United News of Bangladesh

Begum Rokeya University (BRUR) in Rangpur, long hailed as a leading higher education institution in northern Bangladesh, has recently come under intense scrutiny over allegations of sexual harassment, nepotism and corruption. Sources at the university report that since its establishment, 33 students, faculty members and staff have fallen victim to sexual misconduct, raising serious concerns among educationists and civic society leaders. Fahkrul Anam Benju, an educationist in Rangpur and president of the Sujon Forum, voiced deep apprehension over the situation, saying, “When students in a leading university feel unsafe, words fail us. We are both angry and disappointed.” The issue came to public attention following allegations against Dr Shakibul Islam, an associate professor in the Disaster Science and Management Department, who has been relieved of all departmental duties. A notice issued by the department head, Professor Md Imdadul Haque, cited urgent action in response to complaints from students of the 2020–21 academic year. Dr Islam has been barred from supervising or examining fourth-year, second-semester courses, including DSM4207 (Research Project). Read more: BRUR Prof Rashidul Islam suspended over harassment allegation Several victims have claimed that their pursuit of higher education has placed their personal safety at risk. University Vice-Chancellor Prof Dr Showkat Ali described the situation as both ‘embarrassing’ and ‘shameful’. Meanwhile, separate allegations of corruption and nepotism have resurfaced involving five former university officials, including a previous Vice-Chancellor. Two of the accused were suspended at one point, while three others remain in their positions, with no visible administrative action taken. The Anti-Corruption Commission (ACC) had filed a case 12 years ago against former VC Prof Dr Muhammad Abdul Jalil Miah over alleged financial irregularities, recruitment malpractice, and nepotism. The university’s anti-corruption mancha first reported the VC’s alleged misconduct to the ACC on 5 March 2013, triggering an investigation. Abdul Karim, then Deputy Director of ACC Rangpur, confirmed that a case was filed on 12 December 2013 against the former VC and two others at Kotwali Police Station. Another accused was then-Registrar Md Shahjahan Ali Mondal. Over the course of a nearly three-year investigation, ACC Deputy Assistant Director Md Akbar Ali found further involvement of university officials, including Planning and Development Deputy Director ATGM Golam Firoz, Assistant Registrar Md Morshed Ul Alam Roni and Finance and Accounts Assistant Director Khandakar Ashraful Alam. The investigation revealed irregularities in appointments: Golam Firoz was promoted from an ad hoc Grade-9 position to Grade-5 Deputy Director without the required experience. Md Morshed was appointed Assistant Registrar within two years of completing his postgraduate degree, falling short of the mandatory five-year experience. Khandakar Ashraful was initially hired on an ad hoc basis and later regularised as Assistant Director (Budget) without meeting standard protocols. Read more: Panel formed to settle BRUR teacher Mahmudul’s seniority, promotion In July 2017, former VC Jalil and Registrar Shahjahan surrendered to the court and were sent to jail, while arrest warrants were issued for the other three officials. The university syndicate suspended Shahjahan, Firoz, Md Morshed, and Khandakar Ashraful. However, in October 2017, the court granted temporary relief to the three officials, allowing for administrative discretion by the university in case of questionable appointments. Later, the orders were mysteriously revoked, and their positions were regularised. The ACC appealed, and the High Court subsequently nullified the lower court’s relief, ordering the formation of charges. The case remains pending, with hearings delayed due to adjournments requested by the accused. VC Showkat Ali said, “The administration had not informed me about these issues. After learning of them through investigations, I inquired further. No department had brought this to my notice, so I could not take action. The corruption case involving the former VC and others is extremely important.” He added, “I am consulting with their lawyers and will act according to legal procedures. If departmental action is possible, it will be taken. I have never compromised on integrity, and any measures will be transparent.” The ongoing controversies at BRUR, ranging from sexual harassment to allegations of nepotism and corruption, underscore the urgent need for accountability and systemic reform in one of northern Bangladesh’s flagship universities. Read more: Rokeya University teacher Mahamud gets bail; OC transferred

