Volume 9, Special Issue 3, May 2019, International Conference on Ethics and Integrity in Management and Legal Practices, K. R. Mangalam University, Haryana, India, 8-9 February 2019 Workplace Management and Sexual Harassment
Kanika Parashar1 and Dr. Praveen Choudhry2 1(Research Scholar, Vivekananda Global University, Jaipur) 2(Professor, Vivekananda Global University, Jaipur) It is no hidden fact that, Sexual harassment at the place of work is extremely common. In spite of knowing this fact, surprising thing is most companies forget to take necessary requirements and actions for such important fulfilment. Sexual harassment at workplace is a prototype of events that compromises with the financial security, safety, emotions, physical harassment, and security of a woman worker. Lawfully speaking, sexual harassment consists of such unsolicited sexually determined behaviour as: physical or inappropriate touch seeking for sexual favours inappropriate comments showing or mentioning pornography Any unwelcome physical verbal or non-verbal conduct of sexual nature. Earlier, there were only few cases which came to light, as survivor was not that secured as it is now. The gratitude for detailed guidelines on sexual harassment at workplace goes to an NGO-Vishakha, that took a case of gang rape in Rajasthan to the Supreme Court in 1997and it is shocking that government took 16 years to codify the law. It was 1997, but women are still fighting and dealing with the sexual harassment on their daily routine. Burning Candles and marching parade will not resolve this horrendous issue .We require strict measures and actions to eradicate this misconduct. #Me Too There is a big change in the direction of wind; women can finally break the ritual of silence and shred their tears into million pieces. Me too movement is the movement against all the sexual misconduct happened ever. If someone was afraid to raise their voice against any sexual harassment or sexual assault they get the opportunity to raise their voice with # Me too. This movement is virally spreading day by day. We can see the level of impact of this movement in every corner of workplace. Keywords: Raise voice, sexual harassment, Impact, workplace guidelines.
Workplace Management and sexual Harassment 1-Sexual Harassment meaning and identification Any unwelcome sexual behavior, which can make the other person feel offended, embarrassed, humiliated, or abused, is sexual harassment. Sexual harassment is never done with the mutual consent; it is always with the unwanted consent. Sexual harassment is the most horrendous act which leads to high damage to the victim.
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2-Difficult to identify Sexual harassment is difficult to identify as it embraces of different levels of behaviors. Till today it is on the verge to identify to define what exactly sexual harassment means. There are many aspects which conclude sexual harassment. We can identify few of them with the following three categories as: - Verbal, Non verbal and Physical. These include many things as:- a-Verbal- Calling someone with cheap names Whistling or hauling at someone Telling sexual jokes Commenting someone sexually and passing any sort of lewd comments. Repeatedly asking out a person who is not interested Making sexual remarks about one attire b -Non Verbal- Staring someone up and down Gifting personal items Making bad hand and body gestures Winking at someone Showing Pornography Following someone c -Physical- Any unwanted touch is considered as physical sexual harassment. 3. Sexual Harassment at workplace Sexual harassment at workplace defines, when this unwanted act is been attempted at- Work Place Any place related to the work, as any events, work related functions Or with the persons who are related to the work and work place Everyone knows that Sexual harassment at the place of work is extremely common. In spite of knowing this fact, surprising thing, is most companies forget to take necessary requirements and actions for such important fulfillment. Sexual harassment at workplace is a prototype of events that compromises with the financial security, safety, emotions, physical harassment, and security of a woman worker. Being independent is a right of every human being, but due to sexual harassment and even, with the fear of sexual harassment it is equally difficult and discomforts to continue their work. Every day, we are hearing sexual misconduct happening, and these are those cases, in which women are fearless to register complain to the concerned, but there are more than these cases, which are never heard as never been spoken. Sexual harassment is not just national problem but also the universal issue. There are many victims who face this problem throughout the world.
