Sexual Harassment at Workplace - An Organisational Ethic.pptx

Sexual harrasmmebt at workplacs ppt

1. Sexual Harassment at the Workplace An organisational ethic

2. Sexual harassment is any unwelcome act or behaviour which directly or by implication is of Sexual nature

3. Sexual harassment is any unwelcome act or behaviour which directly or by implication is of Sexual nature

4. Theoretical Classification

5. Factors leading to Sexual Harassment

6. Harassment Beyond the Official Space

7. Consequences of Sexual Harassment

8. The International Scene

9. Relevance for the Indian Context Source credit: Economic times Data as of 2016.

10. Relevance for the Indian Context Sexual Harassment cases at Workplace 2014-2018 Source credit: Lok Sabha Question Annex Data as of July 2018

11. Relevance for the Indian Context Sexual Harassment cases at different stages of investigation and Trial in 2016 Source credit: Time of India Data as of 2018.

12. So what have we done? The Indian Scene

13. Vishaka Guidelines (1997)

14. The Sexual Harassment Act (2013) It widens the definition of ‘aggrieved woman

15. The Sexual Harassment Act (2013) It widens the definition of ‘aggrieved woman’ It Expands ‘workplace’ beyond traditional offices

16. The Sexual Harassment Act (2013) It widens the definition of ‘aggrieved woman It Expands ‘workplace’ beyond traditional offices It mandates the constitution of ICC at Organisational level and LCC at Distt Level Internal Complaints Committee

17. The Sexual Harassment Act (2013) It widens the definition of ‘aggrieved woman It Expands ‘workplace’ beyond traditional offices It mandates the constitution of ICC at Organisational level and LCC at Distt Level Local Complaints Committee

18. The Sexual Harassment Act (2013) It widens the definition of ‘aggrieved woman’ It expands ‘ workplace ’ beyond traditional offices It mandates the constitution of ICC at Organisational level and LCC at Distt Level Additionally… It lists the duties of the employer Penalties for non-compliance

19. The SHe -Box, 2017 http://www.shebox.nic.in/ An online complaint system for registration of complaints related to sexual harassment at workplace. Can be used by employees of government and private sectors.

20. Ground Zero 70% women said they did not report sexual harassment fearing the repercussions 65% of respondents said their companies did not follow prescribed norms prescribed by 2013 Act 66% of the cases- the internal committees did not deal fairly with the complaints. 2 out of 5 IT Companies  were oblivious to the need to set up ICCs and 50% of advertising and media companies had not conducted training for ICC members Several Individual cases of severe negative repercussions after complaining such as Character assassination, impoverished career prospects, etc Excessive delays in processing Online complaints

21. Example of redressal failure An employee of Sahara Manoranjan herself became the target of a ‘fact-finding’ mission when she lodged a complaint with the police about a colleague’s misdemeanour. This incident came at the back of repeated harassments by top management, which had offered her ‘quid pro quo’ benefits for favours of a sexual nature, and then threatened her with dire consequences when she did not comply. This team found her “guilty of misconduct and of making baseless allegations against the company” She was transferred to Lucknow and, when she went to the press with the story, her services were terminated. In spite of intervention by the Maharashtra State Commission for Women (SCW), the complaints committee that was subsequently formed blatantly flouted the Vishaka guidelines and was not acceptable to the complainant.

22. What are we doing wrong?

23. Complications in dealing with Sexual Harassment – The Case of Workplace Romance VAULT.COM'S 2010 OFFICE ROMANCE SURVEY 60% of workers participated in some kind of workplace romance 64% said they would participate in another one One in five employees admitted a relationship with a boss 15% said they have had a relationship with someone they supervise.

24. The Case of Workplace Romance: Repercussions

25. The Case of Workplace Romance: The Flip side

26. Therefore…. Some organisations actively promote workplace romance If the firm has good policies to deal with these general problems, then there is no need to prohibit one small possible source of problem INDIA A 2013 SHRM survey showed that 42% of employers have written or verbal policies to address office romance. 

27. What can be done?

28. What can be done? Sexual Harassment Intervention Model ( Fielden and Hunt, 2014) A Consultative approach based on shared understanding and goals

29. What can I do?

30. Thank You! By Mohana Bharathi Manimaran