2. OVERVIEW
• HARASSMENT
• SEXUAL HARASSMENT MEANING
• FORMS OF SEXUAL HARASSMENT
• TYPES OF SEXUAL HARASSMENT
• CAUSES OF SEXUAL HARASSMENT
• EFFECTS OF SEXUAL HARASSMENT
• PREVENTION OF SEXUAL HARASSMENT
• JUDICIAL APPROACH
3. HARASSMENT
HARASSMENT MEANS :
• A FEELING OF INTENSE ANNOYANCE.
• BEHAVIOR OF OFFENSIVE NATURE.
• BEHAVIOR INTENDED TO DISTURB OR
UPSET REPEATATIVELY.
4. SEXUAL HARASSMENT
IT REFERS TO
COMMENTS,
GESTURES, OR
PHYSICAL CONTACT
OF SEXUAL NATURE
THAT ARE
DELIBERATE,
REPEATED AND
UNWELCOMED.
5. SEXUAL HARASSMENT AT
WORKPLACE
• “UNWELCOME VERBAL, VISUAL, OR
PHYSICAL CONDUCT OF A SEXUAL
NATURE THAT IS SEVERE AND AFFECTS
WORKING CONDITIONS OR CREATES A
HOSTILE WORK ENVIRONMENT.”
• INITIALLY COINED IN MID 1970’S BY A
GROUP OF WORKING WOMEN CALLED
“WORKING WOMEN UNITED”.
6. • BOTH VICTIM AND THE HARASSER
CAN BE EITHER WOMEN OR MEN.
• BUT MOST VICTIMS ARE WOMEN.
8. PHYSICAL FORM
• Touching
• unwanted massages
• patting, caressing, or fondling
• impeding or blocking movement
• standing closer than appropriate or
necessary for the work being done,
touching or rubbing oneself sexually
around or in view of another person, or
assault.
9. VERBAL FORM
• targeting a person with sexual comments,
jokes
• verbal abuse of a sexual nature
• making sexual comments about a person's
clothing, body, or looks
• sexually degrading words used to describe an
individual
• turning work or academic discussions into
sexual discussions
• asking personal questions about sexual life
10. VISUAL FORM
• looking at someone in
sexually suggestive manner
• making suggestive gestures
• displaying pornography, sexually
suggestive pictures, cartoons, posters
• having sexually suggestive software on
a work or academic computer
11. TYPES OF SEXUAL HARASSMENT
AT WORKPLACE
• Quid Pro Quo Latin “This for
That”
• Hostile Environment
12. QUID PRO QUO
THIS FOR THAT
Quid pro quo occurs when a person in
authority such as a manager, supervisor or
faculty member makes an unwelcome sexual
advance or request for a sexual favor to an
employee or student and submission to or
rejection of the advance is a condition of
employment or academic standing.
13. HOSTILE ENVIRONMENT
Hostile environment harassment
consists of unwelcome sexual
misconduct that substantially interferes
with work or academic performance or
creates a hostile working or learning
environment.
14. CAUSES OF SEXUAL
HARASSMENT
• SEX DISCRIMINATION
• SOCIALISATION
• POWER GAME
• AGGRESSION
• MORAL VALUES, DIVORCE AND
CULTURAL DIFFERENCES
15. EFFECTS OF SEXUAL
HARASSMENT:
• Victim no longer feels like a member of
the team
• Work loses its appeal
• Mistakes in work performance
• Poor attitude evident to others
• Sometimes the victim wants to
withdraw, even from friends
• Growing desire to quit
16. HOW TO PREVENT SEXUAL
HARASSMENT AT
WORKPLACE
• ADOPT A CLEAR SEXUAL
HARASSMENT POLICY
• TRAIN EMPLOYEES
• TRAIN SUPERVISORS AND
MANAGERS
• MONITER YOUR WORKPLACE
• TAKE ALL COMPLAINTS SERIOUSLY
17. JUDICIAL APPROACH
• THE S.C HAS HELD SEXUAL
HARASSMENT TO BE VIOLATIVE OF
THE FUNDAMENTAL RIGHT TO
EQUALITY, RIGHT TO LIFE AND
LIBERTY AND ALSO THE RIGHT TO
PRACTICE ANY PROFESSION.
18. • IN 1997, THE HONOURABLE S.C HAS
PASSED A LANDMARK JUDGEMENT
IN THE CASE OF VISHAKA V. STATE
OF RAJASTHAN LAYED GUIDELINES
TO BE FOLLOWED WHILE DEALING
WITH COMPLAINTS AND SEXUAL
HARASSMENT.
20. YES
• PROTECTION OF WOMEN, AGAINST
SEXUAL HARASSMENT AT
WORKPLACE BILL WAS
INTRODUCED IN PARLIAMENT IN
2010 AND WAS PASSED ON 3RD
SEPT
2012 BY LOK SABHA AND 26TH
FEB
2013 BY RAJYA SABHA AND
BECAME A LAW ON 25TH
APRIL 2013.
26. CONCLUSION
• People have different perceptions of what constitutes
sexual harassment but behavior is more likely to be
seen as harassment if there is a power difference
between the person being harassed and the
harasser. Women are sometimes reluctant to label
their own experiences as sexual harassment
because they do not think they are serious enough;
this obviously has implications for research which
seeks to clarify the prevalence of the problem. But
sexual harassment does have a negative impact both
in the short and long term.