DBSOM has a zero-tolerance policy towards harassment including sexual harassment. DBSOM is committed to provide a safe and secure educational space for every individual to achieve her or his true potential. Our environment is built on mutual respect and cultural sensitivity. The institution has a zero tolerance policy as defined below towards Sexual Harassment on campus and off campus, including in private and paying guest accommodations and on any form of transportation to and from DBSoM.
DBSoM Policy on Prevention of Sexual Harassment is committed to ensuring that sexual harassment is prohibited, prevented and eliminated. Any form of sexual harassment is not tolerated.
Any form of sexual harassment and any harassment of any kind are unlawful and will be subject to penalties in accordance with applicable law.
All DBSoM students and staff (both permanent and temporary, including faculty, visiting faculty, artists in residence, teaching substitutes, management personnel, regular, temporary, ad hoc employees, probationers, trainees, interns, office staff, support staff) are required to comply with this policy against sexual harassment. Also third party contractors, vendors and visitors (where feasible), are required to comply with this policy.
The Institution has a sensitive and strong redressal process, which aims to provide the necessary and adequate required relief. The Institution is also committed to keep all harassment complaints and procedures confidential and time bound. All DBSoM staff members and the student body are required to read and familiarize themselves with this policy.
According to Sexual Harassment of Women at the Workplace (Prevention, Prohibition and Redressal) Act 2013, sexual harassment
Sexual harassment doesn't only involve cases where one person engages in conduct that requests or implies sexual favours or any form of relationship in return for some benefit or safety from reprisal. Sexual harassment could also arise if the action or conduct creates a hostile work or school environment (e.g., eve teasing, making unwelcome or suggestive sexual remarks or comments, improper touching or inappropriate staring).
DBSoM has a ‘zero tolerance’ policy to any form of sexual harassment. Even a single incident of sexual harassment, if found to be true after investigation as per this policy, will be met with the strictest disciplinary action based on the nature and intensity of the violation. The consequences of violation may even include termination of employment or expulsion from DBSoM and payment of compensation to the victim directly by the person found guilty of sexual harassment. If required by law, DBSoM may also report the incident to the police or other authorities for criminal action to be initiated.
While sexual harassment is an issue that can affect men and women alike, more commonly women in workplaces tend to bear the greatest burden of these incidents. The DBSoM policy is gender neutral and covers with equal rigour both women and men, including same-sex harassment. This policy will also be applied to protect all students and all members of the DBSoM community, irrespective of gender and age, from any form of sexual harassment. The overall goal of the policy is to facilitate a safe working and educational environment for all individuals.
The policy covers all hierarchical and non-hierarchical relationships within the educational space / workplace (students, faculty, co-workers, colleagues, staff, and manager-subordinate relationships). In addition, this policy is applicable to all third parties that visit or engage with DBSoM from time to time.
The policy applies to all DBSoM premises and beyond. Sexual harassment outside DBSoM premises will also be covered by this policy if there is any link with DBSoM. Therefore sexual harassment is also prohibited in extended environments such as cafeterias, institute/office transport, parking areas, team outings and institute events at external venues, and during institute-related travel.
The policy applies at all times. The policy does not only apply during normal institute hours. It applies at any time, to all work-related or institute-related functions, including social events.
DBSoM strongly encourages the reporting of sexual harassment. One can expect to be treated with respect as DBSoM seeks to provide an appropriate, private, timely and fair response to reports of sexual harassment.
DBSoM has complied with the requisite applicable laws and accordingly constituted a committee for the Prevention of Sexual Harassment (POSH), in compliance with The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. As part of the POSH implementation, the Institution has a redressal process for sexual harassment through the Internal Complaints Committee (ICC).
Any incident of sexual harassment needs to be reported in writing to any member of Internal Complaints Committee (ICC) or to the Grievance Redressal Committee. Names of people on both committees will be published on campus bulletin boards and in all relevant documents. To access confidential assistance, individuals may contact a confidential reporting location for support and assistance by the Wellness team.
DBSoM will respond to reports of sexual harassment with support and resources and proceed in a way that seeks to honour the rights of the individuals affected by the report. In the process of the Initial Assessment if a Complainant/Reporting person requests confidentiality and/or decides not to participate in the response process, DBSoM will consider this request and proceed in a way that takes into account the safety and wellness of the community (including that of the Complainant).
Retaliation will not be tolerated. DBSoM believes in protection and witnesses/supporters will not be penalized. DBSoM will also take appropriate steps to prevent and/or address retaliatory conduct following a report.
Proceedings conducted on campus take into account the totality of all evidence available from all relevant resources.
A report of sexual harassment will be reviewed and investigated by the Internal Complaints Committee (ICC). In the interest of privacy, investigations may involve a hearing where both parties do not meet together.
The Internal Complaints Committee (ICC) 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.
First Contact Persons from within the Committees or otherwise appointed could try to resolve the complaint informally first before the complaint goes to the formal channels of the complaints committee.
Examples of informal remedies include: shielding an aggrieved person from on-going contact with the individual; taking that individual out of a class or issuing an administrative no-contact order; assigning an individual to a different lab or other work/study setting; asking an administrative authority to speak to the individual to express serious concern about a behaviour; reminding the individual of policies and definitions relating to sexual harassment; offering counseling services, and reorganizing assignments so that one can feel safer. Informal remedies do not preclude formal discipline.
Conciliation in the legislative form is defined as an advisory, of mutual consent and confidential process, in which parties to the dispute select a neutral and independent third party to assist them in reaching a mutually acceptable negotiated agreement.
Conciliation can be initiated only if there is a written request by the complainant or the complainant’s parent/legal guardian. A complainant will be informed that conciliation is available as an option prior to proceeding to a formal enquiry.
The complainant will be advised that the purpose of conciliation is to resolve the grievance, not seek retribution. Conciliation allows the third party (the conciliator) to provide advice on substantive matters through the issuing of formal recommendations and settlement proposals. The conciliator will investigate the grievance acting at all times to make appropriate allowance for the rights and concerns of both the complainant and the respondent.
Bringing a formal complaint will lead to an investigation and a hearing (in most cases), and can result in punitive outcomes. Filing a complaint is often the best way to seek protection from future harm.
DBSoM reserves the right to take whatever measures it deems necessary in response to an allegation of sexual harassment in order to protect an individual’s rights and personal safety and that of the community.
An employee / staff / visitor guilty of sexual harassment shall be liable to give a written apology to the victim and any of the following punitive actions as applicable:
A student guilty of sexual harassment shall be liable to give a written apology to the victim and any of the following punitive actions: