Sexual Harassment at work Place: what is the solution?

When popular people blame someone for sexual harassment at the workplace then it creates sensational news. Both the victim and accused circulate in media. Electronic and social media runs and circulate the news for some time out of which some cases get proved and some get obsolete from the scene. But the situation of common women is worse than celebrities. They have a fear in their heart to get criticized mentally and character-wise both.

There are several examples and running cases of sexual harassment at different companies and factories but still, women took a step back and don’t take it seriously. As per the study many cases arise at the workplace regarding promotion and in favor, they ask to complete their bad intention. In some cases working in such a scenario is a compulsion as to survive and care for their family they can’t quit their job.

Some facts that define Sexual Harassment at Workplace

·        Proposal for physical contact

·        Ask for a sexual favor

·        Sex oriented talk  or use of words related that can embarrass other

·        Sharing objectionable pictures on mobile or email

·        Threatening a victim is also counted as an offense

Many rules but comes with flaws

·        As per New data- As per the women and child development ministry, there are 500-600 cases reported where women had been harassed physically or mentally.  The ministry has taken many initiatives to create awareness and protect women from these types of issues. Sakshi NGO- NGO based in Delhi has taken many initiatives and run awareness programs to educate women and men both to prevent such issues and how to deal with them. We give corporate employees training and information about new laws for sexual harassment.

·        What is sexual harassment ACT: This act came into the picture in 2013. As per this law, there is the provision of investigation and strict action against the guilty. This act is a new form and amendment of Vishakha guidelines.

This act came in lieu of some related case that appears in 1992 at Rajasthan.

·        What is the law: Employers have to form an internal complaints committee (ICC) within the organization. In this committee appointed members will be from the company and some members from some recognized NGO. The work of the committee is to investigate the matter of concern.

·        Process victim have to follow: Victim must complain within three months of the incident. As per the seriousness of charges or cases, ICC can increase the time limit of the case. ICC has to complete the investigation within 90 days. Upon completion of enquiry ICC has to submit the report to the employer. Copy of the report must be given to both the accused and victim both for full transparency.

·        If the victim gives a written request during enquiry, transfer or any other arrangements, leave for 3 months can be provided by ICC.

Many times these cases get resolved within the organization but sometimes it gets very complicated and needs an intervention of police where Victims can punish monetary as well as prisonary for serious offenses proven(if any).

If charges by the victim proven false then there is the provision of charges against the victim too.

All these laws are helpful for all especially women but in reality, there is a requirement for more awareness. Many companies have these committees only on paper but there is no existence in reality. Many times victim is requested or forced to compromise with it by offering some money or forcibly.

So we need to change our perspective towards women and cleanse our mindset. We should treat men and women equally to avoid these situations in the workplace.