|Date of birth:||Jan 1, 1930|
|Experience:||< 2 years|
This Band Analysis tell you about your Awareness Quotient on a Scale of 100.
Such a candidate will be fully able to indentify sexual harassment and take right steps in case he/she is subjected to sexual harassment at workplace.
A survey conducted by research agency MaRS, exclusively for Hindustan Times- one of India’s leading English newspaper, stated that more than 78% of women in Delhi have faced sexual harassment in some form or the other in 2012. The National Crime Records Bureau states that sexual harassment and other crimes against women increased by 6.4% in 2012. These staggering statistics bring to the forefront the alarming increase of sexual crime in our society and make us question if ‘any place is truly safe’. Whether it is your house or your workplace, sexual harassment is a crime that can does not need a particular environment to occur. It can take place anytime, anywhere. Thus, it becomes extremely important for employees all across to know what Sexual harassment at workplace actually means and what steps they can take to put a stop to it. Sexual harassment at workplace is no longer a hushed topic, but an issue that both employers and employees are willing to discuss openly. What is Sexual Harassment? Sexual Harassment refers to any unwelcome sexual advances, requests or sexual favors, and/or other verbal, visual or physical conduct of a sexual nature wherein: Submission to or rejection of such conduct is either made explicitly or implicitly a term or condition of an individual’s employment. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting that individual; or Such conduct has the purpose of or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Unwelcome behavior does not automatically imply “involuntary “, as a victim may agree to a specific conduct and might even actively participate in it, despite it being objectionable or offensive. Sexual conduct is considered unwelcome whenever the person subjected to it considers it “unwelcome”. Moreover, it is on the basis of circumstances that we can determine whether a person welcomes a sexual gesture or not. What Behavior can be considered as HARRASING!! VERBAL:
|Quid pro quo||Hostile Work Environment|
|Latin for 'this for that' or 'something for something'||Refers to unwelcome conduct of a sexual nature which leads to uncomfortable work environment for employees|
|Refers to an exchange between employees, in which an employee provides sexual favors in exchange of favorable treatment or benefits in work-related projects, salary hike, promotion, hiring, work timings, etc.||Happens when a colleague’s or supervisor’s verbal or physical conduct gives rise to an environment that interferes with an employee’s productivity and is intimidating, offensive or humiliating|
|Happens when an employee’s willingness to grant sexual favors affects employment decisions and conditions||An isolated incident is not sufficient o create hostile work environment except in certain cases of severe harassment|
The International Labor Organization (ILO) specifies that sexual harassment is not just a safety and health problem but an unacceptable working condition and a form of violence. The Indian Supreme Court first recognized Sexual harassment as human rights violation and gender based systemic discrimination that affects women’s Right to Life and Livelihood just six years ago. The Apex court brought forth the Vishakha Guidelines for employers to resolve and prevent sexual harassment.Vishakha GuidelinesSexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013
- According to the guidelines, an employer is legally responsible for providing safe working environment to its employees.
- The guidelines apply to both the organized and the unorganized work sectors.
- All women whether working part time, on contract or in voluntary/honorary capacity are covered by the Vishakha Guidelines.
- According to the guidelines, the most important preventive measure that employers need to adhere to is adoption of a sexual harassment policy, which explicitly prohibits sexual harassment at work place and provides a helpful grievance procedure.
- The policy should clearly lay down the preventive measures and provisions for training the personnel at all levels of employment.
The act was passed in 2013 by the Indian Parliament to protect women against sexual harassment at workplace and prevent as well as redress such complaints. It explains sexual harassment at workplace and aims at reducing any bias or influence by people in positions of authority to intervene in cases of sexual harassment. The act’s Section 3 states that no woman shall be subjected to sexual harassment at any workplace. It also provides circumstances which if present or connected with any act or behaviour of sexual harassment may amount to sexual harassment.Committees for Complaints Complaints Procedure under the Act
The Indian society is slowly but surely waking up to the reality of Sexual harassment at workplace. Companies are realizing the importance of taking action against such incidents to not just protect the employee but also themselves. A sexual harassment incident can have devastating effects on the company’s reputation, profits and goodwill. Therefore, companies across the board are adopting ‘zero tolerance policy’ against such incidents. But it is extremely important for employees to know what to do if they find themselves in such a situation. Prevention Strategies