Sexual harrassment train ing

Interactive sessions for employees

Conduct interactive awareness sessions for employees on

Sexual Harassment at Workplace
Tackle the myths and facts associated with Sexual Harassment at the workplace while
educating your employees on their rights under the Act. This is followed up with employee
assessment and certification.
Session time: 2 hours
Prepare the Anti-sexual harassment policy in accordance with the law

Prepare a robust policy or re-write an existing one in accordance with the Act
Expected time: 4 to 5 working days

Anti-sexual harassment policy

Prepare the Anti-sexual harassment policy in accordance with the law

Prepare a robust policy or re-write an existing one in accordance with the Act
Expected time: 4 to 5 working days
Internal Complaints committee
Form an ICC committee within your organization, including NGO member

Identify and select employees to form the committee. We will also nominate and select an
NGO member.
Expected time: 2 to 3 hours per ICC

Sensitize and train ICC members

Sensitize and train ICC members on the Act, Rules and Regulations and its
Compliance

Sensitize your ICC members on sexual harassment at workplace, while also equipping them
with the know-how on systems, procedures, reporting and compliance required under the Act.
Session time: 6 hours
Prevention of Sexual Harassment at the Workplace
Sexual Harassment at the Workplace is seldom reported as the complainant fears facing subsequent harassment
by the perpetrator, losing one's job, or simply being the subject of gossip in the workplace. However, this is
exactly the reason why there is need to build awareness and bring about change in the way women handle the
issue. For the perpetrator, too, awareness is necessary so that he learns that trivializing the issue does not help;
rather it invites severe action under the existing Civil Services Rules (in the case of government servants) and

relevant provisions of the Sexual Harassment of Women at Workplace (Prohibition, Prevention and Redressal)
Act, 2013.
PRIA recognizes the urgency of bringing the issue of sexual harassment at the workplace to the forefront. PRIA
set up its own Committee Against Sexual Harassment in 1998, a year after the Supreme Court laid down the
Vishakha Guidelines for combatting sexual harassment at the workplace. Under the Vishaka Guidelines it was
made mandatory for workplaces to put in place internal complaints committees to receive and respond to cases
of sexual harassment.
PRIA's Campaign Against Sexual Harassment was initiated in January 2010 through an interactive website
(www.priacash.org). Similar efforts have been undertaken on social networking sites such as Facebook
(http://www.facebook.com/group.php?gid=131843440169937&ref=mf)
and
Twitter
(http://twitter.com/Gender_Matters).
In its work to promote awareness and sensitization on the issue of sexual harassment at the workplace, PRIA
has:

Undertaken trainings in both government and private organizations

Organised seminars

Conducted a rapid assessment of follow-up of directives of the Supreme Court of India on Prevention of
Sexual Harassment at the Workplace

Prepared step-by-step guidelines and manuals

Participatory Trainings on Prevention of Sexual Harassment at the Workplace

Some key partners for whom PRIA has conducted trainings for staff as well as committee members:

Airports Authority of India

British Council Management Services (Pvt.) Ltd.

Mitsui India Pvt. Ltd.

Committee members of all Government offices in the NCR region including hospitals for Delhi
Commission for Women

American India Foundation Trust

Karnataka Health Promotions Trust

Ramjas College, Kirorimal College, Bharati College, Hans Raj College, Gargi College, Miranda House
College and other Delhi University committees

Jindal Global University

Carmel Convent School

V.V. Giri National Labour Institute

The main objective of these trainings is to achieve clarity on the issue of sexual harassment and the roles and
responsibilities of committees in the organization. Understanding of what constitutes sexual harassment at the

workplace, role of the complaints committee and how to deal with cases of sexual harassment are some of the
aspects covered in the training. The training programmes are conducted using participatory training
methodologies and are designed to heighten awareness and sensitivity on gender issues with a view to
persuading all participants - man or woman - to take personal responsibility for their actions; specifically address
the growing
PRIA's interventions also include reviewing/formulating policies, third party representation and developing IEC
material

Seminars for Awareness Generation

In association with ILO and Gender Community UN Solution Exchange, PRIA organized a seminar on the
prevention of sexual harassment within the workplace on 24 March 2010. The seminar brought together
representatives from diverse sectors like government functionaries, non-governmental organizations, academia,
lawyers, trade unions, corporate, women's organizations and media. The seminar was held to bring a renewed
interest on the issue, expand the boundaries of understanding on the issue amongst various stakeholders, and
commonly arrive at strategies to push the issue within Parliament and other stakeholders.

