help for sexual assault survivors has not diminished

Wednesday 19th August 2020

 It remained continued even during the Corona Crisis 

Special Features from DOD: 19th August 2020: (DOD//The Women Screen)::

The Department of Defense (DOD) announced that help for sexual assault survivors has not diminished during the National Emergency declared due to the COVID-19 pandemic.

Once DOD put Force Health Protection measures in place, victim assistance professionals quickly shifted to telephone support, ensuring survivors received uninterrupted timely, professional, and quality assistance.

“The COVID-19 pandemic has changed all of our lives. However, one thing that hasn’t changed is our commitment to helping our warriors and their families who may be seeking assistance with an experience of sexual assault,” said Dr. Nate Galbreath, acting director of the Sexual Assault Prevention and Response Office (SAPRO). “We want to assure everyone in the DOD community that we are still here to support them on their healing journey.”

Continued Support//First Responders

Service members and adult dependents who have been victims of sexual assault still have access to the services of a sexual assault response coordinator (SARC) or sexual assault prevention and response (SAPR) victim advocates who can help them report the assault, and hold their alleged offenders appropriately accountable.

When any Service member or adult dependent reports a sexual assault, the SARC addresses the victim’s immediate safety needs, connects the victim to recovery-oriented resources, and assigns a SAPR victim advocate.

The SAPR victim advocate provides advocacy and assistance throughout the medical, investigative, and legal processes, as appropriate. Upon determining eligibility, SAPR victim advocates will inform the victim of his or her option to make a Restricted or Unrestricted report.  Those making a Restricted Report may also consider providing information to the Catch a Serial Offender (CATCH) program.

Special Victims Counsel (Army and Air Force) and Victims Legal Counsel (Navy and Marine Corps), chaplains, and healthcare providers also continue to be available. To find out how to connect with these providers, contact your local SARC and SAPR victim advocates through the DOD Safe Helpline at https://www.safehelpline.org/nearme or 877-995-5247.

DOD Safe Helpline

The DOD Safe Helpline is a hotline dedicated to members of the DOD community affected by sexual assault. Safe Helpline offers completely anonymous, confidential, 24/7 support available online at www.safehelpline.org or by calling 877-995-5247. In addition, the Safe Helpline Mobile App provides access to one-on-one support, peer-to-peer support, information, resources and access to self-care exercises 24/7, worldwide, on a mobile device. Safe Helpline personnel can provide crisis intervention support and – with their robust and verified database of resources across the nation -- refer members to care resources within their local community or to the closest SARC or SAPR victim advocate.

What is New//Electronic Forms

If SAPR personnel are unable to meet with a Service member in person due to COVID-19 restrictions, the SARC of SAPR victim advocate can explain the DD Form 2910, or “Victim Preference Statement,” and get the member’s verbal approval over the phone, as well as accept electronic signatures.

Up-to-Date Knowledge of SAFE Possibilities

In an effort to mitigate to any impacts the pandemic has had on the administration of  Sexual Assault Forensic Examinations (SAFEs), SARC and SAPR victim advocates worked with their SAFE providers to update response procedures. Individuals seeking a SAFE should telephone their installation SARC/SAPR victim advocate in advance for instructions on where and how to present for medical care. Service members experiencing injury, requiring immediate medical attention, should not delay in seeking assistance at an emergency room.

More Frequent Check-Ins

Travel Restrictions and Stay at Home Orders necessary to limit the spread of the pandemic may exacerbate stress for some, including Service members who now may be unable to move to their new duty stations. 

SARCs and SAPR victim advocates can check in with members more frequently (particularly if the member requests) or reinitiate contact with them (as circumstances indicate) to identify any safety issues or concerns.

Up-to-Date Info on Resource Access Amid COVID

As travel restrictions and Stay at Home orders begin to ease, installation commanders will have the authority to adjust restrictions based on local Health Protection Condition Levels. It is important to contact a local SARC/SAPR victim advocate to obtain the most current information. To find out how to connect with your local SARC and SAPR victim advocates, please contact the DOD Safe Helpline at https://www.safehelpline.org/nearme or 877-995-5247. 

