As per the guidelines of government given in Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, a committee was formed in June 2014 to address issues and complaints regarding sexual harassment.

Vision

To build self-confidence and enhance self-esteem to meet the challenges of the world and to provide congenial work environment in the institute for the students and the women employees.

Mission

Continue the legacy of Women’s empowerment and to be the torch bearers of our cultural heritage and ethos.

The main objective is to prevent Sexual Harassment of Women at the Workplace.

Responsibilities:

• To organize guest lectures involving career planning, work-life balance by inviting eminent personalities.
• To organize awareness programs regarding sexual harassment at work.
• To conduct seminars and presentations regarding gender sensitization, ensure knowledge and awareness of the rights, entitlements and responsibilities enshrined in the Act.
• To mount display boards, quotes against sexual harassment and the penalty and consequences of sexual harassment and make all sections of the institutional community aware of the information on the mechanism put in place for Redressal of complaints pertaining to sexual harassment, and in favour of gender sensitization.
• To Act decisively against all gender based violence perpetrated against employees and students of all sexes recognising that primarily women employees and students and some male students and students of the third gender are vulnerable to many forms of sexual harassment and humiliation and exploitation.

What is Sexual Harassment?

“Sexual harassment” includes any unwelcome sexually inclined behaviour, whether directly or indirectly, such as:

1. 1. Physical contact and advances
   2. A demand or request for sexual favours
   3. Making sexually coloured remarks (including jokes)
   4. Showing pornography (books, photographs, paintings, films, pamphlets, packages, etc. containing ‘indecent representation of women’)
   5. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the following also count for sexual harassment:

1. 1. Implied or explicit promise of preferential treatment in her employment.
   2. Implied or explicit threat of detrimental treatment in her employment.
   3. Implied or explicit threat about her present or future employment status.
   4. Interference with her work or creating an intimidating or offensive work environment for her.
   5. Humiliating treatment likely to affect her health or safety.

Possible Actions, if found guilty:

1. If the accused is an employee:

Depending upon the severity of the case, punitive action may take any of the following forms:

1. 1. Warning
   2. Written apology
   3. Bond of good behaviour
   4. Adverse remark in the Confidential Report
   5. Stopping of increments/promotion
   6. Suspension
   7. Dismissal
   8. Any other relevant actions.

B. If the accused is a student:

1. 1. Withhold privileges of the students such as access to the library, auditorium, halls of residence, transportation, scholarships, allowances, and identity card.
   2. Suspend or restrict entry into the campus for a specific period.
   3. Expel and strike off name from the rolls of the institute, including denial of readmission. If the offence so warrants;
   4. Award reformative punishments like mandatory counselling and or performance of community services.

Documents:

• • • • Sexual Harassment Act 2013
      • Vishaka Guidelines
      • Working Rules for Internal Complaints Committee

Procedure to approach the committee:

• A complaint of discrimination or sexual harassment may be lodged by the victim or a third party. The written complaint should contain a description of each incident(s). It should include relevant dates, timings and locations; name of the respondent(s);
• A written complaint may be addressed to the Presiding Officer of the Committee or to members of the committee.
• If the complaint is made to any Head of the Department, they may forward it to the Presiding Officer of the Committee.
• A copy of the statement along with all the evidence and a list of witnesses submitted by the respondent.
• The Committee may, before initiating an inquiry, at the request of the aggrieved woman, take steps to settle the matter between her and the respondent through conciliation.
• No monetary settlement shall be made as the basis of conciliation.

Constitution of Members 023-24):  Circular

Committee Members:

Reports:

• Awareness Program on “Consequences of Sexual Harrassment”
• Handbook on “Sexual Harassment of Women at Workplace”
• Annual Report 2022-23
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