Equal Opportunity Policy

To ensure that Jurisphere provides equal opportunities to all individuals and maintains a workplace free from discrimination based on disability status or gender identity, thereby enabling all employees to contribute fully and develop professionally.

This Policy covers:

• All persons with disabilities, as defined under Section 2(s) of the RPWD Act, including but not limited to blindness, low vision, locomotor disability, cerebral palsy, autism spectrum disorder, intellectual disability, mental illness, and other specified disabilities
• All transgender persons, as defined under Section 2(k) of the Transgender Act, including trans men, trans women, persons with intersex variations, genderqueer, and persons with socio-cultural identities such as kinnar and hijra

Jurisphere strictly prohibits discrimination, whether direct or indirect, against any person on the basis of:

• Disability status or disability-related condition
• Gender identity, gender expression, or transgender status
• Sex, marital status, religion, caste, race, age, nationality, or ethnic origin
• Sexual orientation or any other protected characteristic

Non-discrimination applies to all aspects of employment, including but not limited to:

• Recruitment, selection, and hiring processes
• Compensation, wages, and all forms of benefits
• Training, skill development, and career advancement opportunities
• Promotion, transfer, and internal mobility
• Performance evaluation and feedback
• Workplace facilities, resources, and amenities
• Separation, termination, and retirement
• Any other term or condition of employment

All employment decisions shall be based solely on merit, qualifications, performance, relevant experience, and legitimate business requirements. Disability status or gender identity shall not be a factor in any employment decision unless the inherent requirements of a particular role necessitate a genuine occupational qualification.

Jurisphere shall provide necessary and appropriate modifications, adjustments, and accommodations to the work environment, processes, tools, or arrangements to enable a person with disability to perform their duties effectively and participate fully in the workplace, in accordance with Section 2(y) of the RPWD Act.

• Step 1: Employee or applicant submits a written request to HR or Liaison Officer, describing the accommodation needed.
• Step 2: HR acknowledges receipt within 5 working days.
• Step 3: Request is evaluated on a case-by-case basis, considering disability, job requirements, and feasibility.
• Step 4: Decision is communicated within 15 working days. If declined, written reasons are provided.
• Step 5: Approved accommodations are implemented and reviewed periodically.

Jurisphere shall take progressive steps to ensure that its workplace, facilities, infrastructure, communication systems, digital platforms, and employment processes are accessible to persons with disabilities, in compliance with standards notified under the RPWD Act.

Jurisphere has designated a Liaison Officer responsible for overseeing recruitment of persons with disabilities, implementing accessibility standards, and ensuring compliance with the RPWD Act.

Name: Aiswarya Manoj Designation: People Partner Contact: aiswarya@jurisphere.ai

Jurisphere shall:

• Address all employees by their preferred name and pronouns of choice
• Update internal systems, records, identification documents, email addresses, and name plates upon written request
• Use preferred name and pronouns in all workplace communications, documents, and interactions
• Ensure that no employee is compelled to disclose their transgender status or transition history

Jurisphere shall provide facilities and amenities appropriate for all employees, including transgender persons. Such facilities include:

• Gender-neutral restrooms and changing facilities, accessible to all employees
• Safe and secure workplace environment free from harassment or discrimination
• Facilities for personal hygiene, first aid, and medical needs
• Transportation and commuting arrangements that prioritize safety and dignity
• All workplace facilities used in accordance with an individual’s gender identity

Transgender employees shall have equal access to:

• All job vacancies, internal mobility, and career advancement opportunities
• Training, mentoring, professional development, and leadership programs
• All employment benefits including health insurance, life insurance, and wellness programs
• Leave entitlements including sick leave, casual leave, and special leave
• Employee assistance programs, counseling, and medical facilities

Jurisphere strictly prohibits any form of harassment, bullying, ridicule, exclusion, deliberate misgendering, outing, or any conduct that creates a hostile or humiliating environment for a transgender employee or applicant. Prohibited conduct includes:

• Deliberate or repeated use of incorrect name or pronouns
• Outing or disclosure of transgender status without consent
• Exclusion from team activities, meetings, or social events
• Jokes, slurs, or negative comments regarding gender identity or expression
• Unwanted inquiries about transition history or medical procedures
• Denial of facilities, opportunities, or benefits based on gender identity

Violation of this provision shall result in disciplinary action, up to and including termination, in accordance with the Company’s disciplinary policy.

