On 13th Aug 1997, the Supreme Court of India issued a judgment, Vishaka judgment that recognized and addressed sexual harassment at the workplace as a human rights violation. The Supreme Court in its judgment said every woman has a right to a safe workplace. The court gave directives for all employers/organizations making it mandatory to institute sexual harassment complaints committees at workplaces. The judgment also created sexual harassment prevention guidelines for the workplace. The sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 has replaced the guidelines/norms laid down by Hon’ able Supreme Court on sexual harassment and came into force from 9 December 2013. The Govt. of India made rules for carrying out the provisions of this Act, 2013.

R.T.C. B.Ed. College is an equal opportunity employment institution without regard to race, caste, religion, colour, marital status, sex, age, nationality, disability of its staff. The institution also believes that all employees of the Institution have the right to be treated with dignity. The institution believes that Sexual Harassment in any form at workplace is a grave offence. The institution holds the responsibility to identify and prevent Sexual Harassment and to develop a culture of “zero tolerance” for any form of Sexual Harassment at the Workplace. The institution will respond promptly to reports of Sexual Harassment and will take prompt and appropriate steps to take cognizance of acts/behavior that violates this Policy and if necessary, facilitate legal action.

• To create awareness on gender equality and gender justice.
• To develop a conducive atmosphere in the campus.
• To ensure provision of a work and educational environment that is free from sexual harassment.
• To take all reasonable steps (active and preventive in nature) to prevent the harassment occurring.
• To display anti-sexual harassment posters on notice boards in common work areas and distribute relevant brochures.
• To deal with the cases of discrimination and sexual harassment against the student / staff, in a time bound manner.
• To develop guidelines and norms for a policy against sexual harassment.

Behaviors that may constitute harassment are:

• Verbal or Physical threats.
• Insulting, Abusive, Embarrassing or Patronizing behaviour or Comments.
• Offensive gestures, Language, Rumors, Gossip or Jokes.
• Humiliating, Intimidating, Demeaning and/or Persistent criticism, Open hostility.
• Isolation or Exclusion from normal work or study place.
•  Publishing, Circulating or displaying pornographic, racist, sexually suggestive or otherwise offensive pictures or other materials.
 
• Unwanted physical contact, ranging from an invasion of space to a serious assault. The above list is not intended to be exhaustive.
The following is also sexual harassment and is covered by the committee:
• Eve-teasing.
• Unsavory remarks.
• Jokes causing or likely to cause awkwardness or embarrassment.
• Innuendos and taunts.
• Gender based insults or sexist remarks.
• Unwelcome sexual overtone in any manner such as over telephone (obnoxious telephone calls) and the like.
• Touching or brushing against any part of the body and the like.
• Displaying pornographic or other offensive or derogatory pictures, cartoons, pamphlets or sayings.
• Forcible physical touch or molestation.
• Physical confinement against one’s will and any other act likely to violate one’s privacy.

• To help women to realize their rights of freedom.
• To treat sexual harassment as a misconduct and initiate punitive actions for such misconduct.
• To assist the aggrieved woman to place the complaint.
• To safe guard the one who is victimized.
• To educate and train students about sexual harassment.