Creating Secure Workplace for Women
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This document discusses creating secure workplaces for women. It notes that workplaces should be safe, provide equal opportunities, and protect fundamental rights as outlined in the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Employers have obligations including creating an Internal Complaints Committee, making employees legally responsible for sexual harassment, and undertaking awareness activities. Failure to comply can result in fines or loss of business permits. The document provides checklists and guidelines for prevention, prohibition and redressal of sexual harassment complaints.
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Creating Secure Workplace for Women
- 2. WELCOME We appreciate your time & efforts to be here. TOGETHERTOWARDSTOMORROW
- 3. KEY TAKE-AWAYS • Why we need secure work-places & how to ensure them • Other updates w.r.t compliance we should follow TOGETHERTOWARDSTOMORROW
- 4. Let’s start with a Preamble TOGETHERTOWARDSTOMORROW
- 8. Vishaka Vs The State of Rajasthan TOGETHERTOWARDSTOMORROW
- 11. What about other stuff that matters too ? Stuff like Emergency Contact Numbers First Aid Kit is here Caution Being Responsible to other co-workers TOGETHERTOWARDSTOMORROW
- 12. Challenge # 1 Attitude Bias TOGETHERTOWARDSTOMORROW
- 14. Challenge # 3 Rules are meant to be broken TOGETHERTOWARDSTOMORROW
- 16. It is our Collective Responsibility to Create a Secure Workplace TOGETHERTOWARDSTOMORROW
- 17. # Safe # Equal Opportunities # Protects Fundamental Rights TOGETHERTOWARDSTOMORROW
- 18. Who is Vishaka ? TOGETHERTOWARDSTOMORROW Who is Vishaka ?
- 19. Workplace > Safe > Equal > Protects Fundamental Rights The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 TOGETHERTOWARDSTOMORROW
- 20. Does Sexual Harassment means Sex / Rape ? TOGETHERTOWARDSTOMORROW
- 21. Sexual Harassment includes any one or more of the following unwelcome acts or behavior: • Physical contact or advances • A demand or request for sexual favours • Making sexually coloured remarks • Showing pornography • Any other unwelcome physical, verbal or non-verbal conduct of sexual nature TOGETHERTOWARDSTOMORROW
- 22. Including the following : • Implied or explicit promise of preferential treatment in employment • Implied or explicit threat of detrimental treatment in employment • Implied or explicit threat about her present or future employment status • Interferes with work or creates an intimidating/hostile/offensive work environment • Humiliating treatment likely to affect her health and safety TOGETHERTOWARDSTOMORROW
- 23. Women ? Includes employed, contractor’s staffs, customers, volunteers – anyone visiting the premises. TOGETHERTOWARDSTOMORROW
- 24. Workplace ? Workplace includes while “travelling on behalf of employer” “Transportation provided by employer” “outstation visits”, etc. TOGETHERTOWARDSTOMORROW
- 25. Refer Youtube Video Link on http://blog.relativity.co.in/panel-discussion-on-creating-secure- workplaces-for-women TOGETHERTOWARDSTOMORROW
- 26. Case Analysis & Discussion TOGETHERTOWARDSTOMORROW
- 27. Refer Youtube Video Link on http://blog.relativity.co.in/panel-discussion-on-creating-secure- workplaces-for-women TOGETHERTOWARDSTOMORROW
- 28. Case Analysis & Discussion TOGETHERTOWARDSTOMORROW
- 29. Refer Youtube Video Link on http://blog.relativity.co.in/panel-discussion-on-creating-secure- workplaces-for-women TOGETHERTOWARDSTOMORROW
- 30. Case Analysis & Discussion TOGETHERTOWARDSTOMORROW
- 31. Going about a Secure Workplace for Women (including compliance with SHW) TOGETHERTOWARDSTOMORROW
- 32. Prevention # Management Buy-In # Formulate Policy & Guidelines # Create Awareness # Affirmative Discussions TOGETHERTOWARDSTOMORROW
- 33. Prohibition # Better Managerial Attitudes # Display ICC Information # Sensitize Employees TOGETHERTOWARDSTOMORROW
- 34. Redressal # Confidentiality Assurance – In letter & Spirit # Form Internal Complaints Committee # Provide Assistance # Not being judgmental TOGETHERTOWARDSTOMORROW
- 35. Actions, depending on the seriousness • A written apology from the Respondent • A letter of warning may be placed in the personal file of the Respondent • Reprimand or censure • Immediate transfer or suspension without pay • Termination from service • Withholding of pay rise or increments • Undergoing a counseling session • Carrying out community service • Register an FIR against the Respondent in case the act alleged, prima facie constitutes an offense under the Indian Penal Code • Deduction from the salary or wages of the Respondent such sum as it may consider appropriate to be paid to the Aggrieved Individual or to his/ her legal heirs TOGETHERTOWARDSTOMORROW
- 36. Employer’s Obligation # 1 Create an Internal Complaints Committee (ICC) in all offices / branches of the organization TOGETHERTOWARDSTOMORROW
- 37. Employer’s Obligation # 2 Make changes to the employment contracts to make the employees legally bound for the acts of sexual harassment in the workplace TOGETHERTOWARDSTOMORROW
- 38. Employer’s Obligation # 3 Undertake Extensive awareness via workshops, seminars, posters, videos, etc. TOGETHERTOWARDSTOMORROW
- 39. Employer’s Obligation # 4 Display prominently at the workplace, the penal consequences of indulging in acts that may constitute sexual harassment and the details of ICC TOGETHERTOWARDSTOMORROW
- 40. Failures to implement these can lead to a Fine of Rs.50,000 or even cancellation of business permits itself. TOGETHERTOWARDSTOMORROW
- 41. Checklist Refer Checklist PDF on http://blog.relativity.co.in/panel-discussion-on- creating-secure-workplaces-for-women TOGETHERTOWARDSTOMORROW
- 43. Thank you for being a lovely audience AkashMahagaonkarV avm@relativity.co.in in.linkedin.com/in/akashmahagaonkar TOGETHERTOWARDSTOMORROW