Sexual Harassment Policy


All employees of (CHETANA CHILD & WOMAN WELFARE SOCIETY) should equally be allowed to work in an environment free from sexual harassment. To this end (CHETANA CHILD & WOMAN WELFARE SOCIETY) reiterates its support of the statement on sexual harassment and commits itself to dealing with sexual harassment as a disciplinary offence.

(CHETANA CHILD & WOMAN WELFARE SOCIETY) wishes to make it clear that we regard sexual harassment as a serious issue. Sexual harassment will not be tolerated in the work place, and (CHETANA CHILD & WOMAN WELFARE SOCIETY) is committed to ending it. It is a form of discrimination, which can severely affect physical and mental health as well as morale and work performance. Traditionally, sexual harassment is thought of as male/female phenomena but it also
occurs between people of the same gender.

(CHETANA CHILD & WOMAN WELFARE SOCIETY) considers that it is each individual’s responsibility to challenge any form of sexual harassment.

Acts which are not deliberately or intentionally offensive but which nevertheless cause offence may constitute sexual harassment. Sexual harassment is regarded as a disciplinary mater to be dealt with in accordance with terms and conditions of employment. Although this is not an exhaustive list, sexual harassment can be defined as:

  •  Unnecessary touching or unwanted physical contact
  • Suggestive remarks or other verbal insults or abuse of a sexual nature.
  • Suggestions that sexual favours may further someone’s career (or that refusal may damage it).
  • Compromising invitations
  • Displays of offensive pornographic materials those are not relevant to the work of the organisation.
  • Physical or sexual assault.
  • Suggestive/abusive letters or e-mails.

In general, sexual harassment falls into two main categories

  • Sexual Favour for Jobs: under this category of sexual harassment, submission to sexual advances, requests for sexual favours or other verbal or physical conduct is made a condition of employment; or submission or rejection of the unwelcome conduct is used as a basis for an employment decision. These cases normally involve persons who have authority or power over another person’s job status or working conditions.
  • Hostile Work Environment: under this category of sexual harassment, the sexual conduct interferes with work, or creates an intimidating, hostile, or offensive work environment.

1. Behaviour or conduct of a sexual nature that is unwelcome by a staff member may constitute sexual harassment whether or not the alleged offender believes that such behaviour or conduct is inoffensive or otherwise appropriate.
2. Whoever believes to have been the victim of sexual harassment is encouraged to inform the alleged offender that such behaviour or conduct is unwelcome.
3. There may however be instances where the work relationship of the two parties may make such direct confrontation difficult. In that case, its is advisable to keep a description of what happened, including names of witnesses and anyone to who the incident(s) may have been mentioned, for possible referral of the case to the Grievance Committee.
4. When seized of a complaint, the Grievance Committee will have full authority to hear and investigate sexual harassment complaints and accusations, and to decide on possibly disciplinary action upon the conclusion of his/her investigation.
5. The Grievance Committee will have 5 members, of whom at least 3 will be women. Among the members, 4 will be staff members elected from among the staff; 1 will be an external member (a woman who has experience of dealing with issues of sexual harassment and no professional or personal connections with the NGO; she will be proposed by the Board to the majority vote of staff members).
6. The NGO will implement without delay the recommendation of the Grievance Committee.
7. It is essential that all staff members, especially those in management and supervisory roles, develop a greater awareness of the issues surrounding sexual harassment in the workplace and a fuller appreciation of the pernicious effect that such unacceptable behaviour can have on the morale and productivity of staff members.
8. Supervisors are fully expected to support both the letter and the spirit of this policy. It is the affirmative responsibility of supervisors to ensure that the working environment is free of sexual harassment, and to take immediate corrective action whenever they become aware of an incident which may constitute such unacceptable behaviour.
9. This policy shall be displayed prominently at the offices and other operational sites of the Organisation.
10. All staff members shall be given a copy of the policy at the time of recruitment or when this policy comes into effect. Efforts will be made to sensitise the staff about this policy.
Anybody found violating the organisational policy on sexual harassment would face disciplinary action as per the decision of the management.


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