The students of Shahjalal University and Science and Technology (SUST) brought out a torch procession on Monday night demanding the highest punishment and permanent expulsion of those who violated a girl recently.   Several hundred students under the banner of ‘general students’ gathered in Golchattar area of the university around 9:30 pm and brought out the torch procession.   During the procession they also chanted various slogans including  ‘Direct action against rapists,’ ‘Expel the rapists permanently,’ ‘No place for rapists in our Golden Bengal’, ‘Hang the rapists,’ and 'SUSTians, be united and resist.’   Two SUST students held for alleged sexual harassment of a female student   Nuruddin, Jemima Zaman and other students from the Social Science Department of the university demanded to ensure highest punishment of the rapists that no one dares to commit such crimes in the future and ensure safety of the female students.   Jemima Zaman said “The accused were placed on remand but we want their expulsion.”   On May 2, two students of the university—Swagata Das Patha and Shanta Tarar Adnan of Social Science Department reportedly violated a girl after taking her in a mess.   On June 19, the girl submitted a written complaint against them.   Police arrested the two students and they were put on a 4-day remand.  

Police detained two students of Shahjalal University of Science and Technology (SUST) for allegedly raping a female student and filming the incident. The detainees are Shanto Tara Adnan and Swagato Das Partho, both students of the sociology department from the 2021-22 academic session. The woman lodged a written complaint with the university proctor on Thursday accusing the duo of raping her at a mess in Sylhet's Surma Residential Area before Eid. According to university and police sources, the accused allegedly drugged the victim, raped her, recorded the incident and threatened to release the footage if she disclosed it. Man sentenced to death for rape in Keraniganj One of the accused was arrested from the campus and the other from the Surma area around 9:30pm on Thursday.   During the preliminary interrogation at the proctor office, the evidence of raping was found to be true, said Additional Deputy Commissioner (ADC-Media) of Sylhet Metropolitan Police Mohammad Saiful Islam said. He said two cases were filed under the Women and Children Repression Prevention Act and the Pornography Control Act. The accused were sent to court on Friday. Adnan is reportedly linked to the banned Chhatra League and was named in a previous case related to campus violence, while Partho was known for his involvement in the July Movement.    

Robbers looted valuables and ‘sexually harassed’ female passengers on a Rangpur-bound bus on Dhaka-Tangail-Jamuna Bridge highway late Tuesday night, less than three months after a similar incident in the district. Tangail Additional Superintendent of Police (Sadar Circle) HM Mahbub Rezwan Siddiqui said a case was filed at the Sadar Police Station by a passenger, Minu Mia, against 8 to 10 unidentified people. The case also mentioned the incidents of alleged sexual harassment. Passengers said the robbers looted all valuables from the passengers, including mobile phones, cash and gold ornaments, from 11:30pm Tuesday to 5am on Wednesday on an ‘Al Imran Paribahan’ bus. A group of 8 to 10 robbers posing as passengers took control of the vehicle at knifepoint after it crossed Elenga. They blindfolded and tied up the driver, his assistant and other passengers before turning the bus around near the eastern approach to the bridge and heading back toward Dhaka. They abandoned the bus around 5:30am at Shibpur on Tangail bypass. Later, on information, police recovered the bus and brought it to Tangail Sadar Police Station. The bus, carrying 45 passengers, including around 10 women, had departed from Dhaka’s Abdullahpur around 8pm Tuesday. It picked up more passengers from Narsinghpur, Baipail and Ashulia before heading towards Jamuna Bridge via Elenga in Kalihati upazila. One passenger, Md Afaz Uddin, said one of the robbers drove the bus while others tied up the passengers. Another passenger, Jewel Mia, said his eyes and mouth were tied, but he could hear female passengers crying and pleading.  “They were harassed during body searches for valuables,” he added. Driver Atiqur Rahman said, “We couldn’t tell that some of the passengers were robbers. Once we were on the highway, they tied us up and took control of the bus.” Several police teams, including detectives and Sadar Thana officials, are working to identify and arrest the culprits, ASP Rezwan Siddiqui added. On February 17, a robbery took place on Dhaka-Rajshahi bus of Unique Road Royals’ ‘Amri Travels’ when two female passengers were allegedly harassed.

