HEAL affirms that the highest attainable standard of health, dignity, and bodily autonomy is a fundamental right of every person.
The organisation is committed to ensuring a workplace and programme environment free from sexual harassment, exploitation, intimidation, and discrimination. This policy is adopted in line with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and its accompanying Rules (“POSH Act”).
This policy applies to:
- All employees, project staff, community health workers, fellows, youth volunteers, consultants, interns, part‑time staff, board members, and any person engaged by HEAL in any capacity.
- All HEAL workplaces, including offices, field sites (communities, schools, health camps, clinics), home visits, partner premises, online and tele‑counseling spaces, events, trainings, exposure visits, and travel related to HEAL work.
Gender‑neutral commitment: While the POSH Act specifically protects women, HEAL extends its internal grievance mechanism to all persons, irrespective of gender identity or sexual orientation.
Core principles:
- Zero tolerance for sexual harassment and abuse of power.
- Survivor‑centric and trauma‑informed approach; no retaliation or victimization.
- Confidentiality maintained for all parties, with limited sharing on a need‑to‑know basis.
Definitions and Examples (Health and Youth Context)
Sexual harassment includes any unwelcome act or behaviour (directly or by implication), such as:
- Physical contact or advances; demand or request for sexual favours; sexually coloured remarks; showing pornography; or other unwelcome physical, verbal, or non‑verbal conduct of a sexual nature, including online.
- Misuse of a health, counselling, mentoring, or supervisory relationship to seek sexual favours or make sexual advances (quid pro quo), including linking access to benefits, programme selection, or recommendations to compliance with such demands.
- Creating a hostile or intimidating environment through sexist jokes, repeated comments on appearance, intrusive personal questions, or sharing sexual content on digital platforms related to HEAL work.
In field or health‑programme contexts, it may also include:
- Inappropriate touching during demonstrations or clinical interactions beyond professional necessity and without informed consent.
- Calling beneficiaries or youth participants at inappropriate hours for non‑work-related reasons with sexual intent.
Internal Committee (IC) and External Member
HEAL will constitute an Internal Committee (IC) in every workplace with ten or more employees, as required under the POSH Act.
Composition:
- Presiding Officer: Senior woman staff member at HEAL.
- At least two employee members with experience in gender, health, youth, or social work and/or legal knowledge.
- One external member from an NGO, collective, or legal practice experienced in gender-based violence, health rights, or youth protection.
- At least 50% of IC members shall be women.
IC details (names, roles, contact information):
- Displayed at all HEAL offices, field sites, and partner locations.
- Included in induction materials, volunteer handbooks, and youth fellowship orientation packs.
- Filing a Complaint: Any aggrieved individual may submit a written complaint to the IC within three months of the incident. The IC may extend this period in cases of hardship or exceptional circumstances.
- Confidentiality: The identity of the complainant, respondent, and witnesses will remain strictly confidential.
- Investigation: The IC will conduct a fair and impartial inquiry within 90 days of receiving the complaint, giving both parties equal opportunity to present their case.
- Action: If the allegations are substantiated, disciplinary action may include:
- Written apology
- Warning or reprimand
- Counselling
- Suspension or termination of employment/contract
- Legal action, if warranted
- Complainant’s Rights: To be treated with dignity and to receive a fair, impartial hearing. Retaliation or victimisation is strictly prohibited.
- Respondent’s Rights: To a fair and unbiased hearing with an opportunity to present their version.
- Bystanders’ Responsibility: Any employee or volunteer who witnesses harassment is encouraged to report it to the IC, supporting a safe workplace culture.
HEAL takes false or malicious accusations seriously. If a complaint is found to be deliberately false or made with intent to defame, appropriate disciplinary action will be taken against the complainant.
Prevention, Training, and Youth‑Safe Culture
HEAL focuses on prevention and awareness through:
- Mandatory POSH and gender-sensitivity orientation for all staff, fellows, youth leaders, community health workers, and volunteers.
- Annual refresher sessions and contextual case studies for managers, field coordinators, and IC members.
- Inclusion of POSH clauses in employment contracts, volunteer agreements, partner MoUs, and fellowship documents.
By maintaining and enforcing this policy, The HEAL Foundation aims to foster a respectful and harassment-free workplace where every individual feels valued and safe.