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3.1. Your intention does not count, but victim’s feeling does. Yes, people are still confused, when we talk about sexual harassment, as according to many, they think that their intention was not to harass anyone, according to them it was just to compliment their beauty or was a normal or friendly gesture. Mostly people deny of harassing anyone sexually. But, the correct thing is intentions of people does not count but the feelings and response of the victim always count , that do they felt sexually assaulted OR not. As friendly gestures, personal remarks, personal compliments, staring, looking, teasings and all these sorts of acts are not suitable for the working environment, for any work place. 3.2. Sexual Harassment abuses your self-respect:-For any human being the most prioritize and valued thing is self respect. Sexual harassment not only breaks ones emotional strengths but also agonize their self respect. It creates question to your identity, it questions to your independency. It makes you answerable for your own identity 3.3 Creates hostile environment to work - Who will want to work in such environment, where, one can not feel safe. A person spends more time in their working place, and if that place is a reason to get mental and physical; torture, than it is difficult to work and breathe safely in their work place.
4. How do you know that for sure you have countered with sexual harassment-? Sexual harassment can be faced by anyone, irrespective of their caste, age, sex, qualification, and role. It involves any sort of unwanted behavior, any act which make you uncomfortable, where you are asked for any sort of personal or physical favor, if it is done with the sexual intention in mind than behavior study says that it will be repeated again. If at any point you are been pressurized for the task which you are not liable for , or you face any sort of unwanted gestures, than it is for sure you are the victim of sexual harassment at the work place. Examples of sexual harassment can be as follows –passing the lewd comments to someone, staring or looking someone top to bottom, commenting on personal looks, sending e - mails, and nude pictures, showing pornography or talking about porn’s to someone.
5. Law for Sexual Harassment at Workplace:- In India law for sexual harassment can be understand into three Stages as:- A. Pre-Vishakha-Stage:- It is really shocking, but yet true that there was no proper guideline and no law for this concern, before Vishakha scenario, it was really difficult for women to raise their voice, against this horrendous crime. If any women had to lodge a complaint than she has to lodge the complain under section 354 and section 509 of IPC. B. Post-Vishakha –Stage:- Earlier, there were only few cases which came to light, as survivor was not that secured as it is now. The gratitude for detailed guidelines on sexual harassment at workplace goes to an NGO-Vishakha, that took a case of gang rape in Rajasthan to the Supreme Court in 1997and it is shocking that government took 16 years to codify the law. It was 1997, but women are still fighting and dealing with the sexual harassment on their daily routine.
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C. Sexual harassment of women at workplace (Prevention, Prohibition and Redressal) Act, 2013:- As quoted in the books of law- “An Act to endow with protection against sexual harassment of women at workplace and for the prevention and Redressal of complaints of sexual harassment and for matters connected therewith or incidental thereto.” Citation Act No 14 of 2013 Territorial extent Whole of India Commenced by Parliament of India Pass date Sep 03, 2012 & Mar 11, 2013 (LokSabha) Feb 26, 2013 (RajyaSabha) Date assented to 22 April 2013 Date commenced 9 December 2013
Legislative history Bill Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Bill, 2012 Bill citation Bill No 144-C of 2010 Bill published on 7 December 2010 (Table -1-important facts about Act-2013) The sexual harassment of women at workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act, which is been formed to protect women from sexual harassment happens at their work place. This act was formed to overcome the archaic the Vishakha guidelines for the prevention of the sexual harassment. Lawfully speaking, sexual harassment consists of such unsolicited sexually determined behavior as: physical or inappropriate touch seeking for sexual favors inappropriate comments showing or mentioning pornography Any unwelcome physical verbal or non-verbal conduct of sexual nature. Further Discussion regarding
