version number ……………………………………………………………………….……… 1.0
date ……………………………………………………………………………………………… 1 June 2025
created by ……………………………………………………………………………...………… Kunal Kaushal
reviewed by …………………………………………………………………………...…………. Dennies Vaddakkott
approved by ……………………………………………………………………………………… Harish Rajagopalan
everyone deserves to bring their full, authentic self to work — without fear of bias, judgement, or exclusion. this policy exists to make sure that at CRED, inclusion isn't just a value — it's a practice. we are committed to ensuring equal opportunity for all, regardless of gender identity, disability, sexual orientation, race, caste, religion, nationality, or any other legally protected status.
we want to create a workplace where every employee feels safe, respected, and set up for success — and this policy outlines how we do just that.
✅ zero tolerance for discrimination or harassment
🔍 clear redressal mechanisms for reporting issues
🧑🤝🧑 inclusive benefits for all, including transgender persons & PwDs
♿ accessible infrastructure (physical & digital)
🌈 support for gender expression, pronouns, and inclusive language
everyone deserves a workplace where they're seen, supported, and set up to succeed.
this policy is our commitment to building an inclusive environment — one where opportunities are based on potential and performance, not personal identity. it outlines how we support individuals across the spectrum, including persons with disabilities and transgender persons.
through this policy, we aim to:
we also understand that no two people are the same — and that every need is personal. we're committed to assessing each situation individually, and doing our best to ensure comfort, fairness, and dignity for all.
while this policy may not anticipate every need of a person with disability, the needs of each such person shall be assessed on a case-to-case basis within the overarching objective of protecting the interests and comfort of such persons while maximising their integration at CRED
this policy aligns with applicable laws, and all decisions continue to be based on merit, potential, and qualifications.
this policy applies to everyone who works with or at CRED — whether you're a full-time employee, part-time contributor, intern, trainee, consultant, or contractor.
it covers all stages of the employee experience: from hiring and onboarding to development, promotions, benefits, and everything in between.
you'll find this policy available across all our usual communication channels — and it applies wherever and however you work at CRED.
for the purpose of this policy, the following terms apply:
"complaints officer" and/or "liaison officer" refers to Mr. Ayush Shukla or any other person appointed as per this policy.
"CRED" means Dreamplug Technologies Private Limited, including all its subsidiaries and affiliates across office locations in India.
"discrimination" means:
"employee" includes anyone working at CRED — whether on a regular, temporary, ad-hoc, daily wage, contract, probation, trainee, or apprenticeship basis, and whether employed directly or through a third party.
"gender expression" refers to how someone outwardly presents their gender — for example, through clothing, hairstyle, or behavior. it may or may not align with their gender identity. gender expression may or may not conform to a person's gender identity
"gender identity" is how a person self-identifies — as a man, woman, transgender person, or any other identity, regardless of the sex assigned at birth or primary or secondary sex characteristics.
"person with disability (PwD)" means a person with long term physical, mental, intellectual or sensory impairment which, in interaction with barriers, hinders his full and effective participation in society equally with others.
"private information" includes personal details such as someone's sex, gender, gender identity, gender expression, or medical records.
"reasonable accommodation" means necessary and appropriate adjustments or modifications made to ensure persons with disabilities can access opportunities and environments equally — as long as it doesn't cause undue or disproportionate burden in a particular case.
"RPwD rules" refers to Rights of Persons with Disabilities Rules, 2017;
"RPwD act" refers to Rights of Persons with Disabilities Act, 2016;
"sex" refers to a person's biological status as assigned at birth, typically categorized as male, female, or intersex (i.e., atypical combinations of features that usually distinguish male from female).
"sexual orientation" refers to whom a person is sexually or romantically attracted to — whether of the same, different, or multiple genders.
"TP act" refers to the Transgender Persons (Protection of Rights) Act, 2019.
"TP rules" refers to the Transgender Person (Protection of Rights) Rules, 2020.
"transgender person" refers to someone whose gender identity doesn't match the gender assigned at birth. this includes trans men, trans women, intersex persons, genderqueer individuals, and those identifying as kinner, hijra, aravani, jogta, etc., whether or not they have undergone sex reassignment surgery or hormone therapy or laser therapy or such other therapy.
"transgender employee" refers to employees at CRED who identify as transgender persons.
"workplace" refers to the physical premises of CRED's offices.
📝 note: these definitions are here to support understanding — not to label. no employee is required or expected to identify within these categories. your identity is yours to define.
at CRED, every employment decision — whether it's about hiring, promotion, development, or benefits — is based only on professional capability and fit for the role.
no matter your background, ability, or identity, you'll be treated with fairness and respect throughout your journey with us.
that means:
we're committed to ensuring that:
we'll collect and maintain the data on employees who are persons with disabilities as required under the rights of persons with disabilities (RPwD) act and rules — and we'll keep it strictly confidential. inquiries regarding disability of employees can be made for ensuring convenience of such employee, for providing reasonable accommodation at workplace and for assessing their needs
this information will be used only to meet legal and operational requirements and will be handled with care and sensitivity.
raising your voice should never cost you your peace.
anyone who files a complaint or helps with an investigation under this policy is protected — by law and by us.