Creating a safe work environment for women fosters equality, productivity, and well-being. In countries like Bangladesh, where cultural and social norms often shape workplace dynamics, it is crucial to implement specific measures that ensure women feel secure and respected at their respective workplaces. Ways to Ensure Women’s Safety in the Workplace Implementing Strict Anti-Harassment Policies Implementing a comprehensive Sexual Harassment Policy is crucial for any organisation, regardless of size. This policy should clearly define what constitutes sexual harassment, including both physical and verbal forms, and provide examples to ensure understanding. A zero-tolerance approach must be emphasised, making it clear that any form of harassment will not be tolerated under any circumstances.  The policy should also educate employees about inappropriate conduct and outline the reporting procedures. Importantly, the Sexual Harassment Policy must specify the consequences for offenders, ensuring that there is no ambiguity about the seriousness of the organisation’s view of preserving the female workers’ safety.  Read more: Which Vitamins are Essential for Women? Providing Gender Sensitivity Training Providing gender sensitivity training is an essential step on the path of ensuring women's safety in the workplace. These training programs should be mandatory for all employees and cover topics like respectful communication, unconscious bias, and the importance of gender equality. In a country like Bangladesh, where traditional gender roles are deeply ingrained, such trainings are particularly impactful in building awareness about ensuring women’s safety at workplaces.  Unconscious biases, though common, can be mitigated through education and training. The senior management and HR teams of organisations should be educated about different types of biases. Training can enable management and employees to recognize and challenge these biases, fostering a safer and more inclusive workplace.  Establishing a Safe Reporting Mechanism Establishing a safe reporting mechanism is vital for ensuring women's safety in the workplace. Women need to feel confident that they can report harassment or unsafe conditions without fear of retaliation. Implementing anonymous reporting options, such as a hotline, an online system, or a dedicated HR representative, can encourage more women to come forward.  Read more: Proven Passive Income Ideas for Women in 2024 All reports must be taken seriously, with prompt and appropriate action taken to address any issues. By creating an environment where women feel safe and supported in reporting concerns, organizations can maintain trust and uphold a culture of respect and safety.  Creating a Supportive Workplace Culture Creating a supportive workplace culture is essential for ensuring the safety of female employees. Employers should foster an environment of open communication, where employees feel safe to express their concerns without fear of judgement, mocking, or retaliation. Encouraging mutual respect and support among colleagues can significantly reduce the risk of harassment and discrimination.  This inclusive culture not only helps prevent issues but also promotes a sense of belonging and security for all employees. By prioritising respect and collaboration, organisations can build a workplace where everyone, especially women, feels valued, protected, and empowered to thrive.  Read more: How to raise happy, confident, strong girls Regularly Conducting Safety Audits This is crucial for ensuring women's safety in the workplace. These audits should thoroughly assess all aspects of safety, including physical infrastructure, security measures, employee behaviour, etc. By identifying potential risks early, organisations can take immediate action to address them, preventing accidents or incidents before they occur.  Regular audits also help maintain a high standard of safety, ensuring that the workplace remains a secure environment for everyone. Prioritising these evaluations reinforces the organisation’s commitment to protecting its employees, and creating a safer and more trustworthy workplace for women.  Implementing Safe Transport Facilities Implementing safe transport facilities is vital for ensuring the safety of female employees, particularly in Bangladesh, where public transport can often be unsafe. Companies can enhance security by offering shuttle services, especially for women working late shifts. Alternatively, they can collaborate with reliable transport providers to guarantee safe and secure commutes for their employees.  