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1. Our motive with AI is to build an unbiased system that helps us read patterns, follow rule sets, and create revolutionary educational tools for children.
2. Our system can't be weaponized and isn't designed to harm or violate anybody's privacy.
3. Our system will help the stakeholders—children, parents, and educators—make well-calculated product design decisions that enhance users' experiences.
4. We will use our legal datasets to train our system.
5. We will test and give feedback to our system and help it learn to produce socially beneficial results.

Preamble and Overview

At MobilizAR Technologies Pvt Ltd, we recognize the value of a diverse workforce. We are committed to providing equal employment opportunities and creating an inclusive workplace and work culture in which all employees are treated with respect and dignity.

Workforce diversity is a business imperative. We will strive to ensure that our workforce is representative of all sections of society. By doing so, we believe we would be better equipped to develop and deliver accessible and inclusive products and services. In this way, we hope to meet the needs of our clients and customers better, thus producing business excellence.

This Equal Opportunity Policy is based on the provisions of the Rights of Persons with Disabilities Act, 2016. At MobilizAR Technologies Pvt Ltd, we commit to conforming to the letter and the spirit of the Act.

The promoters are responsible for the effective operation of the Equal Opportunity Policy. The Liaison Officer, Persons with Disabilities, will be in charge of its implementation.

MobilizAR Technologies Pvt Ltd is committed to eliminating all forms of unlawful discrimination (which includes direct discrimination, indirect discrimination, and denial of reasonable accommodation), bullying, and harassment of people with disabilities.

We strive to ensure that all our facilities, technologies, information, and privileges are accessible to people with disabilities.

We encourage candidates with different disabilities to apply. Our decisions on employment, career progression, training, or other benefits are based solely on merit. We follow an inclusive evaluation process by ensuring that a person with a disability is provided with any suitable flexibility and accommodation that may be required so that they may be evaluated fairly. Any information an employee shares on disability/medical condition will remain confidential.

Suppose an employee acquires a disability during their employment tenure, they can return to work at the same rank as before. Suppose the employee cannot perform the current job; the organization will invest in re-skilling the employee for another position at the same rank or higher.

We are committed to promoting awareness among all employees of equal opportunity and the inclusion of people with disabilities by organizing training and sensitization programs and campaigns.

The Policy covers all persons with disabilities, including job applicants, full-time/part-time employees, interns/trainees, contractual employees, and temporary employees. It also covers employees who acquire disabilities during their work tenure.

The Policy applies to all aspects of employment, including recruitment, training, working conditions, salaries, transfers, employee benefits, and career advancement.

1. “Person with a disability” means a person with long-term physical, mental, intellectual, or sensory impairment which, in interaction with barriers, hinders their full and effective participation in society equally with others.
2. “Person with benchmark disability” means a person with not less than forty percent of a specified disability where specified disability has not been defined in measurable terms and includes a person with disability where specified disability has been defined in measurable terms, as certified by the certifying authority.
3. “Specified disabilities” are the disability categories mentioned in the Schedule of the Act. There is also “any other category,” which allows the Central Government to add any other disability by issuing a notification.

The disability categories, as mentioned in the Schedule, are:

• Locomotor disability
• Muscular Dystrophy
• Leprosy cured
• Dwarfism
• Cerebral Palsy
• Acid-attack victim
• Low vision
• Blindness
• Deaf
• Hard of Hearing
• Speech and Language disability
• Intellectual disability
• Specific learning disability
• Autism Spectrum Disorder
• Mental illness
• Chronic neurological conditions
• Multiple sclerosis
• Parkinson’s disease
• Haemophilia
• Thalassemia
• Sickle Cell Disease
• Multiple disabilities
• Any other category (as may be notified by the Central Government.)

(Refer to Annexure 1 of this document for the definitions of various categories of disabilities).

1. “High support” means intensive physical, psychological, and other support that may be required by a person with a benchmark disability to perform daily activities, make independent and informed decisions about accessing facilities, and participate in all areas of life, including education, employment, family and community life, and treatment and therapy.
2. “Discrimination” about disability means any distinction, exclusion, or restriction based on disability, which is the purpose or effect of impairing or nullifying the recognition, enjoyment, or exercise on an equal basis with others of all human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field and includes all forms of discrimination and denial of reasonable accommodation.
3. “Reasonable accommodation” means necessary and appropriate modifications and adjustments, without imposing a disproportionate or undue burden in a particular case, to ensure that persons with disabilities enjoy or exercise rights equally with others.

The promoters are responsible for ensuring that the establishment complies with the RPWD Act 2016 and fulfills the terms of this policy. The HR/Admin takes the lead in implementing the program and is responsible for planning, monitoring, and reviewing the program's progress to ensure compliance with the Policy.

Maintenance of Records MobilizAR Technologies Pvt Ltd will collect and maintain data regarding employees with disabilities, their employment, the facilities provided, and other necessary information per The RPWD Act. All employees will be asked to fill out the Voluntary Disability Self-Identification Form to give information regarding any disability they may have. An employee can edit the information at any time during their tenure. No penalties will be imposed because they did not share information regarding their disability earlier. An employee who acquires disability can also edit and update the form.

Employees' information about an employee's disability will be kept confidential. It will be maintained separately, not in their file. Exceptions to the confidentiality clause:

• Managers/Supervisors may be given information about an employee to allow/provide accommodations.
• Security personnel may be given information about an employed employee's ability to facilitate obtaining any necessary support during an emergency.
• Government officials investigating compliance with the RPWD Act may be given information about an employee's ability to be employed.

Employees with disabilities can file a complaint with the Grievance Officer about discrimination. Any policy violation, i.e., when any person with a disability is discriminated against, not provided reasonable accommodation, or denied access to any company facility, will be regarded as a grievance.

Aftab Mohammad, Associate Director, Finance, has been appointed the Grievance Officer. He is trained in handling grievances related to disability discrimination and harassment and will maintain all grievance records. The Grievance Officer and the Disability Committee will follow the Grievance redressal procedure outlined in the guidelines for conducting the inquiry.

On investigation, if the employee against whom the complaint has been made is found guilty of discriminatory behavior, they will be subjected to disciplinary actions. Possible action taken against the employee may include:

• A reprimand.
• Detraction of benefits for a definite or indefinite period.
• Demotion.
• Denial of promotion and suspension or termination for more serious offenses.

Involuntary or indirect discrimination will be resolved through training, counseling, and suitable procedure modification when required to ensure fair treatment.

MobilizAR Technologies Pvt Ltd, to promote equality of opportunity, seeks to increase the representation of people with disabilities using suitable recruitment and outreach efforts. These include, but are not limited to:

• Participate in job fairs, training, and scholarship programs, organize special recruitment drives, and train and employ people with disabilities with high support needs.
• All training programs for people from lower socio-economic backgrounds will be inclusive.