Gender Policy

U.S.-Pakistan Center for Advanced Studies in Energy USPCAS-E UET Peshawar promotes:

a) Gender equity in hiring, student enrollment and training, and men and women employees and students have the same pattern of progression and retention
b) Gender parity in student enrollment with 50% seats allocated to women students; depending
on the availability of candidates who fulfill the selection criteria.
c) Principle of fairness and gender equity incorporated into all aspects of; employment, enrollment, professional development policies and code of conduct.
d) Mentoring and networking opportunities for students (without gender consideration),
through conducting promotional and networking events on periodic bases.
e) Provide facilities including cafeteria space, pick and drop service, daycare for dependent
children.
f) Policy to prohibit harassment of its employees by anyone, including any supervisor, co-worker,
student, vendor, client or customer. This policy is also applicable to organization sponsored social events, work related travel or similar situations connected with academic/extracurricular activities.
g) Policies to prohibit any behavior on the part of employees which constitutes any form of
sexual misconduct, including sexual harassment, sexual exploitation, and sexual violence towards any other staff member, students, beneficiary etc.
h) Harassment of any kind disseminated to students in the form of orientation session.

SEXUAL HARASSMENT
“Harassment” means any unwelcome sexual advance, request for sexual favors or other verbal or written communication or physical conduct of a sexual nature, or sexually demeaning attitudes, causing interference with work performance or creating an intimidating, hostile or offensive work environment, or the attempt to punish the complainant for refusal to comply to such a request or is made a condition for employment.  For the purpose of clarity, this policy also covers the situations where students are sexually harassed or face behavior which falls under the definition mentioned above.
The above is unacceptable behavior in the organization and at the workplace, including in any interaction or situation that is linked to official work or official activity outside the office. Any Sexual Harassment case will be dealt with strictly in compliance as per Disciplinary and Grievance cases given in “U.S.-Pakistan Center for Advanced Studies in Energy USPCAS-E UET Peshawar HR Manual (2015)’’.  It is also important to clarify that sexual harassment can happen regardless of sexual orientation.

There are three significant manifestations of harassment in the work environment:

Abuse of authority
A demand by a person in authority,such as a supervisor, or HOD or else for sexual favors inpromotion, training opportunity, a transfer or the job itself or any other relaxation in rules and procedures which are generally not available to other employees. This also includes situations where a student is exposed to sexual advances by USPCAS-E employees for any favors in and outside campus environment.

Creating a hostile environment
Any unwelcome sexual advance, request for sexual favors or other verbal or physical conduct of a sexual nature, which interferes with an individual’s work/education performance or creates an intimidating, hostile, abusive or offensive work or campus environment.
The typical “hostile environment” claim, in general, requires finding of a pattern of offensive conduct, however, in cases where the harassment is particularly severe, such as in cases involving physical contact, a single offensive incident will constitute a violation.

PROCEDURE ON DEALING WITH SEXUAL HARASSMENT CASES
Following actions points will be ensured while dealing with sexual harassment cases in pre, during and post enquiry processes as mentioned in USPCAS-E HR Manual (2015). Following summarized points explain the broader parameters of the procedures to be adopted in harassment cases.
a)    USPCAS-E Competent Authority as per HR AUTHORITY MATRIX will form Inquiry committee within 7-14 working days when the matter is raised in writing by the aggrieved employee or student.
b)    Inquiry committee will be comprised of at least three senior members whom one member shall be women. In case of failure to form committee, the management may appoint member from external resources. Any member can become chairperson of the committee.
a.    Committee will communicate the charges and statement of allegations in wiring to the accused and require 7 working days to submit the written response  failing which committee will proceed ex-partite
b.    The committee order any witness, examination of documents, statements from both parties and ensure all possible measure to investigate and conclude the case in a fait and just manner.
c.    All communications will be kept confidential. The committee may appoint any employee to provide assistance to the any of the party if needed and /or both parties have the right to accompany any colleague or friend for support.
d.    The inquiry committee will conclude the case and submit its final findings and recommendations within 30 calendar days from the date it has been constituted.
e.    The committee may refer to disciplinary actions of minor and major levels as mentioned in this policy.
f.    The management of USPCAS-E shall decide and officially communicate the outcome and action to be taken to all concerned parties within 7 working days.
g.    Any party aggrieved by the decision of the management of USPCAS-E can appeal in writing to an ombudsman within 30 days of the decision communicated.