Prevention of Women from Sexual harassment at Work Place

Sexual harassment at the Workplace is a world-wide problem whether in developing or developed nations.

What is Sexual harassment?

Prevention of Sexual Harassment at the work place

It is unexpected or unwelcomed behavior by individuals towards him/her. It is a problem that impacts the mental state of men and women both very negatively, so this problem is becoming a serious problem everywhere.  The problem becomes more severe when it gets related to senior management or top-level officers at the workplace/ field of work simultaneously.

It may include many things as:

·       Attempt of sexual assault

·       Unwanted staring, touching, leaning over, cornering or pinching

·       Unmannered jokes, sexual teasing, jokes or remarks

·       Whistling at someone

·       Hinting for touching or behaving sexually for some other person

·       Transmitting or posting emails or pictures of a sexual or other harassment-related nature

·       Displaying sexually suggestive objects, pictures, or posters

·       Playing sexually suggestive music

So it's very necessary to prevent sexual harassment at the workplace for men or women. Sakshi NGO, the best NGO in Delhi incorporates various ways to teach and understand the term and how to save them from this.

1)     Every office should incorporate regular training on harassment for supervisors and employees. The presentation must include gender equality topics and courses on diversity.

2)     Every organization should follow a work policy for sexual harassment and ensure all staff to get familiar with it. The policy should include clear whistle-blowing and reporting procedures. 

3)      Get attached to awareness programs run by NGOs or social communities. So everyone at the workplace can get aware of policies and procedures.

4)     Company should follow clear harassment reporting procedures and quick action policy to ensure more safety. The compliance should be multi-authority oriented so that there is transparency.

5)     Appropriate complaint mechanism should be there for a redress of complaint made by the victim.

Disciplinary Action-

Where such conduct amounts to misconduct in employment as defined by the relevant service rules, appropriate disciplinary action should be initiated by the employer in accordance with those rules.

Location: d 332, Block D, Defence Colony, New Delhi, Delhi 110049, India

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