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RCEW Women Cell

The Women Cell

RCEW, Jaipur

The Women's Cell of RCEW, Jaipur exists since beginning, in accordance with the Supreme Court ruling of 1997 on the issue of sexual harassment in the workplace. Its objectives are:

  • To uphold the dignity of women at RCEW.
  • To facilitate a gender-sensitive and congenial working environment at RCEW so that women, whether female students or female Employee (contractual, casual, temporary and permanent), are not subjected to gender- specific discrimination or sexual harassment.

PURPOSE AND FUNCTION

To facilitate a gender-sensitive and congenial working atmosphere at RCEW so that women at work place are not subjected to gender specific discrimination or sexual harassment.

WHAT CONSTITUTES HARASSMENT?

Any unwelcome sexually determined behaviour (physical, verbal or any other form) which violates a women’s dignity and interferes with her ability to operate freely at work. Harassment would also include gender based discriminatory behaviour.

WHO CAN APPROACH THE CELL?

Any student of RCEW, academic/ non-academic (including contractual, casual and temporary).

HOW TO LODGE A COMPLAINT?

The person concerned can personally approach/ telephone/ write/ e-mail any member of the Cell. The name of the complainant will be kept confidential.

Members

  1. Name of the person : Dr. Renu Joshi,

Designation:    Principal

Name of the person: Dr. Neetu Sharma

 Designation: Chief Proctor

  1. Mrs. Neetu  Sharma (Computer Science)
  2. Dr. Shalini Jain (HOD, Maths)

Sexual harassment defined:

ID According to the Vishaka guidelines of the Supreme Court, sexual harassment is defined as unwelcome sexually determined behaviour such as:

  • physical contact, gestures, or stalking
  • a demand or request for sexual favours
  • sexually oriented remarks
  • showing pornography
  • use of electronic media (phone, internet) for perpetrating offensive acts
  • any other unwelcome physical, verbal, or non-verbal conduct of a sexual  nature.

 

Recognizing sexual harassment:

Sexual harassment could be difficult to identify due to prevailing and pervasive myths such as

  • decently dressed women are not sexually harassed,
  • women who object to sexual harassment are over-reacting,
  • women keep quiet when harassed because they like eve-teasing, and sexist attitudes such as
  • provocatively dressed women ask to be sexually harassed and have no right to complain.
  • The above instances are examples of further victimizing and traumatizing victims of sexual harassment.

Attempts to influence/intimidate by linking professional advancement with sexual favours, or creating a hostile work environment through (for instance) sexually coloured conversations, letters, telephone calls and text messages, or making demeaning comments about women's roles in society are all cases of sexual harassment.

In short, the definition of sexual harassment is broad enough to include all kinds of offensive, hostile, intimidating, humiliating and exploitative language, gestures and conduct.

DO'S AND DON'T'S

  • Don't feel a sense of shame. Tell the harasser very clearly that you find this behaviour offensive.
  • Don't ignore the harassment in the hope that it will stop on its own; come forward and complain.
  • Talk to somebody you trust about the harassment. It will not only give you strength, but also help others to come forward and complain.
  • Don't feel a sense of shame. Tell the harasser very clearly that you find this behaviour offensive.
  • Keep a record of all incidents of sexual harassment in a notebook. If you feel the need to register a formal complaint later, this record will be helpful.

Most importantly, the victim must never blame herself for the harassment

ACTION

If informal methods such as telling the perpetrator to stop harassing do not succeed, the victim can lodge a complaint through email or by a telephone call to any of the members.

The complainant’s name and identity will be kept confidential.

After it has been proved that the offender has indulged in sexual harassment, appropriate punitive action will be taken against him, irrespective of his status in the institute - whether staff, faculty or student.