Internationally, "Title IX" is associated with US legislation prohibiting sex-based discrimination in education. In Georgia, the equivalent of this standard is the strict legislative framework against gender inequality and sexual harassment, which applies to both educational institutions (schools, universities) and workplaces. Recently tightened regulations oblige organizations to have harassment prevention mechanisms in place. Failure to meet these obligations leads to serious legal disputes, intervention by the Public Defender, and reputational damage.
Legal.ge offers access to labor and education law specialists who assist organizations in implementing and maintaining gender equality policies. Services include:
- Internal Policy Development: Drafting documentation for the prevention of sexual harassment and discrimination, creating confidential complaint handling mechanisms.
- Training and Prevention: Informing employees and students about their rights and code of conduct, which reduces the risk of incidents.
- Complaint Handling: Involvement of an external, independent lawyer in the internal investigation process to ensure objectivity and avoid conflicts of interest.
- Dispute Representation: Defending the organization or individual in court or before the Public Defender in cases of sexual harassment or discrimination.
Issues of gender equality protection are relevant in many scenarios. For example, a university needs to create a safe environment where unethical behavior by a lecturer towards a student is prevented. In another case, an employee complains about a manager's unwanted sexual comments; the company must conduct a quick and fair investigation, otherwise, it will face joint liability. Also, gender-based bullying in schools requires adequate response from the administration.
In Georgia, this field is regulated by the "Law of Georgia on Gender Equality," the "Law on Elimination of All Forms of Discrimination," and the "Labor Code." Amendments introduced in 2019 defined the concept of sexual harassment and established liability. For educational institutions, authorization standards also require ensuring a safe environment. The Public Defender actively investigates facts of discrimination and issues recommendations, non-compliance with which is made public.
The compliance process begins with an audit of existing regulations. The lawyer checks if the organization has written procedures and how effective they are. Then, the system is implemented, and staff is trained. In case of a dispute, the lawyer collects evidence (correspondence, witness testimonies) and represents the party in the process. It is important that the response is immediate to protect the victim and the organization's image.
Experts presented on Legal.ge will help you create a modern, ethical, and legally compliant environment. Adhering to gender equality standards is not only an obligation but a sign of a healthy organizational culture.
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