Rapid Assessment of follow-up of directives of the Supreme Court of India on Prevention

of Sexual Harassment at the Workplace
This was undertaken in association with M/s Kochhar & Co. New Delhi for International Labour Organisation
(ILO) and Ministry of Labour and Employment (MoLE), Government of India
The rapid situational analysis was spread across 12 states - Andhra Pradesh, Assam, Delhi, Gujarat, Haryana,
Karnataka, Kerala, Madhya Pradesh, Meghalaya, Rajasthan, Uttarakhand and Uttar Pradesh - to identify the
factors that promote an enabling environment for regulatory responses and/or processes for the prevention of
sexual harassment in workplaces at the level of the state government. It was undertaken between November 5
and December 31, 2010.
The objective of the study was:

To ascertain the reasons for the disparities between the states in reporting, handling and resolving
sexual harassment at the workplace

To conduct a rapid situational analysis and identify the factors that promotes an enabling environment
for regulatory responses and/or processes for the prevention of sexual harassment in workplaces at the
level of the state government.

To facilitate a better understanding of the constraints faced by Labour Commissioners in fulfilling their
obligations in the prevention and redressal of sexual harassment at the workplace.

Preparation of Step-by-Step Guidelines and Manuals Undertaken for:

Delhi Commission for Women

International Labour Organisation

In recognition of the active role that PRIA played in conducting the Rapid Situational Analysis, and the role that it
has been playing in advocating the prevention of sexual harassment at the workplace, ILO approached PRIA to
develop a set of guidelines on the prevention of sexual harassment for Labour Commissioners and Internal
Complaints Committees with an express focus on strengthening their mandates and roles.
PRIA prepared two step-by-step guidelines, one for Labour Commissioners and the other for Internal Complaints
Committees at Workplaces
The Step-by-Step Guideline for Labour Commissioners contains information on what is sexual harassment
particularly referring to ILO Convention No. 111; what the law of India stipulates including its objectives and

punitive sanctions; what their statutory mandate is with respect to receiving complaints and what the process
must be when complaints are received; and what is their role with respect to preventing sexual harassment
through their normal oversight and advocacy functions to play their role effectively.
The Step-by-Step Guideline for Internal Complaints Committees contains information on what is sexual
harassment, in particularly referring to ILO Convention No. 111; what the law of India stipulates including its
objectives, punitive sanctions and employer liability; what an organisation's statutory mandate and obligations are
with respect to setting up a Complaints Committees, receiving complaints and what is the process when
complaints are received, including confidentiality, arbitration/adjudication and reporting obligations; and what is
their role with respect to preventing sexual harassment at the workplace through proactive zero tolerance policies
and education activities at all levels
For Delhi Commission for Women a guide book for the members of the Departmental Complaints Committee was
prepared. It contains landmark cases on sexual harassment, directions of the Hon'ble Supreme Court of India
and other matter apart from other important details on procedures to be adopted by the complainant and the
complaints hearing committee. The guidebook discusses the objectives, punitive sanctions and employer liability,
what the statutory mandates and obligations are with respect to setting up the Complaints Committees, receiving
complaints and the procedures to be adopted in the investigation of complaints. These guidelines also discuss
issues and norms related to confidentiality, arbitration, and adjudication, reporting obligations, and roles of
different stakeholders with respect to preventing sexual harassment at the workplace through proactive zero
tolerance policies and awareness activities at all levels. The guidebook is intended to be read along with the rules
notified by the government.

For INR Transfer

Name of the Account Holder: PRIA Educational Trust

Name of the Bank: Axis Bank Ltd.

