Gender Policy

1. Preamble :

Ramakrishna Mission Ashrama, Narendrapur, an affiliated branch centre of Ramakrishna Mission, Belur Math, is a multi-unit educational hub situated in the coastal district South 24 Parganas, within the geographical jurisdiction of greater Kolkata. The Ashrama runs a residential college, a residential school, Lokasiksha Parishad, the integrated development training-cum-service based institution, an ITI, A Primary School, a Charitable Dispensary and Ayurvedic Clinical Unit etc. To run all these activities it obviously involves different groups of stakeholders irrespective of caste creed, sex, religion etc at different levels of its operation with the riders as required for keeping its fundamental ideologies in tact. The Ashrama, although never discriminates amongst its stakeholders, feels that a structured Gender Policy Document should be framed for the reasons more than one.

2. Objective :

1. The primary aim to frame a policy document related to gender issues is to highlight the fundamental spiritual ideal of this monastic order so that both of its internal and external stakeholders understand its standing and approach of services in different sectors.
2. Such a policy s also aimed to provide a clear-cut vision to all concerned regarding the high values which this institution upholds in relation with gender issues.
3. This policy will further guide all its stakeholders to maintain certain rules and pattern of behaviour while addressing gender issues.
4. Such a policy will unwaveringly declare its zero tolerance against any sort of gender discrimination and atrocities.

3. Guiding Principles :

1. Ramakrishna Mission Ashrama, Narendrapur, an affiliated branch centre of Ramakrishna Mission, Belur Math, follows the ideal as preached and lived with by Sri Ramakrishna Paramahamsa, Holy Mother Sri Sarada Devi and Swami Vivekananda. Being a monastic organisation, it follows the monks’ traditions as upheld by the age- old spiritual legacy of India and also the grand heritage that has been created through the lives of Sri Ramakrishna, Sri Sri Ma Sarada Devi and Swami Vivekananda. Utmost
respect to all genders forms the core of all policies of this organisation.
2. As a monastic organisation it also upholds the pious vow of chastity and sacredness in its style of works and its approaches in behaviours.
3. Without compromising the above pledges, it includes all genders in its fold and involves all genders in its service activities as feasible.
4. It upholds the policy of zero tolerance in terms of any sort of atrocities against any gender.
5. It always takes non-partisan approach in addressing any issue related to gender.

4. Activities to create sensitivity in favour of the policy :

1. The Ashrama ambience of this organisation opens up the scope for the stakeholders to become aware of the guiding principles.
2. Regular prayer and meditation provide the opportunity to our stakeholders to calm down the inner life so that these guiding principles can be comprehended and internalised by them.
3. Project-oriented workshops are held before the beginning of any project to orient the stakeholders regrading the policy.
4. Annual Convention and occasional meeting are organised to maintain the grooming process seamless and continuous.
5. All units of the Ashrama also organise different awareness activities to sensitize its stakeholders regarding the dos and don’ts keeping in line the ideology of this Ashrama.
6. Appropriate committees are constituted and remain operational so that any antagonistic attitude and activity can be traced, addressed and solved with immediate
effect.
7. The Ashrama management keeps keen vigilance on all such issues so that ideas and ideals are maintained in letter and spirit.
8. Different external agencies, organisations, groups and individuals who come in contact with this Ashrama in relation with the service activities as partners, collaborators or participants are made aware of the ideas and ideals of this organisation so that they become sensitized with the gender policy of this particular spiritual monastic Order.

