Dear Member, I hope you are doing well. I have a concern regarding an incident that happened to me. I am working as an HR Manager in a small company. In my office, there are four members. One day, while in the office, I was talking to a field boy about First Aid Items for the vehicles — citing "Condom" two times came under the purview of harassment at the workplace. Please suggest. One of four female employees wrote to the Director about my complaint that I was hurting her. Due to that, I gave an apology letter to her. In my opinion, this is not harassment.
Thanks, Anil
From India, Lucknow
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Thanks, Anil
From India, Lucknow
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Hi Anil, It seems like there might be a misunderstanding or miscommunication in your workplace. It's important to approach such situations with sensitivity and professionalism. Mentioning the term "Condom" in a workplace discussion, even if related to first aid items for vehicles, can be perceived as inappropriate by some individuals, especially in a professional setting.
If a colleague feels uncomfortable or harassed, it's crucial to address their concerns seriously. Here are some steps you may consider taking:
Apologize: It's good that you've already apologized. Acknowledge the discomfort caused and express your sincere apologies.
Reflect on your communication: Be mindful of the language and topics you discuss in the workplace. Consider whether the use of certain terms may be inappropriate or offensive to others.
Educate yourself and others: Ensure that all employees are aware of the company's policies on workplace behavior, harassment, and communication. Consider organizing training sessions to create awareness about maintaining a respectful and inclusive workplace.
Investigate the complaint: Understand the specific concerns raised by the employee who reported the incident. Investigate the matter objectively to ensure a fair assessment of the situation.
Address the issue: If there are findings that suggest inappropriate behavior, take appropriate corrective action. This could include counseling, additional training, or other measures to prevent future incidents.
Review and update policies: If necessary, review and update your company's policies to provide clearer guidance on appropriate workplace behavior.
Remember that fostering a respectful and inclusive workplace culture is essential for the well-being of all employees. Open communication, sensitivity to others' feelings, and a commitment to addressing concerns can contribute to a healthier work environment.
Thanks,
From India, Bangalore
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202If a colleague feels uncomfortable or harassed, it's crucial to address their concerns seriously. Here are some steps you may consider taking:
Apologize: It's good that you've already apologized. Acknowledge the discomfort caused and express your sincere apologies.
Reflect on your communication: Be mindful of the language and topics you discuss in the workplace. Consider whether the use of certain terms may be inappropriate or offensive to others.
Educate yourself and others: Ensure that all employees are aware of the company's policies on workplace behavior, harassment, and communication. Consider organizing training sessions to create awareness about maintaining a respectful and inclusive workplace.
Investigate the complaint: Understand the specific concerns raised by the employee who reported the incident. Investigate the matter objectively to ensure a fair assessment of the situation.
Address the issue: If there are findings that suggest inappropriate behavior, take appropriate corrective action. This could include counseling, additional training, or other measures to prevent future incidents.
Review and update policies: If necessary, review and update your company's policies to provide clearer guidance on appropriate workplace behavior.
Remember that fostering a respectful and inclusive workplace culture is essential for the well-being of all employees. Open communication, sensitivity to others' feelings, and a commitment to addressing concerns can contribute to a healthier work environment.
Thanks,
From India, Bangalore
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Hi, Harassment in the workplace is any unwanted behavior, whether physical or verbal (or even suggested), that makes a reasonable person feel uncomfortable, humiliated, or mentally distressed.
It is not clear in what context you used the word 'Condom'. If it was not used intentionally, you could have explained your position to the concerned female employee and Director. The situation and your tone when using the word are crucial factors to consider. Everything counts in such scenarios.
From India, Madras
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It is not clear in what context you used the word 'Condom'. If it was not used intentionally, you could have explained your position to the concerned female employee and Director. The situation and your tone when using the word are crucial factors to consider. Everything counts in such scenarios.
From India, Madras
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Dear Anil Kumar Tripathi,
I observed two things from your post.
Educating drivers on the use of condoms
The first point is about educating drivers on the need to keep condoms in the first-aid box. I wish you had checked the internet on the connection between first-aid and keeping a condom. Many NGOs in northern India, particularly in Delhi, educate drivers on safe sex. As part of this education, they advise drivers to carry condoms with them. The drivers found the first-aid box a safe place for keeping condoms. This misconception evolved, leading drivers to believe that if they didn't carry condoms, the traffic police could issue a challan against them. Although the Delhi Traffic Police have clarified that condoms need not be part of the first-aid box, the misconception persists.
