Diversity, Equality, And Inclusivity Policy

Version history

Version Number	Date	Description	Created By	Approved By
0.1	23/Jan/2024	Initial Copy	[Name] [Name]
0.2	18/Jun/2024	Approved	[Name] [Name]	[Name]
0.3	28/Aug/2026	Knowledge kernel, AI/agents, control alignment	Knowledge steward	[Name]

Objectives

tecciance is committed to developing a Diversity, Equity and Inclusion policy and it is an important step towards creating a more inclusive and equitable workplace. This workplace DE&I policy strives to ensure our commitment to fostering Diversity, ensuring Equal opportunities, and promoting Inclusivity, and for all employees.

We aim to become a talent destination that delivers comprehensive, innovative, and complete talent solutions for global marque clientele. This policy is to provide equality and fairness for all employees, clients, contingent workers, and vendors who support us and not to discriminate on grounds of gender, marital status, race, ethnic origin, color, nationality, disability, sexual orientation, religion, or belief, age, pregnancy, class or social background and political belief. We oppose all forms of unlawful and unfair discrimination.

Scope

This policy applies to all our employees regardless of their sexual orientation, gender identity and expression, and sex characteristics, at all locations and is deemed to be incorporated in the service conditions of all employees, vendors, consultants, trainees, and visitors. All workers, at every level, will be subject to discipline for any violation of this policy. The policy will be applicable both on and off company premises and during or outside of work hours. Local country laws will take precedence over this policy, in other geographies, if applicable.

Our approach

To ensure that equality underpins all aspects of our employment policies, procedures and practices, we aim to:

• Recognize that all have the right to work in a supportive, safe environment free from harassment.

• Ensure that our employment, training and development policies, procedures and practices comply with this policy and do not discriminate intentionally or unintentionally against any group or individual.

• Become an employer of choice by promoting and developing policies that support a work-life balance.

• Monitor our work processes by age, disability, gender, sexual orientation, religion, and race and take action to address any inequalities that are apparent.

• Eliminate discrimination in the provision of training and development to ensure that all consultants/associates can realize their full potential and contribute to the company.

• Promote a culture of fairness and respect in all employment policies, procedures, and practices.

• Encouraging teamwork and participation of employees that permits representation of all groups and employee perspectives.

Employee’s responsibilities

The responsibility for creating and ensuring a diverse and inclusive workplace lies with associates at all levels of the organization. Every associate is trained and is responsible to:

• Communicate with respect and cooperation with all the associates.

• Participate in initiatives that foster a diverse and inclusive environment.

• Create a workplace free of discrimination, bullying and harassment.

• Be aware of the unconscious bias and avoid letting it hinder our ability to drive diversity, equity and belonging.

Leader’s responsibility

The responsibility for ensuring the effective implementation and operation of the arrangements will rest with the relevant Directors and Business Delivery heads, and People function. Each leader will ensure:

• That they are responsible for the implementation and monitoring of the Policy within their work

• These policies and strategies are communicated to all associates and partners and allow for discussion and feedback i.e., personal development plans, performance.

• Implementation team understand their responsibilities i.e., discrimination of any will not be tolerated and will be treated as a serious offense which may lead to disciplinary action.

• That they effectively manage and deal promptly and thoroughly with any complaints of discrimination including harassment, victimization, and bullying.

• That they deal promptly with complaints of inequality and ensure the matter is investigated thoroughly and any other steps taken.

• That they consider their actions and ensure that there is no scope for inequitable practices. They must ensure fairness and equality of treatment in all working practices.

tecciance has at the core of its value system a strong foundation of trust, equality and understanding. We believe and are committed to practicing non-discrimination when providing equal employment opportunity, training, performance, making employment-related decisions. We recognize the unique qualities inherent in a diverse workforce and seek to achieve a culture where differences are looked at as necessary assets.