Respectful Workplace Policy

Purpose & Scope

At Debtadvicer.in, we deeply value all individuals who engage with
us—clients, employees, and partners alike. Our guiding principle is to Keep it Human: we practice empathy, truly listen, maintain compassion, and foster open, honest conversations. This approach defines our work culture and the relationships we build. Our commitment is to create a respectful and supportive environment that promotes growth, understanding, and positive impact for everyone involved—let’s call it our “Respectful Workplace.” In doing so, we aim to build a space that is free from discrimination, bullying, harassment, and any form of violence.

1. Debtadvicer.in encompasses all employees, consultants, and contractors associated with our consultancy, as well as independent contractors who partner with us .

2. Explore our values in the Culture Guide

The purpose of this Policy is to provide clear guidelines for:

1. Responding appropriately when we experience or witness inappropriate behavior, enabling us to take necessary action to eliminate it.
2. Offering learning and growth opportunities for individuals who engage in inappropriate behavior, and spreading the principles of a Respectful Workplace both within Debtadvicer.in and beyond
3. In cases where this is not possible, more serious measures may be taken to protect the integrity of our workplace environment.

Our Respectful Workplace Policy outlines how all parties—employees, clients, contractors, and external stakeholders—interact with each other. This policy applies to all work-related interactions, whether occurring at our office, online, or during off-site work-related events. Additionally, Debtadvicer.in may consider and review behaviors outside of employment, to the extent permitted by law, if we determine that such actions do not align with the principles of a Respectful Workplace.

What is inappropriate Behaviour ?

we collectively Take A Stand to protect our Respectful Workplace. We set high standards for how we interact with each other and expect all workplace interactions to be respectful.

We do not tolerate any form of discrimination, bullying, harassment, violence, or any behavior that undermines the spirit of respect and collaboration. Inappropriate Behavior refers to actions, words, or attitudes that contradict the principles of our Respectful Workplace. While the following list is not exhaustive, it helps clarify what types of conduct are considered inappropriate:

Personal Harassment

This includes any comments, actions, displays, or gestures—whether from a team member, client, or external party—that are known (or should reasonably be known) to cause offense, humiliation, or intimidation. This type of behavior is not in alignment with our values and does not belong in our Respectful Workplace.

Such conduct can occur as a repeated pattern or even as a single incident, but in either case, it can have a lasting and harmful effect on both the individual involved and the overall environment at Debtadvicer.in. We are committed to addressing personal harassment promptly and respectfully to maintain a safe and supportive atmosphere for everyone

These are examples of behaviors that undermine the Respectful Workplace we strive to maintain at Debtadvicer.in. Such actions, whether occurring once or repeatedly, will not be tolerated and will be addressed promptly to ensure a safe and respectful environment for all.

Examples of conduct that may constitute Personal Harassment include:

Discrimination based on race, gender, age, disability, religion, sexual orientation, or any other personal characteristic.
Bullying or harassment, whether verbal, physical, or psychological, intended to intimidate or humiliate others.
Unwelcome or inappropriate comments related to personal characteristics, appearance, or behavior.
Violence or the threat of violence, whether in the workplace or during any work-related activity.
Hostile behavior that disrupts collaboration, creates fear, or diminishes the dignity of others.
Intimidation or actions that create a fearful or unsafe environment.

Discriminatory Harassment & Unfair Treatment

At Debtadvicer.in, we Take A Stand for the equal dignity of individuals, regardless of their identity or personal characteristics. We foster a Respectful Workplace where differences are acknowledged, celebrated, and valued—not simply tolerated. We view diversity as a strength and are committed to ensuring that everyone, particularly those with underrepresented or marginalized identities, feels a sense of belonging and inclusion.

Discriminatory Harassment refers to any harassment directed at an individual or group based on their personal characteristics. These personal characteristics include, but are not limited to, race, ethnicity, color, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, genetic information, self-expression, or a conviction for which a pardon has been granted or a record suspended.