6. #Me Too There is a big change in the direction of wind; women can finally break the ritual of silence and shred their tears into million pieces. Me too movement is the movement against all the sexual misconduct happened ever. If someone was afraid to raise their voice against any sexual harassment or sexual assault they get the opportunity to raise their voice with # Me too. This movement is virally spreading day by day. We can see the level of impact of this movement in every corner of workplace. 6.1. Origin of # me too movement:-
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Tarana Burke (2006) This impactful word “me too” was first been used in 2006 on the social networking site –My space. She used this word to promote “empowerment through empathy “which was used for the women of color who have experienced sexual harassment. Alyssa Milano (2017) On 15 October 2017, actress Alyssa Milano used #me too word in the social site and encouraged everyone to share their, me too moments, which draws everyone’s attention to the sexual assault faced by them. India (February 2017) Malayalam film Industry Though # me too was first used in 2017 in the Malayalam industry as a Malayalam actress was assaulted by the group of men. TanushreeDutta (26 September 2018) TanushreeDutta gave an interview to the TV channel zoom TV, where she publically accused bollywood actor nana patekar, that he sexually harassed her on the set of movie “Horn Ok Please”, after this incident # me too caught like fire and was spread throughout the nation. Few of the other cases, which were highlights of the me too campaign were- Entertainment industry- o Vikasbhel was accused by his former employee with whom he was working on movie “Queen” o Utsavchakraborty, standup comedian of AIB was accused for sending lewd messages and pictures to the former workers. o Sajid khan, was accused of sexual harassment by actresses Saloni Chopra, Priyanka Bose, MandanaKarimi o AlokNath was accused by Vinita nanda of sexual harassment. The so called sanskari actor was also accused by many other co workers later on. Political and Law – o In October 2018, this case came as sensation as, Indian minister for external affair-MJ Akbar was accused of sexual harassment by several female colleagues. Education Industry- o Symbiosis Centre for Media and Communication (SCMC) o Around 25 students and few alumni raised their me too movement against two faculty and few seniors. 6.2. Affirmative Impact of the # me too Movement It helped thousands of women to break their salience and raise their voice against the torture they have endured. It helped other women to become aware of the situation and to deal accordingly. It has given strength to the victim to identify themselves, also helped them to fit into the society. It has issued the warning against the men, to understand the consequences, also made men understood that, women will no longer be quiet. This movement has give power to the women to create a group and help every victim in talking about the sour truths of sexual harassment in the globe
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It has hoisted attentiveness among women about their human rights as an entity in the work place or outside. Most importantly it has given women their voice back. 6.3. Criticism This movement might traumatize the victim as; she accepts that she is victim of sexual harassment in front of everyone out in the world. There are every kind of people, some may favor her but some might stand against her, which might weaken the victim more, and can re trigger their suffering and anxiety they have suffered. Someone can use as a tool to threaten men, and can lead to the false accusation just to take revenge or to blackmail. This can make victim suffer more. These accusation are mostly without any proper proof which might lead to the wrong direction Also everyone is dwelling their past, into the present so cannot believe in all the sources. # me too can also be used to trap any innocent men, and to harm his reputation. Me too movement has barely spoken for the voiceless women, it can be seen that moreover this wind has blew only in the direction of already established actresses, journalists, workers of bollywood industry. But has a lesser effect on the merger side.
7. Remember: Men can be victim of sexual harassment too- With the recent trend of me too movement, it came to highlight that, sexual harassment is not only faced by women but if affects male employees too. Many male celebrities from around the world, has quoted their me too movements, where they were sexually harassed. We have our mindset that only females can be the victims but the truth is coin always has two sides, and male can be victims too. We can see a significant number of males harassing other men’s too. In some cases it has been seen women harassing men. Be prepared With this wave of me too, so we can see a new face, and more people will face there reality and challenge to fight with it. Company has to be prepared to face such challenges.
