1. Objective:

Agrim Wholesale Private Limited is committed to promoting diversity and inclusion among the workforce and aims to create a harmonious workplace for employees regardless of their gender, nativity, community, religious beliefs or physical & mental ability, such that all employees can achieve their full potential. We believe in providing equal opportunity to persons from all sections of the society including Persons with Disabilities as detailed in this policy (“Policy”). The Government of India has enacted the Rights of Persons with Disabilities Act, 2016 and Rights of Persons with Disabilities Rules, 2017 to give effect to the principles enshrined in the United Nations Convention on Rights of Persons with Disabilities (2006). In pursuance of the mandate given in Section 21(1) of the Act read with Section 8 of the Rules this Policy is adopted by the Company.

2. Definitions:

• “Discrimination” in relation to disability, means any distinction, exclusion, restriction on the basis of 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;
• “Company” means Agrim Wholesale Private Limited, a registered entity established under the Companies Act, 2013;
• “Employee” shall mean a person employed with the Company;
• “The Act” shall mean the Rights of Persons with Disability Act, 2016;
• “The Rules” shall mean the Rights of Persons with Disabilities Rules 2017;
• “Specified Disability” means disabilities mentioned in the Schedule of the Act. List of such disabilities is enclosed at Annexure I;
• “Persons 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;
• “Person with Benchmark Disability/PWBD” means a person with not less than 40 (forty) per cent 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; and
• “Reasonable accommodation” means necessary and appropriate modification and adjustments, without imposing a disproportionate or undue burden in a particular case, to ensure to persons with disabilities the enjoyment or exercise of rights equally with others.

3.      Policy Statement

The Company is committed towards eliminating all forms of discrimination and harassment, whether direct or indirect, of Persons with Disabilities.

Further, in line with the provisions in the Act and the Rules, we have implemented the following

policy provisions in order to provide affirmative action and promote inclusive growth of Persons with Disabilities in the Company.

3.1    List of positions offered:

• The Company shall not discriminate against any Person with Disability in any matter relating to employment.
• All the positions in the Company are open to person with all types of disabilities. The hiring is purely based on merit and candidates are evaluated based on their skills and competence.

         3.2     Manner of Selection

• The Company shall adopt a transparent selection process based on merit and without any Discrimination to the disabilities of the prospective candidates as per the Company’s recruitment procedures.
• Candidates with necessary disability certificate issued by the competent authority in accordance with the Rules and under the Act shall be considered for appointment in the Company.
• PWBD candidates who are shortlisted and appear for writtentests/interview held as a part of selection process for any post in the Company shall be provided a user-friendly environment as per the provision of Company recruitment policy and the Act.
• To the extent possible, PWBD candidates shall be provided a barrier free access to the written test center/ interview center.
• PWBD candidates who have limitations in writing including that of speed, and are desirous of using the facility of a scribe, shall be allowed the facility in accordance to the guidelines issued by Ministry of Social Justice and Empowerment.
• Applicants invited for an interview should inform if they require any individual support or assistance prior to the interview. Company would make all arrangements reasonably feasible to accommodate these requests.

         3.3 Post-Recruitment and Pre-Promotion Training

• The Company shall impart post-recruitment induction training programand prepromotion job specific inclusive training programs to employees with disabilities along with other employees.
• Employees with disability shall be placed with experienced employees on resuming responsibility of a post so as to help them to pick up skills required to perform the job and also the adaptations thatmay be required in individual cases.

         3.4   Reasonable Accommodation

(a) The Company will make reasonable accommodations, whenever necessary, for qualified employees or job applicants who have disabilities, as per the Act.

Such accommodation would be provided:

• To ensure equal opportunity in the application and selection process,
• To enable an employee with a disability to perform the essential functions of a job, and
• To enable an employee with a disability to enjoy the same benefits and privileges of

employment as non-disabled employees.

Examples of reasonable accommodations may include (but not limited to) acquiring or modifying equipment or devices, modifying assessment and training materials, modifying work schedules, reassignment to a vacant position, taking permissive leave for a reason related to her/his disability.

(b) All documents concerning an employee’s reasonable accommodations request would be maintained in the employee’s confidential file, separate from the employee’s official personnel file.

         3.5     Accessibility

• The Company will endeavor to provide appropriate barrier free and conducive environment to employees with disability. To the extent possible, the built-up environment shall be made accessible to PWD and all future establishments shall incorporate accessibility provisions such as ramps, accessible parking, accessible toilets, braille symbols and auditory signals in elevators etc as per the accessibility standards in accordance with applicable laws.
• Any new facility that is built, renovated, leased or rented will be evaluated for compliance with accessibility standards at different stages of the building construction. Any employee facing accessibility issues should report to the HR Department at their location or write to the Liaison Officer.
• The Company will endeavor to provide suitable facilities and amenities/assistive devices to persons with disabilities for effective and efficient discharge of their functions, including, but not limited to, high tech/latest technology led assistive devices (including low vision aids, special furniture, wheelchairs, software scanners, computer and other hardware, etc. in accordance with their requirement.
• The Company will endeavor to ensure that persons with disabilities are enabled to participate in meetings in a convenient mode of communication.

