Dunzo eases the local commerce for our business partners and consumers by providing efficient logistics for their transactions. The quality of Dunzo’s services and operations affects our reputation, productivity, profitability, and market position. Our objective is to create a work environment that allows and encourages all team members (Full-Time, Part-Time, Consultant, On-roll, Off-roll, Interns, etc.), as well as vendors and suppliers in connection with their work for Dunzo (collectively, the “Dunzo member” or ”Team members”) to perform their duties in an efficient, effective manner.
Dunzo has established a Code of Conduct and Ethics (“Code”) that applies to all team members. Compliance with the provisions of the Code is a basic condition of employment at Dunzo.
To the extent applicable, Dunzo encourages the users of the Dunzo platform to adhere to this Code.
Our mission is to be the logistics layer of the city and vision is to make every city accessible and local commerce efficient.
At times, we are all faced with decisions we would rather not have to make and issues we would prefer to avoid. Sometimes, we hope that if we avoid confronting a problem, it will simply go away. At Dunzo, we must have the courage to tackle the tough decisions and make difficult choices, secure in the knowledge that Dunzo is committed to doing the right thing. At times this will mean doing more than simply what the law requires. Merely because we can pursue a course of action does not mean we should do so
Although Dunzo’s guiding principles cannot address every issue or provide answers to every dilemma, they can define the spirit in which we intend to do business and should guide us in our daily conduct. Our values describe how we work with and are judged by our clients, business partners, investors, and each other. Below are the details of our values.
Dunzo is dedicated to creating an inclusive environment for everyone, regardless of race, ethnicity, religion, color, national origin, age, disability (physical or mental), sexual orientation, gender identity, parental status, marital status, and political affiliation as well as gender expression, socioeconomic status or background, or physical appearance. We celebrate our unique differences.
We all deserve to work in an environment where we are treated with dignity and respect. Dunzo is committed to creating such an environment because it brings out the full potential in each of us, which, in turn, contributes directly to our business success. We cannot afford to let anyone’s talents go to waste.
Dunzo is an equal employment employer and is committed to providing a workplace that is free of discrimination of all types - abusive, offensive, or harassing behavior. Dunzo affords equal employment opportunity to all qualified persons without regard to any impermissible criterion or circumstance. Any employee who feels harassed or discriminated against should report the incident to his or her manager or to human resources.
The success of our business is dependent on the trust and confidence we earn from our team members, vendors, suppliers, and customers. We gain credibility by adhering to our commitments, displaying honesty and integrity, and reaching company goals solely through honorable conduct. It is easy to say what we must do, but the proof is in our actions. Ultimately, we will be judged on what we do.
When considering any action, it is wise to ask: Will this build trust and credibility for Dunzo? Will it help create a working environment in which Dunzo can succeed over the long term? Is the commitment I am making is something I can follow through with? We will only maximize trust and credibility by answering “Yes” to those questions and working every day to build our trust and credibility.
All managers are responsible for demonstrating, through their actions, the importance of this Code. In any business, ethical behavior does not simply happen; it is the product of clear and direct communication of behavioral expectations, modeled from the top and demonstrated by example. Again, ultimately, our actions are what matters.
To make our Code work, managers must be responsible for promptly addressing ethical questions or concerns raised by employees and for taking the appropriate steps to deal with such issues. Managers should not consider Dunzo members’ ethics concerns as threats or challenges to their authority, but as another encouraged form of business communication. At Dunzo, we want the ethics dialogue to become a natural part of daily work.
Dunzo’s commitment to integrity begins with complying with laws, rules, and regulations where we do business. Further, each of us must have an understanding of the company policies, laws, rules, and regulations that apply to our specific roles. If we are unsure of whether a contemplated action is permitted by law or Dunzo policy, we should seek advice from the resource expert. We are responsible for preventing violations of the law and for speaking up if we see possible violations.
