<aside> <img src="/icons/info-alternate_gray.svg" alt="/icons/info-alternate_gray.svg" width="40px" /> To report a harassment incident, please mail [email protected]. Current committee members are:
Presiding Officer: Sezal Jain
Members: Alisha Mohanty, Srihari Sriraman, Vikram Chintalapati
External Committee Member: Deepa Venkatraman
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nilenso believes in equal employment opportunity and that sexual harassment as a form of misconduct undermines the safety and dignity of all persons. We do not tolerate verbal or physical conduct that creates an intimidating, offensive, or hostile environment for our employees. Harassment of any kind, including sexual harassment, is forbidden in this organization and every employee has the right to be protected against it.
We are committed to creating a healthy and safe working environment that enables employees to work without fear of prejudice, bias and sexual harassment. All employees of this organization have the right to be treated with dignity.
The purpose of this policy is to prevent any acts of sexual harassment, and to provide an understanding of the mechanisms for redressal provided by this organization in the event of sexual harassment at the workplace. This policy has been created in accordance with the provisions of The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
"Sexual harassment'' includes any one or more of the following unwelcome acts or behaviour (whether directly or by implication) namely:
a. Physical contact and advances; or b. A demand or request for sexual favours; or c. Making sexually coloured remarks; or d. Showing pornography; or e. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature; f. Creating a hostile work environment by putting a complainant (on sexual harassment) in disadvantageous position w.r.t. employment, associated privileges, benefits & career enhancement. g. Deprecatory comments, conduct or any such behaviour based on the gender identity or sexual orientation of a person. h. Continued expressions of sexual interest against a person’s wishes
The following circumstances, among other circumstances, if it occurs or is present in relation to or connected with any act or behaviour of sexual harassment may amount to sexual harassment:
i. implied or explicit promise of preferential treatment in their employment; or
ii. implied or explicit threat of detrimental treatment in their employment; or
iii. implied or explicit threat about their present or future employment status; or
iv. interferes with their work or creating an intimidating or offensive or hostile work environment for them; or v. humiliating treatment likely to affect their health or safety.
Further behaviours of sexual harassment are defined as, but not limited to:
I. Verbal harassment of a sexual nature, such as lewd comments, sexual jokes or references, and offensive personal references; demeaning, insulting, intimidating, or sexually suggestive comments (oral or written) about an individual's personal appearance or electronically transmitted messages (Jokes, remarks, letters, phone calls);
II. A demand or request for sexual favors, sexually colored remarks, showing pornography, any other unwelcome physical conduct of sexual nature, lurid stares, physical contact or molestation, stalking, sounds, display of pictures, signs;
III. An act or conduct by a person in authority which makes the environment at workplace hostile or intimidating to a person or unreasonably interferes with the individual’s privacy and productivity at work; IV. Any other behavior which an individual perceives as having sexual overtones.