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    Handbook on Prevention of Sexual Harrasment At workPlace - Sanhita

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    29 views48 pages

    Handbook On Prevention of Sexual Harrasment at Workplace - Sanhita

    Uploaded by

    R.Arumugam

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
    Flag for inappropriate content
    of 48
    prevention of sexual harassment at —workplace A Handbook Sanhita « Pew weve eee ss eved esses iss s ise e ' foreword ‘AsGilociaSteinen’s memorable quote nt stndsas the spgraph ofthe authors {nvedvcton to the Handbook, evective'y suggests the Supreme Cour Tn, by ving landmark judgment inthe case of Vskoka & or Vs. the Sie ‘of Rajsthan & os, helped o are zmajor human rights violation of Women that eal used fo pase off aif" Tam proud oe invited to wre th forewordtothis Handbook sexual erase at workplace that he Supe ‘Cour redo confont trough the Vishak agnent (also know a Supt (Court Guidelines on sexual harassment a workplace) given ten years. ago. The andoook hasbeen produced out of istlation ot years of Wok done By Senkive for building awareness and cresting necessary ‘fasten ‘mindset forimplementing Vishaka Guidlines ia workplaces, ‘Many years apo, shorty afer the principal author ofthis Handbook stated Sanath women's igh iniatve, had Heard er declare that she wanted ‘maiasteam gender concern. She had left me wondering bu, sue enough, few yeas Sania bad become s practical and passnate advocate of the ‘Supreme Court Guidelines on addressing sexual harassment st workplace. Th cetanisation had played a pioneering, and vital role vn consenting the ‘workplaces, never Aching from confronting the employers with what thi Guidelines ae about and how best osplement tem They have alo brought ‘out publications conceming the sss, provided ning ¥0 workplace, bot fsoverament snd privately gwmed, and have rendered services at thi pat ‘members in compl commiters ore as pertheVshsks Guidelines {As the Chairperson ofthe West Bengal Commision for Women I works close collaboration with Samhain conducting » survey in al the offices of fsovermment departments and directorates sihnted in Kolkata and a ele, ‘uber ofinitutionsthatrun on goveramen funding. Workin this dataan Aiscussing wate Bld investators what they ound ost about he workplaces during their survey wasa major learning proces forall of us Ona sbsoguert ‘ceabon we collaborated with ther in disseminating a study oa the scenar> prevalent in the health sector Apar trom these vo major avelvement,Thav> een resent in many other stations where Ihave seen thelr advocacy a wore fromelose quarters What Ihave appreciated ie thom to understand the power dynamics of ‘is pacar rand af violation of women sights, Latecnantt demaretes ‘workplaces, women have Had tobe agaist the unevenness the eld fea having 10 pay a pice despite their sills & input. Sexual harassment ‘workplace exists within patnarchl spaces and aperats trough local habia ‘minds and mote alabaly dentable practices I chalenges existing tons (of worker's ght wih notions of woman's igh, The element of sexu’ that has been nares bot iberatory and ing. The harass, we have seen, coven much, more than bodily sexuality, Soma Sen Gupta has engaged wil hase or oe ‘aifcations an contractions contained in the problematic ie conseques boro ‘oitsredresal.deuwing upon the aly substantial enpenencesccruneionnte, ‘The Handbook i both suteofthe-artin his entre scenario ia West Bengal and a eaés reckoner for hose who want to use the provisions ofthe Vshka Gudsloesclcanene Looking atthe enti body of writing on the subjects elear that mo somparite oe xi tha spells out some ofthe theoretical asus regaing he prarcel ene zs atthe same time, engages withthe nity rity of how to ake toe Guidelines workin practice. amhappy that suchabook will now be aval dee will goalong way tofillinthe lacuna T wish tsuccen, Bape Jasodhara Bagi Chaiperon West Bengal Commission for Women December 2007 A content < ‘ Introduction s ‘Understanding the Issue «6 é ‘ae sep ne ee ry rn < ‘Sctineaghecasinmlososte fe edge § EmployersResponsibilty » “eter writen ibe tev ht eloen tne who meeps ( ‘Geonmapener othe sep nn er lees pean ees ‘cunt amsment herman talon ely eco . inn fey pve cope roost « Complaints Committee % "handing comin nes min es ‘What Women Can Do ” ashy i woe cnn come enn wee Reference 8 ac Power dynanice an fea of job relate dsecmination or dismiss are tbe remus wie aren, ~ on Goi torwacd and report incidents of seaual Kasson ooo awareness ofthe law coupled with lack of confidence inthe efecv nen or omplints and reess mechanism prompt womea to