Equal Rights Policy

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

BrightChamps Tech Private Limited (“the Company”) is committed to building an equitable workplace and product, free from discrimination based on gender identity, gender expression, sexual orientation, caste, religion, disability, ethnicity, or any other protected characteristic. This policy sets out the standards we hold ourselves to and the route by which any member of our community can raise a concern.

1. Objective

This policy implements the spirit of the Transgender Persons (Protection of Rights) Act, 2019, the Equal Remuneration Act, 1976, Article 14 of the Constitution of India, and the labour and anti-discrimination frameworks applicable to private employers in India. It applies across the employee lifecycle and to our learners’ experience of the Miss Lily product.

2. Applicability

This policy applies to:

• All employees of BrightChamps Tech Private Limited and its subsidiaries, on any kind of contract — full-time, part-time, fixed-term, intern, or consultant.
• Candidates participating in our hiring process.
• Vendors, contractors, and freelancers engaged by us.
• Learners using Miss Lily, to the extent of their interactions with our team or community spaces.

3. Non-discrimination & enabling environment

1. We do not discriminate in recruitment, compensation, promotion, training, performance review, transfer, discipline, or termination on the basis of gender identity, gender expression, sex, sexual orientation, caste, religion, marital status, parental status, disability, ethnicity, region, language, age, or any other protected status under Indian law.
2. We use the name, pronouns, and gender identity that an individual self-identifies with. Where required for statutory records, the legal name is captured separately and is treated as confidential.
3. Bathrooms, common spaces, and dress-code expectations are inclusive. No employee is required to use a facility that does not align with their gender identity.

4. Recruitment & hiring

Job descriptions, screening criteria, and interview rubrics are designed to be role-neutral and to focus on demonstrable skill. Interview panels are briefed to avoid questions about marital status, religion, caste, family planning, or transition history. Candidates who choose to self-identify as belonging to a protected community do so voluntarily and are not advantaged or disadvantaged for it.

5. Workplace harassment & bullying

Harassment, bullying, and any conduct that creates a hostile work environment are not tolerated. This includes verbal, written, physical, or online behaviour. Sexual harassment is separately addressed under our Prevention of Sexual Harassment (POSH) policy, in line with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and the Internal Committee constituted under it.

6. Privacy & confidentiality

Information about a person’s gender identity, transition history, sexual orientation, caste, disability, or any other protected characteristic is treated as sensitive personal data. It is shared only on a strict need-to-know basis and only with the individual’s informed consent, except where law requires disclosure.

7. Accessibility commitments

We design our office space, internal tools, and the Miss Lily product to be usable by people with a wide range of abilities. Specific commitments are described in our Diversity & Inclusion Policy, which implements the requirements of the Rights of Persons with Disabilities (RPWD) Act, 2016.

8. Grievance redressal

Any employee, candidate, vendor, or user who experiences or witnesses a violation of this policy may raise a grievance via the following channels. All grievances are received in confidence and investigated promptly.

Internal Complaints Officer

[Complaints Officer name — to be filled by HR]
Email: hr@brightchamps.com
Office: Banjara Hills, Hyderabad, Telangana 500034, India

External escalation

If the matter is not resolved internally to your satisfaction, you may escalate to:

• The District Magistrate / Designated Authority under the Transgender Persons (Protection of Rights) Act, 2019.
• The State or National Commission for relevant protected categories (e.g. NCW for women, NCSC, NCST).
• The civil and labour courts of competent jurisdiction.

9. Process

1. Grievance received in writing or by email.
2. Written acknowledgement within 48 hours.
3. Confidential meeting with the complainant; statements recorded.
4. Consultation with HR and, where required, an external advisor.
5. Decision and remedial action within 7 working days of the meeting; documented and shared with both parties.
6. Escalation to the Director or Founder if the complainant is not satisfied.

10. Retaliation

Retaliation against anyone who raises a concern in good faith — or cooperates with an investigation — is itself a serious breach of this policy and will be acted on independently.

11. Review

This policy is reviewed at least once a year, and whenever any relevant law is enacted or amended. Updates are notified to employees by email and posted on this page.

12. Contact

For any question about this policy, write to hr@brightchamps.com or to Banjara Hills, Hyderabad, Telangana 500034, India.