Unfair Treatment involves systemic or institutionalized discrimination, often manifesting as patterns of neglect or inactivity that disadvantage individuals based on their personal characteristics. This type of treatment undermines the values of fairness, respect, and equal opportunity that we uphold at Debtadvicer.in.

Examples of Discriminatory Harassment

Discrimination based on race, gender, age, disability, religion, sexual orientation, or any other personal characteristic.
Bullying or harassment, whether verbal, physical, or psychological, intended to intimidate or humiliate others.
Unwelcome or inappropriate comments related to personal characteristics, appearance, or behavior.
Violence or the threat of violence, whether in the workplace or during any work-related activity.
Hostile behavior that disrupts collaboration, creates fear, or diminishes the dignity of others.
Intimidation or actions that create a fearful or unsafe environment.

Discriminatory Harassment may include, but is not limited to, the following behaviors:

Offensive Remarks: Using racist, sexist, or discriminatory language, slurs, derogatory comments, or stereotypes.
Discriminatory Jokes: Telling jokes that are racist, sexist, ethnic, or discriminatory in nature, which are embarrassing or offensive to others.
Threats or Abuse: Making threats or engaging in abusive behavior based on personal characteristics such as race, gender, sexual orientation, etc.
Displaying Offensive Materials: Posting, displaying, or distributing cartoons, posters, graffiti, books, or pamphlets aimed at an individual or group based on their personal characteristics.

Sexual Harassment

Our goal is to maintain a professional, respectful, and supportive environment where all team members can work without fear of harassment or coercion.

Sexual Harassment refers to any unwelcome comment, gesture, or physical contact of a sexual nature, as well as any behavior that creates the perception that a person’s employment, work status, or opportunities at Debtadvicer.in are contingent upon engaging in such behavior. This type of harassment is unacceptable and will not be tolerated under any circumstances.

examples of conduct that may be considered Sexual Harassment at Debtadvicer.in:

Unwelcome Sexual Advances: This includes sexually suggestive written or verbal communications, inappropriate comments, or obscene gestures.
Unwanted Physical Contact: Any physical contact or proximity that is unwelcome, such as touching, massaging, grabbing, unnecessary close hovering, or leering.
Persistent Requests for Dates: Repeatedly asking a colleague on a date after they have clearly expressed a lack of interest.
Displaying Inappropriate Materials: Posting, displaying, or sharing pornographic, sexually explicit, or suggestive pictures, drawings, or other materials.
Sexually Suggestive Naming: Referring to or calling someone a sexually suggestive or derogatory name.
Sexual Jokes or Explicit Language: Telling sexual jokes, using sexually vulgar language, or making explicit comments.
Intrusive Questions: Questioning someone about their sex life in a manner that is inappropriate or invasive.

Responsibilities of All Debtadvicer Team Members

Lead by example and set the standard for respectful behavior.

Avoid engaging in inappropriate behavior, and, if safe to do so, intervene when witnessing such behavior.
Immediately report any concerns or complaints about inappropriate behavior to:
Your direct manager or the People Team (HR).
The Legal Team for serious concerns.
Cooperate fully in any investigation related to inappropriate behavior.
The Client Success Team if the concern involves a client or external stakeholder.
Maintain confidentiality regarding any investigation or incident, and assist with follow-up actions as required.

How Inappropriate Behavior is Reported and Addressed

We are dedicated to promoting and maintaining a Positive and Inclusive Work Environment. This commitment includes addressing any instances of Unacceptable Behavior. Our approach to handling Unacceptable Behavior, whether from a colleague, client, or external partner, includes the following processes:

Inappropriate Behavior between Our TeamMates

Step 1: If you experience Unacceptable Behavior (excluding violent behavior) from a colleague, kindly let the person know that the conduct is inappropriate. Please only do this if you feel comfortable addressing the issue directly.

Step 2: If you do not feel comfortable addressing the behavior directly, or if the issue continues, report the behavior to your supervisor or manager. If you are comfortable doing so, your manager will attempt to resolve the matter informally, depending on the severity of the behavior.

