“Empowering Women Everywhere: Lucknow Startup Revolutionizes Safety with Innovative App”

03-07-2023

Snigdhaa Ritesh, a Lucknow-based social entrepreneur and former journalist, developed an integrated computer and mobile-aided emergency response platform called LAADLI to ensure women’s safety. The platform allows women to seek help without directly calling a helpline; instead, they can shake their mobile devices to trigger an alert.

The app records incidents and various types of crimes against women, providing real-time insights through data analytics to police agencies. This includes information such as crime types, crime times, victim age graphs, and identification of “Dark Spots” where crime rates are high. State governments can utilize this data to take corrective measures, such as installing CCTVs, increasing police patrolling, establishing women check posts, deploying anti-romeo squads, and improving street lighting.

Snigdhaa started working on LAADLI in 2014 and developed the comprehensive tech solution within three years. She then approached the Uttar Pradesh government to propose its adoption. Her aim was to address women’s safety issues, promote education and awareness, and empower women through the app. Her efforts and innovative solution gained recognition and accolades. LAADLI received praise from Amitabh Kant, CEO of Niti Aayog, and was selected as one of the top 100 social startups invited to Prime Minister Narendra Modi’s program at Vigyan Bhawan in New Delhi. These acknowledgments highlight the significance and potential impact of Snigdhaa’s work in championing women’s causes and promoting safety and empowerment.

Laadli stands out due to its unique features and comprehensive approach to women’s safety, awareness, and empowerment. Here are some key aspects that make Laadli distinct:

Three-Way Emergency Response Support System (ERSS): Laadli employs a specialized ERSS that ensures only genuine distress messages are forwarded to the police control room for immediate action. This system helps filter out false alarms and enables swift assistance for women in trouble.

Reduced Police Response Time: The app significantly reduces police response time to just five minutes by automatically sending the victim’s precise geo-location to the police. This feature ensures that help reaches the victim quickly and efficiently, enhancing their safety.

Shake-to-Alert Functionality: Instead of making a phone call, Laadli allows victims to trigger an alert by simply shaking their mobile devices. This quick and discreet method ensures that women can seek help without drawing attention to themselves in dangerous situations.

Crime Reporting and e-FIR: Women can report different types of crimes using the stamping feature in the app. Additionally, Laadli provides provisions for filing electronic First Information Reports (e-FIRs) and offers redirections to women laws and flagship programs, providing users with necessary information and resources.

Journey Route and Deviation Alerts: The app includes a feature where users can set their journey route when traveling in vehicles such as autos, Ola, or Uber. In case of any deviation from the route, the app automatically sends the user’s picture and location to their saved emergency contacts, ensuring added safety during travel.

Identifying Dark Spots: Laadli’s crime-data analytics capabilities enable state governments to identify “Dark Spots,” areas with high crime rates against women. This information helps authorities take corrective measures such as installing functioning CCTV cameras, improving means of transportation, establishing women check posts, deploying anti-romeo squads, and ensuring sufficient street lighting. These measures aim to reduce the overall crime rate against women and create safer environments.

WeWork, Laddrr Launch Initiative to Empower Working Moms and Reduce Motherhood Penalty

03-07-2023

WeWork will improve exposure for various roles across nine cities and will provide discounted WeWork All Access memberships to working mothers in order to provide flexible office solutions.

New York, NY – August 26, 2022

WeWork a leading flexible space provider, and Laddrr, a new platform that aims to prevent mid-career drop-off among working moms, announced an initiative that strengthens Laddrr’s commitment to reducing the motherhood penalty while increasing working parents’ visibility to WeWork jobs and flexible workspace.  WeWork has agreed to provide Laddrr users with improved visibility to available opportunities at the flexible space provider and to cross-list relevant, open employment positions on the Laddrr Talent Hub platform as part of the agreement. WeWork roles include Community, Facilities, Security, Sales, Technology, Finance, and the People team, and are available in Austin, Bellevue, Boston, Denver, Los Angeles, Miami, New York, San Francisco, and Seattle.

WeWork and Laddrr understand the unique burdens and obstacles faced by working moms throughout their careers. The motherhood penalty, which often leads to a pay gap, has long been an issue that needs to be addressed. Through this initiative, both companies are committed to equipping working moms with the tools and resources they need to succeed. WeWork will play a crucial role by offering increased visibility to open roles within their organization. By cross-listing relevant job positions on the Laddrr Talent Hub platform, working moms will have greater access to a variety of functions and levels of flexibility. This ensures that parents can find positions that align with their individual needs and circumstances.

