Nowadays, we are discovering an alarming number of allegations agains`t sexual harassment at workplace, even in Work-from-Home Scenarios. Despite the size, every organization must take all reasonable steps to prevent sexual harassment in the workplace to provide a safe space for their employees and avoid liability. This means that employers must actively implement precautionary measures to minimize the risk of sexual harassment and respond appropriately when harassment occurs.
According to a survey finding, 70% of working women do not report workplace sexual harassment in India. For many organizations, training sessions on workplace harassment is only a box to be ticked. As a case in point, BSE 100 companies witnessed a fourteen percent increase in sexual harassment cases. In accordance with this situation, managers must promote a culture whereby staff can bring up any concerns of sexual harassment in the knowledge that they will be heard and dealt with.
Here are some clear guidelines for assuring sexual harassment does not befall anyone in your workplace. This will help you play a part in ending sexual harassment at work for good.
What Is Sexual Harassment?
All employees should know what is meant by sexual harassment.
Here are a few examples:
Undesired jokes, postures, insulting words on apparel, and undesirable comments
Touching and any other physical contact such as scratching or patting a coworker’s back, grabbing an employee around the waist, etc.
Unwarranted Requests for dates or unwanted flirting
Forwarding or posting emails or pictures of a sexual or other harassment-related nature
Displaying sexually suggestive objects, pictures, or posters
Playing sexually suggestive music
#1. Incorporate Training On Prevention Of Sexual Harassment In Your Workplace
Mandate regular and ongoing training for employees and supervisors on the prevention of sexual harassment. Provide refresher training on an annual or as-needed basis.
#2. Ensure Your Workplace Has A Sexual Harassment Policy
Your organization should publish sexual harassment in the workplace policy and ensure all staff is aware of it. The strategy should include clear whistleblowing and reporting plans. If you are unaware of such policies in your workplace, talk to your line manager about holding one in your workplace.
#3. Boost Awareness
The most powerful method of prevention of sexual harassment is its awareness. Those who are conscious of behaviors that can be rendered as harassment are less likely to behave in that way and more likely to notice any kind of harassment. This short evaluation will help workers measure their understanding of sexual harassment in the workplace.
#4. Set Transparent Harassment Reporting Procedures
All employees must feel safe reporting any behavior that makes them or other staff feel uncomfortable. We have learned from recent allegations (in the news) that employees have defended, rather than reported co-workers misbehaving at work.
#5. Incorporate The Policy In General Meetings
Certain types of meetings are more than just a coincidence to review your subordinates’ performance and achievements; instead, this is a chance to give staff a voice to report any staff member that has made them or their associates feel awkward.
#6. Take Prompt Actions Against All Allegations
In any situation where a fellow employee or staff member lodges a complaint regarding any sexual harassment should be dealt with as soon as possible. When it comes to workplace sexual harassment, clear procedures in the workplace should allow for the concern to be raised promptly and efficiently.
#7. Internal Committee (“IC”)
Does your office have a committed employee accountable for resolving the sexual harassment concerns? The law mandates that an organization that has 10 or more employees, must constitute an internal committee (“IC”) to receive and redress complaints on sexual harassment at the workplace. An IC, as the name suggests, is an internal committee of a workplace to receive and redress complaints of sexual harassment.
#8. Zero Tolerance Policy
It goes without saying that in any company there should be a strong zero-tolerance policy for sexual harassment. Regardless of the stature of a person within the company, there should be immediate penalties if they are found guilty of sexually harassing a subordinate or staff member. A complaint should be filed with the police, if considered necessary.
#9. Report Every Concern Promptly
If you suspect someone has behaved inappropriately towards you in your company or you have questions towards the behaviour of a colleague, don’t hesitate in voicing your concern. The value of secrecy should be emphasized by your corporate policies so that you can lift your complaint without fearing any unfavorable effects, such as docked pay or getting dismissed.
India Centre for Global Excellence (ICGE) provides the best solutions to create PoSH Awareness in organisations across the country. Join our MDP On Prevention Of Sexual Harassment Programme which is tailored to deliver a case-based, active, and social Learning Experience in a highly engaging learning environment both online and offline. The focus of our programme is to provide you a concrete understanding of PoSH and enlighten the learners about the redressal procedures. NDIM-ICGE’s Govt. empanelled PoSH Enablers will help customise the most high-quality PoSH Sensitisation Solutions for your organisation.
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