We are dedicated to ethical, fair, and vigorous competition. We will sell Dunzo services based on their merit, superior quality, functionality, customer experience, and competitive pricing. We will make independent pricing and marketing decisions and will not improperly cooperate or coordinate our activities with our competitors. We will not offer or solicit improper payments or gratuities in connection with the purchase of goods or services for Dunzo or the sales of its products or services, nor will we engage or assist in unlawful boycotts of particular competitors.
It is important that we respect the property rights of others. We will not acquire or seek to acquire improper means of a competitor’s trade secrets or other proprietary or Confidential Information. We will not engage in the unauthorized use, copying, distribution, or alteration of software or other intellectual property.
We will not disclose (whether in one-on-one or small discussions, meetings, presentations, proposals, or otherwise) any material nonpublic information with respect to Dunzo, its securities, business operations, plans, financial condition, results of operations, or any development plan. We must be particularly vigilant when making presentations or proposals to stakeholders to ensure that our presentations do not contain material nonpublic information.
We recognize the need to protect the natural environment. Keeping our environment clean and unpolluted is a benefit to all. We must always follow best practices when disposing of garbage and using chemical substances, and we must comply with all applicable environmental laws and regulations.
We must avoid any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when performing our jobs. At times, we may be faced with situations where the business actions we take on behalf of Dunzo may conflict with our own personal or family interests because the course of action that is best for us personally may not also be the best course of action for Dunzo. We owe a duty to Dunzo to advance its legitimate interests when the opportunity to do so arises. We must never use Dunzo's property or information for personal gain or personally take for ourselves any opportunity that is discovered through our position with Dunzo.
Here are some other ways in which conflicts of interest could arise:
Determining whether a conflict of interest exists is not always easy to do. Dunzo members with a conflict of interest question should seek advice from their manager or leadership. Before engaging in any activity, transaction, or relationship that might give rise to a conflict of interest, team members must seek review from their managers or the HR department.
Dunzo is committed to competing solely on the merit of our products and services. We should avoid any actions that create a perception that favorable treatment of outside entities by Dunzo was sought, received, or given in exchange for personal business courtesies. Business courtesies include gifts, gratuities, meals, refreshments, entertainment, or other benefits from persons or companies with whom Dunzo does or may do business. We will neither give nor accept business courtesies that constitute, nor could reasonably be perceived as constituting, unfair business inducements that would violate the law, regulation or policies of Dunzo or customers or would cause embarrassment or reflect negatively on Dunzo’s reputation.
Most business courtesies offered to us in the course of our employment are offered because of our positions at Dunzo. We should not feel any entitlement to accept and keep a business courtesy. Although we may not use our position at Dunzo to obtain business courtesies, and we must never ask for them, we may accept unsolicited business courtesies that promote successful working relationships and goodwill with the firms that Dunzo maintains or may establish a business relationship with as long as acceptance does not create a conflict of interest or impartiality and is with the consent of the reporting manager and HR.
Dunzo members who award contracts or who can influence the allocation of business, who create specifications that result in the placement of business, or who participate in the negotiation of contracts must be particularly careful to avoid actions that create the appearance of favoritism, or that may adversely affect the company’s reputation for impartiality and fair dealing. The prudent course is to refuse a courtesy from a vendor when Dunzo is involved in choosing or reconfirming a vendor or under circumstances that would create an impression that offering courtesies are the way to obtain Dunzo's business.
We may accept occasional meals or refreshments that are shared with the person who has offered to pay for the meal, provided that:
Dunzo members may not accept compensation, honoraria, or money of any amount from entities with whom Dunzo does or may do business. Team members with questions about accepting business courtesies should talk to their managers or the HR department. Any gifts sent by vendors, suppliers, or clients on any special occasion may be accepted; however, the team member must declare the details of the gift with the HR team and takes consent. If the gifts are of high value, they should be either returned to the sender or to be handed over to Dunzo.
Any Dunzo member who offers a business courtesy must assure that it cannot reasonably be interpreted as an attempt to gain an unfair business advantage or otherwise reflect negatively upon Dunzo. A Dunzo member may never use personal funds or resources to do something that cannot be done with Dunzo resources. Accounting for business courtesies must be done in accordance with approved company procedures.