In addition to job opportunities, WeWork will provide working parents with a significant advantage – 50% off WeWork All Access membership fees for three months. WeWork All Access is a subscription-style product that grants access to numerous WeWork locations worldwide. This flexibility enables working parents to choose the workspace that best suits their unique work schedules and location requirements. By offering discounted access to WeWork’s extensive network of flexible workspaces, this initiative aims to facilitate a seamless transition for working moms returning to office settings. It recognizes the importance of providing a supportive and flexible environment that accommodates the demands of parenting while ensuring professional growth and development.

The collaboration between WeWork and Laddrr represents a significant step towards creating a more inclusive and supportive work environment for working moms. By providing increased visibility to job opportunities and offering flexible workspace solutions, this initiative aims to reduce the motherhood penalty and empower working parents to pursue successful careers while balancing their family responsibilities.

RPG Group Champions LGBTQIA+ Inclusion And Employee Wellness Through Innovative Initiatives

03-07-2023

In today’s world, diversity and inclusion have become critical components of a progressive and successful workplace. As organizations strive to create inclusive environments, many champions have emerged, spearheading initiatives to promote LGBTQIA+ inclusion and prioritize employee wellness. Through their innovative approaches, these champions are not only fostering a sense of belonging and acceptance but also ensuring the well-being and productivity of their LGBTQIA+ employees.

On June 29, 2023, The well-known Indian conglomerate Rama Prasad Goenka (RPG) Group announced steps to support LGBTQIA+ inclusiveness and improve employee wellbeing. The organisation makes an attempt to promote equality and diversity within its staff. The LGBTQIA+ and Partners Benefits Policy is one of the key initiatives that RPG Group has launched. Regardless of sexual orientation or marital status, this policy offers extensive advantages to employees and their partners. It accords partners the same rights to benefits as couples, including insurance, paid time off, social security, and retirement benefits, regardless of their sexual orientation. Additionally, the policy makes sure that lawfully adopted children of an employee’s spouse are counted as dependents, extending the benefits to the entire family.

To boost the number of transgender people in the employment, RPG Group has also taken action. In order to promote equitable job opportunities and a more varied workplace, the corporation gradually began hiring transgender people in 2022 across all of its offices and factories in CEAT and KEC.

RPG Group prioritises employee safety, happiness, and well-being in addition to LGBTQIA+ inclusiveness. The company has created a unique framework to evaluate the happiness level of its personnel, enabling the adoption of programmes, regulations, and procedures that enhance worker contentment. Senior leadership members who promote organizational-wide initiatives make up the Happiness Councils that oversee each RPG Group firm.

RPG Group has launched R-Shield, a dedicated 24-hour helpline that gives employees the ability to report any sort of harassment, to ensuring that workplaces are secure and free from harassment. In addition to addressing sexual harassment, non-binary gender harassment, bullying, body shaming, ageism, racism, ethnicity, and disability, the helpline also offers support for other forms of harassment. To maintain objectivity and give staff members a safe space to express their concerns, it is run by a team of lawyers and psychiatrists from outside the company.

About Rama Prasad Goenka Group

The Rama Prasad Goenka Group, also known as the RPG Group, is one of the largest and most diversified business conglomerates in India. It was founded by Rama Prasad Goenka in 1979 and is headquartered in Kolkata, West Bengal. The group has a significant presence in various sectors, including power, infrastructure, tyre manufacturing, retail, IT and ITES, entertainment, and carbon black production. The RPG Group has a reputation for its entrepreneurial spirit, commitment to innovation, and strong business ethics. It has played a significant role in India’s industrial development and has a diverse portfolio of businesses, contributing to the country’s economic growth.

Embracing Diversity: Mercedes-Benz’s Commitment to LGBTQIA+ Inclusion

03-07-2023

At Mercedes-Benz, diversity is more than just a buzzword—it is a fundamental value that underpins the company’s culture. Recognizing the importance of fostering an inclusive workplace, the organization has taken proactive steps to ensure that all employees, including those who identify as LGBTQIA+, feel comfortable, valued, and empowered to express their authentic selves. This blog post explores Mercedes-Benz’s commitment to LGBTQIA+ inclusion, highlighting the collaborative efforts and initiatives that have been implemented to create a diverse and supportive environment.

