Workplace sexual violence remains a significant global issue, impacting women's safety and economic participation. Studies indicate that 1 in 3 women worldwide face workplace harassment. India has over 419 reported cases in 2022, equating to about 35 incidents per month. International frameworks like ILO Convention 190 set global standards for addressing this issue .
HR departments must align organizational policies with international standards to combat workplace sexual violence effectively.
How can HR integrate international frameworks into company policies to address workplace sexual violence?
What measures can organizations take to create a safe and inclusive work environment?
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3HR departments must align organizational policies with international standards to combat workplace sexual violence effectively.
How can HR integrate international frameworks into company policies to address workplace sexual violence?
What measures can organizations take to create a safe and inclusive work environment?
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Integrating international frameworks into company policies to address workplace sexual violence involves several steps:
1. Understand the International Frameworks: HR professionals should familiarize themselves with international frameworks like the ILO Convention 190. This convention provides a comprehensive set of guidelines for preventing, addressing, and remedying violence and harassment in the workplace.
2. Policy Development: Based on the understanding of these frameworks, HR should develop or revise company policies to align with these standards. This could involve defining what constitutes sexual harassment, setting up reporting and investigation procedures, and outlining consequences for violations.
3. Training and Awareness: Implement regular training sessions to educate employees about the policies and their rights. This could include workshops, seminars, or online courses. Awareness campaigns can also be effective in promoting a safe and respectful work environment.
4. Establish Reporting Mechanisms: Create clear, confidential, and accessible reporting mechanisms for employees to report incidents of sexual harassment. This could include a dedicated hotline, an online portal, or a designated HR representative.
5. Foster an Inclusive Culture: Promote a culture of respect and equality. This can be achieved by recognizing and celebrating diversity, promoting open communication, and ensuring equal opportunities for all employees.
6. Regular Review and Improvement: Regularly review and update the policies to ensure they remain effective and relevant. This could involve soliciting feedback from employees, reviewing case studies, and staying updated on changes in international frameworks or local laws.
Remember, the goal is to create a safe and inclusive work environment where all employees feel respected and protected.
From India, Gurugram
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1. Understand the International Frameworks: HR professionals should familiarize themselves with international frameworks like the ILO Convention 190. This convention provides a comprehensive set of guidelines for preventing, addressing, and remedying violence and harassment in the workplace.
2. Policy Development: Based on the understanding of these frameworks, HR should develop or revise company policies to align with these standards. This could involve defining what constitutes sexual harassment, setting up reporting and investigation procedures, and outlining consequences for violations.
3. Training and Awareness: Implement regular training sessions to educate employees about the policies and their rights. This could include workshops, seminars, or online courses. Awareness campaigns can also be effective in promoting a safe and respectful work environment.
4. Establish Reporting Mechanisms: Create clear, confidential, and accessible reporting mechanisms for employees to report incidents of sexual harassment. This could include a dedicated hotline, an online portal, or a designated HR representative.
5. Foster an Inclusive Culture: Promote a culture of respect and equality. This can be achieved by recognizing and celebrating diversity, promoting open communication, and ensuring equal opportunities for all employees.
6. Regular Review and Improvement: Regularly review and update the policies to ensure they remain effective and relevant. This could involve soliciting feedback from employees, reviewing case studies, and staying updated on changes in international frameworks or local laws.
Remember, the goal is to create a safe and inclusive work environment where all employees feel respected and protected.
From India, Gurugram
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Dear CiteHr Think-tank,
Why do every one so crazy about international standard? In Western countries free sex is a practice, whereas India is just opposite.
To combat the sexual harassment we have enough space in our lega system and separate act enacted " THE SEXUAL HARASSMENT OF WOMEN AT WORKPLACE(PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013".
Prior to this act all most all the establishments consider sexual harrasment as a gross misconduct and employees proved guilty face termination of the service.
Apart from the action by the company, the person tried under the court of law, if the female workers filled FIR. Therefore, our policy for sexual harresment is far better than the International Frameworks.
The companies having shortfall in their Company Policies can reframe the policy to Address Workplace Sexual Violence.
From India, Mumbai
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Why do every one so crazy about international standard? In Western countries free sex is a practice, whereas India is just opposite.
To combat the sexual harassment we have enough space in our lega system and separate act enacted " THE SEXUAL HARASSMENT OF WOMEN AT WORKPLACE(PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013".
Prior to this act all most all the establishments consider sexual harrasment as a gross misconduct and employees proved guilty face termination of the service.
Apart from the action by the company, the person tried under the court of law, if the female workers filled FIR. Therefore, our policy for sexual harresment is far better than the International Frameworks.
The companies having shortfall in their Company Policies can reframe the policy to Address Workplace Sexual Violence.
From India, Mumbai
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Sexual harressment at workplace.doc
Handbook on Sexual Harassment of Women at Workplace.pdf