Overview of the Cell

Allana Institute of Management Sciences has constituted a Women's Cell to help maintain a symphonic atmosphere at the Institute, to enable women to pursue their work with dignity, self-esteem, and reassurance. The Cell has been working proactively to raise awareness on gender equality issues.

This Cell functions as the "Internal Complaints Committee" (ICC) as required by the "Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013".

AIMS is dedicated to maintaining a professional learning and working environment for its students and employees. One of the Women Cell's core mandates is to avert gender discrimination and inappropriate sexual conduct.

Aims & Objectives

• To receive any complaints from students/staff regarding sexual harassment.
• To conduct a systematic enquiry on receiving any complaints from aggrieved students/staff and submit a detailed report.
• To investigate the case based on the complaint relating to sexual harassment within 90 working days.
• To issue the inquiry report within 10 days from the date of completion of the inquiry.

Scope & Definition of Sexual Harassment

As per the Workplace Act 2013, the following are considered as "sexual harassment" (any unwelcome act or behavior, namely):

• Physical contact and advances.
• A demand or request for sexual favors.
• Making sexually colored remarks.
• Showing or displaying of pornographic material.
• Any other unwelcome physical, verbal, or non-verbal conduct of sexual nature.

The following circumstances, if present in relation to the behavior, also amount to sexual harassment:

• Implied or explicit promise of preferential treatment in employment.
• Implied or explicit threat of detrimental treatment.
• Implied or explicit threat about her present or future employment status.
• Interference with her work or creating an offensive or hostile work environment.
• Humiliating treatment likely to affect her health or safety.

Committee Members

Grievance Flowchart & Complaint Guidelines

Complaints can be formally submitted to the committee in the following manner:

• The aggrieved individual can make a complaint, in writing, to the Internal Complaints Committee within a period of 3 months from the date of the incident.
• The complainant should clearly write down her identity (name, group, division, and office premises) to ensure fast and fruitful redressal.
• Strict Confidentiality: Complete assurance is given that these details will be kept strictly confidential and not discussed outside the committee members.

ICC Complaint Resolution Flowchart