Presentation of Sexual Harassment of Women at Workplace

1. VIJAY KUMAR RATRE
SEXUAL
HARASSMENT OF
WOMEN AT
WORKPLACE

2. ROLES AND VALUES OF MEN AND WOMEN IN THE
WORKPLACE
 Within my personal life and
 Within my organization/hospital
 Female participants - Because I am a woman I can and if
I were a man I could
 Male Participants - Because I am a man I can and if I
were a woman I could.

3. SEX AND GENDER
 Gender refers to the expectations that people have
from some one because they are male or female.
 It refers to difference between men and women within
the same HH and between cultures that are socially and
culturally constructed and change over time.
 Sex is the physical and biological difference between
men and women.
 It is universal and static.
 Sex is the biological characteristic of being male and
female which is genetically determined. Sex is the
physical and biological difference between men and
women.
 It is universal and static.

4. STATEMENTS
 Women give birth to babies; men don’t.
 Girls are gentle; boys are tough.
 Men drive auto-rickshaws.
 Men’s voice break at puberty; women don’t
 Women are better at caring for children than men.
 Women are emotional , men should not display their
emotions
 Women breast-feed babies; men bottle-feed babies.
 Boys play outdoors; girls tend to enjoy playing inside
the house.

5. CONCEPTS OF SEXUALITY :
 All people are sexual whether they engage in sexual acts and
behaviors or not.
 People express their sexuality through both +ve and –ve attitudes
and behavior.
 concept of sexuality expressed +vely thru consensual, mutually
respectful and protected (non abusive) rns, enhances well
being, health and quality of life.
 concept of sexuality expressed –vely thru
violence, harassment, abuse diminishes a person’s dignity and self
worth causing long term harm.
 Being sexual is not only about sexual acts and behavior, it also
includes thoughts, attitudes and feelings.
 Society strongly controls concept of sexuality, especially women’s
concept of sexuality, thru norms, values and laws.
 The understanding of concept of sexuality has taken into
consideration men’s experiences & needs & has ignored or
devalued those of women.

6. CONTD:
 All humans are sexual beings & that all of us have
sexuality.
 Sexual harassment is a violation of sexual nature.
 When a person sexually harasses, the abuser is
using sex as tool of power, to oppress or
undermine the other.
 The disturbing nature of SH is that it combines
misuse of power with the exercise of one’s own
concept of sexuality.

7. SEXUAL EXPRESSION AT WORKPLACE
 Flirting
 Asking someone out on a date
 Staring or watching someone
 Complimenting someone on their appearance
 Sending someone gift or flowers
 Leaving notes for someone
 Having an affair/rns with a colleague.
 Welcome behavior can become
unwelcome, imposed and unreciprocated.
(flirting)

8. PERSONAL BOUNDARY AND COMFORT ZONES
 A boundary around oneself that protects you
from invasion and harm.
 Individuals experience their personal boundaries
differently.
 People have different comfort zones for different
individuals with whom they interact
 It is only after a sexual behavior, of whatever
degree, has crossed someone’s boundaries that
the question arises of whether it was welcome
or unwelcome

9. WHAT IS SEXUAL HARASSMENT?
 It is any conduct that is sexual in nature & unwelcome, imposed
and unreciprocated by the recipient.
 It can seriously affect a person’s job, career and personal well
being & can also create an intimidating , hostile or humiliating
work environment.
 It is defined by its impact on the recipient and not the intent of
the harasser.
 It occurs in many forms – two primary categories
 Quid pro quo harassment means that an employer or another
person in authority suggests to an employee that he will give her
this job or promotion or salary in return for that sexual favor. (This
for that)
 Hostile environment harassment is more subtle, ambiguous &
pervasive & includes all other forms of unwelcome and offensive
conduct.

10. FORMS OF SEXUAL HARRASSMENT
 physical deliberate contact, such as touching, leaning
over, cornering, pinching, groping or brushing against.
 Obscene gestures,
 Sexual teasing,
 Suggestive looks &/or remarks,
 Pressure for dates/sexual favors
 Sexual or unfriendly remarks
 Gender based insults or taunting,
 Sexually explicit telephone calls or emails,
 Display of pornography

11.  Sexual Harrassment is defined by law from the
perspective of the recipient and it occurs if the
recipient feel offended, humiliated or intimidated by
the conduct and it is reasonable that the recipient
felt so.
 Court directed that guidelines and norms would be
strictly observed in all work places for preservation
and enforcement of right to gender equality of
working women.
 It is necessary and expedient for employers in work
places as well as other responsible persons or
institutions to observe certain guidelines to ensure
the prevention of sexual harassment of women.
FORMS OF SEXUAL HARRASSMENT

12.  The Supreme Court of India defined Sexual
Harrassment as any unwelcome sexually
determined behavior (whether directly or by
implication) such as
 physical contact and advances,
 a demand or request for sexual favors,
 sexually coloured remarks,
 showing pornography,
 any other unwelcome physical, verbal or non-
verbal conduct of sexual nature.
DEFINITION OF SEXUAL HARASSMENT

13.  Sexual Harassment is a Human Rights Violation
 Manifestation of Violence Ag Women.
 Health and Safety Problem
 Onus – Employer - prevent sexual harassment
and to provide procedures for
resolution, settlement and prosecution of the
matter.
 Emphasis – Prevention and Creation of
Safe, Equal, and Gender Friendly Workplace –
awareness of employer and employee.
SALIENT POINTS

14. BROAD INTERPRETATION
 Not just geographical location.
 Includes context of workplace relationships.
 While fulfilling professional duties.
 Drawing salary, or honorarium or
voluntary, whether in Government, public or
private enterprise.

15. DUTY OF EMPLOYER
 To prevent or deter the commission of acts of SH and to provide the procedures
for the resolution, settlement or prosecution of acts of sexual harassment by
taking all steps required.
 Should take appropriate steps to prevent SH
 Express prohibition of SHWP should be notified, published and circulated in
appropriate ways
 The rules/regulation of government and public sector bodies related to conduct
and discipline should include rules/regulation prohibiting sexual harassment
and provide for appropriate penalties in such rules against the offender
 Criminal Proceedings: When an act amounts to specific offence under IPC then
the employer shall initiate appropriate action in accordance with law by making
a complaint with the appropriate authority.
 Measures to be taken to ensure that victims and witnesses are not further
victimized.
 The victims should be given option of transfer of the perpetrator or their own
transfer.
 Disciplinary action: Appropriate action to be initiated in accordance with
service rules and regulations.

16. COMPLAINTS MECHANISM
 Whether or not such conduct constitutes an
offence under law or a breach of the service rule,
an appropriate complaint mechanism should be
created in the employer’s organization for
redress of the complaint made by the victim.
 Such complaint mechanism should ensure time-
bound treatment of complaints.

17. COMPLAINTS COMMITTEE
 The complaint mechanism should be adequate to provide
a Complaints Committee , a Special counselor or other
support service including the maintenance of
confidentiality,
 Complaint Committee to be headed by woman.
 At least 50% members – women.
 To avoid undue pressure from senior officials, Complaint
Committee should involve a NGO member or third party.
 report to the govt deptts.
 Guidelines – Binding and enforceable in law until law is
enacted.
T H A N K Y O U.
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