CONTENT
- Sexual Harassment at Workplace
- Identifying Sexual Harassment
- Deciphering Sexual Harassment
- Sexual Harassment including Third Party
- Consequences of Sexual Harassment
- Introduction to the Sexual Harassment Act of India
- Dealing with Sexual Harassment
- Guidelines and Process of Redressal
- Guidelines for Employees to Prevent Sexual Harassment
- False and Malicious Complaint
- Practice Scenarios
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INTRODUCTION
- Sexual Harassment at workplace can involve a wide range of actions from gestures to sexual innuendoes to physical act, even demand for sexual favors. Sometimes the signs are so subtle they are difficult to pinpoint.
- The most common form of sexual harassment involves a man harassing a women, however it is not limited to it.
- On 9 th of December 2013, the government of India formulated the Sexual Harassment ofWomen atWorkplace (Prevention, Prohibition and Redressal) Act
- As Progressive Universe of NLP (PUNLP) our aim is to provide such awareness and create an environment of gender justice where men and women can work together with a sense of personal security and dignity
WHAT IS SEXUAL HARASSMENT
Sexual harassment is any unwelcome sexually determined behaviour, such as:-
- Physical contact
- A demand or request for sexual favours
- Sexually coloured remarks
- Showing pornography
- Any other physical, verbal or non-verbal conduct of a sexual nature
KNOW THE DIFFERENCE
Sexual Harassment
It’s a form of sec discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of a persons job, pay, or career, or
Sexual Assault
It is intentional sexual contact, characterized by use of force, threat, intimidation, abuse of authority or when the victim does not or cannot consent.
KINDS OF SEXUAL HARASSMENT
There are two kinds of Sexual Harassment, Quid Pro Quo and Hostile Environment
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Quid Pro Quo sexual harassment always involves explicit or implicit favors in return for any sort of sexual acts- “You give me something and I’ll give you something back.”
Usually someone with authority is responsible for this type of sexual harassment. |
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Hostile Environment is repeated unwanted acts of sexual and gender based discrimination behavior that has a negative impact on workplace. Both supervisors and co-workers can be a party to this kind of hostile environment. |
IDENTIFYING SEXUAL HARASSMENT
Sexual Harassment can be identified as the following types:
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Sexual Coercion: Involves job related threats or bribes to force unwilling employees to enter into a sexual relationship with the harasser. This is another for of Quid Pro Qou- “this is for that”. |
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Unwanted Sexual attention and advances include touching, sexual advances and sexual innuendoes. Unwelcome nature of physical, verbal or non-verbal conducts of sexual nature. |
IDENTIFYING SEXUAL HARASSMENT
Sexual Harassment can be identified as the following types:
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Unwelcome visual conduct: such as making sexual gestures, displaying suggestive objects, emails, pictures, cartoons or poster. |
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Making remarks that are gender specific which mostly include sexually colored remarks. |
THE PROPOSAL
Seema is associate in an MNC. She is ambitious and work hard on her assignment. Her manager Ajit just called het to schedule a meeting to discuss future projects.
In the meeting, Ajit says, “Well Seema, as you know we have an AM level position, knowing that you deserve it after all hard work. But why should I choose you? Is there something I can expect in return for this favor? Think about it and let me know.”
Flustered by this conversation, Seema decided to keep a low profile and did not broach to topic anymore. Ajit however started sending suggestive messages. After ignoring the messages initially, she confronted Ajit and told him these messages are making her very uncomfortable and it would be impossible for her to remain in the organisation if this continued. “What more, I will have to bring the messages to HR’s notice if you do not stop”, Seema warned Ajit.
Ajit laughed at Seema’s warning, “You think HR will take action against such a senior member of the organisation because an associate complained?”
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