Gender Awareness
Excerpts from:
UNIVERSITY OF DELHI: Policy on Sexual Harassment, 2004
(read out and discussed during the 35thMeeting of SIG-DSU on 17thmarch, 2018)
The interpretation of the term, “work place,” for the purpose of the policy for the University of Delhi, will extend to all public spheres that remain in contact with members of the University community. Such public spaces include not just the physical premises under the supervision of the University system, but even areas in and outside Delhi, where University members reside or travel to as part of their work as members of the University. The jurisdiction will include fieldtrips, sports tournaments, conferences, college festivals and all other activities undertaken by any person as a member of Delhi University. (p. 184)
2.1 DEFINITION OF SEXUAL HARASSMENT
The following constitute sexual harassment:
1. When submission to unwelcome sexual advances, requests for sexual favours, and verbal or physical conduct of a sexual nature are, implicitly or explicitly, made a term or condition of teaching/guidance, employment, participation or evaluation of a person’s engagement in any University activity.
2. When unwelcome sexual advances, and verbal, non-verbaland/or physical conduct such as loaded comments, remarksor jokes, letters, phone calls or e-mails, gestures, exhibition of pornography, lurid stares, physical contact, stalking, sounds or display of a derogatory nature have the purpose and/or effect of interfering with an individual’s performance or of creating an intimidating, hostile, or offensive environment. (p. 186)
2.2 JURISDICTION
The rules and regulations outlined in this policy shall be applicable to all complaints of sexual harassment made:
I. By a member of the university against any other member of the university irrespective of whether the harassment is alleged to have taken place within or outside the campus.
III.By an outsider against a member of the University or by a member of the university against an outsider if the sexual harassment is alleged to have taken place within the campus.
IV. By a member of the university against an outsider if the sexual harassment is alleged to have taken place outside the campus. In such cases the Committee shall recommend that the university/college authorities initiate action by making a complaint with the appropriate authority. Further the committee will actively assist and provide available resources to the complainant in pursuing the complaint. (p. 187)
‘Campus’ includes all places of work and residence in the Delhi University or any college or institutions affiliated to the Delhi University. It includes all places of instruction, research and administration, as well as hostel, health centres, sports grounds, staff quarters, public places (including parks, streets and lanes) and canteens, etc. on the Delhi University campus or the campus of any college or institution affiliated to the Delhi University. (p. 188)
NOTE:
1. A complainant has the right to go public if s/he so desires. Going public before giving in the complaint to the committee by the complainant should not prejudice the committee members. Once a complaint has been given to the committee, the complainant should preferably not go public till the enquiry is completed unless required. (p. 198)
5.5 Ethics for Research Supervision
Time spent with supervisors must be professionally oriented and not be personal. Unnecessary requests to spend time with supervisors should be avoided. All meetings should be during office hours in office space. Doors should either have glass – and this should also include laboratory doors which usually must be kept closed --or else doors should be kept open during meeting times.
Redressal
1. UUCC/CCC/CPCC/ACC can ask the College/University to suspendthe alleged harasser from an administrative post/classes if his/her presence is likely to interfere with the enquiry.
4. The disciplinary action will be commensurate with the nature of the violation.
A. In the case of University/College employees, disciplinary action could be in the form of:
i. Warning
ii. Written apology
iii. Bond of good behaviour
iv. Adverse remarks in the Confidential Report
v. Debarring from supervisory duties
vi. Denial of membership of statutory bodies
vii.Denial of re-employment
viii. Stopping of increments/promotion
viii. Reverting, demotion
ix. Suspension
x. Dismissal
(p. 199)
B. In case of students, disciplinary action could be in the form of:
i. Warning
ii. Written apology
iii. Bond of good behaviour
iv. Debarring entry into a hostel/ campus
v. Suspension for a specific period of time
vi. Withholding results
vii. Debarring from exams
viii. Debarring from contesting elections
ix. Debarring from holding posts such as member of Committee of Courses,
membership of college union, etc.
x. Expulsion
xi. Denial of admission
xii. Declaring the harasser as “persona non grata” for a stipulated period of time (p. 200)
Conciliation
Clause 10 of the Act addresses ‘conciliation’ between the aggrieved woman and the respondent as the possible first step in case of a complaint, to be initiated only if the
aggrieved woman asks for it. (p. 222)