8. Averting sexual harassment at the work place- This is the biggest question, as if we will find the answer to this particular question it will resolve the maximum problems been faced by today’s era. If we want to stop the sexual harassment, than the best way is to prevent the workplace with the sexual harassment. They key to the prevention of the sexual harassment is “ZERO TOLERANCE”. Yes, why should anyone tolerate such horrendous job, it’s always expected from the female to have good tolerance strength, but why should they tolerate such pathetic thing. So there should be zero tolerance, because only then we can speak for what is wrong. News of sexual harassment in offices, Hollywood industry schools and governmental agencies, and even churches keep on to ruling headline almost every day. None of the association is protected. We are tolerating these sort of abuses for years, and most of the times it is not even reported, which is the reason of them increasing on the daily basis. Now this is the time when every http://indusedu.org Page 29 International Journal of Research in Engineering, IT and Social Science, ISSN 2250-0588 Volume 9, Special Issue 3, May 2019, International Conference on Ethics and Integrity in Management and Legal Practices, K. R. Mangalam University, Haryana, India, 8-9 February 2019 voice should be heard. Every abuse should be addressed. Action should be taken for every case registered for the sexual harassment. It is seen that the senior authorities mostly keep mum, and try to finish these sorts of cases as soon as possible.Victims should be confident to account and guaranteed of a timely inquiry and no reprisal. 8.1. Addressing Sexual harassment allegations- Addressing the sexual harassment allegation is the next important thing, because if the problem is not addressed, it will not at all resolve. And by not addressing the sexual harassment issue, we make the situation worst, as now harasser will be more carefree and will harass more. It is always important to know - . When to address the sexual harassment case? . Where to address the sexual harassment case? . And How to address the sexual harassment case? While keeping in mind these three important factors we can assure, to properly address the harassment case and to keep the zero tolerance axioms throughout our life. 8.2. For Victim- Who should you tell, what should you do? First and foremost thing to do when you face any sort of sexual harassment in your workplace is – “Don’t keep QUIET”. Because if you will not raise your voice at that vary moment, then there are more chances to encounter sexual harassment repeatedly. Also by not reporting it will let abuser think that he has a right doing this to you, and his intention will become stronger. Try to report against the accuser in writing, you can send the mail, or can provide the written statement to the HR department or if there is a separate department for sexual harassment. Always keep a written copy as proof, that you have already raised your voice. Ask the HR department to take the necessary action on the accuser. Wait for the company’s reaction on the complaint if there is no proper response from the HR department or from the company, do not hesitate to approach the police station to register the complaint against the accuser also you can mention that in spite of complaining to the concern department in the company, no necessary actions has been taken. Do, submit the written proof if you have of complain mentioned to the employer. Try to consult anyone from law department, so that they can guide you properly and then you can plan accordingly. For Accuser:- Always remember, it’s not about your intentions, which were right or wrong, even if you not intended to harm someone by passing personal comments or to just stare that person, it is always about how the other person is feeling through your comments or any touch which is inappropriate for them. Simple touch might be your hobbit but it can offend someone mentally. Mostly people deny of harassing anyone sexually. But, the correct thing is intentions of people does not count but the feelings and response of the victim always count , that do they felt sexually assaulted OR not. As friendly gestures, personal remarks, personal compliments, staring, looking, teasing and all these sorts of acts are not suitable for the working environment, for any work place.
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For company/Employer- First and foremost it is a basic duty to take these sort of allegations seriously, as most of the companies try to avoid such serious matter. Do not avoid any sexual harassment matter, even if you feel doesn’t stands strong. Try to approach any third party as third party who is not familiar with the victim and the accuser will not be biased towards the research and the case. If anyone who is familiar with the victim and abuser, than there is more chance to get a bias decision. So it has to be with someone neutral. Ask someone with better knowledge and proper information to deal with such case. Also who can understands all sort of legal definitions and legal actions. Also make the employee comfortable enough, so that they will not hesitate to speak their heart and mind out. Employer should wait till the investigation is completed, before making any decision. Employer should not suspend the accuser before any decision. Employer should always keep the victim in loop with all the updating going on in the case. If, after the investigation, investigator finds out that the victim misunderstood the harassment as sexual, and there was no sexual harassment, than employer should provide the proper counseling, training and guidance to the employee who have complained. Also, employer should try to understand both the parties view point and then put their point accordingly If it is found that there has been sexual harassment, than necessary action should be taken. Also employer should make any decision