Read more: Top 10 International Scholarships for Women to Study Abroad By taking these measures, organisations not only protect their employees but also demonstrate their commitment to creating a supportive and secure work environment. It allows women to focus on their work without worrying about their safety during their commute.  Developing an Internal Complaints Committee  Developing an internal complaints committee in an organisation is crucial for addressing workplace harassment and ensuring women’s safety. In Bangladesh, many organisations still lack proper mechanisms, leaving women hesitant to report abuse. However, such committees must include trained individuals, including women participants.  The committee should be responsible for investigating complaints within 90 days and issuing a report within 10 days. Developing an effective internal complaints committee is essential for creating a safe environment where female employees feel confident to report verbal and sexual harassment, knowing their concerns will be handled with sensitivity and fairness.  Read more: 8 Safe Motorcycle Riding Tips for Women Collaboration with External Organizations Partnering with NGOs, government bodies, or external organisations is a valuable strategy for enhancing women’s safety in the workplace. These collaborations can bring in specialised resources, such as training programs, legal advice, counselling, and support services, which might not be available internally.  Additionally, such partnerships help organisations stay updated with the latest safety practices and legal requirements, ensuring compliance and best practices. By leveraging the expertise of these external entities, companies can create a more comprehensive and effective approach to protecting their female employees. Encouraging Mental Health Support Mental well-being is a critical component of workplace safety, especially for women. Companies should offer counselling services and foster a supportive environment where women can seek help for psychological distress caused by stress, harassment, or exclusion. The mental health challenges stemming from gender-based violence, lack of inclusion, and demanding work conditions can lead to issues like anxiety, depression, and even substance use disorders.  Read more: Is Gym Good for Women? Research indicates that women who feel excluded are at higher risk of workplace incidents due to increased stress. Promoting mental health awareness and support are essential to ensuring women's safety and job satisfaction, reducing turnover, and creating a healthier workplace culture. Equal Opportunities  Promoting gender equality in hiring, promotions, and leadership roles is essential for ensuring women’s safety and empowerment in the workplace. Companies should commit to equal pay for equal work and regularly review compensation packages to eliminate gender disparities. Providing equal opportunities for advancement, training, and professional development helps empower women and fosters a more inclusive work environment.  Additionally, adopting hiring practices that prioritise diversity, equity, and inclusion (DEI) ensures a diverse workforce and a culture of fairness. By championing gender equality at all levels, organisations create a safer, more supportive environment where women can thrive.  Read more: Best Free Personal Safety Android, iOS Apps for Women in 2024 Healthcare Facilities  To ensure women's safety and well-being in the workplace, it is essential to provide accessible healthcare services and maintain clean, private restrooms. For menstruating women, facilities must be sanitised, well-stocked, and functional to support health and dignity.  Additionally, flexible working hours and adequate maternity leave are crucial. Providing dedicated spaces for nursing reflects a commitment to valuing and retaining talented employees. These measures go beyond mere compliance, fostering a supportive environment that enhances morale and demonstrates respect for women’s needs in the workplace. Takeaways Ensuring women’s safety in the workplace is not just about adhering to legal requirements; it is about creating an environment where every employee feels valued, respected, and secure. In Bangladesh, where cultural dynamics often influence workplace behaviour, these measures are especially critical. By implementing these strategies, organisations can make significant strides toward fostering a safer and more inclusive workplace for women. Read more: Workplace stress affecting women in Bangladesh needs attention

