Prevention of Sexual Harassment & Anti-Discrimination Policy

Traydstream is committed to fostering a work environment that is free from discrimination and harassment. We maintain a zero-tolerance policy for any form of discrimination or harassment, whether directed at or committed by employees, managers, co-workers, customers, vendors, or visitors.

Our goal is to promote an inclusive, respectful, and supportive workplace for all. The organization is committed to upholding the principles of gender equality, dignity and respect at the workplace in accordance with the Prevention of Sexual Harassment (POSH) Act, 2013.

Harassment and discrimination refer to any unwelcome, unreasonable, or offensive behaviour that creates an intimidating, hostile, or humiliating work environment. Such behaviour may be based on, but is not limited to:

1. Race, ethnicity, nationality, or skin colour
2. Gender and/or sexual orientation
3. Religious or political beliefs
4. Membership or non-membership in a trade union
5. Disabilities, illness, sensory impairments, or learning difficulties
6. Age

Sexual harassment includes any unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that:

1. Is made a condition of employment, explicitly or implicitly
2. Influences employment decisions affecting the individual
3. Interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment

Prohibited Conduct

Traydstream prohibits inappropriate sexual conduct during work hours, on company business, or at company-sponsored events, including but not limited to:

1. Sexual comments, jokes, or degrading language
2. Display or distribution of sexually suggestive materials (e.g., objects, images, electronic communications)
3. Unwelcome sexual advances, physical contact, or requests for sexual favors
4. Offering employment benefits in exchange for sexual favors or imposing penalties for refusal

Sexual harassment is prohibited regardless of gender or sexual orientation.

Managers

Managers play a critical role in maintaining a discrimination- and harassment-free workplace. They are responsible for ensuring appropriate conduct within their teams and promptly addressing concerns.

Internal Complaints Committee (ICC)

The ICC is responsible for conducting impartial investigations and recommending appropriate actions.

All Employees

Every employee is responsible for upholding these policies and fostering a safe, respectful work environment.

Traydstream has established an Internal Complaints Committee (ICC) to address and resolve complaints in accordance with the POSH Act 2013. The ICC comprises the following members:

Traydstream takes all complaints of harassment or discrimination seriously. Complaints will be investigated promptly, with appropriate action taken as necessary.

Reporting Channels

If you witness or experience harassment or discrimination, report it immediately to:

1. Your manager
2. The People Team at peopleteam@traydstream.com

Important Notes

1. Complaints will be handled with sensitivity and confidentiality to the extent possible
2. You are not required to report to anyone involved in the incident
3. While encouraged, you are not obligated to confront the offending individual directly

Investigation and Outcomes

The ICC will conduct a fair, unbiased and thorough investigation within 90 days. Traydstream expects full cooperation during this process. If harassment or discrimination is confirmed, corrective action, up to and including termination, will be taken.

Protection Against Retaliation

1. Traydstream will conduct regular POSH awareness sessions for all employees
2. Specialized training will be provided to ICC members to ensure effective complaints handling

Traydstream is dedicated to equal opportunity and diversity in employment. Recruitment, training, and promotion decisions are based on role suitability, ensuring fair treatment regardless of:

1. Race, colour, or nationality
2. Religion or belief
3. Gender or sexual orientation
4. Age
5. Disability
6. Marital or veteran status

Reasonable Accommodations

Traydstream will provide reasonable accommodations for qualified individuals with disabilities to ensure equitable access to opportunities.

Support for Specially Abled Employees

Traydstream is committed to creating meaningful employment opportunities for individuals with disabilities. We will:

1. Make reasonable adjustments wherever possible
2. Ensure continued employment and career development opportunities for existing employees who become disabled