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SEXUAL HARASSMENT at WORK PLACE1 Abstract LAW MANTRA [THINK BEYOND OTHERS] [I.S.S.N 2321- 6417 (Online) Ph.: +91- 9310053923 Website: journal.lawmantra.co.in E-mail: [email protected] [email protected] SEXUAL HARASSMENT AT WORK PLACE1 Abstract With increased access to education and better employment opportunities, millions of women are entering their country’s workforce. Globally, Many working women face sexual harassment, discrimination, and inequality in the work place. According to Australian Human Rights Commission Sexual harassment is an unwelcome sexual advance, unwelcome request for sexual favours or other unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated, where a reasonable person would anticipate that reaction in the circumstances. Sexual harassment at work place is the direct violation of the fundamental rights of a woman to equality under articles 14 and 15 of the Constitution of India and her right to live with dignity under article 21 of the Constitution. Therefore it is crucial that each country strives to eliminate work place sexual harassment since protection against sexual harassment and the right to work with dignity are universally recognised human rights by International Conventions such as Convention on the Elimination of all forms of Discrimination against Women which was ratified on the 25th June, 1993 by the Government of India. According to the Sexual Harassment of Women at Work place (Prevention, Prohibition and Redressal) Act, 2013, it is mandatory for every organisation with 10 or more employees to set up an internal complaints committee (ICC). My research paper will discuss the significance of this act and how it provides the fillip and direction to the efforts of corporate India to ensure an unbiased and gender neutral working atmosphere. It will discuss the steps that can be taken by an organisation to completely 1 Avni Agarwal, Amity Law School, Amity University, Noida. 1 VOLUME 5 ISSUE 9 eliminate incidences of sexual harassment by setting a proper grievance redressal system which is also their legal obligation. The paper is also an attempt to discuss the issue in the international platform. The judicial insight through case laws on the topic will also be discussed. Keywords : Sexual Harassment, Workplace, Complaint Committee, Grievance Redressal System Introduction The emotional, sexual, and psychological stereotyping of females begins when the doctor says, "It's a girl." - Shirley Chisholm (1924 - 2005)2 Our society has revolutionised in many ways over the 19th and 20th centuries. One such revolutionary change is the increased number of women who are the breadwinners of their household3. Women are becoming less and less economically dependent on men as a result of which there has been an upliftment in their socio-economic status. Such a transformation has not only challenged the mindset of the general public but also the orthodoxical norms of the society. However where one could see many of the positive impacts ushering in, they are also some of the downsides which have been slowly realised. Such downsides are primarily the hurdles faced by the women in the workplace4: These hurdles based on gender discrimination at 2 Volume No.1 MICHELE ANTOINETTE PALUDI, THE PSYCHOLOGY OF WOMEN AT WORK 12 (Michele Antoinette Paludi ed., Praegers Publishers, 2008). 3 David S. Pedulla & Sarah Thébaud, Can We Finish the Revolution? Gender, Work-Family Ideals, and Institutional Constraint, 80.1 American sociological review, 116–139 (2015). 4Caryl Rivers & Rosalind C. Barnett, Getting in the door will be harder for a woman than it is for a man, CT, May 18, 2016, at pg.4. 2 VOLUME 5 ISSUE 9 workplace is defined as Occupational Sexism 5 . Basically it refers to the discriminatory stereotypes surrounding women employees that exists in the employment sector. One of the famous cases of U.S. Supreme Court related to Occupational Sexism is the Price Waterhouse v. Hopkins6: Case Facts - Ann Hopkins was one of the outstanding employee in Price Waterhouse Company. Despite her stellar abilities she was not given promotion in the company to the position of a ‘Partner’. Citing gender discrimination on part of her company, Ann Hopkins filed a case against the company for the practice of occupational sexism. Court Decision - The U.S. Supreme Court granted the decision in favour of Mrs Hopkins who was finally given the partnership in Price Waterhouse Company on which she had the right and was also deserving candidate for the same. Another famous case of U.S. Supreme Court is that of Ledbetter v. Goodyear 7 : Case Facts - Ms Lily Ledbetter filed a case in the court against her employer on the ground that she was being given very low pay in comparison to her male co-workers and that she was was the victim of Occupational Sexism. Initially the decision was not given in her favour as she filed the case after a long lapse of time which in the eyes of the law is questionable as the reasonable time to file a case of discrimination is considered to be of 180 days within the time of the happening of the incident and that law will help those who do not sleep on their rights but are vigilant enough to exercise them. Court Decision - However Justice Ruth Bader Ginsburg favoured Ms Lily citing the fact that many a times women are not even aware of the prevailing discriminatory patterns until it’s very late. 5 L.A. Gilbert et al., Sexism and stereotypes in modern society: the gender science of janet taylor spence.