Hi All,
My name is Ashwini and I work with the HR Department of an IT firm in Bangalore. We are looking at setting up an Anti-Sexual Harassment Committee for our organization along with rolling out a policy on the same.
Could you please provide suggestions on how to plan for this and how best we can set up the committee and create awareness org wide. Thank you very much.
Regards,
Ashwini Kalkur
From India, Bangalore
My name is Ashwini and I work with the HR Department of an IT firm in Bangalore. We are looking at setting up an Anti-Sexual Harassment Committee for our organization along with rolling out a policy on the same.
Could you please provide suggestions on how to plan for this and how best we can set up the committee and create awareness org wide. Thank you very much.
Regards,
Ashwini Kalkur
From India, Bangalore
Hi Ashwini
The guidelines recommended setting up of a Harassment Committee , to be headed by a woman and half of its members should comprise of women, to deal with sexual harassment cases.
It also recommended that the committee should involve a third party, either NGO or other body who is familiar with the issue of sexual harassment, in order to prevent possibility of any undue pressure or influence from senior levels.
Regards,
From India, Mumbai
22The guidelines recommended setting up of a Harassment Committee , to be headed by a woman and half of its members should comprise of women, to deal with sexual harassment cases.
It also recommended that the committee should involve a third party, either NGO or other body who is familiar with the issue of sexual harassment, in order to prevent possibility of any undue pressure or influence from senior levels.
Regards,
From India, Mumbai
Hi,
This is definetly a good move, but a good policy and procedure guidelines should be framed. This should be an independent enquiry as rightly said by Hema.
There are always both the sides of coins. One should see that there are no false complains also given and enquiry should be unanimous. It should just not act as harassment cell but also also a whistle blower to avoid such incidents.
From India, Mumbai
This is definetly a good move, but a good policy and procedure guidelines should be framed. This should be an independent enquiry as rightly said by Hema.
There are always both the sides of coins. One should see that there are no false complains also given and enquiry should be unanimous. It should just not act as harassment cell but also also a whistle blower to avoid such incidents.
From India, Mumbai
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