EQUAL OPPORTUNITY & ANTI-DISCRIMINATION POLICY
1. Purpose & Policy Statement
Quicklend is committed to providing and sustaining a work environment that is fair, inclusive, safe, and free from discrimination, harassment, or retaliation. Employment-related decisions are based solely on merit, qualifications, skills, and performance. No individual shall be treated less favourably, directly or indirectly, on grounds including—but not limited to—race, colour, caste, religion, sex, gender identity or expression, sexual orientation, marital or civil status, pregnancy, age, nationality, ethnic origin, disability, medical condition, genetic information, or any other characteristic protected by law.
2. Scope and Availability
This policy applies to every facet of Quicklend’s operations and to all individuals who interact with the company, namely:
- Employees (permanent, fixed-term, part-time, contract)
- Job applicants & intern
- Consultants, vendors, suppliers, and service partners
- Visitors and customers present at the Quicklend office or while engaged in company-related activities (physical or virtual)
3. Legal and Regulatory Framework
This policy is guided by – and supplements – the provisions of the following key Indian laws (latest amendments as applicable):
| Instrument | Relevance |
| Constitution of India (Articles 14, 15, 16, 19, 21) | Equality & fundamental rights |
| Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013 | Protection against sexual harassment |
| Rights of Persons with Disabilities Act, 2016 | Equal opportunity & reasonable accommodation |
| Code on Wages, 2019 | Non-discriminatory wages & equal remuneration |
| Transgender Persons (Protection of Rights) Act, 2019 | Prohibition of discrimination against transgender persons |
4. Definitions
- Discrimination – Any distinction, exclusion, or preference that nullifies or impairs equal opportunity or treatment.
- Protected Characteristics – Attributes listed in Section 1 and as recognised under applicable laws.
- Harassment – Unwelcome conduct (verbal, non-verbal, physical, visual, or electronic) that demeans, humiliates, or intimidates a person.
- Reasonable Accommodation – Necessary and appropriate modifications or adjustments to enable a person with disability or special need to perform a role or enjoy equal employment benefits, without imposing disproportionate burden.
- Retaliation – Adverse action against an individual for raising, assisting, or participating in a complaint or investigation.
5. Core Principles
- Equal Opportunity: Recruitment, pay, training, promotion, and separation decisions are merit-based.
- Zero Tolerance for Discrimination & Harassment: Any breach will invite disciplinary action up to termination.
- Inclusive Culture & Diversity: Encourage representation of under-represented groups; adopt positive action programmes where lawful.
- Accessibility & Reasonable Accommodation: Provide barrier-free facilities, assistive technology, flexible work arrangements.
- Confidentiality & Data Protection: Handle all diversity-related data and complaints discreetly and in accordance with data-privacy obligations.
6. Grievance Redressal Mechanism
We maintain accessible grievance redressal mechanisms to address concerns from employees, customers, and other stakeholders. Our grievance redressal mechanism is publicly available on our website, and we are committed to resolving issues within stipulated timelines.
6.1. Reporting Channels
- Email: hr@quicklend.in
- Direct approach to Head of HR, reporting manager, or any member of the Internal Committee (for PoSH matters).
6.2. Process & Timelines
Stage Action Timeline* Acknowledge HR/Internal PoSH Committee issues written acknowledgement 5 working days Preliminary Review Assess jurisdiction & urgency, propose interim relief 7 working days Investigation Collect statements, evidence, hear parties Within 30 working days of preliminary review Decision Findings & recommended action communicated 7 working days post-investigation Appeal Aggrieved party may appeal to HR Director/CEO Within 15 days of decision *Timelines may be extended in exceptional cases with written reasons.
6.3. Protection Measures
- Absolute confidentiality of proceedings.
- Interim relief (e.g., temporary transfers, paid leave).
- Strict prohibition of retaliation; proven retaliation is a standalone misconduct.
6.4. External Recourse
Complainants may, at any stage, approach statutory authorities such as the State Commissioner for Persons with Disabilities, police, labour office, or civil courts.