I was invited as a speaker at a Conference organised by Employers' Federation of India on Prevention of Sexual Harassment.

1. A perspective on various forms of sexual harassment.
7th March 2014
Sukanya Patwardhan
Practice Head – Diversity, Ethics, Sustainability and Coaching
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2. Education
Masters in Inorganic Chemistry
Research in Materials Science ( University
of Pune)
Masters in Human Resources
( Tata Institute of Social Sciences)
Worked at
 University of Pune
 National Defense Academy (NDA)
 SKF Bearings & Cummins India Ltd
 IBM India Ltd ( Country Leader and a Global Role 10 years)
 Currently with Tata Group
Work Areas
 Human Resources
 Learning and Development
 Career Paths and Professional
Development , Talent Management
 Technical Vitality, Employee Value
Proposition, Large Scale Initiatives
 Leadership development, Diversity
Contributions and Awards
Interest Areas
Gen Y, Virtual Learning, Coaching, People
Innovations, Productivity at collaborative
workplaces, Service Science, Business Value
through People, Conceptualization to Delivery
of People Initiatives, Ethics
Hobbies
Spreading Positivity, Life Coaching, Reading and Writing
Married with college going Kids
National and International Awards and Fellowships
IBM Academy of Technology affiliate– Elected Member
IBM Stock options as an award
Art and Music, Human Mind,
Outdoor activities, Health and Fitness
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3. On International Women’s Day- My Salute to
Jotiba Phule
Raja Rammohan Roy
Swami
Vivekananda
Maharshi Karve
Gandhiji
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4. • Heartiest CONGRATULATIONS !
• You are BOLD to take a constructive step to understand
about POSH in the context of increasing sexual assaults
in India.
• (POSH - Prevention of Sexual Harassment)
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5. Scope of Discussion Today
• The Context of Modern Corporate World
• A brief outlook on what constitutes sexual
Harassment
• What can really happen at Workplaces
• What can we do to nurture respectful work places?
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6. This session is…..
About
 Understanding the importance
and legal ways of POSH at
workplace
 Understanding the ways to create
safe environment for business
results.
 Shared responsibility of all in
creating and sustaining a healthy
and productive workplace
DIGNITY
Not About
 Pointing at men – as sexual
harassment is irrespective of
gender
 Asking for unreasonable and
exceptional privileges from the
management
 Productive and healthy
workplace is just one way
responsibility of management
PUNISHMENT
Disclaimer: Sukanya is NOT an Activist or Feminist.
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7. Our people become our brand
For one thing, people – rather than products – become your brand. Just as our products
have had to be consistent with the IBM brand promise, now more than ever, so do our
people.
Sam Palmisano, HBR Interview
Past
Future
People
Processes
Technology
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8. Enterprises are awakening to the understanding..
• People are not inventory
• People are not the product
• People are processors, co-producing/creating business value
with the client
• People are intelligent agents who seek to maximize value
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9. We are moving into the world of
Group HR
• Excitement
• New Opportunities
• Novelty
• Challenges
• Expression to our potential
• Affordability for better material possessions
Therefore we are encountering situations we never experienced
before…..
And The traditional solutions do NOT work!

10. Our Joint Focus…
Right to life is “Life of Dignity”
• It takes Men and Women to create and sustain a
healthy and productive workplace.
• This Session is about enhancing, empowering
and inspiring the dignity of people at work.
Who else can do it better than people like you?
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11. HARASS
 To Exhaust , Fatigue
 To annoy (persistently)
 To create an unpleasant or hostile
situation for, especially by uninvited and
unwelcome verbal or physical conduct
WEBSTER’S II DICTIONARY
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12. SEXUAL HARASSMENT
“SEXUAL HARASSMENT is not complicated to define.
To HARASS someone is to BOTHER HIM OR HER.
SEXUAL HARASSMENT
Is bothering someone in a sexual way.”
Sexual Harassment is
never just about sex.
It is about Power
Ellen Bravo
The 9 to 5 Guide to
Combating Sexual Harassment
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13. SEXUAL Harassment: BROAD Definition
Sexual Harassment is a form of sex discrimination
that involves UNWELCOME sexual advances,
requests for sexual favors, and other verbal or
physical conduct of a sexual nature WHEN:
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14. • Submission to or rejection of such conduct is
made either explicitly or implicitly a term or
condition of a person’s job, pay, or career.
• Submission to or rejection of such conduct by a
person is made as a basis for career or
employment decisions affecting that person.
• Such conduct interferes with an individual’s
performance or creates an intimidating, hostile,
or offensive environment.
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15. We owe our appreciation to
• The behavior of the other has a
negative effect on your ability to do a
job, it’s harassment!
