The problem of sexual harassment of women at workplace is an age-old problem. More women work due to severe economic constraints. Problem has become more aggravated. Guidelines passed by the Supreme Court of India in “Vishakha and others Vs State of Rajasthan”, 1998. Accordingly Women’s Complaints Committees have been or should be constituted. Yet the harassment of women at workplace remains unabated and many women are being victimized. These women are traumatized and need counseling before, on the day and after experiencing harassment. Family support is of paramount importance at such times.

1. Counseling Women for Sexual Harassment at WorkplaceCounseling Women for Sexual Harassment at Workplace
Dr. Mrs. Vandana PathakDr. Mrs. Vandana Pathak
Dr. (Mrs.) Geeta Hiranwar,Dr. (Mrs.) Geeta Hiranwar,
Dr. Mrs. Indrayani ShembekarDr. Mrs. Indrayani Shembekar
(L.A.D. & Smt.R.P. College for Women, Nagpur)(L.A.D. & Smt.R.P. College for Women, Nagpur)

3. It is Real, Not a Myth---It is Real, Not a Myth---

4. The NeedThe Need
 The problem of sexual harassment of women atThe problem of sexual harassment of women at
workplace is an age-old problem.workplace is an age-old problem.
 More women work due to severe economicMore women work due to severe economic
constraints.constraints.
 Problem has become more aggravated.Problem has become more aggravated.
 Guidelines passed by the Supreme Court of IndiaGuidelines passed by the Supreme Court of India
in “Vishakha and others Vs State of Rajasthan”,in “Vishakha and others Vs State of Rajasthan”,
19981998
 Accordingly Women’s Complaints CommitteeAccordingly Women’s Complaints Committee
should be constituted.should be constituted.
 Constitution of such committee in all offices,Constitution of such committee in all offices,
universities, colleges and hospitals is mandatory.universities, colleges and hospitals is mandatory.

6. Vishakha and Others Vs State of RajasthanVishakha and Others Vs State of Rajasthan
 Bhawaridevi, a social worker, faced sexualBhawaridevi, a social worker, faced sexual
harassment in 1997 for trying to prevent aharassment in 1997 for trying to prevent a
child marriage in an upper caste household.child marriage in an upper caste household.
 Became a rape victim while discharging herBecame a rape victim while discharging her
official duty.official duty.
 It was sexual harassment at workplace.It was sexual harassment at workplace.
 P.I.L.against Rajasthan Govt. in the S. C. ThisP.I.L.against Rajasthan Govt. in the S. C. This
case is known as “Vishakha and others Vscase is known as “Vishakha and others Vs
State of Rajasthan”.State of Rajasthan”.

7. Definition of Key ConceptsDefinition of Key Concepts
Sexual HarassmentSexual Harassment
 ‘‘The Equal Employment Opportunity CommissionThe Equal Employment Opportunity Commission
(EEOC) defines Sexual Harassment as(EEOC) defines Sexual Harassment as
‘unwelcome sexual advances, requests for sexual‘unwelcome sexual advances, requests for sexual
favours, and other verbal physical conduct of afavours, and other verbal physical conduct of a
sexual nature, which has the purpose or effect ofsexual nature, which has the purpose or effect of
unreasonably interfering with an individual’s workunreasonably interfering with an individual’s work
performance or creating an intimidating hostile,performance or creating an intimidating hostile,
abusive, offensive or poisoned workingabusive, offensive or poisoned working
environment.’environment.’

8. S.H. at WorkplaceS.H. at Workplace

9. Guidelines of the Supreme Court: Defn.Guidelines of the Supreme Court: Defn.
Cond…Cond…
 Physical contact or advancesPhysical contact or advances
 Demand or request for sexual favoursDemand or request for sexual favours
 Sexually coloured remarksSexually coloured remarks
 Display of pornographyDisplay of pornography
 Any other unwelcome physical, verbal orAny other unwelcome physical, verbal or
non-verbal conduct of a sexual nature.non-verbal conduct of a sexual nature.

