Built by everyone.

Status, ownership and version history

Purpose, scope and applicability

This policy sets out how HyperNext builds and sustains a diverse, equitable and inclusive workplace, and the standards of fair and respectful treatment everyone can expect.

• It applies to all HyperNext entities, employees, contingent workers and candidates.
• For our Indian campuses, Indian law applies, including the equality guarantees of the Constitution, the law on harassment at work and the rights of persons with disabilities.
• Our international campuses follow the law that applies to them; where a standard is stricter, the stricter standard applies.

Our commitment

We are committed to a workplace where people are judged on their merit and contribution, treated with dignity, and able to belong and progress, whoever they are.

• Diversity. We seek and value a breadth of backgrounds, perspectives and experiences.
• Equity. We remove barriers so everyone has a fair chance to succeed.
• Inclusion. We build a culture where people can be themselves and be heard.

Equal opportunity and non-discrimination

HyperNext provides equal opportunity in every employment decision and does not tolerate discrimination.

We do not discriminate on the basis of sex, gender, gender identity, sexual orientation, religion, caste, race, ethnicity, disability, age, marital or family status, or any other characteristic protected by law. Decisions on hiring, pay, development and progression are made on merit and the needs of the role.

Inclusive hiring, development and progression

We work to make opportunity genuinely open, from the first application to the most senior role.

• Roles defined by what they need, and assessed against objective criteria.
• Efforts to widen the pool of candidates and reduce bias in selection.
• Access to development, mentoring and progression on equal terms.
• Particular focus on the participation and advancement of women in technology.

Preventing harassment

Everyone at HyperNext has the right to work free from harassment, bullying and victimisation. We do not tolerate any of it.

• Harassment of any kind, including sexual harassment, is prohibited and treated as serious misconduct.
• For our Indian workplaces we comply with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013, including a constituted Internal Committee.
• Concerns can be raised safely, are handled confidentially and fairly, and retaliation is not tolerated.

Accessibility and reasonable accommodation

We work to make our workplace and our hiring accessible, and we provide reasonable accommodations so people can do their jobs.

• Reasonable accommodations for candidates and employees with disabilities, consistent with the Rights of Persons with Disabilities Act 2016.
• Accessibility considered in our facilities, tools and processes.
• Support for accommodations relating to health, caring responsibilities and beliefs, where reasonable.

Pay equity and fairness

People doing equal work deserve equal pay. We are committed to fair, equitable and transparent reward.

Pay is based on role, skills, performance and market, not on any protected characteristic, consistent with the principle of equal remuneration in Indian law. We monitor for unfair gaps and act to close any we find.

An inclusive culture

Policy sets the floor; culture is what people actually experience. We work to make inclusion real, day to day.

• Leaders are expected to model inclusive behaviour and are accountable for it.
• We support employee networks and listen to our people.
• We design flexible ways of working that help people balance work and life.
• Inclusive behaviour is recognised; exclusion and disrespect are addressed.

Diversity beyond our walls

The way we buy and the way we engage our communities can widen opportunity, and we use it.

• We encourage diversity in our supply chain and expect partners to uphold equal opportunity.
• Our community and skilling programmes work to widen access to careers in technology.

Governance, reporting and accountability

Inclusion is owned at executive level, measured honestly, and answered for at Board level.

Ownership

The Office of the CHRO owns this policy under Board oversight, with leaders accountable in their teams.

Measurement

We track representation, pay equity and inclusion, and act on what we find.

Speak up

Concerns can be raised in confidence, including at confidential@hypernxt.com, without retaliation.

Definitions and references

Key terms

Diversity

The range of backgrounds, identities and perspectives among our people.

Equity

Fairness that accounts for different starting points and removes barriers.

Inclusion

An environment in which everyone can participate, contribute and belong.

Reasonable accommodation

An adjustment that enables a person to do their job, where it does not impose a disproportionate burden.

Laws and references

• The Constitution of India, Articles 14 to 16, on equality and non-discrimination.
• Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 (India).
• Rights of Persons with Disabilities Act 2016, and the principle of equal remuneration in Indian law.
• Applicable equality and anti-discrimination law for our international campuses, and the core conventions of the ILO.

Questions or concerns about this policy can be raised in confidence at confidential@hypernxt.com.