Role and Responsibility of Anti-Sexual Harassment Committee

• To ensure provision of a work and educational environment that is free from sexual harassment (Sexual harassment is defined by law from the perspective of the person who has been harassed and it occurs if the person feels harassed feels offended, humiliated, or threatened by the conduct and it is reasonable, in all circumstances that the person they have harassed would feel hurt, humiliated or threatened).

• To prevent all reasonable steps (active and preventive in nature) to prevent the harassment; To address any oral / written complaint about: unwelcome sexual advances, unsolicited acts of physical intimacy, unwelcome requests for sexual favor or other unwelcome conduct of asexual nature. Unwelcome conduct of a sexual nature includes oral sentences of a sexual nature to a person, or in a person’s

• Obtain high level support from the chief executive officer and principal & director for implementing a comprehensive strategy:
  • Providing information to all staff and students about what constitutes sexual harassment and about their responsibility not to sexually harass other staff and students
  • Providing information and training to managers, supervisors and staff conducting teaching and learning activities on meeting their responsibilities in relation to a work and study environment free from sexual
• Develop a written policy which prohibits sexual harassment. The Institute shall have a Sexual Harassment The policy outlines the Institute’s key commitments and legal responsibilities and provides a definition of sexual harassment and behaviors that are not acceptable.

• Regularly distribute and promote the policy at all levels of the organization; Ensure that managers and supervisors discuss and reinforce the policy at staff meetings; Provide          the      policy and             other        relevant        information  on             sexual harassment to new staff as a standard part of induction; Periodically review the policy to ensure it is effective and has up to date

• Display anti-sexual harassment posters on notice boards in common work areas and distribute relevant brochures; Conduct regular awareness raising sessions for all staff on sexual harassment issues.

• Ensure that complaints processes:
  • are clearly documented;
  • are explained to all employees;
  • offer both informal and formal options for resolution;
  • Address complaints in a manner which is fair, timely and confidential;
  • are based on the principles of natural justice;
  • provide clear guidance on internal investigation procedures and record keeping;
  • Give an undertaking that no employee will be victimized or disadvantaged for making a complaint