Workplace Harassment & POSH Policy

1. Policy statement

The Foundation is committed to a workplace and volunteer environment free from sexual harassment, bullying, intimidation and retaliation. We adopt the principles of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) and expect everyone to act with dignity and respect.

2. Who this policy applies to

This policy applies to trustees, staff, volunteers, interns, consultants, contractors, vendors and anyone engaging with the Foundation. It covers conduct at offices, programme sites, events, travel, online meetings, messaging and social media where the conduct arises from Foundation work.

3. What is sexual harassment

Sexual harassment includes any unwelcome sexual advance, request for sexual favours, sexually coloured remark, showing pornography, unwanted physical contact or any other unwelcome physical, verbal or non-verbal conduct of a sexual nature. It includes quid pro quo harassment, where a benefit or threat is linked to accepting or rejecting sexual conduct, and hostile-environment harassment.

4. Bullying and other harassment

We also prohibit bullying, intimidation, humiliation, persistent exclusion, abusive language, threats and harassment based on protected characteristics. These may be dealt with under this policy or our Equal Opportunity & Non-Discrimination Policy.

5. Internal Committee

We will constitute an Internal Committee as required by the POSH Act when we have the required number of employees. Until then, complaints may be made to the Grievance Officer, who will coordinate a fair process with an impartial person. The committee will include the required members, including an external member where mandated.

6. How to complain

You may report harassment to the Grievance Officer, yet to be appointed, at contact@sangathya.org, or to a trustee if the concern involves the Grievance Officer. You may also ask a colleague or volunteer to support you. Postal address: Registered address will be published once registration is complete.

Please share what happened, when, where, who was involved and any evidence or witnesses. You do not need to have every detail before reporting.

7. Interim measures

We may take interim measures while a complaint is investigated, such as changing reporting lines, adjusting schedules, restricting contact, suspending access or providing support. These measures are not a finding of guilt.

8. Investigation

We will investigate promptly, impartially and confidentially. Both the complainant and the person complained about will have an opportunity to be heard and to present relevant information. We will keep records and communicate the outcome to the parties, subject to privacy and legal limits.

9. Confidentiality

Information will be shared only with people who need it for the investigation, support, safety or legal compliance. We will not publish identifying details without consent or legal requirement.

10. Support

We will offer appropriate support, including information about internal and external options. Anyone affected may also contact the police, a medical professional, a counsellor or the relevant authorities.

11. Consequences

Substantiated harassment may lead to disciplinary action, termination of a volunteer or vendor relationship, referral to the police or other authorities, and other appropriate action. Deliberately false or malicious complaints may be treated as misconduct.

12. No retaliation

Retaliation against a complainant, witness or supporter is prohibited and will be treated as a serious breach of this policy.

13. Training and review

We will provide awareness and training on harassment, consent and respectful conduct. We will review this policy at least annually and after any serious complaint.