Heartening To See Organisations Move Beyond A Tick In The Box Attitude Towards Prevention Of Sexual Harassment: Rina Sharma, Interweave Consulting

Nina Chhipa Mar 07, 2018

For decades, women have dealt with harassment at the workplace without stringent laws or a redressal forum. Today, society and organizations are combating the menace with the law, redressal mechanisms and training programmes, although there is a long way to go. To deal with any situation information is key.

All you need to know about sexual harassment at the workplace:

According to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013, the definition of sexual harassment (SH) in the ACT:

Sexual harassment includes such unwelcome sexually determined behaviour (whether directly or by implication) as: Physical contact and advances: a demand or request for sexual favours, sexually coloured remarks, showing pornography or any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

Including the following if it occurs in relation to any act or behaviour of sexual harassment

· Implied/explicit promise of preferential treatment

· Implied or explicit threat of detrimental treatment

· Implied/explicit threat of present/future employment

· Interferes with work or creates an intimidating or offensive environment

· Humiliating treatment that affects health or safety

“Unwelcome" being the key word here. Recipient will determine whether it is unwelcome or not.

Behaviours of sexual harassment

• Verbal - includes sexual innuendo and other suggestive comments; humour/jokes about sex or sexual orientation, turning discussions into sexual topics, asking personal or sexual questions propositions etc.

• Non-Verbal - includes leering; whistling; suggestive looks, sounds, gestures, pictures, cartoons, calendars; offensive or derogatory written materials.

• Physical - includes the intentional touching of the body, (eg. Brushing, patting, pinching); kissing; inappropriate display of the body; coerced acts of a sexual nature; or exclusionary or demeaning actions based on personal characteristics.

Sandeep Bidani, India’s first differently-abled senior HR Professional, has plenty of experience in inclusion, and dealing with equality at all levels.

Sexual harassment at the workplace is a nuanced subject which subtly rides on elements of equality and inclusion.

Bidani believes that, “Prevention of workplace harassment or sexual harassment at workplace is a sensitive element that is a foundational building block of any organisational culture. Progressive organisations and inclusive work cultures tend to build employee sensitisation around prevention of sexual harassment, a cornerstone of their inclusivity strategy. Some of the key strategies that help create a comfortable and secure work environment include diversity at leadership levels, specific POSH training and sensitisation to both men and women, strong and visible communication on zero tolerance, strong and transparent reprimand in cases of misuse, and swift, thorough and neutral investigation and action. After any such incident, the communication around cause and effect (without naming and shaming) is key.

Hence POSH has to be implemented in letter and spirit, in the way organisations set the tone for their culture and in the way they ensure people experience the workplace. The operational success of a POSH program defines how secure and comfortable a workplace is.”

Rina Sharma, a senior consultant with Interweave Consulting, a professional diversity consulting organization, empanelled with the Ministry of Women & Child Development to conduct workshops/ trainings on Sexual Harassment Act., specialises in designing and delivering sensitization workshops. Interweaves work is recognised across key industry bodies in India and the marquee list of clients, 80% of whom are Fortune 500 companies.

Rina is a rare species who is also a trained and experienced Investigator in reports relating to Ethics and Sexual Harassment at workplace, apart from dealing with interventions to do with Diversity inclusion and gender. In a similar vein, Rina feels that, "It is very heartening to see organisations move beyond a tick in the box attitude towards Prevention of Sexual Harassment. Moving beyond the law, progressive organizations have created gender-neutral policies which have given a huge boost to the agenda of safe workplaces.”

She strongly supports the belief that both men and women need redressal forums and support because in the patriarchal society like ours, if it's difficult for women to raise a complaint its manifold more difficult for men to raise one.

It is mandatory if a company has more than 10 employees where 50% are women, that an internal complaints committee be appointed by an order in writing. This committee has the powers of Civil Court - summon witnesses, documents etc.

Any incident needs to be reported within 3 months, if series, within 3 months of the last occurrence. More than 3 months back, the law allows an extension for another 3 months. Reason has to be given in writing.