Management may approve courtesies, like meals and refreshments of reasonable value, provided that:
We create, retain, and dispose of our company records as part of our normal course of business in compliance with all Dunzo policies and guidelines, as well as all regulatory and legal requirements.
All records must be true, accurate, and complete, and company data must be promptly and accurately entered into our books in accordance with Dunzo’s and other applicable accounting principles. We must not improperly influence, manipulate or mislead any unauthorized audit, nor interfere with any auditor engaged to perform an independent internal audit of Dunzo books, records, processes, or internal controls.
Confidentiality is essential to our business. All Dunzo members must preserve the confidentiality of Confidential Information entrusted to them by the Company and by clients, vendors, and others related to your business. Additionally, all team members sign a Non-Disclosure Agreement when they join Dunzo. Information learned regarding the Company’s clients and services performed during the course of employment at Dunzo shall be kept confidential and remain confidential.
For purposes of this Code, “Confidential Information” shall mean all non-public information about Dunzo and its clients/vendors/customers and information protected by law or privilege and shall include: non-public proprietary information, trade secrets, intellectual property, customer client lists, information regarding product development, marketing plans, sales plans, certain operating policies or manuals which do not contain conditions relative to the terms of employment, business plans, financial records, or other nonpublic financial, commercial, business, or technical information relating to Dunzo, collectively referred to as Confidential Information, to any third party without the prior written consent of the Dunzo unless such Confidential Information has been previously disclosed by Dunzo or is in the public domain. Obligations under this Confidential Information apply not only to written documents and data but also to information that can be remembered by memory alone. Employees must exercise confidentiality during employment as well as after they leave Dunzo.
Under no circumstances should any member use Confidential Information that he/she learned in the course of his/her employment or relationship with Dunzo for personal gain, personal use, or personal business. Disclosing Confidential Information to persons not entitled to such information and/or assisting others in gaining unauthorized access to Dunzo records or information are clear violations of this Code. The communication of false and malicious information about Dunzo, its clients, customers, vendors, suppliers, or its team members is also a violation of this Code.
Notwithstanding the foregoing, you may communicate or cooperate with any law enforcement entity concerning possible violations of any legal or regulatory requirement, so long as (1) such communications and disclosures are consistent with applicable law and (2) the information disclosed was not obtained through a communication that was subject to the attorney-client privilege (unless disclosure of that information would otherwise be permitted by an attorney pursuant to the applicable law).
Dunzo members should be guarded when discussing confidential Dunzo business practices with outsiders. Any requests from outsiders for Confidential Information should be cleared with the supervisor/manager or HR or Communications team.
Occasionally, management holds meetings with Dunzo members in which material, non-public information concerning Dunzo’s future plans are discussed. Dunzo members should never discuss Confidential Information or provide written copies of confidential written material concerning Dunzo’s internal operating procedures or projections for the future with unauthorized persons outside Dunzo.
Some Dunzo members are entrusted with team members' or customers' or vendors', or suppliers' financial details. It is essential that all Team members respect this trust. The names of customers and any non-public information pertaining to them must never be divulged to anyone outside Dunzo, not even to immediate family.
Dunzo members who leave the employment of Dunzo must:
Dunzo resources, including time, material, equipment, and information, are provided for company business use. Dunzo members and those who represent Dunzo are trusted to behave responsibly and use good judgment to conserve company resources. Managers are responsible for the resources assigned to their departments and are empowered to resolve issues concerning their proper use.
Generally, we must not use company equipment such as computers, copiers, and fax machines in the conduct of an outside business or in support of any religious, political, or other outside daily activity, except for company-requested support to nonprofit organizations. We must not solicit contributions nor distribute nonwork related materials during work hours.
In order to protect the interests of the Dunzo ecosystem and our fellow Team members, Dunzo reserves the right to monitor or review all data and information contained on a member’s company-issued computer or electronic device or the use of the Internet.