Vishakha Vs State of Rajasthan
Standing Orders
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16. Vishakha Vs State of Rajasthan

17. Some Statistics
Type of Harassment
Experienced
Witnessed
Verbal Harassment
56.9%
65.3%
Sexual harassment
that includes physical
contact
Physical harassment
33.0%
39.4%
8.5%
14.3%
Emotional Harassment
55.8%
58.8%
92%- Women
5% - Men
3% - Same Sex
Remember Victims are REAL people and not
faceless statistics
Source: Nan DeMars – You want me to do what?
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18. Source : AWARE report - Singapore’s leading advocacy group dedicated to promoting gender equality.
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19. Categories of Sexual Harassment
Being a Victim
Quid Pro Quo
Hostile Environment
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20. Being a Victim
An Accounts Officer
Satish was around 56 years old officer in accounts department. He rarely
talked to anyone and kept to himself. A new management trainee Yasmin
joined in the accounts department and was given a table next to him.
Whenever he found time he would go near her table to wish her and say
hello.
He changed his bus route and started to sit behind her seat in the bus. All
that he did was to stare at her. She told her friends that she is very
uncomfortable with this officer, as she feels that he almost sees through her
clothes whenever he looks at her.
Her friends told her – don’t worry, “Uski to ye aadat hi hai, Jahan ladki
dekhi eisehi dekhega, lekin karega kuch nahi”
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21. Being a Victim
At Midnight
It was 2 am at night. Many employees were working in the night shifts. The
security and administrative staff was also deployed in three shifts. Usually the
top floor work desks were empty and the Gents’ toilet was near the terrace.
Ravi , a young 10th standard pass out,19 years old, had just joined as a sweeper
cum office assistant with the third party administrative - security services. He
had lost his father recently and his mother was bed ridden. He considered
himself lucky that he got a job in a good company. He was okay with night shift
as he used his spare time at work to prepare for his further studies.
That fretful night, Ravi was cleaning the Gents’ toilet when suddenly an
unknown male employee caught him from behind and started fondling Ravi and
made advances. Ravi was threatened to be murdered if he made any noise or
voiced this anywhere else. Ravi almost fainted. Next day Ravi in a state of shock,
told this to his supervisor and you over hear this in the corridor.
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22. Quid Pro Quo
• Latin term meaning “this for that”
• Conditions placed upon a person’s career or terms of
employment in return for sexual favors
• Promises of career advancement, promotions, and
other benefits should the victim give in to the sexual
advances, and Vice – a - Versa !
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23. Quid Pro Quo
The Promotion Depends on ..
Madhav, the branch manager, invites Rosy, a recently hired teller-trainee, out to dinner
and during the meal suggests that they go to a hotel to “know each other” better. After
refusing at first, Rosy subsequently agrees as Madhav indicates to her that her refusal
may cost her this job. Over the next several years Madhav and Rosy engage in sexual
relationship outside the office. During this period, Rosy is promoted to teller, head
teller, and assistant branch manager. Their sexual relationship ceases when Rosy
starts going with a steady boyfriend and gets formally engaged.
Rosy says that she eventually agreed to have sex with Madhav because she was
afraid to lose her job.
Madhav makes repeated demands for sexual favors, usually at the branch, both during
and after business hours. He touches her in front of her colleagues in the office and at
office parties i.e. puts his arm around her, pats her head, holds her hand etc. He has
never done this before. She is scared and confused.
What do you think Rosy should do?
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24. Hostile Environment
• Unwelcome behavior that is severe or pervasive
and unreasonably interferes with a person’s working
conditions
• Offensive
• Unsolicited comments and/or behaviors of a sexual
nature
Sheela ki Jawani Dialler Tune
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25. Hostile Environment (con’t)
Not blatant acts, but “gray area” behaviors
also include:
•Sexually oriented cartoons/pictures/emails
•Sexually explicit jokes/attitudes/opinions
•Derogatory “feminine” terms for
unsatisfactory “male” performance
What are you doing
here?
Girls here are Hot and Sexy!!
Using terms of endearment
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26. Hostile Environment
A team of 8 went for a short coffee break, 5 boys and 3 girls. One of the girls – Neeta,
was wearing black salwar khameez. Almost all complimented her – she liked it and
thanked them. Generally the discussion was about if dark colors make one look
slimmer etc. One of the male members told an incidence narrated by his uncle: he was
at the airport and noticed a beautiful woman so he was watching her – he noticed that
she had not worn any undergarments underneath her black gown (burkha) she was
wearing. To him she looked like a model. It seems his time at the airport was worth it
and since that day and whenever he sees a woman wearing black he can’t help
remembering that scene.
