Diversity & Inclusion Policy

Effective: 2026-05-14 · Last updated: 2026-05-14

BrightChamps Tech Private Limited (“the Company”) believes a diverse and inclusive workplace produces a better product and a fairer society. This policy sets out our commitments to people of all backgrounds and abilities, in line with the Rights of Persons with Disabilities (RPWD) Act, 2016, the Harmonised Guidelines and Space Standards for Barrier-Free Built Environment (2016) and the National Building Code (2016).

1. Introduction

Diversity is the presence of people from different lived experiences and identities. Inclusion is the practice of making sure each person can contribute fully. This policy describes how we approach both at BrightChamps Tech Private Limited — across hiring, daily work, content design, and learner-community spaces inside Miss Lily.

2. Policy statement

We commit to:

• Building teams that are representative of the country we serve.
• Removing barriers — physical, digital, and process-related — that prevent qualified people from joining and growing with us.
• Designing our product, content, and characters so that learners of every background, gender, region, language, and ability can see themselves and use the App.
• Treating disclosures of disability or other protected status as confidential, used only to enable accommodation.

3. Scope

This policy applies to employees, candidates, interns, consultants, vendors, and contractors. Sections 7 and 8 apply additionally to our user-facing product and community.

4. Diversity dimensions we recognise

We treat the following as protected dimensions:

• Race, colour, ethnicity, region, language.
• Caste and community.
• Religion or belief.
• Gender, gender identity, gender expression.
• Sexual orientation.
• Disability or chronic health condition.
• Age.
• Marital, parental, or pregnancy status.
• Veteran or service status.
• Socio-economic background.
• Any other status protected by applicable law.

5. Definitions — Persons with Disabilities

We adopt the definitions from Section 2 of the RPWD Act, 2016:

• Person with disability — a person with long-term physical, mental, intellectual, or sensory impairment which, in interaction with barriers, hinders full and effective participation in society equally with others.
• Person with benchmark disability — a person with not less than 40% of a specified disability where it has not been defined in measurable terms, or with a specified disability where it has been measurably defined.
• The 21 specified disabilities listed in the Schedule to the Act (e.g. blindness, low vision, leprosy-cured, hearing impairment, locomotor disability, dwarfism, intellectual disability, mental illness, autism spectrum disorder, cerebral palsy, multiple disabilities) are recognised in full.

6. Implementation

6.1 Facilities & amenities

• Physical infrastructure: our office spaces are designed or retrofitted to meet barrier-free standards — ramps, accessible washrooms, and signage with visual and tactile elements where feasible.
• Digital infrastructure: our employee tools follow the Guidelines for Indian Government Websites (GIGW) accessibility benchmark wherever practical. The Miss Lily app supports system font scaling, dynamic type, screen-reader labels on key interactive elements, and reduced-motion preferences.
• Reasonable accommodation: on request, we provide reasonable modifications to work hours, workspace ergonomics, assistive technology, and communication formats to enable employees with disabilities to perform their role.

6.2 Identified positions

Most roles at BrightChamps Tech Private Limited are open to candidates with disabilities. The List of Positions Identified, maintained by HR, is reviewed annually and is available to candidates on request.

6.3 Manner of selection

• Vacancy advertisements include a line inviting candidates with disabilities to apply.
• The application form offers a self-identification option (entirely voluntary).
• The interview process can be adapted — written tests can be replaced with screen-reader-friendly versions, video interviews can use captions, in-person interviews are held in accessible rooms.
• Selection is on merit, with reasonable accommodation provided where requested.

7. Career development & engagement

• Internal training, mentoring, and career-progression opportunities are open to everyone on equal terms.
• We sponsor disability-awareness sessions for managers at least once a year.
• Employees with disabilities are eligible for up to three (3) months of unpaid special leave for medical treatment, in addition to the standard medical-leave entitlement.

8. Inclusive product & content design

Inside Miss Lily we commit to:

• Characters, illustrations, and example scenarios that reflect a wide range of names, regions, body types, and accents.
• Practice conversations that include neutral, gender-balanced, and non-stereotyped contexts.
• Content review pre-publication to flag and replace stereotyped or exclusionary copy.
• A learner-facing report-content channel — accessible from Settings → Report a problem — for raising concerns about insensitive content.

9. Governance & accountability

9.1 Liaison Officer (RPWD Act §21)

[Liaison Officer name — to be appointed by HR]
Title: Liaison Officer for Persons with Disabilities
Email: hr@brightchamps.com

9.2 Records

We maintain records of: positions identified, accommodation requests received and outcomes, grievances received and resolutions. Records are reviewed by the Liaison Officer quarterly.

9.3 Grievance redressal

Concerns about non-compliance with this policy are handled by a Grievance Committee chaired by a senior member of the leadership team and including one external advisor with disability-rights expertise. Grievances are acknowledged within 48 hours and resolved within 30 working days, with escalation routes detailed in our Equal Rights Policy.

10. Affirmative action

Where two candidates are similarly qualified for a role, we actively prefer the candidate from an under-represented group, in line with the spirit of constitutional equality. This commitment is non-statutory and may evolve as the team grows.

11. Review

The Liaison Officer reviews and reports on this policy at least once a year. Material changes are notified to employees and published here. Suggestions or feedback are welcome at hr@brightchamps.com.