Equal Opportunity & Anti-Discrimination Policy

At TheManki (operated by Sanam Designs Wallah – Manki Space), we believe great work comes from people who feel respected and given a fair chance. This policy sets out how we keep our workplace free of discrimination, how we make hiring and promotion decisions on merit, and how we support every team member to do their best work. It applies to everyone connected with us — employees, interns, contractors, vendors and anyone we deal with in the course of business.

1. 01. Our Commitment

   We are committed to providing equal opportunity in every part of employment and to treating each person with dignity. Decisions about who we hire, how we pay and reward people, who we promote, train and assign work to, and how we manage exits are based on ability, performance and the needs of the role — never on personal characteristics that have nothing to do with the job.

   This commitment is not just a statement of intent. It shapes how our managers recruit, how we run appraisals, and how we respond when someone tells us something is wrong.

   • We provide equal opportunity in recruitment, compensation, promotion, training, work allocation and all other terms of employment.
   • We expect every leader and team member to uphold this policy in their day-to-day decisions and conduct.
   • We review our people practices from time to time to make sure they stay fair in practice, not just on paper.

2. 02. What We Mean by Non-Discrimination

   We do not discriminate, directly or indirectly, on the basis of any characteristic that is unrelated to a person's ability to do the job. Discrimination can be obvious, but it can also be subtle — such as a rule or practice that looks neutral but unfairly disadvantages a particular group.

   Protected characteristics under this policy include, but are not limited to:

   • Gender, gender identity and gender expression
   • Religion, faith or belief
   • Caste, descent and place of origin
   • Disability or medical condition
   • Age and marital or family status (including pregnancy and maternity)
   • Race, ethnicity, language and nationality
   • Sexual orientation
   • Region or state of origin within India
   • Economic or social background

   Our approach is consistent with the equality and non-discrimination guarantees recognised under the Constitution of India and applicable Indian law, including protections relating to disability under the Rights of Persons with Disabilities Act, 2016. Where Indian law sets a higher standard than this policy, the law prevails.

3. 03. Inclusive Hiring & Promotion

   We hire and promote on merit. Our goal is for every candidate and team member to be assessed on the skills, experience and potential that the role actually requires.

   To keep selection fair, we follow a few simple practices:

   • Job descriptions focus on the genuine requirements of the role, not on assumptions about who 'fits'.
   • We write inclusive job adverts and welcome applications from people of all backgrounds, including women returning to work and persons with disabilities.
   • Interviewers assess candidates against the same role-relevant criteria, and we avoid questions about religion, caste, marital plans, pregnancy or other personal matters that have no bearing on the job.
   • Pay, increments and promotions are tied to performance, responsibility and market benchmarks — not to personal characteristics.
   • We keep brief records of why selection and promotion decisions were made, so they can be explained and reviewed if needed.

   Where we are choosing between candidates of genuinely comparable merit, we may take steps to build a more diverse and balanced team. This never means lowering the bar for the role.

4. 04. Reasonable Accommodation

   We want talented people to be able to work with us regardless of disability, health condition or caregiving and religious responsibilities. We make reasonable adjustments so that team members can perform their roles and take part fully in workplace life.

   Depending on what is practical for the role, accommodations may include:

   • Accessible workspaces, equipment and software, and screen-reader-friendly documents
   • Flexible or adjusted working hours, and remote or hybrid arrangements where the work allows
   • Time and space for prayer, religious observance or medical needs
   • Reasonable support around pregnancy, maternity and a return to work
   • Adjusted formats for interviews and assessments for candidates who need them

   If you need an accommodation, speak to your manager or write to mayank@themanki.com. We will discuss your needs respectfully and confidentially, agree on what we can do, and only decline a specific request if it is genuinely not feasible — in which case we will explain why and look for an alternative.

5. 05. Zero Tolerance for Harassment & Retaliation

   Harassment of any kind has no place at TheManki. This includes unwelcome conduct — verbal, physical, written or online — that is based on a protected characteristic or that creates an intimidating, hostile or humiliating environment for someone.

   We treat sexual harassment with particular seriousness. We comply with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (the POSH Act), and we have a dedicated process and Internal Committee for complaints under that Act. Our separate POSH policy sets out the detailed procedure; this policy works alongside it.

   Equally important, we will not tolerate retaliation. No one will face dismissal, demotion, loss of opportunities, exclusion or any other adverse treatment for:

   • Raising a genuine concern or complaint under this policy
   • Supporting or giving evidence in an investigation
   • Asking for a reasonable accommodation

   Anyone found to have discriminated, harassed or retaliated against a colleague will face disciplinary action, which may include a warning, withdrawal of responsibilities, or termination, depending on the seriousness of the conduct.

6. 06. Everyone's Responsibilities

   A fair workplace is something we build together. Every person connected with TheManki has a part to play.

   All team members are expected to:

   • Treat colleagues, clients, candidates and vendors with respect, regardless of background
   • Speak up if they see or experience discrimination, harassment or retaliation
   • Take part honestly in any review or investigation when asked

   Managers and leaders carry extra responsibility. They are expected to:

   • Make hiring, pay and promotion decisions on merit and be able to explain them
   • Set an inclusive tone and act early when they notice a problem
   • Handle any concern raised with them seriously, promptly and confidentially, and escalate it through the right channel

7. 07. How to Raise a Concern

   If you believe you have been treated unfairly, or you have witnessed discrimination, harassment or retaliation, please tell us. You do not need proof to raise a concern — an honest, good-faith report is enough to start a conversation.

   You can raise a concern in whichever way feels safest for you:

   • Speak to your manager, if you are comfortable doing so
   • Write to the founder directly at mayank@themanki.com
   • For complaints of sexual harassment, approach the Internal Committee under our POSH policy

   When you raise a concern, please share what happened, when, and who was involved, so we can look into it properly. We will treat your report with discretion, share details only with those who genuinely need to know, and keep you informed of the outcome. Reports made in good faith are always protected, even if it turns out, after review, that no policy was breached. Knowingly false or malicious complaints, however, may be dealt with under our disciplinary process.

8. 08. Contact & Escalation

   This policy is owned by the founder's office and is reviewed periodically to keep it current with Indian law and our own practices. It is effective from 17 June 2026.

   If you have a question about this policy, want to request an accommodation, or need to escalate a concern that has not been addressed, please reach out:

   • Email: mayank@themanki.com
   • Phone: +91 70022 08642
   • Attention: Mayank Agarwal, Founder — Sanam Designs Wallah – Manki Space

   We take every concern seriously and will respond as quickly as we reasonably can.