rea sik Rent of sting tgmaised and ‘marked o old in the workpee dos te bese ok confidentiality on gt of the authorities and complaints comantce ie seek, ‘portant factor Thus, a range of obstacles incite nhy once denne complain. These veryofenceflecte atte tat sosiety bens one care and thereby point out othe poweles station of women within woskoore systems. Very often the commercial interest of «company is pote Sec, complaint sexual harassnet and prevailing gene: seas, What ace the isues at stake for organisations to dey the reality of sexual brastnen? Is tthe image ofthe organisation? Disteatd for the salty of women works? Or wheter the polis of dria canbe comprehended aly op 8 understanding, how workplee cute reinforces sex hasesnient formofsystemasedvolenss agains women Overt years th ature of cial has however changed is version- what zen with workplace authorities including women workers denying he orca Sexual harassment ranted iio admiting is very exter The neesicn wonten worker ow ais what do we d about i” of-how can we ence ‘oc"willhemanagementlisten tous” Gendered workplaces The major change concerns wheter sual haresent iso be seen as harassment which uses sex (among other tangy) bs once te accomplish power orasharassment which uses pow tos tog sex, The findomenal issue here then is whether we phone widerstand sexual haresmen as power beaiour ova 9 seal behaviour Sexual arssmentis likely to exit wherever the unequal dsibtion of power beeween men and women is greatest. It's unwanted and uncleome tet, based on gender. in order o understand stnaal haste! at weg oi inportanttoundersand workplace structures systems djmamic erat “Wi. Sy. Gv Pon: So Heme nsdn Ps Ltn Prevention of Se! Hamsnet Woriise A tanto [7 Arange of sacs, that very af lest theatiucs axis ear end women, esher ino save and Sesgal hansen i Tikal exist whore ‘he unequal dition 8] Peventon of Sean as an tbei fnsionin, nthe midst of such scares the gueton may arise aio he ae women wodkers lta - at wtih level? What te ee ance widin workplaces andhow do hey affect womsus werent le dynamics alles women and mess employee snd liner ‘weming, workplaces affect and infucne these siete? Wiese or ' homaceissusof workplace sccounaby pleca? ‘According toa 19 study’ conducted by the Inematonal Labour Organisation {10}, 'Sevalhrasren is neniably linked wih power snl een ‘ome do oot bolo to the workplace ine same way ae nen he horas at work an extension of xl harssien inva is aa tn irence that at work, women's fle is ofen seen ms cadens {ilferetation is connected to two key rocesses the ieaalone a ones { wker which locates women as sexual as wellaseconomic'waten aera 21 zation of family work relations within the sphere of smmpopent eh, amen work as “vives mer than waged Ibouters"n ihe sews oe Contemporary labour market Namen have ened th workplace much ate compared omer, callenging the notion of paarchldvsn of kbou: Gensatons of taakeaasees the workplace asa male domain confons th emertence of he Ne Wen {orl euingn major shits Because of ths outlook of fe soto ‘pproschalip puts women athe recivng end ofa lot af how nes FrofEsiona hostility, which oen gets expressed though disparaicg ay basedon sender ‘Nomen have very often spoken shout the Dalancig att they have to do ‘em wokpics-to be crt nto even amp breaking ie i seine imposed upon them. Says, a seule workin working inta feb ee {ransation fo the as thir years, “Women have to pefom deel ein ‘order tobe considered apabtoras worthy sac ‘mectng asthe only woman emp Flesand maketen,whiteno othe 1 sa common experince that adequate ol faites do ot ex for women bcialany in ld oces and workshops = orif they we tes any oes ‘hey arenot tebe used “Safety of women warksr very ote the is easly, especially instuations teeth) croquied to sty away Fomthes hometobns. Reporsexst where ‘Nomen fave expesence stacks oatepted rape ia thei ascommodatons. “Thistle: oroe wrk sector rom young women students, fo Mus 0 ‘women working in POs pus wide rangcot women workers. Employers nec {o adress tis concem regarding safety and security of women esd (qutersandhosels Maleemployees and colleagues arcoften seen toreent maternity eavesby thet ‘women clleapus, andthe witnessed eros diverse work sectors. Apart ort the publican goverrsot sestrs, mnernty Beneis wo women workers nine to be howanpletonted it + range of woplces. Women efter fetuming in private onganations flr the pred of matenty leave find Themtves without de oh, Said woman working in he privat esto, "Our Competence is. quostioned on the eanagement prefers Not taking complaints of sexual harassment seriously, or not dealing with Complaints on tne 0: not implemeating