Commitment

Equal Opportunity

Last updated: May 26, 2026

Mynt Careers Pvt. Ltd. (“Mynt”, “we”, “us”, or “our”) believes that every person deserves a fair opportunity to find meaningful work, regardless of who they are or where they come from. This policy sets out our commitment to equal opportunity and non-discrimination in all of our hiring and placement activities, and the standards we hold ourselves — and our clients — to.

If you have questions about this policy or wish to raise a concern, please contact us at info@myntcareers.com.

Our commitment

A foundation of fairness

Mynt Careers Pvt. Ltd. is unequivocally committed to equal opportunity across every stage of our hiring and placement activities. We do not discriminate — directly or indirectly — on the basis of caste, religion, gender, age, disability, sexual orientation, marital status, place of origin, language, or any other characteristic protected under applicable law. This commitment applies to how we source, screen, shortlist, interview, place, and follow up with every candidate we work with.

Legal framework

Our equal opportunity practices are grounded in Indian law, including the Equal Remuneration Act, 1976, which mandates equal pay for equal work regardless of gender; the Rights of Persons with Disabilities Act, 2016; the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013; and all other applicable provisions of Indian labour legislation. Where law sets a minimum standard, we aspire to exceed it.

Scope of this policy

This policy governs the conduct of Mynt Careers Pvt. Ltd. and its employees, consultants, and associates in all interactions with candidates and clients. It covers permanent placement, contractual staffing, executive search, and any other service we provide. By engaging with us, clients and candidates acknowledge that equal opportunity principles underpin every aspect of our work.

Non-discrimination in placement

Candidate assessment

We evaluate candidates exclusively on the basis of their qualifications, experience, skills, and suitability for the role in question. Protected characteristics play no part in our screening or shortlisting decisions. Our consultants are trained to identify and set aside unconscious bias when reviewing applications and conducting preliminary interviews.

Client mandates

We work closely with clients to understand their hiring requirements. However, we will not action a client brief that explicitly or implicitly requests us to filter candidates on the basis of any protected characteristic. Where a client brief contains discriminatory criteria — whether written or verbal — we will raise the concern directly with the client and decline the instruction if it is not withdrawn. We believe this protects both candidates and our clients from legal and reputational risk.

Consistent standards

The same assessment criteria, interview processes, and feedback standards apply to all candidates for a given role, regardless of background. We document our shortlisting rationale so that decisions can be reviewed and audited if a concern is raised.

Gender equity

Equal pay for equal work

We are committed to the principle of equal remuneration for work of equal value, as enshrined in the Equal Remuneration Act, 1976. We do not negotiate or recommend compensation packages that vary by gender. Where we become aware of a gender pay gap in a client's offer, we will raise it and encourage parity.

Closing the gap for clients

We actively advise clients on the business and legal case for equitable pay structures. Where salary benchmarking data reveals systemic disparities, we share this with clients and recommend corrective action. We view addressing gender pay gaps as part of our responsibility as a strategic hiring partner, not merely a compliance exercise.

Women in leadership

We actively source and present women candidates for supervisory, managerial, and senior leadership roles. We challenge any client assumption — stated or implied — that leadership roles are better suited to male candidates. We maintain pipelines of qualified women professionals across the sectors we serve and work with clients to design roles and working arrangements that support women's advancement.

Persons with disabilities

Inclusive placement

We are committed to facilitating meaningful employment opportunities for persons with disabilities. We assess disabled candidates on their ability to perform the essential functions of a role, with or without reasonable accommodation. We will never screen out a candidate solely on the basis of a disability without first exploring whether accommodation is feasible.

Rights of Persons with Disabilities Act, 2016

Our practices are aligned with the Rights of Persons with Disabilities Act, 2016, which recognises a broad spectrum of disabilities and places obligations on employers to provide equal opportunity and reasonable accommodation. We keep our team informed of developments in this legislation and update our practices accordingly.

Reasonable accommodations

We work with clients to assess and implement reasonable accommodations for placed candidates — such as adjusted work hours, accessible workstations, assistive technology, or modified duties — where these do not place a disproportionate burden on the employer. We facilitate these conversations as part of our post-placement support and follow up to ensure accommodations are in place before a candidate's start date.

Prevention of harassment

Zero tolerance

Mynt Careers maintains a zero-tolerance policy towards sexual harassment and all forms of workplace harassment. This applies to our own offices, any client site where our placed candidates work, and any virtual or remote working environment. No candidate, placed employee, or associate should face harassment in connection with work arranged through us.

POSH compliance

All placements made by Mynt Careers are covered under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act). We ensure that client organisations we work with have a functioning Internal Complaints Committee (ICC) before placing candidates with them, and we inform candidates of their rights under the POSH Act as part of our pre-joining briefing.

Reporting to Mynt

If a placed candidate experiences or witnesses sexual harassment or any other form of workplace harassment and does not feel comfortable raising it through the client's ICC, they may report the incident directly to Mynt Careers at info@myntcareers.com. We will treat all reports with strict confidentiality, support the candidate in accessing the appropriate redressal mechanism, and — where warranted — review our relationship with the client.

Caste and religion

No consideration in hiring

Caste and religion have no place in any hiring or placement decision made by Mynt Careers. We do not collect, record, or consider caste or religious identity at any stage of our process. Any client request to factor in caste or religion — whether to include or exclude candidates — will be firmly declined.

Diverse sourcing

We actively source candidates from diverse communities, regions, and backgrounds across India. We partner with institutions, professional networks, and community organisations that serve historically underrepresented groups to widen our candidate pool and counteract the self-reinforcing patterns that can arise in referral-heavy hiring. Our sourcing strategy is reviewed periodically to ensure it reaches communities across all regions we operate in.

Awareness and training

Our consultants receive regular training on caste and religious discrimination, including the subtle forms it can take in hiring contexts — such as assumptions based on surnames, educational institutions, or geography. We take all internal or external reports of such discrimination seriously and act on them promptly.

Reporting and accountability

How to raise a concern

Any candidate, placed employee, or client who believes this equal opportunity policy has been violated may write to us at info@myntcareers.com with the subject line 'Equal Opportunity Concern'. Please include as much detail as possible — the nature of the concern, the individuals involved, and the approximate dates of the incident(s). We treat all complaints with strict confidentiality.

Our review process

All complaints received under this policy will be acknowledged within three working days and reviewed by a senior member of our leadership team. We aim to complete our review and communicate an outcome within 15 working days of receiving a complete complaint. Where a complaint requires investigation involving a client, we will engage with the client directly while protecting the complainant's identity to the extent possible.

No retaliation

Mynt Careers will not tolerate retaliation against any person who, in good faith, raises a concern or complaint under this policy, participates in a review process, or supports another individual in doing so. Any act of retaliation — whether by a Mynt employee, associate, or client — will be treated as a serious breach and addressed accordingly, up to and including termination of the client or associate relationship.

Review of this policy

Annual review

This Equal Opportunity Policy is reviewed at least once a year by the Mynt Careers leadership team to ensure it remains current with applicable law, industry best practice, and the evolving needs of the candidates and clients we serve. The review considers feedback received through our reporting channel, changes in legislation, and any incidents that have come to our attention during the year.

Updates

When this policy is updated, the revised version will be published on this page and the "Last updated" date shown at the top will be changed to reflect the date of the most recent revision. We encourage candidates and clients to review this page periodically. For significant changes, we will communicate proactively through our website and, where appropriate, by direct notice to active candidates and clients.

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