5. Practices to Translate the Policy in Action :

a. Targeting and Participation of both Genders:
Based on the objectives, guiding principles and awareness framework, workshops are conducted with participation of both men and women of all communities to prioritize the gender specific need during project implementation. This ensures stakeholders commitment to the project.

b. Capacity Building and Empowerment:
Capacity building and women empowerment is considered an important step by the Ashrama during implementation phase. Depending on the nature of the project, participation is invited from both men & women for capacity build workshop.

c. Gender Responsive Monitoring and Evaluation:
Ashrama captures demographic details of project beneficiaries, which includes gender, caste, poverty level etc. and analyses the data periodically to finetune the programme. However, equal participation is always not the guiding criterion for all programmes e.g. Agricultural Projects are male centric whereas skilling in vocation trades e.g. Tailoring, stitching, handicrafts etc. are female centric. Due consideration is accorded to this aspect while evaluating the impact of the project.

d. Policy Advocacy:
Awareness workshops to advocate importance of Gender Mainstreaming following the Ramakrishna Mission objectives and guiding principles are conducted periodically at various stages of the project.

e. Doctrines:

i. Indian Spiritual Values and Mother-worship : The basis of the gender policy as envisaged by Indian Traditions and in particular by the Monastic Order like Ramakrishna Mission is seeing Mother-in-All.
ii. Gender Equality: It aims to eliminate gender-based disparities and ensures that gender does not determine access to opportunities or treatment in the workplace.
iii. Non-Discrimination: All employees are treated fairly, with respect, and without bias.
iv. Equal Opportunities: The organization is committed to ensuring that all employees, regardless of gender, have equal access to career opportunities, training, development, and promotions.
v. Inclusive Culture: We foster an inclusive, respectful, and diverse workplace where all genders are valued and included in decision-making and participatory roles.
vi. Pay Equity: We ensure that men, women, and individuals of all gender identities receive equal pay for equal work considering position, qualification, experience.

f. Recruitment, Selection, and Employment Practices:

i. Non-Biased Recruitment: Our recruitment and selection process are free from gender bias. Job descriptions are gender-neutral in majority of the roles, and all candidates are assessed based on their qualifications, skills, and experience, not their gender.

ii. Fair Employment Practices: All decisions regarding promotions, training, professional development, and other employment-related activities are made without regard to gender.

g. Responsibilities:

i. Organisation: The Organisation oversee the development, implementation, and review of gender equality initiatives and ensure that this policy is communicated, implemented, and adhered to.
ii. Leadership Commitment: Senior leaders are responsible for fostering a culture of gender equality, providing the resources necessary for its implementation, and leading by example in promoting gender equity.
iii. Managers and Supervisors: All managers and supervisors ensure the implementation of this policy in their teams, model inclusive behaviours, and ensure that gender equality principles are followed in all workplace processes.
iv. Employees: All employees are responsible for promoting gender equality in the workplace. They are mentored to respect the rights of others, avoid any discriminatory behaviour, and report incidents of gender discrimination or harassment.

h. Development Practices:

Efforts are always made to ensure that gender equality is embedded into leadership development programs and opportunities are made available for all genders to rise into leadership roles. e.g. Programme Head, Community Head, Lead to different departments etc.

i. Prevention of Gender-Based Harassment and Discrimination:

i. Zero Tolerance for Harassment: Gender-based harassment, including but not limited to inappropriate comments, jokes, or any form of mistreatment based on gender, are strictly not tolerated. All complaints of harassment are taken seriously and investigated by the Organisation with immediate effect.
ii. Complaint and Reporting Process: Employees / stakeholder of different programmes run by the organisation, who feel they have been subject to gender discrimination or harassment are encouraged to report it through the organization’s clear and confidential reporting channels. E.g. Phone Call, Confidential letter, E-mail etc. In case of Project there are specific Feedback Format, Complaint & Suggestion box, Register also for periodical monitoring and early detection of such issues & events.

iii. Investigation Process: All complaints of discrimination or harassment are thoroughly investigated by an appointed committee or Empowered Staff, and corrective actions are taken if necessary.

j. Work-Life Balance and Flexibility:

i. Parental Leave: We usually provide equal parental leave for all employees, regardless of gender, and encourage the shared responsibility for child- rearing between parents.

ii. Flexible Working Arrangements: Based on need, we offer flexible work arrangements (such as remote work, job sharing, and part-time work) to support work-life balance, ensuring that all employees, regardless