Support for Women’s Empowerment Principles

Tuesday: 18th August 2020
 Leading companies in Vietnam sign the CEO Statement of 

Business leaders in Vietnam join the "Equality Means Business" Forum in Hanoi where they signed on to the Women's Empowerment Principles (WEPs) Photo: UN Women Vietnam

Hanoi: (Vietnam):: 18th August 2020: (UN Women//The Women Screen)::

Business leaders in Viet Nam join the "Equality Means Business" Forum in Ha Noi where they signed on to the Women's Empowerment Principles (WEPs) Photo: UN Women Viet Nam

Ha Noi, Viet Nam–Twenty-one business leaders in Viet Nam joining a forum hosted by UN Women have signed the CEO Statement of Support for the Women’s Empowerment Principles (WEPs) as they charted the next steps to achieve gender equality in the workplace, marketplace and community.

The companies endorsed the Statement in the presence of the “Equality Means Business” forum organizers – UN Women, the EU Delegation in Viet Nam and the Viet Nam Women Entrepreneur Council (VWEC) under the Viet Nam Chamber of Commerce and Industry (VCCI). They agreed to continue encouraging more businesses in the country to sign on.

Established by UN Women and United Nations Global Compact, the WEPs promote business practices that empower female workers. Signatories commit to take seven steps including giving women senior corporate posts and treating all workers fairly. UN Women also works to promote women in the private sector through its WeEmpowerAsia programme, which is funded by the European Union. The programme involves Viet Nam and six other Asian countries.

During the forum, the company representatives exchanged ideas on enhancing enterprise competitiveness, promotion of women’s participation in supply chains, and strategies for investing in women’s business leadership and talent. They also underlined the need for strong corporate leadership to scale ambitions into actions.

Elisa Fernandez Saenz, UN Women Viet Nam Country Representative, opened the gathering noting how empowering women strengthens the bottom line of businesses: “There is a direct correlation between investing in women’s employment and GDP per capita: countries with greater gender equality have faster-growing and more competitive economies. Likewise, businesses with greater gender equality display higher returns, higher levels of productivity and competitiveness, with better labour force and work environments.”

Nguyen Thi Tuyet Minh, Chairwoman of the Viet Nam Women Entrepreneur Council (VWEC), shared at the forum: “Expansion of employment opportunities, dedication and promotion for women and men in community, at the workplace and in supply chain will exploit potentiality, strength of all. This is the perfect supplement and foundation to achieve the prosperity and sustainability of each country and company.”    

Tom Corrie, First Counsellor and Deputy Head of Cooperation Section at the European Union Delegation to Viet Nam said: “Viet Nam ranks the 3rd among ASEAN countries, in terms of gender gap score and in terms of economic participation and opportunities. Obviously, further efforts need to be placed on women economic empowerment. And I am glad to see European companies signing CEO’ commitment to Women’s Empowerment Principles (WEPs), promoted by the WeEmpowerAsia programme, for which the EU is pleased to contribute.”

At present, there are 3,358 WEPs signatories worldwide, of which 67 are in Viet Nam including the 21 new signatories that had signed at the event.

The event, held ahead of World Entrepreneurs Day on August 21, saw the participation of Vietnamese as well as European businesses based in the country that highlighted the need to strengthen trade and cooperation links between European and Vietnamese markets as both sides continue advancing women’s economic rights and opportunities. (UN women)

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UN Women AsiaPacific

@unwomenasia

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Aug 18

Leading companies in #VietNam today signed the 

@WEPrinciples

 as they chart the next steps to empowering more women! READ MORE: https://bit.ly/2Q5e7Vm

This Time Women Day to be celebrated during Night

International Womens Day to be Celebrated in city on Intervening Night of  March 7 & 8 

Walkathon  Cultural Events, Stall to be set up for women 

ADC (D) Reviews Arrangements Regarding This Event 

Urges city residents to participate in this event in large numbers 

Ludhiana: 2nd March 2020: (The Women Screen Bureau)::

Additional Deputy Commissioner (Development) Mrs Amrit Singh today informed that International Women’s Day would be organised in the city on the intervening night of March 7 and 8, 2020. She said that a walkathon, cultural events, stalls etc would be set up during this event.