Mercedes-Benz acknowledges that true diversity goes beyond surface-level representation. The company recognizes and celebrates the unique contributions that individuals from all backgrounds, including sexual orientations and gender identities, bring to the table. By embracing individuality and valuing diversity, Mercedes-Benz aims to create an inclusive culture where all employees can thrive.

Mercedes-Benz’s commitment to LGBTQIA+ inclusion is exemplified through its collaborative approach. The company works closely with management, various LGBTQIA+ employee networks, such as UNITY, Spectrum, and Queers & Friends, as well as community partners to drive meaningful change both internally and externally. This collaborative effort ensures that diverse perspectives are considered, and the voices of the LGBTQIA+ community are heard and respected.

Mercedes-Benz has been actively involved in advocating for LGBTQIA+ rights for many years. Through dialogue formats, online training, and year-round Pride activities, the company raises awareness and promotes understanding among employees. These initiatives not only educate the workforce but also create opportunities for dialogue and learning, fostering a sense of belonging and appreciation for individual uniqueness.

Mercedes-Benz recognizes the importance of creating spaces for employees to connect and find support. LGBTQIA+ employee networks, such as UNITY, Spectrum, and Queers & Friends, play a crucial role in providing a sense of community and belonging. These networks offer resources, mentorship opportunities, and a safe platform for individuals to share their experiences, fostering an environment of support and empowerment.

To further support LGBTQIA+ inclusion, Mercedes-Benz provides online training programs that promote understanding, empathy, and allyship. By equipping employees with the knowledge and tools to navigate issues related to sexual orientation and gender identity, the company ensures that all team members are able to contribute to a respectful and inclusive work environment.

Mercedes-Benz’s dedication to fostering a culture of diversity and inclusion serves as a testament to its commitment to equality. By prioritizing LGBTQIA+ inclusion and creating a supportive environment, the company empowers its employees to embrace their authentic selves. Through collaboration, education, and engagement, Mercedes-Benz demonstrates that embracing diversity is not only the right thing to do but also crucial for creating a thriving and innovative workplace. As the company continues to champion LGBTQIA+ rights, it sets an example for other organizations to follow, creating a more inclusive society for all.

3M is promoting LGBTQIA+ equality through flag-raising

03-07-2023

Raising the Pride Flag holds even greater significance this year due to the presence of discriminatory legislation that seeks to challenge and restrict the rights of the LGBTQIA+ community.

3M firmly believes in the fair treatment, access, and opportunity for all individuals. The company is committed to advocating for human rights and eliminating barriers to equity. Last year, 3M demonstrated its support by joining the Human Rights Campaign’s Business Coalition for the Equality Act, along with other leading U.S. employers. This coalition aims to endorse U.S. federal legislation that would provide LGBTQIA+ individuals with the same fundamental protections afforded to other protected groups under federal law. Although the Equality Act has been passed by the U.S. House of Representatives, it is still awaiting approval in the Senate.

Furthermore, in 2019, 3M made a global public commitment with the United Nations LGBTI Standards of Conduct for Business. As part of this commitment, 3M, along with other companies, pledged to implement processes, policies, and programs that promote equality and safety, prevent harassment and discrimination, and advance LGBTQIA+ individuals both in the workplace and in the community.

During this Pride Month, 3M reaffirms its dedication to the Equality Act and the UN Standards, standing in solidarity with LGBTQIA+ colleagues and community members worldwide. Denise Rutherford, 3M’s Senior Vice President and Chief Corporate Affairs Officer, and the executive sponsor of the 3M Pride network, stated that the company advocates for the rights of all individuals to express their full and authentic selves in both the workplace and their daily lives.

3M demonstrates its commitment to solidarity across communities and around the world. The company actively supports various initiatives and organizations that promote equality, diversity, and inclusivity.

3M takes pride in raising the Pride Flag for the second consecutive year at its global headquarters. This year, they have also included the Philadelphia Pride Flag, which features additional brown and black stripes. The decision to incorporate these colors was intentional and serves as a visible message to recognize the achievements and struggles of people of color within the queer community. According to Jaymie Wagner, the 3M Pride Chair, this gesture acknowledges that Pride Month and LGBTQIA+ Pride originated from the activism and contributions of Black and Latina Trans women. It highlights the vital organizing and advocacy work that communities of color have undertaken, emphasizing the debt owed to them.