by fulfilling all the guidelines in the eye of law. Employer should obey the law and then make decision. Also should inform the police and law for any sexual harassment is done. Employer should form an anti harassment policy for their organization. Make their employees crystal clear that company will never tolerate sexual harassment. Communicate the anti sexual harassment policy to every employee. Monitor and revise the policy timely and make necessary changes as requirements. By following the proper guidelines employer will- Enlighten the law in the organization Provide mental stability to the victim. Provide strength to fight back for their basic rights in the employees Enhance employee orientation and loyalty of the employee. Reduce the attrition level. This will also increase the credibility of the employer for seeking right path, and for providing right decision. Employee It is also the proper responsibility of the employees to commit the following to eliminate the sexual harassment in the company-
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. Know It is responsibility of the employee to understand the sexual harassment policy formed by the organization. Keep attention to the response of others in order to avoid unintentional offense. Observe others feelings, expression, behavior in terms of sexual harassment. . Watch for any indecency happening at your surroundings keep proper watch on other employees behavior If anyone breaking code of conduct. Discourage if any sexual harassment seen Be sensitive towards the people who are victim of sexual harassment. Try to sympathize with the victim. Do make mock of the situation. . Observe Give attentiveness to the response of others in sort to shun unintended offense. Question yourself, that your verbal or non verbal gestures are not affecting anyone. Do not think that other employees are enjoying your jokes or your personal comments. Do not take sexual harassment lightly. If you are sexually harassed, than please do not consider as a joke. Do not encourage the harasser by smiling, even if he is your senior. Always discourage the harasser. Never flirt in your workplace. Set your boundaries for the workplace. Never cross your limits at your work place. Guide others for the laws and rules for the sexual harassment. . Deal with Try to confront the harasser; exactly at the time you think it is inappropriate. Tell the harasser, that you do not like such behavior, which might make him aware that they do not have your consent. Make the harasser aware that how his behavior is affecting you. Also make the harasser understood that what behavior is affecting you. Please make the harasser understand that, his behavior is affecting you mentally. Make him aware that, you will not sit quiet if he continues this sort of behavior. Escalate the matter to the concern department. . Resolve Write a complain letter to the harasser Always keep copy of such harassment letter to yourself Take advise from the concern department Document all the incident related to harassment, as where, how, who, time, place. Try to give clear answer to the harasser
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. Support If you are aware some sexual harassment happening, then don’t keep your mouth shut. Go and speak, for what is wrong. Support the victim, show your concern, that you are standing for what is right. When victim register complain, always supports the victim, as it will strengthen the will power of the victim. If you see anything wrong, than you can also register the complaint to the concern authority. 8.2. The next important and the most effective thing to do is –provide proper trainings to the employee for imparting them knowledge about sexual harassment and how to save ourselves from being the victim and the harasser. Also one should keep in mind before planning for trainings for sexual harassment- . Proper module should be prepare and should improvise the module according to the type of industry. . Separate training should be there for the senior authorities, as supervisors should be knowledgeable enough to distinguish harassment and the procedure for proper treatment of a complaint. . Mangers and seniors are the front face to hear about any sort of harassment face so they should be well prepared . Separate trainings to be designed for the HR departments, as they are the one to address the complaint. . It is always the best idea to introduce such trainings on the initial days of the employees, means it should be part of the induction training as it will clear the mind of the employee that company follows zero tolerance for the sexual harassment. . Training should not be one time procedure, it should be quarterly refreshed in the mind of the employees, so to keep their minds on the track of zero tolerance to the sexual harassment and it will minimize the sexual harassment cases. . Proper monitoring also required: training should not only be considered once done, but it has to be a continuous process. . By keeping check on the regular basis, that is there any impact of the training by monitoring them. Training will have a high impact on decreasing the attrition level of the company. Yes, it is true that training will play a huge role in declining the attrition level of any company as it will- . Provide the security and satisfaction level with the working environment. . It will make female realize that organization thinks for the safety and betterment of the female employees. . It will boost the level of the motivation for the female employees. . It will provide a safeguard to the employees. . Also if every voice is heard, it creates the stronger and healthy environment. . This will not only boost up the confidence but will also have a positive impact and effect on the overall work for the organization. . It will increase the company’s goodwill in the market. . With the refresher trainings, it will keep on refreshing their ideas and make them feel more secure.
