Anti-Sexual Harassment

Anti-Sexual Harassment Policy – Drishti Foundation Trust

Anti-Sexual Harassment Policy is the guard for Sexual harassment as its a grave violation of human rights and workplace ethics. It undermines trust, safety, and professional integrity. Drishti Foundation Trust is fully committed to maintaining a work environment free from sexual harassment, in compliance with The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 and international workplace equality standards.

Purpose of the Policy

The purpose of this Anti-Sexual Harassment Policy is to:

• Prevent any form of sexual harassment within the organization’s work environment.
• Provide a safe, respectful, and inclusive workplace for all employees, volunteers, contractors, and stakeholders.
• Outline clear procedures for reporting, investigating, and resolving complaints.
• Ensure that no person faces retaliation for reporting harassment in good faith.
• Promote gender sensitivity, equality, and respect at every organizational level.

Scope of Application

This policy applies to all individuals associated with Drishti Foundation Trust, regardless of their designation, role, gender, or work location. This includes:

• Permanent, temporary, and part-time employees.
• Volunteers, interns, and research fellows.
• Trustees, governing body members, and management.
• Contractors, consultants, and service providers engaged with the Trust.
• Donors, beneficiaries, and any person interacting with the organization in a professional capacity.

The policy applies within and outside the physical workplace, covering field sites, training programs, conferences, project locations, online communications, and any event connected to the organization.

Definition of Sexual Harassment

In line with Indian law and global best practices, sexual harassment includes any unwelcome act or behavior, whether directly or indirectly, such as:

1. Physical Contact and Advances – Unwanted touching, patting, pinching, or physical closeness.
2. Demand or Request for Sexual Favors – Direct or implied propositions for sexual favors in exchange for professional benefits.
3. Sexually Colored Remarks – Comments, jokes, or remarks that are sexual in nature and cause discomfort.
4. Showing Pornographic Content – Displaying sexual content, images, or messages in person, via email, or on digital platforms.
5. Any Other Unwelcome Conduct – Staring, stalking, suggestive gestures, or offensive written or verbal communication of a sexual nature.

Sexual harassment can be verbal, non-verbal, physical, or digital and may occur between individuals of any gender.

Preventive Measures

Drishti Foundation Trust adopts proactive measures to prevent harassment before it occurs:

• Conducting regular awareness workshops for employees, volunteers, and stakeholders.
• Displaying this policy prominently at offices and project sites.
• Including gender sensitivity and workplace ethics training in staff orientation programs.
• Ensuring transparent recruitment and appraisal systems to minimize abuse of authority.
• Promoting a workplace culture where respect and dignity are valued.

Internal Complaints Committee (ICC)

In accordance with The Sexual Harassment of Women at Workplace Act, 2013, Drishti Foundation Trust has constituted an Internal Complaints Committee (ICC) comprising:

• Presiding Officer – A senior woman employee of high integrity.
• Two Employee Members – Trained in handling sexual harassment complaints.
• External Member – From an NGO or legal background with experience in women’s rights and workplace equality.

The ICC is responsible for:

• Receiving complaints of sexual harassment.
• Conducting fair and confidential investigations.
• Recommending appropriate action based on evidence.
• Submitting annual reports as required by law.

Reporting a Complaint

Any individual who experiences or witnesses sexual harassment is encouraged to report it promptly through the following channels:

1. Email: info@drishtifoundation.org
2. Written Submission: Addressed to “Internal Complaints Committee – Confidential” at the registered office.
3. In-Person: Directly to an ICC member.

Timelines: Complaints should ideally be filed within 3 months of the incident, extendable to 6 months if justified.

Complaint Handling Procedure

Once a complaint is received:

1. Acknowledgement: The ICC acknowledges receipt in writing within 7 working days.
2. Preliminary Assessment: The ICC determines if the matter falls under this policy.
3. Formal Investigation:
   • Notice is sent to the respondent.
   • Both parties are given the opportunity to present evidence and witnesses.
   • Hearings are conducted in a respectful, confidential manner.
4. Findings & Recommendations: The ICC submits its report to the management within 90 days of receiving the complaint.
5. Action: The management takes action within 60 days based on ICC recommendations, which may include warning, suspension, termination, or legal proceedings.

Confidentiality

All parties involved—complainant, respondent, and witnesses—are bound to maintain strict confidentiality throughout the process. Breach of confidentiality will result in disciplinary action.

Protection Against Retaliation

No person will face retaliation, victimization, or discrimination for reporting sexual harassment in good faith. Any retaliatory action is considered a serious offense and will be addressed promptly.

False or Malicious Complaints

While the policy encourages openness, deliberate false allegations will be treated as misconduct and subject to disciplinary measures. However, inability to prove a claim does not amount to a false complaint if made in good faith.

Counseling and Support

We recognize the emotional impact of sexual harassment. Support services may include:

• Counseling by trained professionals.
• Adjustments to work assignments to ensure safety.
• Assistance in filing legal complaints if desired by the complainant.

Training and Awareness Initiatives

To ensure effectiveness, the Trust regularly organizes:

• Annual workshops on prevention of sexual harassment.
• Gender sensitivity sessions for new recruits.
• Distribution of educational materials on respectful workplace conduct.

Policy Review and Compliance

The Anti-Sexual Harassment Policy is reviewed annually to remain aligned with evolving laws, UN guidelines, and best practices in workplace ethics. All changes are communicated to staff and stakeholders promptly.

Alignment with International Commitments

Our Special Consultative Status with ECOSOC and UNEP accreditation commit us to uphold the highest standards of gender equality and workplace safety. This policy is in harmony with UN Women’s principles, the ILO’s workplace safety guidelines, and the Universal Declaration of Human Rights.

Our Commitment

At Drishti Foundation Trust, we have zero tolerance for sexual harassment. We believe that a safe workplace empowers our team to focus on our mission—whether it’s rejuvenating rivers, protecting wildlife, advancing higher education, or conserving biodiversity. Every member of our community has the right to work without fear, intimidation, or discrimination.

We invite all employees, volunteers, and partners to uphold these values and help create an environment where respect, dignity, and equality are not just policies but lived realities.

Contact for Complaints and Support:
Internal Complaints Committee – Drishti Foundation Trust
Email: info@drishtifoundation.org
Website: www.drishtifoundation.org

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