Equality and Non-Discrimination Policy

1. Purpose

This policy sets out STEMSUP's commitment to equality, human dignity, fairness and justice. Discrimination, harassment, bullying, humiliation, victimisation, stereotyping and deliberate exclusion have no place in our organisation, programmes, educational materials, partnerships, workplace or public engagement.

2. Our foundations

This policy draws on the values of the Constitution of India, set out in its Preamble: justice, social, economic and political; liberty of thought, expression, belief, faith and worship; equality of status and of opportunity; and fraternity assuring the dignity of the individual.

Many constitutional equality guarantees bind the State and are not enforceable in the same way against every private organisation. STEMSUP therefore adopts these values as its own commitments, and also complies with the laws that apply to it directly.

3. Who and what this policy covers

It applies to children and young people; parents and guardians; students and teachers; employees and consultants; interns and volunteers; mentors and programme facilitators; vendors and contractors; donors, CSR partners and institutional collaborators; and visitors and users of our digital platforms.

It covers recruitment and employment, procurement, educational programmes, scholarships, mentorship, workshops, events, learning materials, digital services and every other organisational activity.

4. Law and commitment

Some protections in this policy reflect legal duties, such as those under the Transgender Persons (Protection of Rights) Act, 2019, the Rights of Persons with Disabilities Act, 2016, the Sexual Harassment of Women at Workplace Act, 2013 and the POCSO Act, 2012. Others are voluntary commitments by STEMSUP. Not every ground listed below is protected in the same way under every Indian law. Where the law gives more protection than this policy, the law applies.

5. Grounds on which discrimination is prohibited

STEMSUP prohibits unfair treatment or discrimination based on:

• caste, community or social background;
• religion, faith or belief;
• race, colour, ethnicity or ancestry;
• sex, gender or gender identity;
• sexual orientation;
• disability;
• age;
• language, accent or mother tongue;
• place of birth, nationality, region or origin;
• socio-economic or family background;
• educational background or literacy; and
• any other personal characteristic or circumstance that may lead to unfair exclusion.

6. What discrimination means

• Direct discrimination: treating someone worse because of one of these grounds.
• Indirect discrimination: a rule or practice that looks neutral but disadvantages people with a protected characteristic, without a legitimate and proportionate reason. For example, an application process that works only through a smartphone.
• Institutional discrimination: patterns in policies, culture or decisions that repeatedly exclude certain groups, even without anyone intending it.
• Intersectional discrimination: disadvantage that arises from the combination of grounds, for example being a girl, from a rural area and with a disability.

7. Prohibited conduct

• harassment and intimidation;
• caste-based discrimination;
• religious discrimination;
• gender-based discrimination;
• racial or ethnic stereotyping;
• disability-related discrimination;
• bullying and humiliation;
• exclusion from opportunities without legitimate criteria;
• retaliation against anyone who raises a concern; and
• discriminatory speech, images, illustrations or digital communications.

8. Our commitments in practice

• Recruitment and employment: clear, job-related criteria; fair shortlisting; accessible processes; respectful treatment of everyone.
• Programmes, scholarships and mentorship: published eligibility criteria and fair selection (see the Diversity, Equity, Inclusion and Accessibility Policy).
• Procurement and partnerships: we expect vendors, contractors and partners working with us to follow this policy.
• Educational materials and digital services: we check content and design for stereotypes and exclusion before publication.
• Events and workshops: respectful conduct expected of everyone, and reasonable adjustments where we can make them.

9. Responsibilities

• The Board of Directors approves this policy, sets the tone and reviews its operation.
• Leaders and managers act on concerns, model respectful conduct and make sure their teams know this policy.
• Everyone at STEMSUP, including staff, volunteers, interns and mentors, must follow it and report concerns.
• Vendors, contractors and partners are expected to meet its standards.

10. Raising a concern

Anyone can raise a concern about discrimination, harassment, bullying or retaliation. You can write to support@stemsupfoundation.org, or to a named grievance officer once one is designated: [Grievance Officer: to be designated and recorded here]. If your concern is about the person who would normally handle it, say so in your message and we will arrange for someone else to consider it.

When we receive a concern:

• we will acknowledge it and consider it fairly and impartially, by someone who is not the subject of the complaint;
• we will listen to everyone involved, and make a written record;
• we will give a decision with reasons and take corrective action that is proportionate; and
• we will tell you what to expect, including how long we expect it to take, for your particular case.

We will keep complaints confidential as far as we can, and share information only with those who need it to deal with the matter fairly, or where the law requires or allows it. We cannot promise absolute confidentiality, for example where a child's safety or a legal duty to report is involved. This policy does not limit your right to approach the police, courts or other authorities.

11. Complaints that need a specialist route

• A concern involving a child: follow the Child Safeguarding Policy. Anyone who knows of, or fears, a sexual offence against a child is legally required to report it to the police or the Special Juvenile Police Unit. In an emergency call 112, or Childline on 1098.
• Sexual harassment of a woman at work: follow the POSH Policy and the statutory committee route.
• A complaint by a transgender person under the Transgender Persons (Protection of Rights) Act, 2019: STEMSUP will designate a Complaint Officer as that Act requires. [Complaint Officer: to be designated and recorded here]

12. Protection against retaliation

No one will be treated unfairly, penalised or victimised for raising a concern in good faith or for taking part in a review. Retaliation is itself a breach of this policy.

13. Consequences

Breaches may lead to disciplinary action, which for staff may include dismissal; ending a volunteer, mentor, vendor or partner relationship; and referral to the police or other authorities where the law is engaged.

14. Records, monitoring and review

We will keep records of concerns and outcomes securely, report to the Board on numbers and themes without identifying individuals, and review this policy at least once a year and whenever the law changes.

15. Related policies

Child Safeguarding Policy; Diversity, Equity, Inclusion and Accessibility Policy; Prevention of Sexual Harassment (POSH) Policy; Privacy Policy.