the Gudeine an be examples of & prevaling gendered atte tht docsn't wet the issue wit he prac i {serves Discrimination also conduct hu forces teharased woman to work trite barsser or pressuring ert witha hercomplaint. Coupled with allthis, wehave also witnesedthe abseace of women inthe senioe ‘ing of organisation hierarchy, The Confederation of laian Inustey (Cl) 0 ‘November 2005, commissioned sud (see box belon). Te objective behind the study wasto tablish mesures reatedto ie inedenceandratosofwosking women at the workplace, across ons, industies and posts within the bnisations Also to understand HR practices and benefits given to women fmmployees in an effort towards comprehending bares felt by women themssvesat various lever ofthe organisation, which walt ito bodlenecks totheir carer growth, The study eae up wit staring statistics elated to he ‘alos of working women a workplace ‘rece elena ity Understanding th Level of Woman Empowerment n the Werte 200 by th Cotesia of ian dusty (CID reveled tly ecpeceat oft al ponder of employees working eum and age a ee Ei oes wt) kommt Bi ees of wane ebrcea thee ota tye cent oe ee ioe eee ete eae SAE Roe ae a ee reg ree are es neg atid} apt Sexual harassment at workplace must be seem within the broad Famework ‘of gender based Iuarassment and Santis ‘reves of evel Harassncrt Wace: Handtoos | ‘ Not taking comps seriously, oF not, implementing th aw or pressuring th ‘woman 1 widow her comping, re examples of prevailing gendsred tude tht vies the issue of sexual arasmen 10 |reeniono Sea! Haatmett Wp: Hook ‘The few women in senior postions too report instanes of gener Red laccination - often prevented fom taking up leaden poste cone ‘useremoniusly bypassed in mater of promo, Tha ehaned ee study Implementing Vishata” conducted by West Benyal Comaneca ve Women wih anita, Atsomeot he workplaces womenconplnin tea hice iia in accepting women as heathical super andres eal es face ange of karassment. Though it may ser hat waren a sccre a hen jobs many wonen sller (om the absence of cognition cf dae oa abou, ‘The same feature characterises women’s leadership pion in woriglace ‘sssocitions and unions". The study The Changing Sita of Wome tag Bonga, 970.2000" The Challenge ead sotee Aloe ite Rua na singe Sir political aon, have any woman nan lected ac bac ee xeativecommitee mere At tems hae a akenmprenmae onfereezs ll hse unon aot reoltns I supp of desea at omen worke, when any negotiations take place tense tas a, Icpesenntves an employer, women’s pecie demand, een such os neta nea epi oi, gt pushes te taheand ec ber done ban mor uno tense proper inplementconstie es aus uy for gu work pase 1976 ore Supreme Candee Sera! farasnet of women after weipinee, Thus, woseee oe Dartcipnton dt reseeein rads ins have increnschonernauos the ast the deed ut hile ogres and cna ae femained seg, exept irae tanes Ie the wee ployee on ‘This marked absence of women in letdetship and oreaising roles within workplace unions and associations have ramications urcuany os Go Begotiation power and capitis -expecily a seeking reens or umsoneg women dringris stations, etn ick powetlodemund worse sccounabiltytoprovdessteandequiable workingcondiee Women'svuinerability ‘This gendered scenarioraises he spectre of women's vlncabily. Who arte women vulnerable to sexual harssinen?"" What indsot harssment done ‘ace? Whistling singing lewd songs, disparaging comments onthe acotey sender are common, but sexual barastment ime aust tene? ‘8.2005 report by the Intemational Labour Orgeistion” (ILO) also iniates that sexoal harassment is more prevalent against wows who aie see vulerble, such a8 young women, separted, widowed or dvoid Somes wore employed in "aoa-taional” or male-dominated pfeuions seme \orkingin informal seetorsoftheeconomy. or migrant warkes, ‘Ticough the breadth of ourexperieace wehave een vulnerable aethose women who ate pstioned precariously onthe ais of power -new tes wsyee oy jee women who have got jobs on compassionate promis, apmsetcee Be cnn cnggain station that ake you wnt. Tastee pein avis Foun not hoon oncharasedy his psn, tirperformance appraisal This shale sft rvs th cu aves Ur perfor temo ldgingaempsit. Convers harass rs eng posi. ey st BNE YOO MLS Jeter os poten oie rm yur sees Te or rk ror was ood al hte has es 28 ae you eoonon compan repaints stl TSH harassment - ar ke Muah te complxns procedure of your ANNI at ty he complaints procedure of pees eet ge of ‘bey at wari. Even Ingiry by the complains commitse women goonies a priy and gay expeeea hasten ‘Bertie compa vse te hve tsi cess is insted do not discontinue he worgne Women ie Se tstapcastthebarmrent peers fe 3 Itt nnupo