(Ed.), American Psychological Association (1999). 6 Price Waterhouse v. Hopkins, 490 U.S. 228 (1989). 7 Ledbetter v. Goodyear Tire & Rubber Co., 550 U.S. 618 (2007). 3 VOLUME 5 ISSUE 9 Some of these hurdles which are part of the Occupational Sexism have been discussed below: 1) Gender Pay Gap - In the Cambridge Dictionary, it has been defined the difference between the amounts of money paid to women and men, often for doing the same work8. Therefore it can be summarised that gender pay gap is depicted as a percentage of the men’s earnings9. There are various reasons which can be cited as the major cause towards such an inequality in the pay structure like discrimination while hiring men and women, lower wages for female-dominated industries, difficulty to balance domestic life and caring which is unpaid for and last but not the least lack of facilities for women in workplace specifically in the case of the senior most employees 2) Poor Security - Women now represent a significant share of the working Population and hence it has become extremely important for companies and corporates to ensure that women employees have personal security which is integral their well-being. Here the paper not only focuses on upper class working women but also working women from poorer strata of the society. Even after recommendations on ensuring security of women employees have been given by Government Boards like Federation of Indian Chambers of Commerce and Industry, companies fail to implement those thus endangering the safety of women employees. 3) Maternity Leave10 - The recent legislation on the extension of paid Maternity Leave of upto 26 weeks proved to be a ray of hope prima facie however after this legislation, many companies are now hiring fewer female candidates for filling positions in the company so that they will have to pay very few select women employees only. This 8 Gender Pay Gap, CAMBRIDGE DICTIONARY (Dec. 22, 2017, 11:15 AM), https://dictionary.cambridge.org/dictionary/english/gender-pay-gap. 9 The gender pay gap, THE ECONOMIST (Dec. 22, 2017, 10:34 AM), https://www.economist.com/news/international/21729993-women-still-earn-lot-less-men-despite-decades-equal- pay-laws-why-gender. 10 Gender-based laws: a double-edged sword, LIVEMINT (Dec. 25, 2017, 8:15 AM), http://www.livemint.com/Opinion/OuDS7WADss4JWEyhnb0iDN/Genderbased-laws-a-doubleedged-sword.html. 4 VOLUME 5 ISSUE 9 further would mean that women employees will be given low salary so as to compensate their cost by paying for maternity leave11. 4) Sexual Harassment 12- The Equal Employment Opportunity Commission (EEOC)13 under the aegis of United Nations is responsible for enforcing Civil Rights with Respect to workplace discrimination. According to EEOC Sexual Harassment has been defined as an ‘Unwelcome Sexual Advances, request for Sexual Favours, passing of sexually coloured remarks and/or any other verbal or physical form of Sexual Conduct’ by one employee/employer towards another particularly women employees/employers14. Such a conduct usually happens by putting the victim under undue influence or fear and/or threat of being fired from the job that which can undermine the work performance of the victim. It adversely affects the physical and emotional well being of the victim15. Where on one hand the Government is helping women realise their independence and claiming to promote gender equality, at the same time companies and superfluous laws are perpetuating the male dominated customs by weakening the position of the women in the society. Although when in a worldwide movement acts such as the Equal Pay Act of 196316 and the Civil Rights Act of 196417 were introduced, they came in force with promise of ensuring equal 11TNN & Agencies, Bill allowing 6-month maternity leave passed in RS, TOI (Dec. 25, 2017, 10:45 AM), https://timesofindia.indiatimes.com/india/Bill-allowing-6-month-maternity-leave-passed-in- RS/articleshow/53652957.cms. 12Equality Act, 2010, LEGISLATION.GOV.UK (Dec. 25, 2017, 11:05 AM), https://www.legislation.gov.uk/ukpga/2010/15/section/26. 13What is Sexual Harassment?, UN (Dec. 25, 2017, 3:56 PM), http://www.un.org/womenwatch/osagi/pdf/whatissh.pdf. 14 BNA Communications, Inc., Preventing Sexual Harassment, 73 SDC IP(1992).
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