Diversity & Inclusion Policy

1. Policy Overview

Enlighta Inc. (“Enlighta”) is a global Software-as-a-Service (SaaS) provider headquartered in San Ramon, CA. Enlighta Inc. specializes in providing hosted supplier governance and service management software solutions to clients.

The purpose of this policy is to establish controls to ensure compliance with all applicable diversity & inclusion regulations, and to ensure that the Company’s business is conducted in a socially responsible manner.

Diversity is acknowledging, understanding, accepting, valuing, and celebrating differences among people. Diversity occurs in areas such as gender, race, religion, sexual preferences, age impairment or disability, family responsibilities, marital status, and stats as a parent or carer. However, it is not limited to these examples. Diversity also exists between individuals in the roles they perform, where they are from, and their socio-economic status.

Enlighta is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

Enlighta – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

2. Scope

In this policy, the third party means any individual or organization Enlighta personnel come into contact with during the course of your work for us and includes actual and potential clients, customers, suppliers, distributors, business contacts, agents, advisers, and government and public bodies, including their advisors, representatives and officials, politicians and political parties.

This policy applies to all individuals working at all levels and grades, including senior managers, officers, directors, employees (whether permanent, fixed-term, or temporary), consultants, contractors, trainees, seconded staff, homeworkers, casual workers and agency staff, volunteers, interns, agents, sponsors, or any other person associated with us, or any of our subsidiaries or their employees, wherever located (collectively referred to as employees in this policy). 

This policy does not form part of any employee’s contract of employment and Enlighta may amend it at any time.

3. Objectives

Enlighta has implemented this Diversity & Inclusion Policy to address the following objectives:

• Provide equality, fairness, and respect for all in our employment, whether temporary, part-time, or full-time.
• Don’t, unlawfully, discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy, and maternity, race (including color, nationality, and ethnic or national origin), religion or belief, sex, and sexual orientation.
• Oppose and avoid all forms of unlawful discrimination. This includes pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training, or other developmental opportunities.

4. Roles and Responsibilities

• Executives – Ensure that the Diversity & Inclusion Policy is established, periodically reviewed, and communicated to employees and contractors.
• Human Resources – Ensure that the key provisions of this policy are incorporated into employment and consultant agreements as required by the program. Establish a cadence of communication of policy review by employees and contractors.
• Management at all levels is responsible for ensuring those reporting to them are made aware of and understand this policy and are given adequate and regular training on it.

5. Policy

It is an understanding that each individual is unique, and recognition of our individual differences. These differences can include skills, experience, thought, gender, age, disability, ethnicity, cultural or socio-economic background, religion, sexual orientation, political or ideological beliefs as well as other dimensions such as lifestyle and family responsibilities.

At Enlighta we are committed to:

• a workplace that is free from discrimination, harassment, bullying, victimization, and vilification.
• treating employees fairly and with respect.
• a workplace culture that is inclusive and embraces individual differences.
• equal employment opportunities based on ability, performance, and potential.
• awareness in all staff of their rights and responsibilities with regards to fairness, equity, and respect for all aspects of diversity.
• flexible work practices and policies to support employees and their changing needs.
• attraction, retention, and development of a diverse range of talented people.
• equitable frameworks and policies, processes, and practices that limit potential unconscious bias.

5.1 Enlighta’s approach to Diversity and Inclusion

5.1.1 The strategic priorities which form our Diversity and Inclusion Strategy align to the current and emerging needs of the Enlighta workforce and encompass gender, age, and culture.

5.1.2 Our diversity and inclusion strategy includes setting measurable objectives for achieving diversity at different levels throughout Enlighta.

5.1.3 The Management will recommend objectives concerning gender diversity and will seek the Company Executives’ approval of these objectives. The objectives and progress against them will be monitored by the Nomination and Remuneration Committee on an ongoing basis and will be disclosed.

5.2 Diversity programs and practices

To achieve a diverse and inclusive environment, we support the following programs and practices:

5.2.1 Recruitment, Selection & Promotion

We recognize the value of recruiting, selecting, and promoting employees with different backgrounds, knowledge, and experience. Our recruitment and selection processes identify candidates with the most suitable knowledge, skills, experience, and personal values and as an equal opportunity employer, the recruitment processes are designed to promote equality. Testing, independent evaluations, and behavioral interviewing are used to promote equitable and unbiased selection and promotion decisions.

5.2.2 Remuneration

Our role grading and remuneration review processes actively consider equity in both grading and remuneration and we will continue to develop strategies and initiatives to resolve any identified gaps.

5.2.3 Career development and performance

Employees are encouraged to develop and progress their careers through opportunities that build capability and all employees are supported to participate in career development conversations. Available opportunities for promotion and transfer are advertised to all employees to enable them to apply for roles and develop their career paths. We encourage and reward excellence and performance is measured based on agreed goals to promote equity and remove bias.

5.2.4 Talent and succession planning

Talent and succession planning are core practices within the organization and an annual process identifies high-performing and high-potential individuals across Enlighta. Talented individuals are identified based on their performance and potential and divisional reviews ensure that talent and succession decisions are equitable, consistent, and aligned to diversity and equal opportunity principles across Enlighta. The talent and succession process is used to identify candidates for leadership development programs and gender diversity is a key consideration during candidate selection.

5.2.5 Equal opportunity training

All employees are required to attend Equal Employment Opportunity (EEO) training followed by a refresher session every two years to embed our EEO, Discrimination, Harassment, and Bullying Policy. Each Manager is also required to attend Unconscious Bias training. This training raises awareness and encourages behavior that supports a work environment free from discrimination and harassment.

5.2.6 Flexibility

Our Flexibility Policy provides an equitable framework that enables employees to apply for flexible work arrangements, particularly employees with parenting, family, carer, cultural and religious commitments. To ensure flexibility is implemented equitably, all managers are encouraged to support team members who require flexible working arrangements.

5.2.7 Gender diversity

Gender equality at all levels of the organization is a key component of our Diversity and Inclusion Strategy. Increasing the representation of women at senior levels of management will remain one of our strategic priorities on an ongoing basis.

5.2.8 Employee consultation

Employees are consulted annually through surveys, focus groups, and forums to gain insight into potential barriers to diversity and issues and opportunities for further action.

Note: This policy may be amended at any time.