The Oxford College of Law has formed an Anti Sexual Harassment Cell in accordance with the requirements of the UGC and the Supreme Court in order to offer a healthy and welcoming environment to the University's personnel and students. The cell was created to accomplish the following four key goals:
a) To crea te standards and rules for a sexual harassment policy;
b) To provide guidelines and tactics for stopping sexual harassment.
b) To determine the specifics of the policy's execution.
d) To create a thorough action plan with both short- and long-term goals.
Sexual harassment of women deprives them of their dignity, which is a fundamental human right, and even one incident of harassment can leave victims grieving for a lifetime. There is no denying that the Vishakha Guidelines and the passage of 2013 are positive measures, but eliminating the culture of sexual harassment at work involves, among other things, erasing the stigma attached to those who are the victims of such blatant acts.
The Supreme Court of India issued a set of directives for employers and other responsible individuals or institutions to promptly ensure the prevention of sexual harassment in Vishaka Vs. State of Rajasthan. These guidelines were created because India's civil and criminal laws at the time did not effectively protect women from sexual harassment at work. According to India's Constitution's Article 141, these rules were to be regarded as the law until the proper legislation was made:
1. Responsibilities of the Employer and other liable parties in workplaces and other institutions
2. Prevention Measures
3. Criminal Procedures
4. Punitive measures
5. A complaints process
6. A complaints committee
7. Employee initiative
8. Awareness
9. Any outsider