datrecor ce neon eh empl ernie you may be rch nero arin deni, ean bes ON Se el Fito benders ners of account! eerie panfol_and insulin Gescibe pul and insulting ger. Tere was od 00d wants spi you el he nee ier especialy vere yout woah Sponge Le Ont a writen OTE oman Sag ort . ra etacconia —— tatRemen Ortaca means Siglo by ea ten lehes etic Frais commite shold intr Sadat wh ro Sout your fer feminine nathan ston ‘hotensurounde oe woran's scans relies ven she dss shuld ically be done by Sam foe protein very al enerstht ae hand delivers, poe tients touceste pio iheleterisprovided ee ac The purview of he indian Penal ‘here aeaame pork omptnnsth he palie ‘hide women eed © dsiccinssnrarescciee “Protest ems cobeing neses when the the sta of er complaint and Jean be callenging propasiion Bina mabe kere in a i ith Writing a complaint letter Fox and write complaint is necessary fo initiating proper ena. Writing a complaint Teter santana par of registering and protesting pains indents) 9 sex Farssment Our expencace sos that very olen, cnn of sexual assent do ot get fegistred, or ae eaily dismissed, since lacks Fundamental formation or sn sks lary ores the point severe he followingaresomeofthasethings that you swat be especially caret outa ry toinlade | ‘your compan eter | 5 tdemtty ote narasser Full une of the perptrator of sxual assent, his oes | tesignation incladinghioffecaddeess{ aval) | «eats or te incident (in chronological ata inca We dns eve posite ehh pees), and the working relationship thal youshre with Me perpetaor “Govexample ihe hs spersaory tle or whetherhe senior intel management ee.) «Duration of harassment] tic harassment hasbeen going on fora long tne, mention hat, nals the approximate ine peodfor which you vebeen facing them. 1 Describe the incidents Here itis important note tat women often fear one's persons Tis offered up fr public and posible senting abou her private fe its however imporant oot let emotion overpower you and focus estead on aking the complaint Tactnlanddetales ‘Mention what were your response to he ats of harassment alleged by you: What ‘verthestepsyouadtaken di you keep quetnitaly hoping heharassment would ‘Nop occuring or 6d you infor he Haraser about your iomfor and sk bi 0 Sop his harassing behaviour, di 908 complain verbally © your supervisor (oF irumediaesenioe) ‘Mention expecially iftherehas bee any “backlash ction oration agnnst you by the Taraser ae fest of your alan) or because of ot going, long with behaviour fects afharasmenteould berany Physical’ Emotional: This has bean aresed in detain the Chapter ‘Understanding thelesie™ = PersnalSocil Familial: This has been addessed in del in the Chapter ‘Undertnding hess = Workplace related: Decreased work performance, effect on pretesional career, bein ‘bead and fuiliated by scrutiny and gossip inthe workplace or being pubbely senualsed Inadtionto facing sexual harassmest women face ealiato,ifthey do ot wish tolerate'the bravo oe -nccep the advances ofthe fares Retaliation coulé asabefacedby the woman bya haranero by eters in given workplace as punishment fr er decision ogo aad educa completa the eventual tht you ae fing retaliation tease of complaining ‘documenta write an edioal eter snentoning this. Such ealison could ben the form ‘Stdenil of opportunities, promotions, and punishment transfers or waholding of salaries Siner duces Teould also betn te form of ecesing nepaticeapprasaltin your Work Appraisal | Repos and bad ovations et Sonia reve Suia Hm Weg A Hk 13 reference Gen Sm arent he rpc: Eperen of Mace nS: Heh pula soem elms Prgrne Wekng aera Deh ea Cael 20 = iE dosent af bomce panne hoot Ne eh 208 Doan Ney ans cnet age 28, ar i ane gn appre Pehaier la, rh. Back Of To Cat Sup Sera Hogs ol Haass. So & Shs rag (Te Cage Sse of Mpc. ic Sar ne Gp Sl ena oP «+ Ra Caoaeany Rega he Spec apo ero Ve gist Won poi te UN + ero fd Pega Hoe ie Ce Sa he Pott ofSence 2001 ‘Ste lalonenng i: 4S Rf Se Pu Sar Underage), 2002 {Sih fp Dhl 4 Str oot Stet Pre Sor Onan ped. 208 {SURAT et Ps dacntareneconpogn war efron asd mets ‘Sein armen a orpace Eien wit Campa Comite 20) ‘Stine, Goa Ours tet edo Reelin Ones Bk New aR PS Finer fn, Te Ka, may. 03 {ries ra ao «NS xp Comin fo Women it Soin, pom: «Sune Rr 2008 { Mis.S Ua Sn eewe Poe Soa orzo Era i Pon es on 987 ord Bra Boos Merch ates Ch us Sl: is nel ati osm «Hn The fanny 3206 chon hd 90060125 00603079300 eta te pnaastngn x hover sesthursomentser ot INpvterstauturstncntppe oy yesh Ip sp nar Saul Het Its Repon on ata! slpmer hereof lene un omen 104200, on 130 Ra of he Sc Rape ec grr Mame ea 203 “Siew nkhedettyasa/ ECR 305 Apne rst 2005

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