At the Centre for Discourse, Fusion, and Analysis (CDFA), we believe that safety, dignity, and inclusion are not optional ideals but non-negotiable responsibilities. CDFA is committed to creating and sustaining a work environment that is free from discrimination, harassment, marginalization, and abuse — a space where individuals from all backgrounds, identities, and experiences can work, research, collaborate, and express themselves without fear, prejudice, or systemic disadvantage.
Our commitment to being a safe space applies not only in principle but through robust institutional mechanisms, including our Internal Committee (IC) under the Prevention of Sexual Harassment (PoSH) Act, well-defined grievance redressal systems, and inclusive workplace policies that uphold equity, justice, and empowerment — especially for women, gender minorities, Dalits, Adivasis, religious minorities, persons with disabilities, and other historically marginalized communities.
1. CDFA’s Institutional Commitment to Safety and Inclusion
1.1 Workplace Culture and Ethos
CDFA fosters a workplace culture where:
- Every individual is treated with respect and dignity, regardless of their gender, caste, class, religion, ethnicity, sexual orientation, or ability.
- Hierarchies of power are balanced by empathy, transparency, and dialogue.
- Difference is valued, and diverse perspectives are not only accommodated but encouraged.
- The well-being of individuals — physical, emotional, psychological, and social — is central to how the institution functions and grows.
1.2 Inclusion at Every Level
From governance to ground operations, CDFA ensures representation and inclusion by:
- Encouraging gender-balanced leadership in its Governing Council, Advisory Board, and Executive Council.
- Appointing women and minority experts in leadership roles across its eight research divisions.
- Actively recruiting women and individuals from marginalised backgrounds for fellowships, internships, and ambassador programs.
- Offering reasonable accommodations for persons with disabilities and flexible work options for caregivers and parents.
2. Prevention of Sexual Harassment at the Workplace (PoSH)
2.1 Legal Framework and Institutional Adoption
CDFA strictly adheres to the provisions laid out in the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the PoSH Act. This Act is a landmark legislation that mandates workplaces in India to provide a safe, secure, and dignified environment for women.
The Act defines sexual harassment in comprehensive terms and requires every organization with 10 or more employees to establish an Internal Committee (IC) to redress complaints of sexual harassment.
CDFA complies fully with this legal mandate and goes further to internalize its principles into institutional culture.
3. Definition of Sexual Harassment under PoSH
Sexual harassment includes any one or more of the following unwelcome acts or behavior (whether directly or by implication):
- Physical contact and advances
- A demand or request for sexual favors
- Making sexually colored remarks
- Showing pornography
- Any other unwelcome physical, verbal or non-verbal conduct of sexual nature
It also covers hostile work environments, implied threats, humiliation, or intimidation faced due to gender identity or refusal to comply with sexual advances.
CDFA recognizes the broader reality of intersectional harassment and is committed to addressing it sensitively and seriously.
4. CDFA’s Internal Committee (IC)
4.1 Composition
The Internal Committee at CDFA is constituted in accordance with Section 4 of the PoSH Act and includes:
- A Presiding Officer, who is a senior woman employee
- At least two members committed to the cause of women or having legal or social work experience
- One external member from an NGO, legal or academic background specializing in women’s rights
- Adequate representation from minority, disabled, and junior staff to ensure fair and inclusive inquiry
The term of each IC member is three years, subject to renewal or replacement based on performance and availability.
4.2 Powers and Functions
The IC is empowered to:
- Receive written complaints of sexual harassment from any employee or intern
- Initiate inquiries in accordance with natural justice and due process
- Recommend interim relief (including leave, transfer, work-from-home) to the complainant
- Submit findings within 90 days of inquiry
- Recommend disciplinary action, including warning, salary deduction, demotion, or termination
- Provide support and counselling, and ensure non-retaliation
5. Filing a Complaint: Procedures and Safeguards
5.1 How to File a Complaint
- Any aggrieved woman can file a written complaint within three months of the incident (or series of incidents) either:
- By email to IC@cdfa.org.in
- In sealed written format submitted to the Presiding Officer or any designated IC member
- The complaint may also be filed by:
- A colleague or friend with the victim’s consent
- A family member/legal guardian in case the complainant is incapacitated
5.2 Confidentiality
All complaints and inquiry proceedings are strictly confidential, in accordance with Section 16 of the PoSH Act. Any breach of confidentiality by any party, including the complainant, respondent, or IC members, shall attract disciplinary action.
5.3 Support to Complainant
- CDFA provides emotional counselling, if needed
- No complainant shall suffer retaliation in the form of demotion, isolation, or work overload
- All parties are assured of fair hearing, non-judgmental atmosphere, and timely justice
6. Redressal and Penalty
Based on the IC’s report, CDFA may take the following actions against the respondent:
- Warning and written apology
- Reprimand or censure
- Transfer to another department or location
- Demotion or salary reduction
- Suspension or termination of contract
- Legal proceedings in cases of criminal offenses
False or malicious complaints, if proven, may also be acted upon — though the benefit of doubt is given, and an inability to prove a claim is not equated with malice.
7. Beyond PoSH: CDFA’s Broader Safety Ecosystem
7.1 For LGBTQ+ Individuals and Gender Minorities
Though PoSH applies legally to women, CDFA has adopted gender-inclusive policies that protect trans, queer, and non-binary individuals. Complaints from individuals of all gender identities are entertained under CDFA’s Extended Code of Conduct and Grievance Redressal Policy.
7.2 For Dalit, Adivasi, and Minority Staff
Recognizing the everyday structural violence and microaggressions faced by individuals from marginalized caste, tribal, and religious backgrounds, CDFA actively:
- Trains senior staff in caste- and identity-sensitization
- Encourages anonymous feedback reporting
- Ensures equitable treatment and career progression
- Creates safe channels for reporting caste-based discrimination or subtle exclusion
7.3 For Persons with Disabilities
- CDFA provides reasonable accommodations and accessible infrastructure
- Language support (braille, sign language) and work flexibility are integrated wherever possible
- Harassment based on disability is treated on par with sexual harassment and referred to IC
8. Training and Awareness
CDFA believes prevention is better than redressal. Hence, it conducts:
- Annual PoSH orientation workshops for all members, interns, and associates
- Sensitization modules for division heads, ambassadors, and field researchers
- Mock complaint handling sessions for IC and HR staff
- Informational posters and emails reminding employees of their rights and channels
All IC proceedings, outcomes, and training reports are submitted annually to the Governing Council and published in the CDFA Annual Institutional Integrity Report (non-identifying, aggregated format).
9. Fieldwork and Remote Work Safety
CDFA ensures safety even outside its office spaces:
- Researchers are briefed about safety protocols before any fieldwork
- Gender-sensitive field protocols and grievance systems are part of project design
- Staff members working remotely or from partner institutions have equal protection under PoSH and the CDFA Code of Conduct
CDFA enforces a zero-tolerance policy towards harassment, abuse, or discrimination — not only as legal compliance but as a matter of principle. Creating a culture of care is everyone’s responsibility. Senior leadership is expected to model ethical behavior, address systemic imbalances, and intervene proactively when signs of discomfort, hostility, or exclusion arise.
We believe that safety is not merely about grievance resolution — it is about building trust, equity, and accountability into the very fabric of our institution.
Conclusion
The promise of CDFA is that of a safe, inclusive, and empowering space for all — especially those whom society has historically excluded or silenced. Whether you are a woman, a Dalit researcher, a trans field intern, a disabled campus ambassador, or a grassroots volunteer — your voice matters here.
Safety is not a privilege. At CDFA, it is a right — and a duty shared by all.