we will not tolerate:
because speaking up should feel safe, not scary.
we believe inclusion isn't just a policy — it's a practice. and that means backing it up with real, everyday support.
we will aim to ensure that our offices are designed to be accessible for all at all times — as per the accessibility standards prescribed by applicable laws and requirements for the persons with disabilities and transgender persons
if you ever face barriers or accessibility issues, reach out to the liaison and complaints officer under this policy — we'll take it from there.
we're working to make all our digital tools and systems including communication channels easy to use for everyone. auxiliary aids, assistive tools and specialised software for accessibility shall be made available upon request.
need help navigating tech or tools? drop a note to itsupport@cred.club or contact the complaints officer.
if you need specific adjustments to work comfortably and effectively — we've got you.
just let us know what support you need, and we'll work together to figure it out. this applies to hiring, onboarding, training, promotions — every step of your journey. all provision of reasonable accommodation shall be made on a case-to-case basis after needs evaluation and in accordance with applicable laws
we will ensure advertisements for openings at our workplace are accessible to all. do not hesitate to let our hiring representatives know of your specific needs during job applications and interviews and we will do our best to accommodate them
there's no dress code that limits how you express your identity.
come as you are — wear what aligns with your gender identity and still fits within a professional environment.
we'll ensure that employees with disabilities have:
growth opportunities are for everyone.
that includes leadership programs, workshops, upskilling sessions, and onboarding — with necessary accommodations like sign language interpretation or accessible content when needed and upon prior request.
no one should be left behind.
employees with disabilities will get equal consideration for promotions and preference for transfers (as and when applicable) or relocations based on accessibility needs. no promotion shall be denied to an employee merely on the ground of disability. no private information of an employee shall be used to the prejudice of such employee in the course of their employment or in the promotion process.
we understand caregiving is real work too.
based on eligibility, CRED may offer:
all benefits at CRED apply equally — to everyone.
this includes persons with disabilities, transgender employees, and their partners, spouses, children, or other dependents, regardless of identity or physical condition.
in addition, we may:
your name and pronouns are yours to choose — and we'll respect that.
you don't need to provide a legal certificate or undergo any procedure to be addressed the way you identify.
you're encouraged to:
others are expected to honour this — no questions asked.
we all play a role in making CRED a safe space.
that starts with how we speak and write.
everyone is expected to:
any use of discriminatory language which may be derogatory or offensive to certain individuals based on their race, religion, sex, gender, colour, age, national origin and physical disability — even unintentionally — will be taken seriously and will lead to disciplinary action.
you can ask us to update your official CRED records to reflect your preferred name and pronouns. we will do our best to accommodate your request subject to applicable law
for certain government-linked records (like EPF or ESIC), legal changes may be needed before we can update your records — and we'll support you through that process where possible.
your private information including identity and medical history are your business.
unless disclosure is legally mandated, you may decide:
no one should ever ask about someone's gender identity or medical details or other private information — even casually. and if something must be shared, it'll only be with your consent and on a need-to-know basis.
you can use whichever restroom aligns with your gender identity that is safe and appropriate according to you.
we also offer unisex restrooms and continue to expand gender-neutral and disabled friendly facilities across locations.
inclusion means more than support — it means safety. we strive to maintain a safe, healthy, and productive work environment that is free from any form of harassment or discrimination from any person
we do not tolerate:
our complaints officer is here to ensure fair, timely, and confidential resolution of any issue.
we actively:
inclusion isn't just top-down — it's all of us, every day.
each one of us is expected to:
in short: build the kind of culture we'd all want to be part of.
violating any part of this policy — by anyone at CRED or associated with us — is serious and will lead to action in line with our code of conduct and applicable laws.
if you feel you've faced discrimination (or witnessed it), speak up at the earliest practical opportunity. this includes both adverse discrimination, or impermissible positive discrimination.
you can write to: complaintsofficer@cred.club
the sooner, the better — we'll support you through the process.
we've appointed a dedicated officer to ensure this policy works in practice and as required under RpWD act and rules.
👤 Ayush Shukla liaison officer & complaints officer (for persons with disabilities)
📆 tenure: 2 years (renewable)
📞 contact: published on Darwinbox (employee portal)
responsibilities include:
in case of any change in the liaison and complaints officer, this policy shall be promptly updated and employees notified of the same
we know it's not always easy to raise a concern. that's why we've designed a process that's clear, confidential, and committed to resolving things fairly.
your first point of contact: Ayush Shukla, our liaison and complaints officer
they're here to:
⏳ timelines matter — our aim is to resolve every grievance within 30 days of receiving it
all grievances lodged by employees with disabilities shall be addressed and resolved as per the applicable procedure contained in the RpWD Act and RPwD Rules. the liaison and complaints officer shall also apprise the complainant of the available remedies under such provisions.
we believe inclusion isn't a one-time session — it's ongoing learning.
that's why we commit to:
training sessions shall be include the following themes:
we'll review and update this policy every year to keep it relevant and effective.
you'll find it on the Darwinbox (employee portal), in accessible formats — and it'll be part of your onboarding too.
confused about any part of this policy? want clarity or need support?
just write to complaintsofficer@cred.club — or drop by for a chat.
this policy can be accessed on the CRED website too.