1. Risk Management Policy
Objective: To identify and mitigate legal, reputational, and operational risks inherent in high-impact advocacy.
Advocacy Assessment: Every campaign (e.g., #SafeSwingsSafeSmiles) must undergo a risk review by the Expert Network to ensure all claims are legally defensible.
Field Safety: Staff conducting "Direct Services" or audits must follow strict safety protocols to avoid personal or legal liability.
Institutional Resilience: The Board of Directors will conduct quarterly reviews of the Risk Register to adapt to changing legal environments.
2. Anti-Corruption and Whistle-Blowing Policy
Objective: To uphold absolute integrity in PRAN’s pursuit of accountability.
Zero-Tolerance: PRAN prohibits the offering or acceptance of any illegal gratification during advocacy or mediation services.
Whistle-Blowing: A secure, confidential channel is available for staff and stakeholders to report unethical conduct directly to the Legal or Scientific Lead
. Non-Retaliation: PRAN guarantees total protection for any individual reporting concerns in good faith.
3. Gender and Equal Opportunity Policy
Objective: To ensure an inclusive workspace that reflects PRAN’s value of human dignity
Equity in Action: PRAN provides equal opportunity regardless of gender, caste, or religion in all recruitment and capacity-building efforts
. POSH Compliance: A dedicated Internal Committee led by the Scientific & Research Lead (Dr. Seema) oversees all grievances related to sexual harassment in accordance with Indian law.
Sensitization: All network members must undergo periodic training to ensure gender-sensitive community outreach.
4. Child Protection Policy
Objective: To ensure the safety of students and children during research and audits.
Safety First: PRAN maintains a zero-tolerance policy for child exploitation or harassment during all field activities.
Ethical Data: Audits near schools (e.g., tobacco control) must prioritize child anonymity and require guardian consent for interactions.
Mandatory Reporting: Staff are required to report any child safety violations observed in the field to relevant authorities.
5. Intellectual Property (IP) & Research Ethics Policy
Objective: To protect PRAN’s intellectual capital and ensure data integrity.
Ownership: All research, policy briefs, and data generated by staff or interns remain the property of PRAN Foundation.
Attribution: The Distinguished Expert Network shall receive proper credit for their intellectual contributions in all public documents
. Data Integrity: PRAN prohibits the fabrication or plagiarism of data in its Resource Hub & Knowledge Base.
6. Financial Management & Procurement Policy
Objective: To ensure fiscal transparency and cost-effective utilization of donor resources.
Approval Limits: Large expenditures require joint authorization from the Founder Directors to ensure accountability
. Competitive Sourcing: PRAN utilizes a "three-quote" system for procurement of services and materials to ensure fair market value.
Audit Readiness: All financial records are maintained digitally for immediate transparency and annual statutory audits.
Policy on Prevention of Sexual Harassment (POSH)
1. Objective and Statement of Commitment
PRAN Foundation is committed to providing a professional work environment that is free from discrimination and harassment. In accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, we maintain a zero-tolerance policy toward sexual harassment. We believe in the "Law + Science" model of integrity, where every individual—whether an advocate, researcher, or volunteer—is treated with dignity.
2. Scope and Coverage
This policy applies to all stakeholders of the PRAN Foundation, regardless of gender (though the Act specifically protects women), including:
Employees and Interns.
Action Network Members: Advocates, practitioners, and community leaders.
Board of Mentors: Senior experts and advisors.
Visitors: Any person visiting the PRAN offices or project sites.
Definition of Workplace: Our workplace extends beyond physical offices to include:
Chamber No. 536, Patiala House Courts, New Delhi.
Field research and audit sites (e.g., community water audits or amusement park safety checks).
Virtual Workspaces: WhatsApp groups, Zoom/Google Meet calls, and official social media threads.
3. What Constitutes Sexual Harassment?
As per Section 2(n) of the Act, 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 a sexual nature.
4. The Internal Committee (IC)
PRAN Foundation has established an Internal Committee (IC) to oversee the prevention and redressal of complaints.
Presiding Officer: A senior-level woman from the foundation or the scientific/legal network.
Members: At least two members from amongst the employees/volunteers committed to the cause of social justice.
External Member: A person from an NGO or association committed to the cause of women or familiar with POSH laws.
5. Redressal Mechanism
Reporting: Any aggrieved individual may submit a written complaint to the IC within three months of the incident.
Confidentiality: The identity of the complainant, the respondent, and the proceedings are kept strictly confidential as per Section 16 of the Act.
Inquiry: The IC will conduct a formal inquiry following the principles of natural justice and submit a report with recommendations within 90 days.
6. Protection Against Retaliation
PRAN Foundation strictly prohibits retaliation against any individual who reports an incident or participates in an inquiry. Victimization is treated as a serious disciplinary violation.
7. Awareness and Compliance
We conduct periodic awareness sessions for our Action Network to ensure that all members understand the boundaries of professional conduct in policy advocacy and legal research.
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