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. With the mentorship, employees will feel safer and secure on the daily basis, that company is not just taking care of them annually but on the daily basis. Organizations should introduce POSH trainings to their companies ,as this is the most effective training approach for the sexual harassment and it is based the the sexual harassment act2013, which will provide the total insight of the sexual harassment. POSH will enlighten the sexual harassment topic in the employees and will make sure it will not happen anywhere. Let’s study about POSH training in detail- 8.3. POSH Training:- The word POSH means - Prevention of Sexual Harassment Training Posh is a training module which is specifically designed for people to understand the sexual harassment on workplace. This module let trainees understand what does sexual harassment on workplace means, types of sexual harassment, what one can do to protect from sexual harassment, consequences of harassment, how to file a complaint and what measures to be taken if sexually harassed. POSH training module consists – Enlighten the origin of the POSH Act 2013 or the workplace act 2013 in a comprehensive way. Describe what sexual harassment is and make clear the impact of such behavior on female. Teach workers about sexual harassment at workplace Will make aware of how to do prohibition of sexual harassment of women Educate workers the requirement of reporting pestering promptly to the concern person. highlight that no type of sexual annoyance will be endured within any organization Discusses how to forward the complain and procedure to apply This course should be included at the time of induction training, as it will make the employee clear at the time of the joining and will act as a precaution.
Why it should be a compulsory thing to add POSH module in the trainings- In corporate world numbers of female employees are increasing day by day, and if number of female is increasing, means chances of sexual harassment will also increase day by day. So many precautions have been taken to stop this horrendous job but no effective result. Most of the companies are trying their best to stop this serious threat to the women. POSH training plays very crucial role in changing people’s mindset and building a stronger and safer environment for women to work. This training is highly practiced in most of the corporate companies and providing better results, as- Providing clear picture Through POSH training employees can have a clear picture of how to behave and how, not to behave. Secure working atmosphere POSH training creates a sense of responsibility and makes people understand the rules and regulations and code of conduct which they have to follow. Employees will be more conscious of the diverse kinds of nuisance and punishments relating to them. Employees will be much more truthful and accountable at their place of work. This will not only enhance the positivity in the working environment but will also energize the female employees to feel safe and secure .this will also help the employer, as with so much positivity the productivity of the employees will also increase. http://indusedu.org Page 34 International Journal of Research in Engineering, IT and Social Science, ISSN 2250-0588 Volume 9, Special Issue 3, May 2019, International Conference on Ethics and Integrity in Management and Legal Practices, K. R. Mangalam University, Haryana, India, 8-9 February 2019
The other very important factor is, this training is great source of decreasing attrition level in the organization, as this training will lead to the satisfied employee, and employee who is satisfied with the organization tend to work smarter and harder for the company with full dedication and loyalty. Thus POSH training should be included in the induction training for the new and former employee and for the current employees also. There should be repetitions of this kind of trainings as to keep the employees alert at every point of time. This will create optimistic vibes as well as a safer functioning atmosphere too. Reliance and Respect POSH implement this training to the management core team also, and make them aware of all sort of laws and right for the sexual harassment . POSH provide and teach how law should be implement and what measure to be followed for such cases. Thus when management is totally aware of what and how to take actions, they will be fast in taking decisions and will be able to provide correct solution to the case. With their fast and quick actions, women could effortlessly complain them about the occurrence and what they are going through. Women will be valued and treated evenly well as other workers at the workplace. Uphold company’s image With any sexual harassment case, it directly affects the image of the company where, it happened. As it create the question on the company’s liability that company is not able to provide safety and safe working environment. If such any unpleasant incident happens, the name of the corporation will absolutely go downward. This will lead to a consequence and very pessimistic effectual effect on the workers as well. This training will help the management to try their preeminent to handle the circumstances pretty fast before it gets leaked out. Furthermore, it will protect a female working with other male colleague under the same cover from getting endangered. Readdress If once training is provided, that does not means your job is done, company should readdress the same module again, to make the clear impact on the mindset of the employee. It is human tendency to forget soon, but if we will keep on reminding them about sexual harassment, than there can be higher probability for safer environment. Monitoring . Company should always keep their eagle eye on. . They should always track the activities of the employees. . Company should keep proper track of their computer usage, as employees should not misuse the office property for the means of entertainment which might lead a door to the sexual harassment. . Company should take proper feedbacks time to time for keeping the track record of what’s happening. . Company should engage with the employees timely to know their view points.
