All about Safety of Women in the Workplace

WORKPLACE MATTERS

Safety of women has always been a much discussed issue and a matter of concern. The crime and justice departments across the world receive tons of complaints relating to women's harassment every year. Suicides, murders, acid attacks, sexual harassment and social media scandals ---the list goes on. It is very unlikely that you will live through a week without a single news report on women's harassment. Our society is referred to as progressive, with women paving a way for themselves in various sectors of work and industry, which previously just had a majority of male employees. This leads us to another adjacent concern, i.e., ''women's safety in workplaces''. So how safe are women in their workplaces?

When we use the phrase 'women's safety' the immediate idea that comes to our mind is probably a women's physical or sexual harassment. But is that all? It does start with remarks with a sexual veil and ends up with sexual harassment. Actually there are many forms of harassment that women face in their workplaces. This includes sexually coated remarks, inappropriate physical contact and advances, showing pornographic content, demanding sexual favours in return for employee's promotion and career benefits, verbal and non-verbal sexual conduct, spreading rumours about a women's personal relationships, etc. Aligned with all of the above-mentioned forms of harassment is the psychological harassment that we often fail to identify. Consequently, this is mostly the reason for a woman psychologically getting harmed, which often leads to suicide.

In a country like India, workplace harassment often goes unaddressed. Female employees mostly choose not to speak about harassment that they go through in their workplaces. According to reports presented in 2017 by the Indian Bar Association, 70 per cent of women folk do not address or report sexual harassment inflicted on them by their superiors. The nation's employment sector also experiences the lack of an Internal Complaints Committee (ICC) in most companies and organisations. In this context, the Federation of Indian Chamber of Commerce and Industry (FICCI) conducted research in the year 2015. The research concluded that around 36 per cent of Indian companies and 25 per cent of multinational companies lack an Internal Complaints Committee (ICC). Notably, according to the Sexual Harassment Act, 2013, every private or public organisation possessing 10 or more employees need to have an Internal Complaints Committee (ICC) mandatorily.

In the scenarios where some companies did possess an ICC, researchers discovered that their ICC members didn't possess legal training in the matter. On top of that, they even lacked sensitivity regarding the issue. Another similar study, which 'Ernst and Young' carried out in the year 2015, asserted that a wide stretch of companies lacked awareness of the law demanding an ICC. This amounts to 40 per cent of IT companies and 50 per cent of advertisement and media companies. Such statistics would make one wonder if women's safety and workplace harassment is just another entity to be casually addressed in an HR training session. Does your workplace have an ICC and undertake proper training sessions on the matter?

It is questionable that even after the existence of a legal Act, we notice a huge amount of silence by victims in workplaces. The Rajya Sabha passed the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 on 26 February 2013. Employers and companies who fail to comply with the features of this Act are liable to punishment that amounts to a penalty of Rs 50,000. Additionally, Section 354 A of the Indian Penal Code also laid down punishments and penalties for criminals conducting sexual harassment offences. The existence of laws and acts regarding the matter obligates a victim to address and report an issue. But as mentioned, the silence prevails.

Why do women choose not to address harassment in office?

At its onset, it comes off to them that enduring it would be less complicated for their personal life and survival. They feel that along with complicating their relationship with their superiors, it might also put their employment at risk. They fear the lack of support as many times the organisations ask them to stay quiet about the issue with employment and relocation threats. They fail to gain support from their colleagues, even women colleagues who resort to staying away from supporting the victims, to make sure they don't jeopardize their own stake in the organisation. Apart from this, society has often made it hard for such victims as they even lacked support from their parents, who, in the context of maintaining a social identity asks their daughters to stay quiet in such matters.

It is also to be noted that even after the existence of laws, and even when a woman gather the courage to address the matter, they lack awareness about them, which corners them to not knowing where to go and what to do.

Steps that women can undertake to tackle workplace harassment

First of all, resorting not to staying silent would be a good place to start. Speak up, disclose the issue to other seniors and if you don't receive any support or see the authority not taking any measures, go for a formal complaint.

If possible record everything that you possibly can. CCTV footage, phone calls and their specific details, messages, emails etc. In a scenario where you would lack support, such proofs will come handy.

When you report the matter to the concerned authority, you might realise that they are not sensitive about the issue. The authority may also question your credibility, try to find loopholes in your statements and ask you not to create a fuzz about the issue. In that case, don't take back your complaint. In doing so, the perpetrator's motives will be boosted and he will continue his acts with you and others.

It is possible that your organisation will address your issue and undertake the necessary makers. It is possible that the concerned authority will take action against the perpetrator and things will change. If you feel like the executed steps are not enough and more severe actions need to be undertaken, reach out to the law. Approaching the police station to register an FIR or reaching out to an NGO that addresses women's concerns should turn out to be effective. Note once again that Sexual harassment complaints are addressed under Section 354 of the Indian Penal Code and assaulting women is a non-bailable crime.

Try to make yourself understand that this is not permanent and things will and can be changed. Take care of your health and your mental health in such a situation.

Lastly, keep an alternative plan and your resume ready to switch. However, hold on until you have a new secured option.

Steps that a company or organisation need to undertake to ensure women's safety

Draft a Sexual Harassment Policy and ensure a zero-tolerance approach in violation of the policy. Create awareness and educate the workspace about inappropriate conduct. Finally, highlight the consequences.

From wellness programmes to facilitate the psychological well-being of the employees to training programmes, execute every possible step that you can take to create awareness about women's safety.

As it is obvious that the majority of the time, a woman chooses not to address harassment in the workplace, take measures that will encourage them to speak up. Make sure that they are heard and that they know that they can speak up. Create a working environment that can facilitate this. You can develop a sense of equality in your workplace through equal opportunities in this matter.

HR has a highly important role to play in this regard. As an HR, make it clear to new recruitments about the policies and the possible consequences. Bring notice of inappropriate behaviours and pass on strict guidelines against harassment.

Lastly, as made compulsory by the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, create the Internal Complaints Committee (ICC) on Women's Safety.

Lastly, note that it is not all bad. There exists a large number of companies and organisations that have developed their working places into hubs where women employees receive a healthy and safe work environment. There exist organisations where employees gain overall development. To sum it all up, remember that you are not alone.

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