Step 3: If you feel uncomfortable raising the issue with your manager or if the behavior continues, escalate the matter to the HR or People Team. You can share your concerns verbally, in writing, or anonymously through our confidential reporting system at [debtadvier.in/report] for your convenience.

Step 4: If you do not feel comfortable reporting to HR or the People Team, you can report the behavior to the Legal Department.

If you experience violence from another colleague, report the incident to the police immediately. When it is safe to do so, please also inform your Manager, the People Team, and/or Legal, as applicable, based on the circumstances.

All complaints and concerns related to Unacceptable Behavior will be investigated promptly, fairly, and impartially, with thoroughness based on the nature of the issue. The People Team, Legal, or an external party (if appropriate) will conduct an investigation, considering all available evidence. We will remain sensitive to the interests of all parties involved while maintaining confidentiality as much as possible. All documents related to such investigations will be securely stored, and relevant parties will be informed of the key findings.

This procedure, along with any investigation, is flexible to address the specific circumstances of the matter at hand. We may opt for an alternative approach if it better aligns with the values of our Respectful Workplace and this Policy.

We cannot stress enough how important it is to maintain our Respectful Workplace. Colleagues who engage in Unacceptable Behavior or actions that go against fostering a Respectful Workplace will face disciplinary actions. This includes making false allegations[7] or retaliating against someone who reports an incident under this Policy. Disciplinary actions will be proportional to the severity of the Unacceptable Behavior—ranging from discussions or training to more severe consequences, such as immediate termination of employment.

For anonymous reporting, click here.

Objections can only be accessed by the Head of People, the Manager of People and Performance, and the Manager of Diversity, Equity, and Inclusion.

The People Team is unable to conduct an informal or formal investigation based on anonymous reports. However, we still take anonymous submissions seriously. Information received through this channel helps inform ongoing training and education on Unacceptable Behavior.

No colleague will face disciplinary action for reporting a genuine concern of harassment, even if an investigation concludes that the complaint was unsupported or that there was no breach of this Policy.

Handling Inappropriate Conduct with Clients or External Partners

Step 1: If you encounter Unacceptable Behavior from a client or external stakeholder, report the incident to the Client Success Team by submitting an Unacceptable Client Behavior ticket in Salesforce. Once the case is created, Client Success Leadership will be notified, and the case will be assigned to a Retention Team member.

Step 2: If the Client Success Team determines that the Unacceptable Behavior was a first-time occurrence and not overt, the client will be personally addressed regarding the incident and given an opportunity to learn and modify their behavior.

Step 3: If the Client Success Team determines that the Unacceptable Behavior was a repeat occurrence or overt in nature, Client Success Leadership will review the case and decide on the appropriate course of action, which could include terminating the client relationship with debtadvier

1. Debtadvicer.in encompasses all employees, consultants, and contractors associated with our consultancy, as well as independent contractors who partner with us .

2. Explore our values in the Culture Guide

For each report, the Client Success Team will share the action taken with the team member who created the ticket, as well as record the action in Salesforce. In addition, high-level reporting[9] will be shared with all debtadvier.in team members on a monthly basis.

The above procedure and any investigation carried out are intended to be flexible in order to respond to the specific circumstances at issue. We reserve the right to engage in a different procedure as deemed appropriate in any given circumstance.

Debtadvier.in is committed to completing any outstanding work and providing the client with access to their records. Any further relationship with debtadvier.in will be terminated at that point.

All reports will be entirely anonymous, containing no distinguishing information about the debtadvier.in team, client, or external stakeholder.

Our work here isn’t done.

Cultivating a Respectful Workplace is an ongoing initiative and will be a debtadvier.in-wide effort. This means we want to hear from you. If you have feedback or questions about anything in this policy, please reach out directly to the People Team or our DA HR Manager.

Don’t feel comfortable speaking up? Get in touch through our Anonymous Reporting Line here at debtadvier.in. Any feedback we receive will remain confidential and will inform future policies and training.