Dear Friends, let us have the courage to accept the writing on the wall. Sexual harassment continues to pollute the workplace environment in India. In December 2013, a law was enacted to prevent and protect women from acts of sexual harassment at the workplace with a redressal mechanism. But five years later, where do we stand? The reality is not very encouraging. Instead of honest actions by organizations and HR specifically to proactively prevent such incidents and make the workplace free and safe psychologically for women, efforts seem to have been in suppressing the reporting of sexual harassment matters and creating circumstances where the victim either tends to conciliate and forgive or move forward by leaving the job. Many organizations have not embraced the initiative of the law in spirit but have only formally acted to meet symbolic compliance.
The reasons for the present scenario are not very invisible. One aspect can be attributed to the socially male-dominated mindset capturing workplaces too, where females are advised to keep silent on such matters and are discouraged. The obvious fear is of ridicule, stigma, and embarrassment. The victim suddenly finds herself alone in the crowd of "friends," where she is cornered with no choice left but to keep silent. The insensitivity and cruelty of the social system give her "wisdom" not to raise her voice against the harasser at the workplace.
Another aspect is attributed to the present law and employers' attitudes towards such matters. No doubt, the law has grey areas and loopholes which provide escape routes for organizations. Women employees are not made aware of the redressal mechanisms available in the organization. They don't know to whom and how to make a complaint. Even female HR officers discourage the victim from reporting the matter and taking up the fight with management. Organizations are afraid of an increase in complaints if regular formal awareness programs are conducted for women employees. They find it good to keep the dust under the carpet. The role of the Internal Committee provided under the law, which is reduced only to investigate the complaint and give findings to the employer with recommendations, should be enlarged to meet regularly and take up all initiatives proactively. This would help women employees raise their confidence and feel comfortable, along with building a hostile-free work environment where men are sensitized towards women's dignity and their fundamental right to work with respect.
The objective of this issue's cover story has been to assess the ground reality through an opinion poll conducted by BM on how far organizations have moved to make a sexual harassment-free workplace. We have also selected and thought it expedient to share the gist of six prominent court judgments which underline the spirit of the law and also clarify certain ambiguities. Eventually, a pack of rich and knowledge-loaded content on the subject.
If you like it, let us know. If not, well, let us know that too. Happy Reading!
Regards, Anil Kaushik, Business Manager - HR Magazine
The reasons for the present scenario are not very invisible. One aspect can be attributed to the socially male-dominated mindset capturing workplaces too, where females are advised to keep silent on such matters and are discouraged. The obvious fear is of ridicule, stigma, and embarrassment. The victim suddenly finds herself alone in the crowd of "friends," where she is cornered with no choice left but to keep silent. The insensitivity and cruelty of the social system give her "wisdom" not to raise her voice against the harasser at the workplace.
Another aspect is attributed to the present law and employers' attitudes towards such matters. No doubt, the law has grey areas and loopholes which provide escape routes for organizations. Women employees are not made aware of the redressal mechanisms available in the organization. They don't know to whom and how to make a complaint. Even female HR officers discourage the victim from reporting the matter and taking up the fight with management. Organizations are afraid of an increase in complaints if regular formal awareness programs are conducted for women employees. They find it good to keep the dust under the carpet. The role of the Internal Committee provided under the law, which is reduced only to investigate the complaint and give findings to the employer with recommendations, should be enlarged to meet regularly and take up all initiatives proactively. This would help women employees raise their confidence and feel comfortable, along with building a hostile-free work environment where men are sensitized towards women's dignity and their fundamental right to work with respect.
The objective of this issue's cover story has been to assess the ground reality through an opinion poll conducted by BM on how far organizations have moved to make a sexual harassment-free workplace. We have also selected and thought it expedient to share the gist of six prominent court judgments which underline the spirit of the law and also clarify certain ambiguities. Eventually, a pack of rich and knowledge-loaded content on the subject.
If you like it, let us know. If not, well, let us know that too. Happy Reading!
Regards, Anil Kaushik, Business Manager - HR Magazine
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