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Obvious University
Website
  • 👋Welcome to Obvious University!
  • Strategy
    • Sprints
      • 1️⃣Map
      • 2️⃣Sketch
      • 3️⃣Decide
      • 4️⃣Prototype
      • 5️⃣Test
    • Benchmarking
    • Research
      • 1️⃣Research guide
      • 2️⃣How to recruit users
      • 3️⃣How to conduct an interview well
      • 4️⃣How to take notes
      • 5️⃣How to prep for remote research
      • 6️⃣How to throw a watch party
      • 7️⃣How to create artefacts
  • Working with Features
    • Building with AI
      • 1️⃣Understand the tech
      • 2️⃣Map your product
      • 3️⃣Build a proof of concept
      • 4️⃣LLM Inputs
      • 5️⃣LLM Responses
    • Building Help and Support
      • 1️⃣How to scope a support experience
      • 2️⃣How to design discovery for support
      • 3️⃣How to design a support centre
      • 4️⃣How to write good support articles
  • Product Design
    • Microcopy
      • 1️⃣How to write well
      • 2️⃣How to write phrases
      • 3️⃣How to write messages
      • 4️⃣How to create a voice
    • Typography
      • 1️⃣How to compose type
      • 2️⃣How to create a type scale
      • 3️⃣How to pick typefaces
      • 4️⃣How to pair typefaces
    • Design System
      • 1️⃣Introduction to design systems
      • 2️⃣How to audit a design system
      • 3️⃣How to run a design system pilot
      • 4️⃣How to set up a design foundation
      • 5️⃣How to build components
      • 6️⃣How to document a design system
      • 7️⃣How to enable adoption and govern a design system
    • Mobile Engineering
      • 1️⃣Trunk based development
      • 2️⃣Agile development terminology
      • 3️⃣Git commit messages
      • 4️⃣Code review and pull requests
      • 5️⃣Readings
  • Delivery
    • Project Management
    • Collaboration
  • Hiring and Growth
    • Growth
      • 1️⃣Design growth framework
      • 2️⃣How to give ongoing feedback
      • 3️⃣How to check-in every quarter
      • 4️⃣How to address underperformance
      • 5️⃣FAQs
    • Hiring and careers
      • 1️⃣The Hiring Process
      • 2️⃣Diverse and Inclusive Hiring
  • PEOPLE EXPERIENCE
    • Benefits and Perks
      • 1️⃣Paid time off
      • 2️⃣Insurance and healthcare
      • 3️⃣Continuing education
      • 4️⃣Speaking at conferences
    • Starting at Obvious
      • 1️⃣Introducing Obvious
      • 2️⃣Set up your workspace
      • 3️⃣Onboarding
      • 4️⃣Finances
      • 5️⃣Code of Conduct
    • Employment policies
      • 1️⃣Equal opportunity employment
      • 2️⃣At-will employment
      • 3️⃣Employee records and privacy
      • 4️⃣Prevention of sexual harassment
      • 5️⃣Drugs and alcohol
      • 6️⃣Fraternisation
      • 7️⃣Non-compete and non-solicitation
      • 8️⃣Non-disclosure
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On this page
  • 👋 Introduction
  • 1️⃣ Creating a diverse and safe workplace
  • 2️⃣ Taking positive discriminatory action
  • 3️⃣ Dealing with discrimination
  1. PEOPLE EXPERIENCE
  2. Employment policies

Equal opportunity employment

👋 Introduction

Obvious is an Equal Opportunity Employer and this policy is meant to create a safe, diverse and comfortable workplace at Obvious.

1️⃣ Creating a diverse and safe workplace

  • Obvious will not discriminate based on race, colour, religion, gender identity, sex, sexual preference, sexual identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, military status, or any other "Discrimination Characteristics" protected by Indian national or state law or local ordinance.

  • This Policy is without prejudice to any anti-discrimination provisions of applicable law including, but not restricted to, the provisions of:

    • Article 17 of the Constitution of India;

    • the Protection of Civil Rights Act, 1955,

    • the Scheduled Castes and Scheduled Tribes (Prevention of Atrocities) Act, 1989;

    • the Sexual Harassment of Women at the Workplace (Prevention, Prohibition and Redressal) Act, 2013;

    • Sections 354 and 509 of the Indian Penal Code, 1860; and,

    • the Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation) Act, 1995.

  • This policy applies to any person on Obvious’ premises, whether that person is in its employment or otherwise.

  • This policy governs all aspects of employment including, selection, job assignment, compensation, discipline, termination and access to benefits and training.

⚖️ This Policy is not legally mandated and, therefore, is not judicially enforceable in India.

2️⃣ Taking positive discriminatory action

  • If Obvious reasonably believes that its employment, workplace or premises do not adequately represent the balance of diversity of persons who share one or more of the Discrimination Characteristics, it may, with the aim only of redressing that imbalance, take positive discriminatory action in respect of persons who share that aspect, or those aspects, of the Discrimination Characteristics that are sought to be adequately represented.

  • When necessary, the company will reasonably accommodate employees and applicants with disabilities if the person is otherwise qualified to safely perform all of the essential functions of the position.

3️⃣ Dealing with discrimination

  • Any person who believes themselves to have been subjected to adverse discrimination on the basis of the Discrimination Characteristics is encouraged to bring the matter to the attention of the management at Obvious at the earliest practical opportunity.

  • No person will be punished, retaliated against, or limited in employment or other opportunity for exercising anything set out in this Policy, or for filing a complaint, furnishing information for, or participating in an investigation, or any other activity related to the administration of this Policy.

  • Any adverse discrimination or other action or behaviour that constitutes an offense will be reported to the police.

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Last updated 1 year ago

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