SEXUAL HARASSMENT CELL

(PREVENTION, PROHIBITION, AND REDRESSAL)

The college administration has established an Internal Grievance Redressal and Sexual Harassment Prevention (Prevention, Prohibition, and Redressal) Cell in compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, along with the UGC (Prevention, Prohibition, and Redressal of Sexual Harassment of Women Employees and Students in Higher Educational Institutions) Regulations, 2015.

In line with the guidelines of UGC, NAAC, and the Supreme Court, the College has set up an Anti-Sexual Harassment Cell to foster a safe and supportive environment for both staff and students. The primary objectives of this cell are as follows:

To establish guidelines and standards for a policy against sexual harassment.
To create principles and procedures for addressing and preventing sexual harassment.
To outline the steps for effective implementation of the policy.
To devise a comprehensive action plan, covering both short-term and long-term measures.

The purpose of this policy is to offer protection against sexual harassment, along with measures for the prevention and resolution of complaints related to sexual harassment and associated matters. Additionally, the policy aims to set clear expectations for workplace behavior and provide a structured approach for reporting concerns.

SEXUAL HARASSMENT AS PER UGC

Sexual harassment refers to any unwelcome behavior of a sexual nature that creates a hostile, intimidating, or offensive environment. It includes persistent actions or conduct that demeans, humiliates, or seeks to force submission through actual or threatened negative consequences. These actions may include, but are not limited to, the following:

Requesting or demanding sexual favors.
Making sexually explicit or inappropriate remarks.
Physical contact or advances of a sexual nature.
Displaying pornography.
Any unwelcome physical, verbal, or nonverbal conduct of a sexual nature.

Inappropriate actions that may constitute sexual harassment or contribute to a hostile environment include:

Sexual pranks, repeated teasing, jokes, or innuendo, either in person or through electronic communication.
Verbal abuse with sexual overtones.
Inappropriate touching or grabbing.
Repeatedly standing too close or brushing against someone.
Asking someone to socialize outside of work hours after they have declined or expressed disinterest, especially by supervisors.
Giving gifts or leaving sexually suggestive objects.
Making sexually suggestive gestures or comments.
Displaying or sharing sexually explicit or demeaning material in the workplace.
Unwelcome sexual conduct during off-duty hours that impacts the work environment.

Sexual harassment can occur regardless of gender and can involve individuals of the same sex. The harasser could be a supervisor, coworker, departmental employee, or an outside party with a business relationship with the organization.

Certain behaviors or circumstances related to sexual harassment may include:

An implied or explicit promise of favorable treatment in employment.
Threats of negative consequences related to employment.
Threats concerning a person’s current or future employment status.
Interference with work or creation of an intimidating, offensive, or hostile environment.
Humiliating actions that could affect a person’s health or safety.

It’s essential to recognize that anyone can be a victim of sexual harassment, and it’s crucial to maintain a safe and respectful work environment for all.