All girls and boys had a hearty laugh and passed some casual comments but Neeta,
the one wearing black dress was very uncomfortable.
She could no longer sit near this person’s desk as he was her neighbour and could not
concentrate. She could not speak about her discomfort as rest did not seem to mind his
comment. Her friends told her to relax and not take it personally. Afterall she was not
wearing a Burkha.. isn’t it? And the person who told this funny thing did not intend it at
her; isn’t it?
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27. Being a Victim – Quid Pro Quo – Hostile Environment
In the Guest House …
• Suresh an admin manager was responsible for the
company Guest house maintenance. This guest house
was exclusively used for the foreigners from the
company hence was not occupied most of the times.
• There were rumours that Suresh used to ask the
women servants to “Serve” him. Nobody knew the truth
as none would complain. These women would come to
the guest house just for two hours a day and there was
no muster etc. kept for their attendance.
• These women would be changed frequently depending
on the load of the work. Finally Radhabai’s husband
called the HR head if he would like to go to jail.
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28. Behaviors of Sexual Harassment
• Behaviors may be both verbal and/or nonverbal
• The key is that the behavior is unwelcome and of a
sexual nature
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29. IS there a Difference?
For the Person Involved and People Around
What is Sexual Harassment
What is NOT Sexual Harassment
• feels bad
• feels good
• one-sided
• reciprocal
• feels unattractive
• feels attractive
• is degrading
• is a compliment
• feels powerless
• in control
• power-based
• equality
• negative touching
• positive touching
• unwanted
• wanted
• illegal
• legal
• invading
• open
• demeaning
• Feels flattering
• sad/angry
• Happy outcome
Source : Feminist Majority
http://www.feminist.org/911/harasswhatdo.html
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30. Related Elements of Sexual Harassment
• Impact vs. Intent
• Reasonable Person Standard
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31. Related Elements of Sexual Harassment
• Impact vs. Intent
Assessing whether the behavior is
appropriate or offensive must be done
from the perspective of the recipient, not
the alleged harasser.
What is the BIG deal ?
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32. Related Elements of Sexual Harassment
• Reasonable Person Standard
How would a reasonable man / woman under
similar circumstances react or be affected by
such behavior?
Used to predict the expected reaction to or impact
of perceived offensive behaviors on the recipient.
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33. Sexual Harassment Checklist
Is the behavior inappropriate for the workplace?
Is the behavior sexual in nature or connotation?
Is the conduct unwanted, unwelcome, or unsolicited?
Do the elements of power, control, or influence exist? Does
the situation indicate a quid pro quo relationship?
• Have sexual favors been demanded, requested, or
suggested?
• Does the behavior create a hostile or offensive
environment?
• How would a “reasonable person” be affected?
•
•
•
•
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34. Strategies for Combating Sexual Harassment
•
•
•
•
•
•
Be Pro-Active
Conduct sexual harassment training
Outline procedures and policies
Use communication effectively
Be familiar with regulations/policies
Encourage people to speak up and complain
Protect Whistle Blowers
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35. Don’t Forget …
This law recognizes the basic truth that a supervisor
has tremendous power over a subordinate both
economically and personally
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36. Gender Perspective : sexual relationship
• Female : Any sexual, physical or emotional activity
with a person with whom you have a connection.
(It could be platonic as well)
• Male : Any physical and actual sexual activity
Therefore the perceptions of Men and Women about
sexual harassment and prevention of sexual
harassment are different : There is nothing wrong or
right about perception :it is just different !

37. Please remember that nothing ever gets deleted on
the net /even from your cell phone/ or any digital
device
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38. SEXUAL HARRASMENT is…..
• Inappropriate
• Disrespectful
• Ilegal
Damini
Disclosure
North Country
The Accused
Philadelphia
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39. Equal Opportunity
Employment
Inclusivity
Discrimination
Workplace
Harassment
Sexual
Harassment
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40. People love work atmospheres which are
•
•
•
•
•
•
Collaborative and Interdependent
High Positive Energy and Be Yourself
Caring and respectful
Relationships based on mutual trust
Full of opportunities to bring out the best
Performance driven
Workplace DIGNITY is the key to successful organizations.
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41. Way Forward ..
• Modern organizations are comprised of people with
different backgrounds, cultures, beliefs, age,
experience, skills and sexual orientation .
• To strive for a more productive work atmosphere, get
to know the people you work with and respect their
individuality as they should yours.
Diversity and Inclusion is NOT about attempting to treat everyone
the same.
It is about respecting and giving space to each one’s uniqueness
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42. A BIG Thank You
Blog: Synchronise Success with Sukanya
spatwardhan@tata.com / sukanya.Patwardhan@gmail.com
98500-37928
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