Policy on Sexual Harassment
Preamble
With regard to the Supreme Court Judgment and guidelines issued in 1997 to provide for the effective enforcement of the basic human right of gender equality and guarantee against sexual harassment and abuse, more particularly against sexual harassment at work places, the University Grants Commission (UGC) has issued circulars since 1998, to all the universities, advising them to establish a permanent cell and a committee; to develop guidelines to combat sexual harassment, violence against women and ragging at the universities and colleges. Keeping the above guidelines in view Laureate Institute of Pharmacy has constituted a Committee against Sexual Harassment.
Laureate Institute of Pharmacy has committed itself to provide a congenial and conducive atmosphere in which students, teachers and non-teaching staff can work together in an environment free of violence, harassment, exploitation, and intimidation. This includes all forms of gender violence, sexual harassment, and discrimination on the basis of gender. Every member is expected to be aware of the commitment to the right to freedom of expression and association; it strongly supports gender equality and opposes any form of gender discrimination and violence.
Objectives of the Policy
- To fulfill the directive of the Supreme Court, as per UGC directives and the Bangalore University in respect of implementing a policy against sexual harassment in the institution.
- To evolve a mechanism for the prevention and redressal of sexual harassment cases and other acts of gender based violence in the institution.
- To ensure the implementation of the policy in letter and spirit through proper reporting of the complaints and their follow-up procedures.
- To provide an environment free of gender-based discrimination.
- To ensure equal access of all facilities and participation in activities of the institution
- To create a secure physical and social environment this will deter acts of sexual harassment
- To promote a social and psychological environment that will raise awareness about sexual harassment in its various forms.
Definition of Sexual Harassment
For this purpose, sexual harassment includes such unwelcome sexually determined behaviour (whether directly or by implication) as:
- Physical contact and advances;
- A demand or request for sexual favours;
- Sexually coloured remarks;
- Showing pornography;
- Any other unwelcome physical, verbal or non-verbal conduct of sexual nature
Where any of these acts is committed in circumstances where-under the victim of such conduct has a reasonable apprehension that in relation to the victim’s employment or enrolment in the institution whether she is drawing salary, or honorarium or otherwise, such conduct can be humiliating and may constitute a health and safety problem. It is discriminatory for instance when the woman has reasonable grounds to believe that her objection would disadvantage her in connection with her employment or work or studentship including recruiting or promotion or academics when it creates a hostile work environment. Adverse consequences might be visited if the victim does not consent to the conduct in question or raises any objection thereto.
Jurisdiction
The rules and regulations outlined in this policy shall be applicable to all complaints of sexual harassment made:
- By a member of the institution against any other member irrespective of whether the harassment is alleged to have taken place within or outside the campus.
- By an outsider against a member of the institution or by a member of the institution against an outsider if the sexual harassment is alleged to have taken place within the campus.
- By a member of the institution against an outsider if the sexual harassment is alleged to have taken place outside the campus. In such cases the Committee shall recommend that the institution authorities initiate action by making a complaint with the appropriate authority. Further, the committee will actively assist and provide available resources to the complainant in pursuing the complaint.
Composition of the Anti – Sexual Harassment Committee.
(a) A Presiding Officer who shall be a woman faculty member employed at a senior level at the educational institution;
(b) Not less than two teaching employees and two non-teaching employees, preferably committed to the cause of women or who have had experience in social work or have legal knowledge;
(c) Not less than three students, who shall be enrolled at the undergraduate, masters, and research scholar levels respectively.
(d) One member from amongst non-governmental organizations or associations committed to the cause of women or a person familiar with the issues relating to sexual harassment. Provided that at least one-half of the total Members so nominated shall be women.
The Committee consists of members of the faculty, administration, service staff and students’ representatives.
Role and responsibility of Anti-sexual harassment committee:
- To ensure provision of a work and educational environment that is free from sexual harassment (Sexual harassment is defined by law from the perspective of the person who feels they have been harassed and it occurs if the person who feels they have been harassed feels offended, humiliated, or intimidated by the conduct and it is reasonable, in all the circumstances that the person who feels they have been harassed would feel offended, humiliated or intimidated).
- To take all reasonable steps (active and preventive in nature) to prevent the harassment occurring; To address any oral/written complaint about: unwelcome sexual advances, unsolicited acts of physical intimacy, unwelcome requests for sexual favors or other unwelcome conduct of asexual nature. Unwelcome conduct of a sexual nature includes oral or written statements of a sexual nature to a person, or in a person’s presence.
- Obtain high level support from Principal & Director for implementing a comprehensive strategy:
- Providing information to all staff and students about what constitutes sexual harassment and about their responsibility not to sexually harass other staff and students.
- Providing information and training to staff conducting teaching, non-teaching and learning activities on meeting their responsibilities in relation to maintaining a work and study environment free from sexual harassment.
- Develop a written policy which prohibits sexual harassment. The Institution shall have a Sexual Harassment Policy. The policy outlines the Institute’s key commitments and legal responsibilities and provides a definition of sexual harassment and behaviors that are not acceptable.
- Regularly distribute and promote the policy at all levels of the organization;
- Provide the policy and other relevant information on sexual harassment to new staff as a standard part of induction;
- Periodically review the policy to ensure it is operating effectively and contains up to date information.
- Display anti-sexual harassment posters on notice boards in common work areas and distribute relevant brochures;
- Conduct regular awareness raising sessions for all staff on sexual harassment issues.
- Ensure that complaints processes:
- are clearly documented;
- are explained to all employees;
- offer both informal and formal options for resolution;
- address complaints in a manner which is fair, timely and confidential;
- are based on the principles of natural justice;
- provide clear guidance on internal investigation procedures and record keeping;
- Give an undertaking that no employee will be victimized or disadvantaged for making a complaint.
Click here to download complaint form
