Equal Opportunity Policy for Persons with Disabilities

Made under section 21 of the Rights of Persons with Disabilities Act, 2016 and Rule 8 of the Rights of Persons with Disabilities Rules, 2017.

1. Why this policy exists

1.1 Section 21(1) of the Act requires every establishment to notify an equal opportunity policy. Section 2(i) defines “establishment” to include a private establishment, and section 2(v) defines a private establishment to include a company. D30Social Private Limited, CIN U63122MH2026PTC473419, having its registered office at 20th Floor, Commerz II, CTS No. 95, 4 B 3 & 4, 590, Goregaon East, Mumbai – 400063, Maharashtra (“the Company”), is therefore an establishment for these purposes.

1.2 There is no minimum employee threshold in section 21. This obligation applies from the Company’s first hire.

1.3 What the policy must contain does depend on size. Under Rule 8(4), for a private establishment with fewer than twenty employees, the policy shall contain the facilities and amenities to be provided to persons with disabilities to enable them to effectively discharge their duties. This Policy is drafted to that requirement.

2. Commitment

2.1 The Company is committed to providing equal opportunity to persons with disabilities in all aspects of its work, and to a workplace that is accessible, respectful and free from disability-based prejudice.

2.2 The Company will not refuse an application, or treat any person less favourably in relation to engagement, training, allocation of work, evaluation or continuation of engagement, on the ground of disability, where the person is able to perform the role with reasonable accommodation.

3. Facilities and amenities

The Company will provide the following to enable a person with disability to effectively discharge their duties.

3.1 Accessible working arrangements

Where the Company’s premises are not fully accessible, the Company will offer remote or hybrid working, or an accessible alternative location, so that inaccessibility of premises is not a barrier to engagement.

3.2 Accessible technology

The Company will provide or permit assistive software and hardware reasonably required, including screen readers, screen magnification, captioning, speech-to-text and alternative input devices, and will meet reasonable costs.

3.3 Accessible communication and materials

On request, the Company will provide work materials in an accessible format, enable captions or transcripts for meetings and recordings, and share documents in formats compatible with assistive technology.

3.4 Flexible timing and breaks

The Company will accommodate flexible working hours, additional or longer breaks, and adjusted schedules where required for reasons connected with a disability, including for medical appointments and therapy.

3.5 Adjusted workstation

The Company will provide a suitably adjusted workstation, seating or equipment at any premises it operates.

3.6 Adjustments to how work is done

Where a particular method of working presents a barrier, the Company will consider reasonable adjustments to how the task is performed, provided the substance of the role is met.

3.7 Support in recruitment

The Company will accept applications in accessible formats, and on request will make adjustments to any interview or assessment, including additional time and alternative formats.

3.8 How to request

A request for any facility, amenity or adjustment may be made to John Babu Thomas, Director, hello@d30social.com. The Company will respond in writing within 15 days, and will explain its reasons if a request cannot be met in the form asked for. Requests and any related health information will be kept confidential and shared only as necessary to implement the adjustment.

4. Publication and registration

4.1 Under Rule 8(2), the Company shall display this Policy preferably on its website, failing which at a conspicuous place in its premises. The Company publishes it at https://d30social.com/equal-opportunity-policy.

4.2 Under section 21(2), the Company shall register a copy of this Policy with the State Commissioner for Persons with Disabilities, Maharashtra.

5. Records

5.1 Section 22(1) requires every establishment to maintain records of persons with disabilities in relation to employment, facilities provided and other necessary information, in the prescribed form and manner. Section 22(3) provides that such records are open to inspection by authorised persons.

5.2 The detailed particulars prescribed by Rule 9 apply to establishments covered by Rule 8(3) — that is, those with twenty or more employees. The Company is below that threshold.

5.3 Pending that threshold, the Company will nonetheless maintain a simple record of: any person with disability engaged and the date of engagement; the nature of disability as voluntarily disclosed; and any facility, amenity or adjustment requested and provided.

6. Liaison officer — not yet required

6.1 Rule 8(3)(e) requires the appointment of a liaison officer to look after the recruitment of persons with disabilities and the provision of facilities and amenities. That requirement forms part of the expanded policy content applicable to private establishments with twenty or more employees.

6.2 The Company will appoint a liaison officer, and expand this Policy to include all the matters listed in Rule 8(3), on reaching twenty employees.

7. At twenty employees — what changes

On reaching twenty employees the Company must expand this Policy to contain, per Rule 8(3):

1. facility and amenity to be provided to persons with disabilities to enable them to effectively discharge their duties;
2. list of posts identified suitable for persons with disabilities in the establishment;
3. the manner of selection for various posts, post-recruitment and pre-promotion training, preference in transfer and posting, special leave, preference in allotment of residential accommodation if any, and other facilities;
4. provisions for assistive devices, barrier-free accessibility and other provisions; and
5. appointment of a liaison officer.

The detailed record-keeping under Rule 9, and the complaint-handling duty under Rule 3(2), also begin to apply at that point.

8. Review

This Policy will be reviewed annually and immediately on any change in headcount that crosses the twenty-employee threshold, or on any change in law.

Approval

Approved for and on behalf of D30Social Private Limited
John Babu Thomas, Director
Date: 13 August 2026