Women Grievance Cell

According to the Constitution of India, Right to Equality is a Fundamental Right that includes the right to equality before law, prohibition of discrimination and equality of opportunities in matters of public employment. Equality between men and women, right to work, to education and to public assistance in case of unemployment, old age, sickness and disablement and provision of just and humane conditions for work and maternity relief, are important Directive Principles of State Policy. In order to meet the requirements of the enactment ‘The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013’ (“Act”), this policy was framed to extend the applicability of the provisions of the Act to all employees of Integral University (IU), Lucknow.

The policy was framed with the aim to promote a social, physical and psychological environment through the following objectives:

1. To deal with cases of sexual harassment in an unbiased manner.
2. To organize awareness activities and women's welfare workshops/lectures for sensitization of the students and employees towards gender issues, and laying down guidelines for handling cases of sexual harassment or misbehavior.
3. Sensitize all the constituencies of IU towards the Constitutional and Supreme Court mandate of prohibition of gender discrimination and sexual harassment at work place.
4. To ensure that all individuals are treated with equal respect and no discriminatory treatment is meted out to anyone on grounds of gender alone.

• Physical contact and advances
• Sexually coloured remarks
• Showing pornography
• A demand or request for sexual favours
• Any other unwelcome physical, verbal/non-verbal – such as whistling, obscene jokes, comments about physical appearances, threats, innuendos, gender based derogatory remarks, etc.

The onus to provide a harassment free environment has been laid down on the students and employers who are required to take the following steps:

• Employers must form a Complaints Committee.
• Express prohibition of sexual harassment in any form and make the students/employees aware of the implications through in house communication system / posters / meetings.
• Must include prohibition of sexual harassment with appropriate penalties against the offender in Conduct rules.
• Provision of appropriate work conditions in respect of- work, leisure, health, hygiene to further ensure that there is no hostile environment towards women.
• No woman student/ employee should have reasonable grounds to believe that she is disadvantaged in connection with her study/employment.

1. Prevent gender discrimination and sexual harassment, by promoting gender equity amongst all IU students and employees.
2. Make recommendations to the Vice Chancellor for modifications/changes/elaborations in the Rules, Standing orders and Bye-Laws etc, to make them gender just and to lay down procedures for the prohibition, resolution, settlement and prosecution of acts of sexual harassment.
3. Deal with cases of sexual harassment, in a time bound manner, aiming at ensuring support services to the victimized and termination of the harassment;
4. Recommend appropriate punitive action against the guilty party to the Vice Chancellor.

• A complaint of gender discrimination/sexual harassment may be lodged with any member of the Committee in writing by the complainant.
• Under special circumstances an individual, who may be a friend/colleague/teacher/parent of the complainant, may make a written complaint on behalf of the complainant.
• A written complaint to the Committee may be addressed to the Chairperson of the Committee.

• If a prima facie case is made out, the Complaint Committee shall then proceed to inquire into the matter.
• A record of the proceedings of each hearing shall be recorded and duly signed by all Committee members.
• The victim may called for re-examination one she had been asked to make her statement at the initial meeting, unless it is her wish to make an additional statement or any other details are required by the Committee.
• Once the Complaints Committee decides to proceed with the complaint it should draw up from the statement/s of the victim/complainant.
• The Complaint Committee is bound to maintain confidentiality during the time of the enquiry so as not to prejudice the proceedings.
• The Complaint Committee may form sub-committees from within the Committee members for such purposes as it may deem necessary.
• The entire process of enquiry should be completed within three months except for unavoidable circumstances which shall be recorded in writing.
• Any Complaint Committee member charged with sexual harassment in a written complaint must step down as member during the inquiry into that complaint.
• In case the accused is found guilty, the Cell may recommend appropriate punitive action (see below) to be undertaken by the Vice Chancellor.

An employee guilty of sexual harassment shall be liable to give a written apology to the victim and any of the following punitive actions:

• Suitable censure/warning.
• Bond of good behaviour
• Withholding of increments/promotion.
• Suspension
• Dismissal
• Any other relevant actions.

A student guilty of sexual harassment shall be liable to give a written apology to the victim and any of the following punitive actions:

• Suitable censure/warning.
• Withholding/withdrawing scholarship/fellowship and other benefits.
• Suspension/expulsion from the hostel.
• Rustication from the Institute for a period up to a certain period or Expulsion from the Institute.

• The Committee is headed by a woman.
• Have half of its members as women.
• Representative members from other departments of the University.
• An NGO or other agency that is familiar with sexual harassment.
• The Committee has time bound frame work of functioning.
• It maintains confidentiality.
• Provides protection to the Complainant as well as the witnesses against victimization or discrimination.
• Members have personal integrity and gender sensitivity.

The Committee shall be ethically responsible to the complainants and the accused and shall do its utmost to provide justice for each complaint to the best of its ability.