve innovation, creativity and inspire critical thinking that supports higher performance
3. Create an inclusive environment respectful of all cultural, social, economic backgrounds and beliefs through active collaboration.

Examples of acceptable behaviors include everything that create a sense of belonging for employees at the workplace, to allow employees the best opportunity to bring their authentic selves to work as long as we are being respectful to our colleagues at the workplace and as long as that does not create any challenges in fulfilling our customers’ and business’ needs.

1. All employees should be aware of their personal responsibility to each other, customers, contractors, suppliers and visitors and be drivers of equality that includes gender, age, language, cultural background, race, caste, sexual orientation and gender identity, health/medical condition, religious beliefs, physical ability, appearance, working style, educational level, professional skills, work and life experiences, socio-economic background, job function, marital status and family responsibilities. 
2. We respect people both at the workplace and in the digital space, like social media platforms
3. As an organization we do not tolerate rumors, gossip or insulting anyone
4. We take action to create a safe workplace and expect employees to adhere to the Sagility core values, professional standards and code of conduct policy, prevention of sexual harassment at workplace policy and social media policy
5. We respect religious beliefs, political preferences, linguistic minorities, food preferences and choices in personal dressing as long as we are respectful to our colleagues at the workplace and as long as that does not create any challenges in fulfilling our customers’ and business’ needs. 

Unacceptable behavior

Unacceptable behaviour, including bullying, harassment and victimization, may involve actions, words or physical gestures that could reasonably be perceived to be the cause of another person’s distress or discomfort.   Bullying or harassment may be by an individual against an individual or involve groups of people.

Sagility will not tolerate any harmful remarks for our diversity communities such as LGBTQ+ employees, Single or Unwed Employees, Women, Persons with Disabilities or any other intersectionality at the workplace.

Diversity, Equity & Inclusion Targets

Acknowledging our current position at Sagility, we have established the following global targets to steer our path forward and reflect our dedication to provide equal treatment for all employees: 

Sr. No.	Parameters	Target
1	Gender Diversity	To maintain 60% women FTE for FY 2026 globally
2	PWD	5% increase from previous year
3	Women in Leadership	Maintain 15% for FY 2026
4	ERGs	2

Drivers of DEI Objective 

DEI Council:

The Council is headed by Global Head, DEI and CSR and composed of members from the senior leadership team from across the business in different geographies. The council meets once a quarter where it presides over the DEI initiatives at Sagility and any matters of concern reported by the employees.

Roles and Responsibilities: 

1. Create awareness of diversity, equity and inclusion to support leadership in maximizing contributions of all employees towards DEI objectives 
2. Improve understanding of how diversity, equity and inclusion affect all stakeholders
3. Identify potential roadblocks to diversity, equity and inclusion in hiring, promotion, physical environment, professional development
4. Track progress on DEI initiatives and planned targets

DEI objectives shall be driven through executive sponsorship and active involvement by senior leaders, strategic programs to promote diversity of thought, setting up necessary infrastructure, communication and education, data privacy, the DEI Council, rewards and recognition, review and reporting. 

• Executive Sponsorship and Active Involvement:

Senior leaders will be key partners in promoting and supporting this policy by recognizing that it as an important component in the business. They will actively encourage the development of an open and collaborative culture that demonstrates our commitment to supporting a diverse workforce.

• Strategic programs to promote Diversity of Thought 

Diversity at workplace also means diversity of thoughts, personalities, and opinions. We will promote an environment that values a diverse range of views, knowledge and experiences and uses this to maximize our capabilities. Effort will be made to incorporate DEI into client relations, workforce management, supplier and vendor management programs. 

• Setting up Necessary infrastructure 

1. Psychological safety is as important to Sagility as physical safety our employees. Sagility is committed to creating a ‘safe-workplace’ where employees can bring their authentic or whole self to work without any fear of being judged or reprimanded as long as we are being respectful to our colleagues and ensuring our expression does not interfere with our business results. 
2. We will strive to remove barriers, if any, at workplace by making a constant effort to improve both physical (infrastructure) and digital communication accessibility.

• Communication / Education:

1. Create awareness and ensure that employees are aware of their responsibilities in relation to equal opportunity and inclusion at workplace.
2. Internal and external campaigns, wherever applicable, to promote learning on inclusion at the workplace and sensitizing employees on aspects of inclusion at workplace.
3. Celebrate best practices in diversity and inclusion through various communication channels and forums.

• Data Privacy: 

1. Data collected in Sagility for addressing statutory compliance to laws, will be via self-identification only, where consent of employee will be accorded.
2. Notwithstanding anything contained in any other law for the time being, no employee shall be compelled to disclose their disability, mental illness, Employee Assistance Program or HIV status.
3. For keeping personal records, Sagility has adopted data protection measures in accordance with the guidelines to ensure that such information is protected from disclosure. Procedures for accessing information and provision for security systems to protect the information stored in any form and mechanisms is also built in to maintain the highest standards of data integrity.

• DEI Champions: 

DE&I Champions are set of employees who will help us progress towards our DEI vision faster and in a collaborative way, amplifying inclusion at the heart of it. If you want to be part of the DEI Champions Community and contribute more actively towards inclusion, please write to [email protected].

Reviewing and Reporting 

The DEI team will be responsible for maintaining and publishing reports related to DEI objectives and initiatives and will share regular updates with the DEI Council. The team will also be responsible for overall administration of this policy. This policy will be reviewed at least annually in accordance with Sagility policy audit procedures. This policy may be reviewed when circumstances change. This policy will be appropriately modified, documented, and interpreted to meet Sagility business requirements. This policy shall not become invalid or unenforceable if it is not timely reviewed.

Interpretations, Changes to the Policy, Exceptions & Discretions

• The DEI Council or their authorized person/s are the only approved persons to interpret the policy, execution, exception handling and communication.
• The DEI Council has the right to change or withdraw the policy from time to time as per statutory requirements or business decisions, without any obligation of advance intimation. 

Policy Violations 

• Violations of the above policy guidelines may result in disciplinary action, up to and including termination and legal action.