10. Workplace Atmosphere : MutualWorkplace Atmosphere : Mutual
RespectRespect

11. Definition of Key ConceptsDefinition of Key Concepts
WorkplaceWorkplace
 ““The workplace is where men and women get toThe workplace is where men and women get to
know one another very well”-(Anthropologicalknow one another very well”-(Anthropological
researcher Helen Fisher.)researcher Helen Fisher.)
Working womenWorking women
 The term “working woman” refers to one whoThe term “working woman” refers to one who
works outside home for a wage or salary.works outside home for a wage or salary.
Relating Sexual Harassment with Human RightsRelating Sexual Harassment with Human Rights
 Articles 14, 19 A and 21 of the Constitution ofArticles 14, 19 A and 21 of the Constitution of
India deal with violation of rights to equality,India deal with violation of rights to equality,
right to life and liberty, right to work with humanright to life and liberty, right to work with human
dignity. Sexual harassment amounts to violationdignity. Sexual harassment amounts to violation
of rights – equality, right to life and liberty. Theof rights – equality, right to life and liberty. The
logical result is the violation of right to practicelogical result is the violation of right to practice
any professionany profession,, occupation or trade.occupation or trade.

12. It could Happen to Us too…It could Happen to Us too…

13. The Grim RealityThe Grim Reality
 Authors conducted an empirical study on thisAuthors conducted an empirical study on this
subject with a sample size of 350 workingsubject with a sample size of 350 working
women in Nagpur for a National level NGO.women in Nagpur for a National level NGO.
 Findings of the study - 27.21% workingFindings of the study - 27.21% working
women have experienced sexual harassmentwomen have experienced sexual harassment
at workplace. 10.28% respondents in the ageat workplace. 10.28% respondents in the age
group 26-35 were frequently harassed.group 26-35 were frequently harassed.
19.42% working women in the age group 36-19.42% working women in the age group 36-
45 were sometimes harassed. These women45 were sometimes harassed. These women
victims belong to all levels of education andvictims belong to all levels of education and
income.income.

15. Respondents’ SuggestionsRespondents’ Suggestions
 It should be called Gender Harassment instead ofIt should be called Gender Harassment instead of
sexual harassment,sexual harassment,
 11.82% respondents said that organizations11.82% respondents said that organizations
should provide security to women.should provide security to women.
 89.14% women felt that laws can do little unless89.14% women felt that laws can do little unless
present values change.present values change.
 35.14% felt that a separate court to deal with35.14% felt that a separate court to deal with
cases of sexual harassment at workplace willcases of sexual harassment at workplace will
make working women more confident.make working women more confident.

16. Respondents’ SuggestionsRespondents’ Suggestions
 Respondents opined that enhancement in moralRespondents opined that enhancement in moral
strength of women is necessary.strength of women is necessary.
 Training in self-defense is desirable for allTraining in self-defense is desirable for all
working women.working women.
 Strong support system is necessary to lend moralStrong support system is necessary to lend moral
support to victimized women.support to victimized women.
 More awareness of laws is necessary along withMore awareness of laws is necessary along with
knowledge of rights.knowledge of rights.
 N.G.Os should play an active role in the redressN.G.Os should play an active role in the redress
of this problem.of this problem.
 More educational & awareness programmesMore educational & awareness programmes
should be organized by N.G.Os.should be organized by N.G.Os.

17. TraumaTrauma

18. Counseling – A NeedCounseling – A Need
 Sexual harassment at workplace is a sensitive &Sexual harassment at workplace is a sensitive &
delicate problem.delicate problem.
 The aggrieved person is deeply traumatized andThe aggrieved person is deeply traumatized and
hence unable to cope up with it.hence unable to cope up with it.
 Victims prefer to remain mute and aggravateVictims prefer to remain mute and aggravate
problem.problem.
 Situation can be handled effectively by counselingSituation can be handled effectively by counseling
and creating social, legal and psychologicaland creating social, legal and psychological
awareness.awareness.
 Counseling is necessary at three different levels –Counseling is necessary at three different levels –
personal, familial and institutional level.personal, familial and institutional level.
 The scope of this paper has been restricted toThe scope of this paper has been restricted to
sociological perspective.sociological perspective.