We will not tolerate the use of company resources to create, access, store, print, solicit or send any materials that are harassing, threatening, abusive, sexually explicit, or otherwise offensive or inappropriate. Questions about the proper use of company resources should be directed to your manager.
Dunzo is a high-profile company in our community, and from time to time, Team members may be approached by reporters and other members of the media. In order to ensure that we speak with one voice and provide accurate information about the company, we should direct all media inquiries to firstname.lastname@example.org . No one may issue a press release or respond to any media queries unless it is approved by the Head of the Communications team.
As a representative of Dunzo, we expect you to be judicious and tactful in your approach in expressing your views about internal matters and commenting on other companies in social media or in any forums outside Dunzo. Internal emails and messages sent to all team members are confidential and are not to be shared with the media or posted on social media.
Team members are not supposed to use ethnic slurs, personal insults, or obscenity or engage in any conduct on social media or any forums that would not be acceptable in the Dunzo workplace. You should also show proper consideration for other’s privacy and for topics that may be considered objectionable or inflammatory (like religion or politics). Posting hate speech, threats of violence, harassment, or racial epithets on social media violates our organization’s code of ethics. Regardless, team members should know that they will be held responsible for what they say and held accountable for any action that tarnishes Dunzo's brand image or negatively impacts the organization or society.
We appreciate everyone’s freedom and choice to dress At the same time, as a Dunzo representative, it is expected from the team members to dress to the occasion and appropriately in all circumstances related to work, both virtual and in-person.
Dunzo will set various policies and procedures for the effective functioning of the organization. These policies will be accessible and available for the team members at all times in the HRIS system. Relevant owners may review and update these policies at frequent intervals and shall communicate to the Dunzo members. All Dunzo members are expected to read, understand and abide by the set policies, processes, and procedures. It is the onus of the team members to keep them updated on the policies communicated or published by the organization.
Any Dunzo member who has a concern with, or is aware of, any illegal or unethical behavior or who believes that an applicable law, regulation, rule, or this Code has been violated, including, but not limited to, with respect to Dunzo’s accounting practices, employment practices, business practices, internal controls or auditing matters, must promptly report the matter to his or her manager, human resources representative or by raising sending the details of the issue to email@example.com . This information will remain confidential to the extent reasonably possible. It is important to note that no adverse action will be taken against any Dunzo member who reports a violation or concern in good faith.
Team members are encouraged, in the first instance, to address such issues with their managers or the HR manager, as most problems can be resolved swiftly. If for any reason that is not possible or if a team member is not comfortable raising the issue with his or her manager or HR, they can reach out HR Head or Legal Head as they operate with an open-door policy, and concerns can be directed in accordance with the above procedures. Team members can report all illegal issues directly to firstname.lastname@example.org as well. Any such reported cases will be handled as per relevant policies available in the organization.
At Dunzo, everyone should feel comfortable speaking his or her mind. Managers have a responsibility to create an open and supportive environment where their team members feel comfortable raising such questions. We all benefit tremendously when Dunzo members exercise their power to prevent mistakes or wrongdoing by asking the right questions at the right times. A team member who witnesses but is unable to stop suspected misconduct or discovers it after it has occurred should report it immediately. Managers who receive reports are required to notify the HR or Legal team of the substance of the report.
Dunzo will investigate all reported instances of questionable or unethical behavior in a full and fair manner as defined in Disciplinary Action Policy. This Code will be enforced on a uniform basis for everyone, regardless of position within Dunzo. In every instance where improper behavior is found to have occurred, the company will take appropriate action, including disciplinary action. Managers and supervisors of disciplined team members also may be subject to disciplinary action for failure to oversee their team member’s conduct properly.
We will not tolerate retaliation against team members who raise ethics concerns or concerns of violations of this code in good faith. Regardless of the person's position, any member who retaliates against the individual who identifies/reports a violation/ suspected violation, the individual who cooperates in an investigation of a reported violation will be subject to discipline and may be terminated. If a transaction violates the Code, the Dunzo member may be required to surrender any profit realized from it.
The Dunzo member has a right to appeal to the next level of management any ruling or decision rendered with respect to the Code.