The CBI Academy in collaboration with UN Women organised training of the CBI ICC Chairpersons/Presiding Officers at a two day workshop on June 26th and 27th, 2014. The objective of the training was to build capacities of a select group of ICC Chairpersons on the issue of Sexual Harassment at workplace.

Dr. Charu WaliKhanna complimented CBI Academy for taking the lead in conducting training exclusively for Chairpersons/Presiding Officers of the ICC, who are fulcrum of the The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013. She said it is important that the Chairpersons/Members of the ICC be trained on how to conduct an inquiry and what procedure to follow. Training programmes are essential to sensitise/train members to recognise sexual harassment, deal with it when it occurs and prevent it. She spoke extensively on International Conventions, Genesis of the Sexual Harassment Act, the Vishakha Guidelines and the Act, 2013.

Member stressed on the duties of the employer as envisaged in the Act that such as providing safe working environment at the workplace which shall include safety from the persons coming into contact at the workplace; displaying at any conspicuous place in the workplace, the penal consequences of sexual harassments; and the order constituting, the Internal Committee under sub-section (1) of section 4; organizing workshops and awareness programmes at regular intervals for sensitizing the employees with the provisions of the Act and orientation programmes for the members of the Internal Committee in the manner as may be prescribed.

Dr. Charu WaliKhanna added that inquiries be conducted in a non-threatening atmosphere of mutual trust and respect for each other; reassure staff that all complaints of sexual harassment will be addressed, irrespective of the stature of the persons concerned; reinforce the fact that all cases will be dealt with following principles of natural justice and each party will get a chance to speak and put forth their point of view; assure women that they will not suffer any negative consequences if they register a complaint of sexual harassment; assure male staff that strict action will be taken against any individual who has registered a false complaint; and ensure that an atmosphere of comfort and ease is maintained amongst colleagues, even though they are more aware of following appropriate patterns of behaviour.

Member speaking on the model policy prohibition of sexual harassment at workplace said that in addition to reminding members of their rights and responsibilities, the policy should describe the resources available for information, support and addressing concerns and complaints.

The two day training included address by specialist on Introduction to Gender and Development, Understanding what Constitutes Sexual Harassment, Role of the Complaint Committee etc.

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