Prevention of Sexual Harassment Policy
This public page provides general workplace-harassment information. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and child-protection law have different scopes and procedures. Staff, students, parents, contractors and visitors should obtain the current signed policy and use the reporting route appropriate to the person and concern; this website summary does not replace either.
Commitment to a Safe Environment
The school is dedicated to maintaining an environment that is free from all forms of sexual harassment, discrimination, and intimidation. Every individual associated with Doon Global School has the right to be treated with dignity and respect.
- The school upholds a zero-tolerance stance against any form of sexual harassment.
- All members of the school community are expected to contribute to maintaining a respectful and safe environment.
- Awareness programs and sensitization workshops are conducted regularly for staff, students, and parents.
- The school ensures that the rights and dignity of all individuals are protected at all times.
What Constitutes Sexual Harassment
Sexual harassment includes, but is not limited to, any unwelcome behavior of a sexual nature that may cause discomfort, humiliation, or offense. This encompasses:
- Unwelcome physical contact or advances
- Demand or request for sexual favors
- Sexually colored remarks, jokes, or comments
- Showing or sharing inappropriate content, including through digital means
- Any other unwelcome verbal, non-verbal, or physical conduct of a sexual nature
Complaint Process
Doon Global School has established a clear and accessible complaint process to ensure that any incident of sexual harassment is addressed promptly and effectively.
- Filing a Complaint: Any individual who experiences or witnesses an incident of sexual harassment may file a written complaint with the Internal Complaints Committee (ICC). Complaints can be submitted in person, via email, or through a sealed letter addressed to the Presiding Officer of the ICC.
- Acknowledgment: Ask for written acknowledgment and the current procedure, responsible committee or authority, available support and next steps.
- Investigation: The ICC will conduct a fair, impartial, and thorough investigation within a reasonable time frame. Both the complainant and the respondent will be given an opportunity to present their case.
- Resolution: Based on the findings, the ICC will recommend appropriate action to the school management. Actions may include counseling, warnings, suspension, termination, or referral to law enforcement authorities as warranted.
- Review or Appeal: The findings should state the applicable review or appeal route and time limit. Do not rely on an old website deadline; obtain the current statutory and service-rule information with the written outcome.
Internal Complaints Committee (ICC)
Ask the school or employer for the current committee constitution or order, member names, contact method and term. The statutory framework describes roles that may include:
- Presiding Officer: A senior female member of the school staff
- Internal Members: Two members from the teaching or administrative staff committed to the cause of gender justice
- External Member: A representative from a recognized non-governmental organization or an individual experienced in matters related to sexual harassment
Confirm the committee's current contact method, jurisdiction, assistance available for making a written complaint and the process that applies to the particular concern.
Confidentiality
Complaint information should be handled according to the applicable confidentiality rules and shared only as required for support, fair process, safeguarding, statutory reporting or other lawful action. Confidentiality cannot be promised without those limits.
- Ask who may access the complaint and how records are secured.
- Parties should be told the confidentiality duties that apply during and after the process.
- Safety, legal reporting and a fair opportunity to respond may require limited disclosure.
- Report retaliation or pressure through the current escalation route.
Protection Against Retaliation
The school strictly prohibits any form of retaliation against individuals who report incidents of sexual harassment or participate in the investigation process. Any act of retaliation will be treated as a separate offense and dealt with accordingly.