19. Want of Dignity????Want of Dignity????

20. Counseling: Survival StrategiesCounseling: Survival Strategies (Before the(Before the
Incident)Incident)
At Personal LevelAt Personal Level::
 Develop confidence and nurture your selfDevelop confidence and nurture your self
concept.concept.
 Educate and empower yourself.Educate and empower yourself.
 Develop awareness of social evils confronting aDevelop awareness of social evils confronting a
working woman in and outside the workplace.working woman in and outside the workplace.
 Develop necessary linkages with self help groupsDevelop necessary linkages with self help groups
and NGOs.and NGOs.
 Try to acquire some self protection skills.Try to acquire some self protection skills.
 Be assertive and firmBe assertive and firm..

21. Need of the HourNeed of the Hour

22. In Happiness & in Sorrow- FamilyIn Happiness & in Sorrow- Family
Matters d MostMatters d Most

23. Counseling: Survival StrategiesCounseling: Survival Strategies (Before the(Before the
Incident)Incident)
At Familial LevelAt Familial Level
 Share and discuss all problems related to you andShare and discuss all problems related to you and
workplace at home.workplace at home.
 Share all problems of your friends with the familyShare all problems of your friends with the family
 Let the family be aware that such problem canLet the family be aware that such problem can
crop up.crop up.
 Develop an atmosphere of mutual trust, respectDevelop an atmosphere of mutual trust, respect
and confidence in the family members.and confidence in the family members.
 Develop the family as a support system for allDevelop the family as a support system for all
members, especially in times of need.members, especially in times of need.
 Develop the skill of empathetic and patientDevelop the skill of empathetic and patient
listeninglistening

24. Counseling: Survival StrategiesCounseling: Survival Strategies (Before the(Before the
Incident)Incident)
At WorkplaceAt Workplace
 Be aware of sexual harassment at workplace andBe aware of sexual harassment at workplace and
shapes it can assume.shapes it can assume.
 Discuss and share workplace experiences withDiscuss and share workplace experiences with
family and colleagues.family and colleagues.
 Empathise with friends who have been or areEmpathise with friends who have been or are
being victimized and lend active support.being victimized and lend active support.
 Try to create awareness amongst friends aboutTry to create awareness amongst friends about
the issue and remedies available.the issue and remedies available.
 Learn to speak up and give up hesitation.Learn to speak up and give up hesitation.
 Repose faith in the administration and machinery.Repose faith in the administration and machinery.
 Develop awareness about administrative policiesDevelop awareness about administrative policies
and safeguards.and safeguards.
 Create self help platform in the workplace.Create self help platform in the workplace.

25. Cornered ???Cornered ???

26. Guiding PrinciplesGuiding Principles at the Institutional level:at the Institutional level:
 Counselor for social, legal and psychologicalCounselor for social, legal and psychological
counseling.counseling.
 Employers to create & maintain a workingEmployers to create & maintain a working
environment in which the dignity of employees isenvironment in which the dignity of employees is
respectedrespected
 The organization should recognize the primacy ofThe organization should recognize the primacy of
collective agreements regulating the handling ofcollective agreements regulating the handling of
sexual harassment cases.sexual harassment cases.
 Clear-cut PolicyClear-cut Policy
 Allegations of sexual harassment will be dealtAllegations of sexual harassment will be dealt
with seriously, expeditiously, sensitively andwith seriously, expeditiously, sensitively and
confidentially.confidentially.
 Employees will be protected against victimisation,Employees will be protected against victimisation,
retaliation for lodging grievances and from falseretaliation for lodging grievances and from false
accusationsaccusations..

27. Demand Policy MeasuresDemand Policy Measures

28. Guiding PrinciplesGuiding Principles at the Institutional level:at the Institutional level:
 Policy statements on sexual harassment shouldPolicy statements on sexual harassment should
be communicated effectively to all employees.be communicated effectively to all employees.
 Employers and employee organisations shouldEmployers and employee organisations should
include the issue of sexual harassment in theirinclude the issue of sexual harassment in their
orientation, education and training programmesorientation, education and training programmes
of employees.of employees.
 Discuss the policy with all new employees.Discuss the policy with all new employees.
 Make the policy document easily available andMake the policy document easily available and
accessible.accessible.
 Review the policy with employees on a regularReview the policy with employees on a regular
basis.basis.