         3.6   Discrimination Free Work Environment

• The Company will ensure that the work environment is free from any discrimination against persons with disabilities. Promotion to an employee shall not be denied merely on the ground of disability.
• The Company shall not dispense with or reduce rank for an employee who acquires a disability during his or her service. Cases shall be treated as per the applicable rules and provisions of Govt. of India guidelines pertaining to the matter.

         3.7     Digital infrastructure

The Company endeavor to ensure that all our documents, communication and information technology systems adhere to the accessibility standards as per applicable laws. We will ensure that only accessible technologies are procured. Any employee facing accessibility challenges can reach out to the local IT support team or write to the Liaison Officer.

         3.8     Travel, stay and transport

For official travel (local, outstation and international), employees with disabilities will be provided reasonable accommodation such as door pick-up and drop, low floor cabs, air travel (in case road/train travel is inaccessible), accessible guest houses and hotels (where available) and allowing a personal attendant to travel alongside, if required, as per our reasonable accommodation guidelines.

         3.9     Leave

Employees with disability can avail Special Casual Leave as per provisions in the Company service policy.

3.10 Transfers and Posting

• The Company shall supportively consider, to the extent possible, the transfer requests or preferred place of posting of employees with disabilities or those being caregivers of dependent family members with disabilities residing with the employee, so as to optimally utilize their services.
• The above provisions shall however be subject to the mode/nature/ terms and conditions of the engagement of the individual and administrative feasibility.

3.11 Maintenance of Records

• The Company has a robust and well-defined process for capturing and maintaining the records of its employees. The Company understands and respects that sharing information about one’s disability is purely a personal preference, and nobody is mandated to do so. Employees who have a disability or medical condition and wish to share the information can fill the Voluntary Self-Identification Form to disclose their disability. Also, given that disability or medical ailment can be acquired at any point, an employee can amend the furnished information at any time. Employees with disability who are citizens of India may furnish the disability certificate issued by the Government of India, which would help them avail Government benefits like income tax exemptions.
• Access to the data is given only to the Head of HR Department at Corporate Center as well as to the respective manager of HR Department at the Regional Centers of the Company. Confidentiality of the data will be maintained with certain exceptions like data being made available for security and other relevant functions for ensuring reasonable accommodations. The information will be shared on need basis, on the discretion of the Head of HR Department at Corporate Center as well as to the respective manager of HR Department at the Regional Centers of the Company. The stakeholders other than the Head of HR Department at Corporate

Center as well as to the respective manager of HR Department at the Regional Centers of the Company who are given access to the information will be made to sign an NDA (Non- Disclosure Agreement) to ensure confidentiality.

4.      Governance

4.1    Liaison Officer:

The Company has appointed Aashit Puri as Liaison Officer as per the mandate of the Rules under the Act. She/he shall look after the matters relating to persons with benchmark disabilities and shall ensure compliance of guidelines/instructions issued for PWBD and bring any potential issues to the notice of management. She/he will also be responsible for ensuring that employees and job applicants with disabilities receive the needed reasonable accommodation for performing their job and participating in the selection process on an equal basis with others. She/he will also raise awareness among all employees in the Company to create an inclusive work environment and maintain the progress report.

4.2    Grievance Redressal Officer:

Head of HR Department at Corporate Center as well as respective manager of HR Department at the Regional Centers shall be the Grievance Redressal Officer(s) at their respective Center/Regions of the Company in compliance of Section 23 of the Act. The Grievance Redressal Officer shall maintain a register of complaints of employees with disabilities as per format at Annexure II.

The Grievance Redressal Officer at their respective centers shall conduct inquiry and investigate the complaints or concerns raised by employees with disability and consult and inform about the receiving of complaint(s) and share its progress report with the Grievance Redressal Officer at Corporate Center of the Company. However, necessary reasonable accommodation will be provided to employees with disabilities to effectively participate in the investigation process. For example, sign language interpreter for persons with deafness, accessible venue for persons with locomotor disability, etc.

If an employee with disability raises a complaint or concern, she/he will not be under any risk in the form of retribution or retaliation. The Company will not tolerate any harassment or victimization (informal pressures) against any employees with disability raising complaint or concerns who have a genuine case and will take appropriate action accordingly.

5. General

• Compliance

The responsibility for implementation of the policy shall lie with Head of HR at Corporate Center as well as respective Managers of HR Department at Regional Centers of the Company.

• Communication of the policy:

The Policy shall be published on the website of the Company.

• Board of Directors of the Company are empowered and authorized to interpret, clarify, revise, amend/modify or discontinue any or all the provisions of this Policy in accordance with Government of India guidelines issued from time to time.