Address of the Bank: K - 1998, Chittranjan Park, New Delhi - 110019

Account Number: 913010024103220

IFSC Code: UTIB0000430

For Dollar Transfer

Name of the Account Holder: PRIA Educational Trust

Name of the Bank: Axis Bank Ltd

Address of the Bank: K - 1998, Chittranjan Park, New Delhi - 110019

Account Number: 913010024103220

Axis Bank New Delhi Swift code:AXISINBB049

Corresponding Bank: JP Morgan Chase Bank, New York

Swift Code of Corresponding Bank: CHASUS33

IFSC Code: UTIB0000430

DEMAND DRAFT

Summary
THE SEXUAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION,
PROHIBITION AND REDRESSAL) ACT 2013 applies to all departments, organizations,
undertakings, institutions and offices where the number of employees exceeds more than ten.
Section 26 of 'The Sexual Harassment at Workplace Act, makes it mandatory for all
organizations to implement a sexual harassment prevention and redressal mechanism as
prescribed under the law. Non-compliance of the same shall be punishable under the law.
The legislation is largely in line with the procedure that Supreme Court has already laid down
in the case of Vishaka in 1997 that it is mandatory for all government and private sector
organizations, to institute specific conduct rules and preventive measures to eliminate sexual
harassment at the workplace. It would therefore be desirable to implement appropriate
mechanism in compliance with law.
Not having a credible, effective and compliant mechanism to deal with the complaints of
sexual harassment at workplace not only affects the reputation of the organization adversely
but would also result in non-compliance under the law.
We are engaged in assisting organizations in implementing credible, effective and compliant
mechanism to deal with issues of sexual harassment at workplace.

Say No to Sexual Harassment

Advocate & Law Advisor practicing in Bangalore in Civil and Family Law.
Would like to describe my work as that of a Law Professional with a deep
sense
of
social
responsibility.
Had been a Consultant and Advocate with the Alternative Law Forum in
Bangalore,
during
2005
2009.
Have worked closely with the Human Rights Groups, NGOs & Government
Departments.
Have experience in teaching, as a Lecturer at the Bangalore Institute of
Legal
Studies,
Bangalore.
(2003-2004)
Have been a Research Consultant on Projects relating to Property Titles;
and on Urban Governance, at the Centre of Excellence in Urban
Governance
at
IIM-B.
Designed and authored legal awareness brochures on Succession &
Inheritance rights of women, for Karnataka House-hold Assets Survey
(KHAS) program, a project at Centre for Public Policy, IIM-B.
Have worked on issues under Law & Policy with regard to Gender. Have
experience in drafting Anti-discrimination Policy, Anti-Sexual Harassment
Policy
at
workplace.
Placed as the Legal Advisor in Gender Sensitivity Committees;
as the External Member in Internal Complaints' Committee & Enquiry
Committees looking into Complaints of Sexual Harassment. Presently, also
the Joint Convenor, SASHA (Support Against Sexual Harassment).

Under other Civil Laws, have experience in Litigation with regard to

Contracts, Property Rights, Inheritance & Succession and infringement of
Intellectual Property Rights. Having experience as a Legal Professional for
over 15 years, have experience in drafting Legal Documents, Contracts &
Agreement. Also, work as Legal Consultant with Corporate set-ups on
Employment
related
Contracts
&
Covenants.
Post-graduation in Law (LL.M) from National Law School of India University,
Bangalore;
Graduation (LL.B) from Vaikunta Baliga School of Law, Udupi.
UGC NET qualified.

2nd

Sowmya Bhat
Advocate & Joint Convenor
Location
Bengaluru, Karnataka, India
Industry
Law Practice

Edit experience
Current

1. SASHA (Support Against Sexual Harassment at

Workplace),
2. KUKKAJE & BHAT

1. Indian Institute of Management,

Bangalore,
Edit experience
Previous

2. Alternative Law Forum,

3. Bangalore Institute Of Legal Studies
Edit experience

Edit education
Education

1. VBCL, Udupi & NLSIU, Bangalore

Edit education

465connections

Placed as the Legal Advisor in Gender Sensitivity Committees in Private Companies,

Media Houses, NGOs;
* External Member in Internal Complaints' Committee & Enquiry Committees
looking into Complaints of Sexual Harassment at workplace
* Drafting Policy & Procedures for various workplaces, under the Law for the
Prevention of Sexual Harassment at Workplace.
* Conduct orientation programs, awareness workshops & training programs under the
Sexual Harassment Prevention Law

Advocate & Law Advisor

KUKKAJE & BHAT
July 2000 Present (15 years 3 months)Malleshwaram, Bangalore.

