Objective of the Women Cell Committee is “To sensitize and promote awareness among the institution community about various gender related issues by organizing awareness programs and events". We ensure that our faculty and students get a safe working environment free from any kind of harassment under the rules mentioned in Prevention of sexual harassment (PoSH) Act 2013.

Committee Members :

The POSH Act is an important step forward in ensuring that women in India can enjoy a safe and respectful working environment.

Key Provisions of the POSH Act 2013

The POSH Act was enacted to protect against sexual harassment of women in workplaces. This Act makes it mandatory for employers to provide a safe and secure work environment to female employees. It also requires employers to set up Internal Complaints Committee (ICC) in their organisation to address complaints of sexual harassment.

Key provisions of the POSH Act 2013 include :

Every employer is required to display a notice in the organisation providing details of the protection given to female employees against sexual harassment.
Employers must constitute an Internal Complaints Committee in their organisation to address complaints of sexual harassment. A woman must head the ICC; at least half of its members should be women.
Employers must take steps to prevent sexual harassment and ensure that the victims are not victimised or discriminated against.
Employers must provide necessary support and assistance to the complainant and make arrangements for her work in case she has to be transferred.

What constitutes sexual harassment under the PoSH Act?

Under the 2013 law, sexual harassment includes “any one or more” of the following “unwelcome acts or behaviour” committed directly or by implication :

• 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.

A ‘Handbook on Sexual Harassment of Women at Workplace’ published by the Ministry of Women & Child Development contains more detailed instances of behaviour that constitutes sexual harassment at the workplace. These circumstances include, broadly :

• Sexually suggestive remarks or innuendo; serious or repeated offensive remarks; inappropriate questions or remarks about a person’s sex life;
• Display of sexist or offensive pictures, posters, MMS, SMS, WhatsApp, or emails;
• Intimidation, threats, blackmail around sexual favours;
• Threats, intimidation or retaliation against an employee who speaks up about these;
• Unwelcome social invitations with sexual overtones, commonly seen as flirting; and
• Unwelcome sexual advances.

The Handbook says “unwelcome behaviour” is experienced when the victim feels bad or powerless, and when it causes anger/ sadness or negative self-esteem. Unwelcome behaviour is “illegal, demeaning, invading, one-sided and power-based”.
In addition, the PoSH Act mentions five circumstances that amount to sexual harassment :

• Implied or explicit promise of preferential treatment in her employment;
• Implied or explicit threat of detrimental treatment;
• Implied or explicit threat about the complainant’s present or future employment status;
• Interference with the complainant’s work or creating an offensive or hostile work environment;
• Humiliating treatment of the complainant that is likely to affect her health or safety.

The POSH Act plays a vital role in creating a safe and harassment-free work environment for women. It protects women against sexual harassment in the workplace and ensures that their rights are safeguarded.