29. On Being Victimized at WorkplaceOn Being Victimized at Workplace
At Personal level:
 Shout for help or make some noise.Shout for help or make some noise.
 Regain your composure and try not to panic and loseRegain your composure and try not to panic and lose
gain self control.gain self control.
 Convey overtly your feelings of annoyance, repulsion,Convey overtly your feelings of annoyance, repulsion,
displeasure and unwillingness, whatsoever to thedispleasure and unwillingness, whatsoever to the
perpetrator. Remember, silence may be construed asperpetrator. Remember, silence may be construed as
acceptance of the move.acceptance of the move.
 Try to escape. Try to gain as much distance & time asTry to escape. Try to gain as much distance & time as
possible.possible.
 React spontaneously.React spontaneously.
 Never, in any case, blame yourself.Never, in any case, blame yourself.

30. Empowerment-An Absolute MustEmpowerment-An Absolute Must

31. Afterthe Incident- Personal levelAfterthe Incident- Personal level
 Approach the authorities with complaint.Approach the authorities with complaint.
 Seek support of your friends and family.Seek support of your friends and family.
 Seek professional help for counseling, ifSeek professional help for counseling, if
necessary.necessary.
 Discuss and share openly withoutDiscuss and share openly without
inhibitions with colleagues.inhibitions with colleagues.
 Do not succumb to any threats or fears.Do not succumb to any threats or fears.

32. Family as an AnchorFamily as an Anchor

33. Afterthe Incident: at Home (Role ofAfterthe Incident: at Home (Role of
Family)Family)
 Family to act as strong support systemFamily to act as strong support system
 Family to act as one cohesive unitFamily to act as one cohesive unit
 Catharsis: to provide mental andCatharsis: to provide mental and
emotional relief.emotional relief.
 Informal counselingInformal counseling
 Boost up the confidence of the victim,Boost up the confidence of the victim,
seek professional help if necessary.seek professional help if necessary.

34. Strict PolicyStrict Policy

35. At Institutional Level/WorkplaceAt Institutional Level/Workplace
 Advice and AssistanceAdvice and Assistance
 Acquaint the Victim with Options toAcquaint the Victim with Options to
Resolve a ProblemResolve a Problem
 Investigation and Disciplinary ActionInvestigation and Disciplinary Action
 RightsRights
 ConfidentialityConfidentiality

36. Crucial StepsCrucial Steps
 Review the policy and procedure. Try to removeReview the policy and procedure. Try to remove
lacunae.lacunae.
 Conduct ongoing training for staff members onConduct ongoing training for staff members on
their responsibility for maintaining a workplacetheir responsibility for maintaining a workplace
free of harassment,free of harassment,
 Provide information about employer’s liabilityProvide information about employer’s liability
and case studiesand case studies
 Every workplace must have a SexualEvery workplace must have a Sexual
Harassment Monitoring and Evaluation SystemHarassment Monitoring and Evaluation System
to maintain and enhance a work culture ofto maintain and enhance a work culture of
mutual respect and understanding.mutual respect and understanding.

37. ConclusionConclusion
S.H.: Gender sensitive & delicate, handling of the sameS.H.: Gender sensitive & delicate, handling of the same
by specialized tribunals, preferably manned by womenby specialized tribunals, preferably manned by women
to try cases of S.H. & for imposition of stringentto try cases of S.H. & for imposition of stringent
penalties is necessary. The habit of the victims topenalties is necessary. The habit of the victims to
remain mum over the issue fuels the desire of theremain mum over the issue fuels the desire of the
perpetrator further & the same victim or new victimsperpetrator further & the same victim or new victims
face the same problem or problems of a more seriousface the same problem or problems of a more serious
nature in future. This presentation aims at attractingnature in future. This presentation aims at attracting
the attention of the working women to this grave threatthe attention of the working women to this grave threat
looming large over in India and the need for social,looming large over in India and the need for social,
legal and psychological counselinglegal and psychological counseling..
Awareness of the problem is the first step taken toAwareness of the problem is the first step taken to
redress the same.redress the same.

38. Eventhough Messages R NotEventhough Messages R Not
Welcome----Welcome----

39. Let us Strive Together….Let us Strive Together….
Together We Can and We Will----Together We Can and We Will----