Agrim Wholesale Private Limited

3^rd Floor, Spaze Business Park

Sector 66, Gurugram, 122001

Haryana, India

Website: https://agrim.app/

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Annexure I

List of Specified Disabilities as per the Schedule in the RPWD Act 2016

1. Physical disability:
2. Locomotor disability (a person’s inability to execute distinctive activities associated with movement of self and objects resulting from affliction of musculoskeletal or nervous system or both), including:

• “leprosy cured person” means a person who has been cured of leprosy but is suffering from:
• loss of sensation in hands or feet as well as loss of sensation and paresis in the eye and eyelid but with no manifest deformity;
• manifest deformity and paresis but having sufficient mobility in their hands and feet to enable them to engage in normal economic activity;
• extreme physical deformity as well as advanced age which prevents him/her from undertaking any gainful occupation, and the expression “leprosy cured” shall construed accordingly;
• “cerebral palsy” means a Group of non-progressive neurological condition affecting body movements and muscle coordination, caused by damage to one or more specific areas of the brain, usually occurring before, during or shortly after birth;
• “dwarfism” means a medical or genetic condition resulting in an adult height of 4 feet 10 inches (147 centimeters) or less;
• “muscular dystrophy” means a group of hereditary genetic muscle disease that weakens the muscles that move the human body and persons with multiple dystrophies have incorrect and missing information in their genes, which prevents them from making the proteins they need for healthy muscles. It is characterized by progressive skeletal muscle weakness, defects in muscle proteins, and the death of muscle cells and tissue;
• “acid attack victims” means a person disfigured due to violent assaults by throwing of acid or similar corrosive substance.

1. Visual impairment

• “blindness” means a condition where a person has any of the following conditions, after best correction:
• total absence of sight; or
• visual acuity less than 3/60 or less than 10/200 (Snellen) inthe better eye with best possible correction; or
• limitation of the field of vision subtending an angle of less than 10degree.
• “low-vision” means a condition where a person has any of the following conditions, namely:
• visual acuity not exceeding 6/18; or
• less than 20/60 upto 3/60 or upto 10/200 (Snellen) in the better eye with best possible corrections; or
• limitation of the field of vision subtending an angle of less than 40degree up to 10 degrees.

1. Hearing impairment

• “deaf” means persons having 70 DB hearing loss in speech frequencies in both ears;
• “hard of hearing” means person having 60 DB to 70 DB hearing loss in speech frequencies in both ears;

1. “speech and language disability” means a permanent disability arising out of conditions such as laryngectomy or aphasia affecting one or more components of speech and language due to organic or neurological causes.
2. Intellectual disability, a condition characterized by significant limitation both in intellectual functioning (reasoning, learning, problem solving) and in adaptive behavior which covers a range of every day, social and practical skills, including:

• “specific learning disabilities” means a heterogeneous group of conditions wherein there is a deficit in processing language, spoken or written, that may manifest itself as a difficulty to comprehend, speak, read, write, spell, or to do mathematical calculations and includes such conditions as perceptual disabilities, dyslexia, dysgraphia, dyscalculia, dyspraxia and developmental aphasia;
• “autism spectrum disorder” means a neuro-developmental condition typically appearing in the first three years of life that significantly affects a person’s ability to communicate, understand relationships and relate to others, and is frequently associated with unusual or stereotypical rituals or behaviors.

3. Mental behaviour

“mental illness” means a substantial disorder of thinking, mood, perception, orientation or memory that grossly impairs judgment, behaviour, capacity to recognize reality or ability to meet the ordinary demands of life but does not include retardation which is a condition of arrested or incomplete development of mind of a person, specially characterized by sub normality of intelligence.

4. Disability caused due to:

• chronic neurological conditions, such as:
  • “multiple sclerosis” means an inflammatory, nervous system disease in which the myelin sheaths around the axons of nerve cells of the brain and spinal cord are damaged, leading to demyelination and affecting the ability of nerve cells in the brain and spinal cord to communicate with each other;
• “parkinson’s disease” means a progressive disease of the nervous system marked by tremor, muscular rigidity, and slow, imprecise movement, chiefly affecting middle-aged and elderly people associated with degeneration of the basal ganglia of the brain and a deficiency of the neurotransmitter dopamine.
• Blood disorder
• “haemophilia” means an inheritable disease, usually affecting only male but transmitted by women to their male children, characterized by loss or impairment of the normal clotting ability of blood so that a minor would may result in fatal bleeding;
• “thalassemia” means a group of inherited disorders characterized by reduced or absent amounts of hemoglobin.
• “sickle cell disease” means a hemolytic disorder characterized by chronic anemia, painful events, and various complications due to associated tissue and organ damage; “hemolytic” refers to the destruction of the cell membrane of red blood cells resulting in the release of hemoglobin.

5. Multiple Disabilities (more than one of the above specified disabilities) including deaf blindness which means a condition in which a person may have combination of hearing and visual impairments causing severe communication, developmental, and educational problems.
6. Any other category as may be notified by the Central Government.