Solidarity holds a significant place within the focus of the 3M Pride network, especially in recent times. Over the past 14 months, the Pride network has collaborated closely with other Employee Resource Networks (ERNs), senior leadership at 3M, and the Diversity, Equity, and Inclusion team to amplify the voices of BIPOC (Black, Indigenous, and People of Color) colleagues, members, and their families. They stand united against hatred and strive for a future where everyone enjoys equal rights, recognition, and opportunities to live authentically.

The Pride Flag serves as a visible representation of solidarity, and this year, flags are being raised at more than 90 3M locations worldwide. This holds special significance as it marks the 30th anniversary of 3M’s Pride Employee Resource Network.

Fairway Independent Mortgage Corporation Prioritizes Workplace Safety for Women

03-07-2023

Ensuring women’s safety in the workplace is of paramount importance, as it fosters a secure and inclusive environment that allows female employees to thrive and contribute to their fullest potential.

28th November 2022, Fairway Independent Mortgage Corporation, a renowned mortgage company, is taking a proactive approach to ensuring a safe work environment for women with the introduction of a new workplace safety initiative. Led by Brittney Hansen, a dedicated Branch Manager, this program aims to empower and protect women employees through various safety measures and resources. With a commitment to fostering a secure workplace, Fairway is setting a remarkable example for corporate safety initiatives.

Recognizing the importance of women’s safety, Fairway Independent Mortgage Corporation has implemented a comprehensive safety initiative designed to provide women employees with the tools and knowledge to stay alert and protected. As part of the program, newly onboarded female employees are provided with a safety kit containing essential items such as pepper spray, a personal alarm siren, and a handout detailing workplace safety tips.

Leading the charge in this pioneering safety initiative is Fairway Branch Manager, Brittney Hansen. Hansen, whose dedication to protecting women spans a significant portion of her life, brings a personal commitment to the program. Her passion for safeguarding women’s well-being has been further ignited by the opportunity to spearhead this initiative at Fairway Independent Mortgage Corporation, a large and influential corporation.

Fairway Independent Mortgage Corporation’s commitment to creating a safe work environment for all employees, especially women, is evident through this innovative safety program. By providing practical safety tools and educational resources, the company empowers women to proactively protect themselves while at work. This initiative not only demonstrates Fairway’s dedication to the well-being of its employees but also sets a benchmark for other organizations to prioritize workplace safety.

The introduction of this safety initiative by Fairway Independent Mortgage Corporation comes at a crucial time when workplace safety, particularly for women, has gained significant attention. By taking a proactive stance on this issue, Fairway showcases its commitment to fostering an inclusive and secure work environment that values the safety and well-being of all employees.

Fairway Independent Mortgage Corporation’s new workplace safety initiative stands as a commendable effort to ensure the safety of women employees. Through the provision of safety kits and educational materials, the company empowers its female workforce to stay alert and protected. This program, led by dedicated Branch Manager Brittney Hansen, exemplifies Fairway’s commitment to promoting workplace safety and setting a standard for other organizations to follow. By prioritizing women’s safety, Fairway Independent Mortgage Corporation continues to be a leader in creating a secure and inclusive work environment.

Oracle Pride Employee Network (OPEN) Recognized with Esteemed LGBTQ+ Award

03-07-2023

Introduction:

In today’s world, recognizing and celebrating diversity and inclusion is of paramount importance. The corporate landscape has been gradually transforming to create a more inclusive environment for all individuals, irrespective of their sexual orientation or gender identity. Oracle, one of the world’s leading technology companies, has taken a significant stride in this direction. Its Oracle Pride Employee Network (OPEN) has recently been honored with a prestigious LGBTQ+ award, reflecting their commitment to fostering an inclusive workplace culture. This blog post explores the remarkable achievements of OPEN and the impact it has made within Oracle and the wider LGBTQ+ community.

The Rise of Oracle Pride Employee Network (OPEN):

OPEN, an employee-led resource group, was established within Oracle to advocate for the LGBTQ+ community, provide support and resources, and promote an inclusive workplace environment. What began as a small initiative has grown into a formidable force, touching the lives of numerous Oracle employees across the globe.

Creating a Safe and Inclusive Environment:

OPEN’s primary objective is to create a safe and inclusive environment where LGBTQ+ employees can thrive. They have implemented various policies and initiatives to achieve this goal. From providing comprehensive health benefits to same-sex partners to advocating for transgender employees’ rights, OPEN has been instrumental in championing LGBTQ+ rights within the organization.