All information relating to an employee’s or applicant’s disability status, gender identity, medical records, accommodation requests, or any sensitive personal information shall be treated as strictly confidential. Such information shall be:

• Collected only to the extent necessary for legitimate employment purposes or legal compliance
• Accessible only to authorized personnel (HR, Liaison Officer, Grievance Officer) with a legitimate need to know
• Stored securely and separately from general personnel records
• Not disclosed to any third party without explicit written consent, except where required by law
• Protected against unauthorized access, use, or disclosure

Breach of confidentiality shall be treated as a serious disciplinary matter and may result in termination of employment.

Jurisphere shall conduct periodic awareness, training, and sensitization programs for all employees, with specific focus for managers, HR personnel, and leadership. Such programs shall cover:

• Rights and dignity of persons with disabilities and transgender persons
• Legal obligations under the RPWD Act and Transgender Act
• Unconscious bias, inclusive language, and respectful behavior
• Accessibility standards and inclusive practices
• Grievance redressal procedures
• Creating a psychologically safe and inclusive workplace

Jurisphere shall integrate disability inclusion and transgender inclusion into its broader diversity, equity, and inclusion (DEI) framework. This includes:

• Reviewing job descriptions, forms, and communications to remove gendered language and binary assumptions
• Ensuring diverse representation in hiring committees and decision-making bodies
• Regular review and updates of HR policies to reflect inclusive practices
• Monitoring and reporting on diversity metrics and inclusion outcomes
• Seeking feedback from employees with disabilities and transgender employees to improve practices

Name: Shreshth Singh Tomar Designation: Co-founder Contact: shreshth@jurisphere.ai

Any employee or applicant who believes they have been subject to discrimination, denied reasonable accommodation, harassment, or any violation of this Policy or applicable laws may file a written complaint with:

• The Grievance Officer (designated above)
• The Human Resources Department
• By email, mail, or in-person visit

Complaints shall include details of the alleged violation, dates, persons involved, and any supporting evidence.

• Acknowledgement (5 working days): The Grievance Officer shall issue a written acknowledgement of receipt and outline the next steps.
• Investigation (within 15–30 days): The complaint shall be investigated in a fair, impartial, and confidential manner.
• Identity Protection: The identity of the complainant shall be protected to the extent possible during investigation.
• Decision & Communication (within 30 working days): A reasoned decision shall be communicated to the complainant.
• Remedial Action: Where a violation is established, appropriate corrective and disciplinary action shall be taken.

Jurisphere strictly prohibits any form of retaliation, victimization, adverse treatment, or hostile conduct against any person for:

• Filing a complaint or grievance
• Reporting a violation or concern
• Participating in an investigation or proceedings
• Supporting or cooperating with a complainant

Any act of retaliation shall itself constitute a serious violation of this Policy and shall be subject to immediate disciplinary action, up to and including termination.

This Policy shall be:

• Published on the Company website in accessible formats
• Included in the employee handbook
• Communicated to all employees via email and during induction
• Available in multiple formats (print, digital, audio, large font, etc.) upon request

Jurisphere shall comply with all provisions of:

• The Rights of Persons with Disabilities Act, 2016 and Rules, 2017
• The Transgender Persons (Protection of Rights) Act, 2019 and Rules, 2020
• The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
• All applicable central and state government notifications, guidelines, and orders

This Policy shall be reviewed at least once every two (2) years, or earlier upon material changes to applicable law, government notifications, or Company structure, to ensure continued relevance, adequacy, and legal compliance.