A meeting to review the arrangements for this event was chaired by ADC (D) Mrs Amrit Singh in her office, here today.

She informed that the walkathon would be flagged off by Deputy Commissioner Mr Pradeep Kumar Agrawal from Fountain Chowk at 10 pm on the intervening night of March 7 and 8, 2020. She said that the cultural events and stalls of different government departments, NGOs and self help groups would be organised in the grounds of Government College for Girls, here.

Mrs Amrit Singh urged all the government departments to ensure that all arrangements for this event are put in place on time. She said that the main aim of organising this event is to create a sense of security in the minds of women.

Shooting Competition

A Marine competes at Camp Hansen in Okinawa, Japan

A Marine competes at Camp Hansen in Okinawa, Japan, Dec. 12, 2019, as part of the annual Far East Shooting Competition, which tests Marines in Japan to determine the best marksman among them.

Photo By: Marine Corps Lance Cpl. Karis Mattingly

Dilhara who won with the power of hobby

'Women in Management' is working with dedication 

27th September 2016

New Delhi//Colombo: 
This is Dilhara. A Fighter-A Winner. She got every thing with her own dedication. She was a teacher. She gave up her profession and started to work on her hobby. The Decision Was very hard but She was too serious. She loved her hobby. She left her job but proffered her hobby.  A long road was there to walk day and night. After a long struggle she has proved that you may win with the power of love with your hobby. 

Yesterday she called WIM Chairperson to share her success. After receiving the WIM Award she has being invited to share her story in Nugasewana followed with a grand honor organized by Matara Women Association. She further has received an opportunity to open up her new shop in shangri la hambantota. It was really a great event. A Grand Celebration.

This is all about WIM Professional & Career Women Awards. Taking Sri Lankan Women to the World. This function was a confirmation to say that some time we should ask from our heart too. 

Now she is an icon. She is the owner of brands. You can buy or order her excellent collection of Handloom bed sheets, sarees, shoes, jewelries on 15th October 2016@Women International Club Colombo 7 Organized by WISTA Sri Lanka

Special Feature: What is Sexual Harassment?

09-July-2015 17:01 IST
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013                                                 --Frequently Asked Questions(FAQs) 
                                                            *Courtesy: International Labour Organisation,2014

What is Sexual Harassment?

Sexual harassment is any unwelcome sexually defined behaviour which can range from misbehaviour of an irritating nature to the most serious forms such as sexual abuse and assault, including rape. 

The Sexual Harassment of Women (Prevention, Prohibition and Redressal) Act 2013 defines sexual harassment to include any one or more of the following unwelcome acts or behaviour (whether directly or by implication) namely:

         i.            physical contact and advances

        ii.            a demand or request for sexual favours

       iii.            making sexually coloured remarks

       iv.            showing pornography

     v.        any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

·        What is sexual harassment at workplace?

Sexual harassment at the workplace is any unwelcome sexually defined behaviour which has the purpose or effect of unreasonably interfering with the individual’s work performance or creating an intimidating, hostile, abusive or offensive working environment.

The Sexual Harassment of Women (Prevention, Prohibition and Redressal) Act 2013 states that if the following circumstances  occur or are  present in relation to, or connected with any act or behaviour of sexual harassment, it may amount to sexual harassment at the workplace:

I.            Implied or explicit promise of preferential treatment in her employment in her employment; or

II.            Implied or explicit threat of detrimental treatment in her employment; or

III.            Implied or explicit threat about her present or future employment status; or

IV.            Interference with her work or creating an intimidating or offensive or hostile work environment for her; or

V.            Humiliating treatment likely to affect her health or safety.

·        Quick checklist: Is your work environment free from sexual harassment?

Most women themselves fail to recognize sexual harassment and treat it as trivial and routine. Take a look at the checklist below and fill a check mark (√) to an appropriate box.

