Sexual Harassment in workplace

These were the questions answered by Ms Rajaeswari, AVP- CSR, Sathguru Management Consultants in her session on sexual harassment in workplaces. Her presentation went over critical points, all from a legal and practical perspective that was informative to every participant. Her clear and concise explanation started with the origins of the legal effort towards prevention and prohibition of sexual harassment against women and the outcome of Vishaka Judgement, 1997 was explained briefly.

Further, she talked about an incredibly important legislation- the POSH Act of 2013. This act was fundamental for the protection of women specifically in workplaces. It shifted the accountability of the assault from an individual to the institution. The legislation also explained the responsibilities of the institutions and their sexual harassment committees.

Harassment of women at workplace

It was also made clear that the committees had to provide a space for these women to pursue civil or criminal proceedings, depending on what they deemed appropriate. This act has been heralded as a great step towards civic remedy for women, giving them a voice and a space in which their voice doesn’t simply echo- but has some value and weight.
 

The POSH Act

This Act defines an employer, a workplace and who can be considered as an aggrieved person. Then, the presentation went on to explain the importance of safe working environments for women- with the points highlighting that women deserve the right to life and right to work in any profession with dignity.

She continued with the key elements to sexual harassment on what is considered sexual harassment in the workplace (from a legal and practical perspective) and what the common forms of harassment look like. She emphasized that the intentions of the perpetrator do not hold ground. Regardless of what one’s intentions are, it’s their actions that matter. If those actions make the aggrieved feel uncomfortable- whether they were verbal, non-verbal or physical- they are considered as sexual harassment.

Common Forms of Sexual Harassment
She elucidated the two common forms of harassment- a quid pro quo type where women are asked for certain favors and either given something or aren’t harmed career-wise, in return. The other form is creating a hostile environment for non- cooperation. She also elaborated on what isn’t considered as sexual harassment in the workplace.

Then she talked about the impact of COVID-19 on sexual harassment in the workplace, saying it didn’t disappear- it simply moved online.

Zero-tolerance @ Sathguru

She wrapped up by discussing her experience with Sathguru, detailing how they have been incredibly responsive and proactive in their efforts to provide a safe working environment for their employees. She highlighted their zero-tolerance policy, monitoring of the input submitted by the committee and empathetic attitude towards the complainant and their unbiased hearing of the respondent.

Sathguru’s culture harbors and perpetuates a conducive environment for associates to support and respect each other. Hence, we are a great place to work offering equal opportunity and a safe workspace for everyone !

Let’s stay safe, stay healthy and stay connected.