Anti-Harassment Policy

1. Scope

This policy applies to all individuals who use, work with, or engage through BforC Careers — including job seekers, employer partners, mentors, programme facilitators, and BforC team members. It covers conduct on the platform, in BforC-facilitated programmes, and in communications arising from platform interactions.

2. What Constitutes Harassment

Harassment includes any unwelcome conduct that creates a hostile, intimidating, or offensive environment. Under the POSH Act, 2013, sexual harassment includes but is not limited to:

• Physical contact and advances that are unwelcome
• Demand or request for sexual favours, directly or implicitly
• Sexually coloured remarks, jokes, messages, or media
• Showing pornography or sending unsolicited explicit content
• Any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature

Beyond sexual harassment, BforC also prohibits:

• Discriminatory conduct based on gender, religion, caste, disability, or sexual orientation
• Bullying, intimidation, or persistent unwanted contact
• Doxxing or sharing personal information without consent
• Threatening or violent language

3. Reporting a Complaint

If you experience or witness harassment through BforC, you may report it through any of the following channels:

• Platform report:Use the “Report” button on any job listing, employer profile, or message thread
• Email: Write to brainsforcompassion@gmail.comwith the subject line “Harassment Report”
• Anonymous report: You may submit a report without identifying yourself; note that anonymous reports may limit our ability to investigate and take action

Complaints should include: the nature of the conduct, when and where it occurred, who was involved, and any supporting evidence such as screenshots or messages.

4. Internal Complaints Committee (ICC)

In accordance with the POSH Act, 2013, BforC has constituted an Internal Complaints Committee (ICC) to receive, inquire into, and recommend action on complaints of sexual harassment.

The ICC comprises at least four members, with a presiding officer who is a senior woman employee, at least two members from among employees committed to the cause of women, and one external member from an NGO or association committed to the cause of women.

Contact the ICC at: brainsforcompassion@gmail.com

5. Investigation Process

Upon receiving a complaint, we will:

• Acknowledge the complaint within 48 hours
• Notify the respondent of the allegation and provide an opportunity to respond
• Conduct a fair, impartial, and confidential inquiry — interviewing parties and reviewing evidence
• Complete the investigation within 60 days
• Communicate findings and recommended actions to both parties

During an investigation, either party may request interim measures — such as temporary removal of the respondent's employer profile — to prevent further harm.

6. Possible Outcomes

If a complaint is substantiated, action may include one or more of the following, proportionate to the severity of the conduct:

• Written warning to the respondent
• Temporary suspension of platform access
• Permanent removal from BforC Careers
• Notification to the respondent's employer (where applicable)
• Referral to law enforcement authorities

Filing a complaint in bad faith is itself a violation of this policy and may result in action against the complainant.

7. Confidentiality

All parties to a complaint — the complainant, the respondent, witnesses, and ICC members — are bound by strict confidentiality. No details of a complaint, investigation, or outcome may be disclosed except as required by law or with the explicit written consent of both parties.

8. Non-Retaliation

BforC strictly prohibits any retaliation — direct or indirect — against anyone who has filed a complaint, participated as a witness, or assisted in an investigation. Retaliation includes adverse actions such as demoting, excluding, threatening, or harassing the complainant. Any act of retaliation will be treated as a separate, serious violation.

9. Contact

To report harassment, ask questions about this policy, or reach the ICC: