Objective

To develop healthy and safe atmosphere for female faculty members and students of the College and to prevent sexual harassment or exploitation of any kind. To accept and act as Inquiry Authority on sexual harassment complaints received from students/staff. To conduct a systematic enquiry on receiving any complaints from the aggrieved and submit a detailed report. To ensure that complainant and witness are not victimized or discriminated because of their complaint. · To Counsel the affected students to overcome the trauma · To display current laws and affairs about sexual harassment and gender discrimination in key places in the campus · To conduct awareness programs and campaigns for the benefit of the students and staff.

Composition

Activities Conducted

Prevention of Sexual Harrasment (Policy & Awareness)

What Constitutes Sexual Harassment

Sexual harassment, in general, can be understood as an unwanted conduct with sexual undertones if

• it occurs or which is persistent and
• which demeans, humiliates or creates a hostile and intimidating environment
• is calculated to induce submission by actual or threatened adverse consequences

Acts that can be considered as sexual harassment

Sexual harassment includes one or all of the following unwelcome acts or behaviour, whether directly or by implication –

• Physical contact or advances
• A demand or request for sexual favours
• Making sexually coloured remarks
• Showing pornography or asking if you want to see pornography
• Any other unwelcome physical, verbal or non-verbal conduct of sexual nature

“Sexual Harassment at the Workplace”

Sexual Harassment at Workplace includes one or more of the following circumstances with explicit or implicit sexual undertones

• Implied or explicit promise of preferential treatment in her employment.
• Implied or explicit threat of detrimental treatment in her employment.
• Implied or explicit threat about her present or future employment status.
• Interference with her work or creating an intimidating/ offensive/hostile work environment for her.
• Humiliating treatment likely to affect her health, safety or integrity.

Reports and Circulars