Anti Ragging & Anti-Sexual Harrasment Committee / ICC

With regard to the Supreme Court Judgment and guidelines issued by University Grants Commission (UGC) 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, a permanent cell and a advising committee was establish; to develop guidelines to combat sexual harassment, violence against women and ragging at the college premises. Keeping the above guidelines & instruction given by Supreme Court, UGC & University, AIBM College has constituted a Committee against Sexual Harassment.

Objectives of the Policy

• To fulfill the directive of the Supreme Court, as per UGC directives and the Kuvempu 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 college
• To create a secure physical and social environment which 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 behavior (whether directly or by implication) as:

• Physical contact and advances;
• A demand or request for sexual favors;
• Sexually colored 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.

Composition of the Anti – Sexual Harassment & Internal Complaint Committee.

• Chairperson will be the Principal of the college.
• A Presiding Officer who shall be a woman faculty member employed at a senior level at the educational institution;
• 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;
• Not less than three students, who shall be enrolled at the undergraduate levels respectively.
• 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.