The sprouting teen gangs have emerged as a major concern in the capital and other cities and towns of the country, and Feni town is no exception. These misguided teens involved in theft, hijacking, drug abuse, stalking, sexual harassment, and murder, allegedly with the backing of local political leaders and public representatives, are now a new threat to society. Locals allege that local political leaders patronize the teens to establish dominance, grab properties, and threaten opposition political activists. 2 killed in road crash in Gaibandha  ‘Koshai’, ‘Himil’, ‘Shano’, ‘JK’, 'Pintu', and ‘Chakma Javed’ are among the 10 gangs of the district infamous for their crimes that have been extended even to the unions from the district town. Talking to UNB, some guardians expressed their worries over the dreadful offenses committed by the teen gangs and the future of their children, as the deteriorating social environment due to the gang activities has made it difficult for them to keep their children aloof from their influence. On Thursday, police arrested three ‘SDK’ group members, including their leader, for their involvement in various crimes, including the trade and buse of drugs, snatching, extortion, stalking, threatening people for extortion, showing arms, and clashing with rival groups. Preferring anonymity, a SDK group member said,” If the ‘leaders’ need them, they inform the ‘big brother’ who completes the operations involving teen gang members, and they get money in exchange.” A police official who preferred not to be named said if the teen gang members are arrested, they get phone calls from ‘big brothers’ or ‘leaders’ seeking their release. School teacher beaten and harassed by police in Natore

Students of Bangladesh Agricultural University (BAU) have placed a 6-point demand protesting the sexual harassment and molestation of a fellow student. The third-year students of the Faculty of Animal Husbandry brought out a procession from their faculty that ended at the administration building. At that time, they also marched surrounding the administrative building and boycotted the class and examination. BAU research team develops several high-yielding varieties of carrots They said that on February 10, the victim student was going to take a practical class at Shahjalal Animal Nutrition Field Laboratory of the university. While passing through the road adjacent to the residential area of the Bangladesh Institute of Nuclear Agriculture (BINA)  a 20-25-year-old autorickshaw driver touched her body from behind and tried to lift her into the vehicle. “When the victim screamed, the man fled with the CNG,” they added. Plants fair at BAU draws enthusiastic response Their demands are:  1. The CNG driver should be identified and brought to justice immediately.  2. The movement of outsiders should be controlled.  3. Every place in the university should be covered by CCTV and adequate lighting should be ensured at every corner of the campus. 4. Specific uniforms for Rickshaws and auto drivers’ with registration numbers should be ensured. 5. Ensure proper accountability of the security unit.  6. The number of security personnel should be increased. Let's Talk on 'Smart Agriculture and Innovation' held at BAU Proctor Professor Dr. Md. Azharul Islam said the number of the vehicle was collected through CCTV footage. The matter has been informed to all concerned security departments. A general diary (GD) was lodged at Kotwali Model Police Station in this regard, said Prof. Dr Mohammad Rafiqul Islam, director of the University Security Council. “Efforts are on to trace the accused CNG driver,” he added.

Chattogram City Corporation (CCC) authorities on Tuesday suspended headmaster of Kapasgola City Corporation Girls High School Md Alauddin following protest against him for ‘sexually harassing’ female students. An office order of the City Corporation signed by its secretary Khaled Mahmud, said Alauddin has been suspended as allegations brought against him have been proved primarily. Read more: Headmaster withdrawn over sexually assaulting female students Earlier on Sunday, the accused headmaster was transferred to South Patenga City Corporation High School in the city. Two probe bodies have also been formed to look into the matter, read the order. On Sunday (January 1), the accused head teacher was confined to a room by agitated students. The  students staged protests demanding his removal. Read more: Number of complaints over sexual harassment at workplaces very poor: Speakers Parents of the students also participated in the protest. Many were also seen holding placards with various demands.

