Anti-Discrimination cell

Sr.no	Name	Designation	Role	Contact No.
1	Dr. R. B Kumbhar	Principal	Chairman	9890340403
2	Ms. P. P. Nejdar	Lecturer	Member Secretary	7798344595
3	Ms. D. D. Shirke	Lecturer	Member	7391918170
4	Mrs. P. P. Patil	Lab. Assistant	Member	7249753669
5	Mrs. B. V. Bhalkar	Accountant	Member	9075043388

    For the “New Women’s College of Pharmacy,” the establishment of an Anti-Discrimination Cell is even more critical to ensure a safe and inclusive environment for all students, particularly considering the potential vulnerabilities faced by women in academic and professional settings. Here’s how the blueprint can be tailored specifically for the New Women’s College of Pharmacy:

1. Formation and Structure:
   • Ensure that the committee comprises faculty members, administrative staff, and student representatives, all sensitive to the unique challenges faced by women.
   • Encourage representation from diverse backgrounds within the committee, including women from different ethnicities, cultures, and socio-economic backgrounds.
2. Mission and Objectives:
   • Emphasize the mission of the Anti-Discrimination Cell in promoting gender equality, preventing harassment, and addressing issues specific to women’s rights.
   • Set objectives that focus on empowering women, fostering a supportive community, and combating gender-based discrimination and bias.
3. Awareness and Education:
   • Organize workshops and seminars tailored to address issues such as gender discrimination, sexual harassment, and gender stereotypes.
   • Provide resources and support networks specifically designed to empower and support women in the pharmacy profession.
4. Support Services:
   • Establish confidential channels for reporting incidents of gender-based discrimination, harassment, or bias.
   • Ensure that counseling services are available to address the unique needs and challenges faced by female students and staff.
5. Policy Development:
   • Develop robust anti-discrimination policies that specifically address gender-based discrimination and harassment.
   • Implement procedures for handling complaints sensitively and promptly, ensuring the protection and well-being of those involved.
6. Community Engagement:
   • Organize events and initiatives that celebrate the achievements of women in pharmacy and related fields.
   • Foster partnerships with women’s rights organizations and advocacy groups to amplify efforts in promoting gender equality.
7. Monitoring and Evaluation:
   • Collect data on gender-based discrimination incidents and their outcomes, paying specific attention to patterns and trends affecting women.
   • Regularly assess the effectiveness of the Anti-Discrimination Cell’s initiatives in addressing the unique needs of female students and staff.
8. Resource Allocation:
   • Allocate resources specifically towards initiatives that support women’s empowerment and combat gender discrimination.
   • Advocate for gender-sensitive policies and practices within the college administration.
9. Publicity and Visibility:
   • Ensure that information about the Anti-Discrimination Cell and its services is widely publicized within the college community, emphasizing its commitment to promoting gender equality and women’s rights.
10. Continuous Improvement:
    • Continuously seek feedback from female students, faculty, and staff to identify areas for improvement and adaptation.
    • Stay informed about emerging issues and best practices in gender equality and women’s rights to ensure that the Anti-Discrimination Cell remains relevant and effective.