  

Check items	Yes	No
1.      You have supervisors or colleagues that you want to avoid working together
2.      You feel that somebody is constantly staring at you
3.      The number of female and male workers is not well-balanced
4.      There are times when supervisors or colleagues touch your body
5.      There are uncomfortable incidences at my workplace but I tolerate it with my patience
6.      My supervisor sometimes asks me out for dinner
7.      I stay obedient to whatever my supervisor says as I do not want to lose my job
8.      I receive some jokes and comments related to my appearance
9.      My supervisor frequently asks me about my personal life
10.  I often receive emails irrelevant to my work from a colleague/supervisor

If you have many check marks under “Yes”, your work environment may not be free from sexual harassment. If you are in doubt, discuss with trusted colleagues, and do not stay silent. 

·        What should you do if you experience sexual harassment?

If you experience sexual harassment, take action to stop it.

Speak up at the time: Be sure to say "NO" clearly, firmly and without smiling when you experience sexual harassment as that is the best way to let the harasser know that his or her behaviour is offensive. If you are asked to go places, do things, respond to questions, or engage in situations that make you uncomfortable, say "NO" emphatically and clearly and do not worry about offending the other person or hurting his or her feelings. Objecting to the behaviour when it occurs helps if you decide to file charges later.

Keep records: Keep track of what happens in a journal or diary and keep any letters or notes or other documents you receive. Keep copies of any offensive material at the workplace. Write down the dates, times (including frequency of offensive encounters), places, and an account of what happened. Write down the names of any witnesses.

Every document that you use during trial must be authenticated by a witness. Keep this in mind during your depositions when the defense asks you where you obtained a document. If you are not clear about where you got the document, and who can authenticate it, you will not be able to use it during your trial.

Take all letters of commendation, awards, thanks you's and anything at all that will corroborate your positive job performance. Pay special attention to documents that your superiors have provided lauding you and your work. If possible, ask your clients, staff, and peers for letters of commendation.

Talk to someone you can trust: Being quiet or stoic about sexual harassment lets it continue. Talk to other co-workers, union members, family members or friends whom you can trust. You may not be the only one harassed by this person.

Create a witness: Inform a trusted colleague and try to insure that s/he is an eye or ear witness to a situation where you are being sexually harassed. This will be useful later if you chose to file a formal complaint.

Report sexual harassment to the appropriate person in the organization: Explore the different avenues available to you and file a formal complaint if necessary. If your organization does not have a policy, ensure that your employer formulates an anti-sexual harassment policy and carries out all the connected tasks.

Get a medical check-up: If you have been raped or physically assaulted, go for a medical check-up. Obtain a medical report. This is important, should you decide to pursue a legal case.

·        Can an aggrieved file a civil suit in a case of sexual harassment in the workplace?

Yes, a civil suit can be filed for damages under tort laws. The basis for filing the case would be mental anguish, physical harassment, loss of income and employment caused by the sexual harassment.

·        Under what circumstances can complaints be filed?

Complaints may be filed under the following circumstances:

·        Cases involving individuals from the same organization

·        Cases that concern third party harassment, which implies harassment from an outsider.

·        Where can I file a complaint?

o       Internal Complaints Committee – if you are an aggrieved woman who has a relationship of work with that specific organization

o       Local Complaints Committee – if you are an employee from an establishment where the Internal Complaints Committee has not been constituted due to having less than 10 workers. In the case that the complaint is against the employer himself/herself and the individual feels that the case may be compromised, she can also lodge the complaint in the LCC 

o       For instances where the LCC may not be immediately accessible, the Act instructs the District officer to designate one nodal officer in every block, taluka and tehsil in rural or tribal area and ward or municipality in the urban area, who will receive the complaint and forward it to the concerned LCC within 7 days.

o       Local police station, in case provisions under the Indian Penal Code are applicable.

Relief work continued

Women and children being flown by IAF

Women and children being flown by an Indian Air Force (IAF) aircraft on its way to Delhi, following a massive earthquake in Nepal. (PIB photo)         29-April-2015