9. Let’s discuss about the other measures to be taken to prevent sexual harassment at the work place- 9.1. There should be proper policy defined for the sexual harassment. Sexual harassment policy should consists of- State clear that what does sexual harassment means.
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Whatever the scenario will be company will never tolerate the sexual harassment at their workplace. Support a transparent sexual harassment policy Also make the employees aware of the charges which will be levied on the harasser. You can anytime suspend or fire the employee found guilty. It is the most important point to be mentioned in the policy that there will be no consequences for the person who is registering the, complain of sexual harassment. Company will take all sorts of complaints seriously irrespective of the age, position, gender. Immediate action will be taken on the issue of sexual harassment. Also mention what are the types of this which would be considered as sexual harassment. 9.2. “Complain Box” We have seen that women mostly feel embarrass and get scared of addressing the sexual harassment complain. So if there will be a box, where they can out their written complaint, even if anonymously than also there will be a way to address the sexual harassment case. HR department should provide “complain box” in every department, where anyone can approach for their problems and they need not to get scared of the same. 9.3. Counselling facility: There should be an assigned person with proper knowledge and degree – Who can, provide proper counseling to the female employees who have suffered from the harassment. This will help the employee to deal with all the mental and physical stress she has suffered. This will help the victim, to have an approach to a strong and carefree life. Company should provide the counseling to the harasser, as he should know what he did wrong and why he did so. This counseling might change his mental ability for such horrendous behavior. And can improvise him for the future. Also there should be counseling for the employees timely so that, it will make sure that they are clear in their mind about the precaution of sexual harassment and the consequences of the sexual harassment. Counseling should be a mandate thing to attend for all the employees. And there should b a strict adherence for the same. 10. Government has introduced various measures for the precaution of the sexual harassment, lets discuss it further- I. Creating the Act, where females can complaint about being harassed at their workplace. II. Making it compulsory for every company whether government based or no government based to have a sexual harassment committee. III. Training the sexual harassment committee and providing the proper modules and handouts where they have been provided with all the necessary instruction about what to do and how to do. These handouts and manuals were provided to every organization and businesses.
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IV. Next and very important step was to open a website portal for every employee, whether from government or from the non government, anywhere in India or any company where they can launch their complain regarding any sort of sexual complain directly to the special concern team appointed by government. She box is a single window access for every female employee, which can be access from any place and at any point of time. In this she box women can register their complain by following the easy and simple steps- First -access the link- www.shebox.nic.in Then there will be two pop up on the screen-Register your complain and check the status of your complain. If you have to register your complain than click on the first pop up-Register your complain. After clicking on the register complain pop up, you will be given two more pop ups- government employee and non government employee. If you are a government employee than click on the government one and if you are a non government employee then click on the non government employee option. After selecting the option of government or non government employee you will be provided a form to fill This form will be consist of the following questions as-Name, designation, mobile number, email address, adhaar number(not compulsory to fill your adhaar number),organizations name, address, mobile number, email id, head of the organizations name, state, district, address, name of the accused, his designation, and your working relationship with the accuser, also you have to mention that you have registered your complaint with the ICC ,if you have registered it with ICC than you have to provide the complain sheet copy to them , if not than not at all required, also you have to mention a brief description of your complain. Than a simple click to submit option you complain will be registered. Nutshell, it is all about that-“Burning Candles and marching parade will not resolve this horrendous issue” .We requires strict measures and actions to eradicate this misconduct. And following such measures we will surely be able to make and start a change to this injustice world. For every action we need to give reaction, than only we will be able to achieve the level of zero tolerance. It’s time to start acting responsible to fight for our right to live carefree and breathe safely. People should pledge that they will support the victim and hold the hand of the victim to carry on their fight without any hassle.
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