BRAC, as part of its safeguarding policy,  is committed to protecting the rights of its employees and programme partners against abuse, sexual harassment, intimidation and violence, bullying, humiliation and discrimination, neglect and exploitation. This was discussed at a meeting ‘Safeguarding related awareness campaign’ at a hotel in Cox’s Bazar district town on Tuesday, said a press release.  The organisation has so far imparted training to more than 48,000 employees on safeguarding with the aim of raising awareness and share information and knowledge among the field level management staff of different BRAC programmes.  Read more: Brac to empower women at the grassroots The Humanitarian Crisis Management Programme (HCMP) of BRAC organized the discussion along with staging popular theatre to create awareness on safeguarding (protection of women). Khondoker Ariful Islam, Director of HCMP of BRAC, gave welcome address while Tahmina Yesmin, Safeguarding Lead of BRAC Head Office, highlighted the event’s objectives.   Shahana Hayat, Operations and Admin Head of HCMP, Tilon Andrews, Manager of Safeguarding Unit of BRAC Head Office, Ayesha Akter Monni, Manager of Safeguarding Unit under Human Resources Division of HCMP, among others, spoke on the occasion.    SM Zahidul Islam, Assistant General Manager of Human Resources Division of BRAC HCMP, conducted the discussion.   Khondoker Ariful Islam, in his speech said, "safeguarding is not a matter of BRAC, rather it is a global issue now. Hence we should give maximum importance to it." He called on all employees of BRAC to practice it in workplace. Regarding the objective of the programme, Tahmina Yesmin said, "the divisional level awareness raising event is aimed at creating an allout culture of safeguarding."  Read more: Meta partners with BRAC to empower Bangladeshi women, youth online Over 100 employees including regional managers, area managers, branch managers, and divisional managers of different BRAC programmes  from Teknaf and Ukhiya upazilas attended the programme.   BRAC held eight similar programmes at eight divisions of the country in the last one year till date.  

More than one in five people employed – almost 23 per cent – have experienced violence and harassment at work, whether physical, psychological or sexual, according to a new analysis by the International Labour Organization (ILO), Lloyd's Register Foundation (LRF) and Gallup. "The Experiences of Violence and Harassment at Work: A global first survey" assesses the extent of the problem and looks at the factors that may prevent people from talking about what they have gone through, including shame, guilt or a lack of trust in institutions, or because such unacceptable behaviours are seen as "normal." "Violence and harassment at work is difficult to measure. The report found that only half of victims worldwide had disclosed their experiences to another person, and often only after they had suffered repeated incidents," the ILO said. "The most common reasons given for non-disclosure were waste of time and fear for their reputation. Women were more likely to share their experiences than men (60.7 percent compared to 50.1 percent)." Globally, 17.9 percent of employed men and women said they had experienced psychological violence and harassment in their working life, and 8.5 percent had faced physical violence and harassment, with more men than women experiencing this. Of respondents, 6.3 percent reported facing sexual violence and harassment, with women being particularly exposed, the ILO said. Young people, migrant workers, and salaried women and men have been the most exposed to violence, according to the UN labour agency. Young women were twice as likely as young men to have faced sexual violence and harassment, while migrant women were almost twice as likely as non-migrants to report sexual violence and harassment. More than three out of five victims said they had experienced violence and harassment multiple times, and for the majority, the most recent incident took place within the past five years. Read more: Sexual harassment, misconduct went on unchecked at Al Jazeera, staff allege: BBC investigation "It's painful to learn that people face violence and harassment not just once but multiple times in their working lives," Manuela Tomei, ILO assistant director-general for governance, rights and dialogue, said. "Psychological violence and harassment is the most prevalent across countries, and women are particularly exposed to sexual violence and harassment. The report tells us about the enormity of the task ahead to end violence and harassment in the world of work. I hope it will expedite action on the ground and towards the ratification and implementation of ILO Convention 190." The ILO's Violence and Harassment Convention, 2019 (or 190) and Recommendation (No. 206) are the first international labour standards to provide a common framework to prevent, remedy and eliminate violence and harassment in the world of work, including gender-based violence and harassment. The Convention includes the specific recognition, for the first time in international law, of the right of everyone to a world of work, free from violence and harassment, and outlines the obligations of signatories towards this end. Read more: 63.51% women in Bangladesh face online harassment: Study