* Litigator - in matters relating to Property Law, Contract Law, Law relating to

Intellectual Property & Company Law; Consumer Law - both trial & appellate Courts;
* Consultant & Advocate in Gender & Family Law; Law against Domestic Violence;
and Sexual Harassment Prevention Law

Research Consultant
Indian Institute of Management, Bangalore
October 2009 November 2012 (3 years 2 months)Bangalore

Worked as a Research Consultant on projects of the Center of Excellence in Urban

Development, Center for Public Policy - relating to Property Title.
Designed and authored legal awareness brochures on Succession & Inheritance Laws
for Karnataka House-hold Assets Survey (KHAS) program, a project at Centre for
Public Policy

Advocate & Consultant

Alternative Law Forum
May 2005 June 2009 (4 years 2 months)Bangalore

* Took up litigation concerning disputes relting to women, senior citizens and the
urban poor.
* Conducted awareness programs in Law to various groups of women, students

* Consultant in gender sensitization programs & workshops

* Undertook research programs in Gender & the Law

Lecturer
Bangalore Institute Of Legal Studies
June 2003 May 2004 (1 year)Bangalore

Taught Property Law, Arbitration Law & Legal Services to the 5th year, LL.B
students.

Junior Advocate
Holla & Holla, Advocate
June 1998 May 2000 (2 years)Bangalore

Drawn in favour of: PRIA EDUCATIONAL TRUST

Payable at: New Delhi

Shweta Luthra
Legal Consultant at SASHA (Support Against Sexual Harassment)
Location
Bengaluru, Karnataka, India
Industry
Legal Services
1. School of Law, Christ University,
Bangalore,
Edit experience Previous

2. University of Oxford,
3. Amarchand Mangaldas
Edit experience

Edit education Education

BANGALORE:
KANTI JOSHI

1. University of Oxford

Kanti Joshi, is an Advocate and Legal Consultant providing Support Services Against Sexual
Harassment (SASHA) in the Workplace. Kanti has conducted more than 50 awareness sessions
at various levels; and is a part of around 25 internal complaints committees as an external
member across different sectors covering hospitals, educational institutions, non-governmental
organisations, manufacturing units, restaurants, pharmaceutical companies, IT and ITes
organisations.
Profile
SOWMYA BHAT
An Advocate practicing in Bangalore since 1999, in matters of Contract Law, Property Law,
Succession & Inheritance Laws and Gender & Family Law. Has been litigating with a deep sense
of social responsibility; working on issues that concern the socially disadvantaged people and
litigating on matters relating to women, senior citizens and the urban poor. Has experience in
legal awareness training and gender sensitization.
Profile
SHWETA LUTHRA
Shweta Luthra is an Advocate and consultant with SASHA. She has a MSc in Criminology and
Criminal Justice from the University of Oxford and is currently pursuing her PhD on a part-time
basis from the University of Leicester. She serves as a part-time faculty of law at Christ University
for one trimester a year, and spends the remainder of her time conducting training sessions on
sexual harassment for various corporates and government departments. She also sits as the
external member on Internal Complaints Committees and assists in resolving sexual harassment
complaints.
Profile
SREEVIDYA VARMA
Sreevidya Varma is an Advocate and consultant with SASHA. She has a MA in Applied Social
Policy Research from the Newcastle University. She has a decade of research expertise in
the field of women and development. She has conducted many research projects
in sustainable development and empowerment of women through entrepreneurship. She has
been involved with gender and workplace research since 2012 and conducts training sessions on
workplace sexual harassment since. She also serves as the external member on Internal
Complaints Committees of corporate firms.
Profile
MUMBAI:
ANAGHA SARPOTDAR

Anagha Sarpotdar is a consultant working on sexual harassment since 2005. Anagha is currently
pursuing her Ph.D from the Tata Institute of Social Sciences, Mumbai. Her thesis is on sociolegal aspects of sexual harassment at workplace. She has authored several articles on the issue.
She has been a part of various Internal Complaints Committees as an External Member and has
conducted several trainings with senior management, ICC members and employees. She is the
external member with State Level Complaints Committee constituted by Government of
Maharashtra at Mantralaya. She has also been instrumental in providing content to various
learning programmes on the issue of sexual harassment at the workplace.
Profile