Sexual Harassment of Women at Workplace

Senior Translation Officer-KVIC em Government of India
3 de Jul de 2013

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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. Hope You Liked This Presentation. Contact me at: