PRIA's vision of a desirable world is where relations across individuals and families, communities and nations are characterised by equity and justice. Besides socio-economic equality, PRIA believes in gender justice as the cornerstone of such relations in the family, community and society. Its mission directs it to work towards promotion of policies, institutions and capacities that strengthen the voice and participation of the poor and the marginalised in democratic governance in society.
PRIA's analysis of the existing situation of discrimination in society provides the basis for identifying the poor and marginalised, especially women. It believes that gender discrimination necessitates focusing upon changing women's roles and status, as agents and leaders of change. PRIA's core values that inform its interventions, therefore, include mainstreaming gender-justice and equity through analysis of social reality, organisational policies, systems and structures, and program priorities and plans, as integral to its vision.
Adhering to its commitment to gender-justice PRIA formed a Committee Against Sexual Harassment (CASH) in December 1998. This decision was also in response to the Supreme Court guidelines to constitute a committee against sexual harassment. CASH in PRIA was in existence for two years (till 2001). It then evolved into becoming the Committee on Gender Awareness and Mainstreaming in PRIA (CGAMP) which now functions as the Internal Committee in compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
The Committee has well-defined Terms of Reference which act as guidelines to its functioning.
Constitution
A maximum of seven persons representing the different levels and programs of PRIA constitute the CGAMP. The gender balance is ensured in the constitution process. The Presiding officer of CGAMP is always a woman. It is ensured that members represent different levels in the hierarchy of the organisation.
Presiding Officer
Member
Member
Member
Member
External Member
The functions of CGAMP have been broadly divided into two categories:
CGAMP works towards ensuring that all staff policies, service rules and regulations of the organisation are gender sensitive. Periodic reviews of the same are done through a gender lens to ensure gender sensitivity. The policies include recruitment and induction, performance review, and creating and promoting a gender sensitive work environment within the organisation and its field offices.
CGAMP is reponsible for prevention, prohibition and rederessal of Sexual Harassment at Workplace. CGAMP works to create a gender-sensitive environment and approach at PRIA. Through internal training programs and exposures, the staff `are sensitised to issues of gender in the context of personal lives and professional roles, as well as gender issues in society. These capacity building interventions take place regularly in the head office and the field offices of PRIA. CGAMP has well defined structures and systems and staff members are free to seek redressal of their complaints.