Our Commitment

• Respect & Equality: Foster a workplace built on mutual respect, equality, and professionalism.
• Dignity for All: Ensure every female employee is treated with dignity, irrespective of gender or position.
• Awareness & Training: Promote awareness of appropriate workplace behaviour through regular training and sensitization programmes.

What Constitutes Sexual Harassment?

Sexual harassment includes any unwelcome act or behaviour of a sexual nature, whether verbal, non-verbal, physical, written, or digital, that creates an intimidating, hostile, or offensive work environment.

Employee Responsibilities

• Treat colleagues, students, visitors, and stakeholders with respect.
• Refrain from any form of harassment, discrimination, or inappropriate conduct.
• Participate in POSH awareness programmes and comply with the Foundation’s policies.
• Report incidents or concerns promptly and responsibly.

Who is Covered Under the POSH Act?

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 extends protection to every woman at the workplace, regardless of her age or employment status. The Act also places a responsibility on employers to ensure a safe and respectful working environment for everyone.

• Permanent, temporary, probationary, contractual, and part-time employees.
• Trainees, interns, apprentices, and volunteers (whether paid or unpaid).
• Consultants, advisors, and professionals engaged by the organization.
• Daily wage workers and outsourced personnel.
• Visitors, clients, customers, vendors, suppliers, and service providers while interacting with the workplace.
• Any woman visiting the workplace in connection with employment, education, or official work.
• Employees working from home, on official travel, at off-site meetings, training programmes, conferences, or any location considered part of the workplace.

What is Considered a Workplace?

• Office premises and branch offices.
• Educational institutions and training centres.
• Employer-provided transportation.
• Work-related travel, meetings, seminars, and conferences.
• Virtual or online workspaces used for official communication, including emails, video meetings, and workplace messaging platforms.
• Any place visited by an employee during the course of employment.

Reporting a Complaint

1. Experience or Witness: Employees who experience or witness sexual harassment.
2. Report to the ICC: Report the matter to the Internal Complaints Committee (ICC).
3. Confidential & Fair Handling: All complaints are handled with confidentiality, fairness, and sensitivity, ensuring protection against retaliation.

Our Promise

Ajmal Foundation is committed to creating a workplace where every individual feels safe, valued, and empowered to contribute with confidence. Together, we uphold a culture of dignity, respect, and accountability.