Janaagraha is committed to fostering, cultivating and preserving a culture of diversity and inclusion. Our human capital is the most valuable asset we have. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that our employees invest in their work represents a significant part of not only our culture, but our reputation and company’s achievement as well.

We embrace and encourage our employees’ differences in age, colour, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.

To that end, Janaagraha is committed to building a work environment where each individual can thrive in their individuality. Further, we do not shy away from learning, revisiting and upgrading our policies to do better, as and when the opportunity presents itself.

Some of our key highlights around D&I include:

  • Reproductive health considerations: Employees are afforded a pool of 24 WFH days annually to help them deal with reproductive health concerns such as menses, menopause and polycystic ovary syndrome (PCOS). In addition, three paid sick-leave days are available annually for the same purpose.
  • Maternity/Paternity policy: Our policy goes beyond statutory guidelines and includes leave for paternity which can be used flexibly over the period of a year. Our policy also covers different types of parenthood including adoption (under and over 3 months old), parenthood though commissioning as well as biological parenthood.
  • POSH (Prevention of Sexual harassment) policy: Our policy covers all genders and has an established and trained POSH committee.
  • Holiday/Leave policy: Our holiday calendar has built in flexibility and consideration to cover holidays for festivals celebrated by those from different faiths.
  • Travel Policy: Late night travel is discouraged and there is additional financial provision to ensure safety and security of all employees to ensure suitable travel and accommodation options.
  • Gender Champions: In each of our programme teams we have staff members who work to reinforce that all staff have a voice, everyone uses gender-inclusive language, advocate for gender-disaggregated data where possible as well as encourage bringing in gender perspectives in our programmatic work.
  • Training and communication: Multiple conversations and training sessions on D&I topics are held across the year and feedback from staff is sought regularly to promote learning, understanding, dialogue and discussion.