To know more about this practice of keeping condoms in the first-aid box, you may click the following link: https://timesofindia.indiatimes.com/...w/71228424.cms
Improving communication skills
The second point concerns your communication. Your post is poorly drafted, which does not reflect well on the communication skills of a manager. A better communicator could have handled the situation differently.
Consider the use of the word "nipple" by a technical person. The technical meaning of this word is "a short pipe with a screw thread at both ends, used as a connector." In the case at hand, should it mean that a technician should desist from using this word in the presence of a woman? There is a limit to self-imposed rules on the violation of sensibility! I wish the woman employee had tried to understand the context of the use of the word that is socially refrained.
When the woman employee raised the complaint of sexual harassment, your immediate reaction was to tender an apology. I wish you had stood your ground and written a letter to the authorities concerned, clarifying your stand. You were merely inquiring whether the driver followed a practice common among his counterparts. Yes, without verifying the merits of the practice, you raised the query about a condom. That was your mistake, but by no stretch of the imagination was the query tantamount to violating any law.
Learning from the incident
The post illustrates how people raise complaints with half-knowledge. The originator of this incident is the woman employee, who, without checking facts, deemed it fit to raise a complaint under the provisions of PoSH. I wish she had educated herself about the provisions of this law. No woman is expected to brandish her womanhood and scare her male colleagues. Gripped by the fear of repercussions of the complaint, the male employee readily apologized. His abject surrender could embolden the woman employee.
This post is also a case of under-utilization of human intelligence. I wish the woman employee and her male colleague had used their intelligence. People do not know how to use their intelligence, but they have started using Artificial Intelligence (AI). AI is no substitute for basic human intelligence. Decisions on how to use AI, when to use it, where to use it, and how much to use it finally rest with humans!
Thanks,
Dinesh Divekar
From India, Bangalore
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I observed two things from your post.
Educating drivers on the use of condoms
The first point is about educating drivers on the need to keep condoms in the first-aid box. I wish you had checked the internet on the connection between first-aid and keeping a condom. Many NGOs in northern India, particularly in Delhi, educate drivers on safe sex. As part of this education, they advise drivers to carry condoms with them. The drivers found the first-aid box a safe place for keeping condoms. This misconception evolved, leading drivers to believe that if they didn't carry condoms, the traffic police could issue a challan against them. Although the Delhi Traffic Police have clarified that condoms need not be part of the first-aid box, the misconception persists.
To know more about this practice of keeping condoms in the first-aid box, you may click the following link: https://timesofindia.indiatimes.com/...w/71228424.cms
Improving communication skills
The second point concerns your communication. Your post is poorly drafted, which does not reflect well on the communication skills of a manager. A better communicator could have handled the situation differently.
Consider the use of the word "nipple" by a technical person. The technical meaning of this word is "a short pipe with a screw thread at both ends, used as a connector." In the case at hand, should it mean that a technician should desist from using this word in the presence of a woman? There is a limit to self-imposed rules on the violation of sensibility! I wish the woman employee had tried to understand the context of the use of the word that is socially refrained.
When the woman employee raised the complaint of sexual harassment, your immediate reaction was to tender an apology. I wish you had stood your ground and written a letter to the authorities concerned, clarifying your stand. You were merely inquiring whether the driver followed a practice common among his counterparts. Yes, without verifying the merits of the practice, you raised the query about a condom. That was your mistake, but by no stretch of the imagination was the query tantamount to violating any law.
Learning from the incident
The post illustrates how people raise complaints with half-knowledge. The originator of this incident is the woman employee, who, without checking facts, deemed it fit to raise a complaint under the provisions of PoSH. I wish she had educated herself about the provisions of this law. No woman is expected to brandish her womanhood and scare her male colleagues. Gripped by the fear of repercussions of the complaint, the male employee readily apologized. His abject surrender could embolden the woman employee.
This post is also a case of under-utilization of human intelligence. I wish the woman employee and her male colleague had used their intelligence. People do not know how to use their intelligence, but they have started using Artificial Intelligence (AI). AI is no substitute for basic human intelligence. Decisions on how to use AI, when to use it, where to use it, and how much to use it finally rest with humans!
Thanks,
Dinesh Divekar
From India, Bangalore
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Professional-de velopment-workp lace-etiquette. ppt
Handbook on Sexual Harassment of Women at Workplace.pdf