Support and Networking Opportunities:

One of the key aspects of OPEN’s success lies in the support and networking opportunities it offers to Oracle employees. The network provides a platform for LGBTQ+ employees to connect, share experiences, and seek guidance. Through regular meetings, workshops, and events, OPEN fosters a sense of community, empowering individuals to be their authentic selves at work.

External Engagement and Community Outreach:

OPEN’s impact extends beyond the boundaries of Oracle. The network actively engages with external LGBTQ+ organizations and communities, participating in events, conferences, and partnerships. By forging alliances with like-minded organizations, OPEN promotes inclusivity beyond the walls of Oracle, contributing to a more accepting society.

Recognition and the LGBTQ+ Award:

Oracle Pride Employee Network’s exceptional efforts have garnered well-deserved recognition. The recent prestigious LGBTQ+ award they received serves as a testament to their dedication and accomplishments. This recognition not only highlights Oracle’s commitment to diversity and inclusion but also sheds light on the vital role that employee resource groups play in creating a more inclusive corporate landscape.

The Ripple Effect:

OPEN’s success and recognition have a profound impact on Oracle’s overall corporate culture. By fostering an inclusive environment, Oracle attracts top talent, promotes employee loyalty, and encourages innovation. OPEN’s initiatives have sparked conversations, challenged biases, and set a positive example for other organizations to follow.

Conclusion:

Oracle Pride Employee Network (OPEN) is a shining example of how a corporate resource group can drive significant change within an organization. Their tireless efforts to promote LGBTQ+ inclusion and advocate for equal rights have earned them a prestigious LGBTQ+ award. Oracle’s commitment to diversity and inclusion through OPEN serves as an inspiration to other companies to foster inclusive workplaces and create a more accepting world.

FICCI partners with S.S. Rana & Co to conduct a Workshop on Enhancing Women’s Safety in the Workplace.

03-07-2023

Introduction:

The recent collaborative effort between the Federation of Indian Chambers of Commerce and Industry (FICCI) and S.S. Rana & Co has sparked an important dialogue on women’s safety in the workplace held on May 11, 2023, at the FICCI headquarters in New Delhi, the Workshop on Women’s Safety at Workplace aimed to address various aspects of this critical issue. The event witnessed the release of a comprehensive compendium titled “Women Safety at Workplace,” launched by S.S. Rana & Co. This blog highlights the key takeaways and highlights from the workshop.

Raising Awareness:

One of the focal points of the workshop was to raise awareness about sexual harassment in the workplace and promote a culture of safety and respect. Participants, including ICC members, HR professionals, administrative heads, and safety and security heads, were sensitized to the importance of the complaint mechanism under the POSH Act (Prevention of Sexual Harassment) and the significance of compliance for employers.

Understanding the POSH Act:

The workshop provided insights into the key features and nuances of the POSH Act. Vikrant Rana, Managing Partner at S.S. Rana & Co, delivered an engaging presentation that shed light on the lack of awareness surrounding the law and emphasized its role as an essential component of fostering diversity and inclusion in organizations.

Compendium Launch:

S.S. Rana & Co, the Knowledge Partner for the workshop, unveiled their comprehensive compendium, “Women Safety at Workplace.” This report fills a significant void in the existing literature on sexual harassment at the workplace, addressing critical concerns and providing legal insights into the POSH Law and related issues.

Mock Trials:

The workshop also featured engaging mock trials that depicted various complaint scenarios, including genuine sexual harassment complaints, false/malicious complaints, and cases of misunderstanding/misrepresentation. These trials were observed by a distinguished panel consisting of professors from Law Schools, in-house counsels, HR professionals, and CEOs.

Conclusion:

The Workshop on Women’s Safety at Workplace, organized jointly by FICCI and S.S. Rana & Co, proved to be an essential platform for addressing the urgent need for enhanced women’s safety in professional environments. The event not only facilitated a better understanding of the POSH Act and its implications but also emphasized the significance of promoting a safe and inclusive work culture. By launching the compendium “Women Safety at Workplace” and conducting insightful mock trials, the workshop provided actionable insights to empower organizations in creating a safer workplace for all. Together, we can work towards eliminating sexual harassment and fostering an environment where every individual can thrive professionally.

Empowering Women: How HUL Ensures a Safe and Harassment-Free Workplace and Beyond

03-07-2023

The practice of escorting working women home by their male colleagues after late working hours is a policy implemented by Hindustan Unilever (HUL), India’s largest FMCG Company. This policy is intended to provide additional security and support for female employees who may be working late into the night. However, it is important to note that this policy reflects the specific practices of HUL and may not be representative of all companies or industries.

