Prevention of Sexual Harassment Policy

Yugantar has a zero-tolerance policy towards sexual harassment. Yugantar defines its workplace as Yugantar office premises in Hyderabad and Bangalore and any space where Yugantar’s work is happening including field work, transport and events. The policy aims to create an equal work culture, free from discrimination and harassment, with a focus on preventing sexual harassment.

There are two aspects for the prevention of sexual harassment in this policy

1. Awareness: Every year an awareness/discussion session will be held with all the employees, interns and volunteers of Yugantar to understand what constitutes sexual harassment and how to best eradicate it.
   
2. Redressal: Any employee/visitor facing sexual harassment can approach the Internal Complaints Commitee (ICC)/any member of the ICC for redressal. This would lead to setting an enquiry into the grievance raised. The committee shall finish its investigation within a month after the complaint. Any person found to have committed sexual harassment will face disciplinary action upto dismissal from employment.

An Internal Complaints Committee (ICC) consisting of 5 members has been formed with at least 3 women, 1 man, and 1 external expert who is knowledgeable on this subject, works with NGOs and is concerned about gender justice. The chairperson of the committee shall also be a woman. The names of the ICC members shall be clearly displayed in places of Yugantar’s work. The ICC will handle complaints and determine the course of action following a dispute. They will also ensure that the policy is followed in true spirit.

Any acts defined as sexual harassment (but not limited to) in “THE SEXUAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013” starting from unwelcome sexual advances to Quid Pro-Quo demands and creating a hostile work environment, will be subject to disciplinary action.

Complaints can be made by men, women, and gender non-binary/gender-queer people. No one will be victimised or targeted for making a complaint by anyone else in the organisation. Any such acts of victimisation will also be subject to disciplinary action. Complaints can be filed via a dedicated email icc@yugantar.org.in. 

The POSH policy will be reviewed, approved and endorsed by the board every 2 years or when legislation changes.