Sexual harassment at the workplace is a significant breach of an individual’s dignity and human rights. Its physical and psychological ramifications affect the employees who suffer from it and also create a hostile working atmosphere, which leads to a decline in team morale and productivity.
As more women join the workforce in India, it has become essential and imperative to address workplace sexual harassment and promote safe and inclusive workspaces.
It is against this backdrop that the 2013 POSH (Prevention of Sexual Harassment) Act provides a comprehensive legal framework. Based on the 1997 Vishaka guidelines, formulated by the Indian Supreme Court following the gang rape of a social worker in Rajasthan, this law defines sexual harassment and its many forms, and establishes mechanisms to protect female employees in various sectors, both organized and unorganized.
An alarming fact
Under the POSH Act, sexual harassment is defined as any unwanted behavior of a sexual nature, whether physical, verbal or non-verbal, that violates someone’s dignity and creates a hostile, intimidating or offensive environment. All behavior related to sexual harassment is inappropriate and reprehensible.
Despite its existence, sexual harassment remains a widespread problem in many working environments. Women are the hardest hit: they suffer additional discrimination and are often unaware of the policies and strategies available to protect themselves.
Concrete measures
In keeping with its commitment to the well-being of its employees, Karuna-Shechen organized POSH Awareness Training sessions in our Bihar and Jharkhand offices during September. These 2-day sessions, imparted by Mrs Padma Kumari, a specialist trainer, enabled employees to learn the key aspects of the law and how to promote a culture of respect and safety as a preventive measure.
The sessions covered a wide range of subjects, including :
- POSH Act in its entirety
- Differences between gender and sex
- Definition and types of sexual harassment
- Procedures for addressing complaints
- Characteristics of a safe working environment
- Employees rights
- Role and functions of the Internal Committee (IC).
Through real-life case studies and practical exercises such as role-playing in harassment scenarios, participants gain a better understanding of the issues at stake and the tools they need to take action if necessary.
Now, I know that we can report such situations. The training helped me to get a strong understanding of our responsibilities towards each other to help build a safe workplace.
Kanchan Sardar, Cleaning Staff at Jharkhand office
Towards a sustainable transformation of working environments
Based on these training sessions, Karuna-Shechen has also set up Internal Committees (IC) in its Bodhgaya and Pawru offices. These structures, consisting of a President Officer, two internal members and one external member, ensure that all complaints are dealt with professionally and fairly.
These new initiatives are part of a continuing effort to strengthen an organizational culture already geared towards safety, equality and respect, marking an important step in the fight against sexual harassment in the workplace. Karuna-Shechen does not regard compliance with the POSH Act as merely a checkbox exercise, but as a serious commitment to safety in the workplace, in which everyone can operate without fear or harassment.