The rationale behind implementing such a policy is to ensure the safety and well-being of female employees, particularly in a country like India where concerns about women’s safety are prevalent. By offering the option of a male colleague escort, HUL aims to create a safer working environment and mitigate potential risks that may arise during late hours. It is likely that HUL has implemented this policy as part of its commitment to promoting a safe and inclusive workplace for women.

Additionally, HUL encourages its women professionals to avoid working late hours as much as possible, possibly as a proactive measure to reduce the chances of any untoward incidents. By automatically notifying the employee’s line manager when a woman works beyond 8:30 pm, HUL demonstrates its commitment to monitoring and ensuring the well-being of its employees.

It is worth noting that societal attitudes and cultural norms can vary across different regions and countries, and practices like these may be influenced by the specific context in which they exist. While HUL’s policy may be viewed as a positive step towards addressing safety concerns, it is essential to continue assessing and evolving workplace policies to ensure they promote gender equality and respect women’s autonomy.

The MeToo movement, which gained global attention in recent years, has indeed brought a heightened focus on workplace practices and policies related to women’s safety, including HR practices. The movement has shed light on the prevalence of sexual harassment and misconduct in various industries, prompting organizations to re-evaluate their approaches to creating safe and inclusive work environments.

HUL’s approach to ensuring the safety of its women employees, as mentioned in their Annual Report, reflects their commitment to addressing these concerns. Requiring women employees to take a drop home from a company-approved car vendor and be escorted by a male colleague after late working hours aims to provide an additional layer of protection and support.

In conclusion, Hindustan Unilever’s HR practices, specifically focused on women’s safety, exemplify the ongoing efforts by organizations to address the concerns raised by the MeToo movement. By implementing policies that include escorting female employees after late working hours and encouraging them to avoid working late whenever possible, HUL aims to create a secure and supportive work environment. These measures reflect a commitment to prioritizing the well-being of their employees and fostering a culture of safety and respect. As discussions around gender equality and workplace safety continue to evolve, it is crucial for organizations to adapt their HR practices, policies, and procedures to promote inclusivity, gender equality, and ensure the dignity and security of all employees.

The health insurance coverage at Razorpay now covers live-in partners and LGBTQIA+ people

28-06-2023

Fintech business Razorpay stated on Wednesday that it was updating its Employee Health Insurance Policy to add several significant features to cover all team members, including its LGBTQIA+ coworkers, live-in partners, and their families. This move is being made in honour of Pride Month.

Razorpay’s updated health insurance plan will now include live-in partners, same-gender partners, and colleagues who identify as LGBTQIA+, live-in partners, and their families as part of the company’s commitment to fostering an inclusive and diverse workplace culture.

Razorpay’s updated health insurance plan will now cover live-in partners, same-gender partners, people who identify as LGBTQIA+, as well as gender reassignment surgery, infertility treatment, and other procedures as part of its commitment to fostering an inclusive and diverse workplace culture.

Gender reassignment surgery: Gender reassignment surgery will be covered by Razorpay’s employee insurance coverage without a cost cap and solely subject to a co-pay, the company said. Razorpay takes pleasure in being a gender inclusive workplace.

Infertility treatment: Razorpay covers coverage for infertility treatment and any subsequent post-delivery issues as part of its maternity benefit package. This is done with the understanding that women frequently handle pre- and postnatal problems, which are otherwise not covered by maternity coverage. The maternity benefit coverage amount has also been enhanced by Razorpay from Rs. 50,000 to Rs. 75,000.

Ayurvedic Treatment: The new insurance plan will include Ayurvedic therapy under certain conditions, taking into account the fact that many employees could prefer alternative medicine.

Bereavement and widow-widower benefit: The preexisting policy, which was implemented in the early stages of the epidemic, required employees to make a 10% co-payment. Razorpay has made the decision to exclude employees from the 10% co-pay. In the terrible case of death while hospitalisation under the bereavement benefit, Razorpay has chosen to waive the 10%.

In the same way, in the event of an employee’s untimely passing, the widow and widower benefit continues in effect for the remainder of the policy duration for dependents, with the 10% co-pay totally waived.

In order to create a workplace that is focused on its employees, Razorpay has implemented a number of industry-first initiatives over the past two years, including “No-Meeting Days” and “Wellness Leaves.”

Copyright @ 2023. 6thVeda Solutions LLP. All rights reserved.

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