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)

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

The NeedThe Need The problem of sexual harassment of women at The 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 economic More 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 India Guidelines passed by the Supreme Court of India

in “Vishakha and others Vs State of Rajasthan”, in “Vishakha and others Vs State of Rajasthan”, 1998 1998

Accordingly Women’s Complaints Committee Accordingly 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.

Vishakha and Others Vs State of RajasthanVishakha and Others Vs State of Rajasthan

Bhawaridevi, a social worker, faced sexual Bhawaridevi, a social worker, faced sexual harassment in 1997 for trying to prevent a harassment 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 her Became 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. This P.I.L.against Rajasthan Govt. in the S. C. This

case is known as “Vishakha and others Vs case is known as “Vishakha and others Vs State of Rajasthan”.State of Rajasthan”.

Definition of Key ConceptsDefinition of Key Concepts

Sexual HarassmentSexual Harassment ‘‘The Equal Employment Opportunity Commission The 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 a favours, and other verbal physical conduct of a sexual nature, which has the purpose or effect of sexual nature, which has the purpose or effect of unreasonably interfering with an individual’s work unreasonably interfering with an individual’s work performance or creating an intimidating hostile, performance or creating an intimidating hostile, abusive, offensive or poisoned working abusive, offensive or poisoned working environment.’environment.’

S.H. at WorkplaceS.H. at Workplace

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 or Any other unwelcome physical, verbal or

non-verbal conduct of a sexual nature.non-verbal conduct of a sexual nature.

Workplace Atmosphere : Mutual Workplace Atmosphere : Mutual RespectRespect

Definition of Key ConceptsDefinition of Key Concepts

WorkplaceWorkplace ““The workplace is where men and women get to The workplace is where men and women get to

know one another very well”-(Anthropological know one another very well”-(Anthropological researcher Helen Fisher.)researcher Helen Fisher.)

Working womenWorking women The term “working woman” refers to one who The 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 of Articles 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 human right to life and liberty, right to work with human dignity. Sexual harassment amounts to violation dignity. Sexual harassment amounts to violation of rights – equality, right to life and liberty. The of rights – equality, right to life and liberty. The logical result is the violation of right to practice logical result is the violation of right to practice any professionany profession, , occupation or trade. occupation or trade.

It could Happen to Us too…It could Happen to Us too…

The Grim Reality The Grim Reality

Authors conducted an empirical study on this Authors conducted an empirical study on this subject with a sample size of 350 working subject 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% working Findings of the study - 27.21% working

women have experienced sexual harassment women have experienced sexual harassment at workplace. 10.28% respondents in the age at 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 women 45 were sometimes harassed. These women victims belong to all levels of education and victims belong to all levels of education and income.income.

Respondents’ SuggestionsRespondents’ Suggestions

It should be called Gender Harassment instead of It should be called Gender Harassment instead of sexual harassment,sexual harassment,

11.82% respondents said that organizations 11.82% respondents said that organizations should provide security to women.should provide security to women.

89.14% women felt that laws can do little unless 89.14% women felt that laws can do little unless present values change.present values change.

35.14% felt that a separate court to deal with 35.14% felt that a separate court to deal with cases of sexual harassment at workplace will cases of sexual harassment at workplace will make working women more confident.make working women more confident.

Respondents’ SuggestionsRespondents’ Suggestions Respondents opined that enhancement in moral Respondents opined that enhancement in moral

strength of women is necessary. strength of women is necessary. Training in self-defense is desirable for all Training in self-defense is desirable for all

working women.working women. Strong support system is necessary to lend moral Strong support system is necessary to lend moral

support to victimized women.support to victimized women. More awareness of laws is necessary along with More awareness of laws is necessary along with

knowledge of rights.knowledge of rights. N.G.Os should play an active role in the redress N.G.Os should play an active role in the redress

of this problem.of this problem. More educational & awareness programmes More educational & awareness programmes

should be organized by N.G.Os. should be organized by N.G.Os.

TraumaTrauma

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 and The 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 aggravate Victims prefer to remain mute and aggravate

problem. problem. Situation can be handled effectively by counseling Situation can be handled effectively by counseling

and creating social, legal and psychological and 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 to The scope of this paper has been restricted to sociological perspective. sociological perspective.

Want of Dignity????Want of Dignity????

Counseling: Survival Strategies Counseling: Survival Strategies (Before the (Before the Incident) Incident)

At Personal LevelAt Personal Level:: Develop confidence and nurture your self Develop confidence and nurture your self

concept.concept. Educate and empower yourself.Educate and empower yourself. Develop awareness of social evils confronting a Develop 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 groups Develop 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..

Need of the HourNeed of the Hour

In Happiness & in Sorrow- Family In Happiness & in Sorrow- Family Matters d MostMatters d Most

Counseling: Survival StrategiesCounseling: Survival Strategies (Before the (Before the Incident)Incident)

At Familial LevelAt Familial Level Share and discuss all problems related to you and Share 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 can Let the family be aware that such problem can

crop up.crop up. Develop an atmosphere of mutual trust, respect Develop 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 all Develop 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 patient Develop the skill of empathetic and patient

listening listening

Counseling: Survival StrategiesCounseling: Survival Strategies (Before the (Before the Incident)Incident)

At WorkplaceAt Workplace Be aware of sexual harassment at workplace and Be aware of sexual harassment at workplace and

shapes it can assume.shapes it can assume. Discuss and share workplace experiences with Discuss and share workplace experiences with

family and colleagues.family and colleagues. Empathise with friends who have been or are Empathise 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 about Try 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 policies Develop awareness about administrative policies

and safeguards.and safeguards. Create self help platform in the workplace.Create self help platform in the workplace.

Cornered ???Cornered ???

Guiding PrinciplesGuiding Principles at the Institutional level:at the Institutional level:

Counselor for social, legal and psychological Counselor for social, legal and psychological counseling. counseling.

Employers to create & maintain a working Employers to create & maintain a working environment in which the dignity of employees is environment in which the dignity of employees is respectedrespected

The organization should recognize the primacy of The organization should recognize the primacy of collective agreements regulating the handling of collective agreements regulating the handling of sexual harassment cases.sexual harassment cases.

Clear-cut PolicyClear-cut Policy Allegations of sexual harassment will be dealt Allegations of sexual harassment will be dealt

with seriously, expeditiously, sensitively and with seriously, expeditiously, sensitively and confidentially.confidentially.

Employees will be protected against victimisation, Employees will be protected against victimisation, retaliation for lodging grievances and from false retaliation for lodging grievances and from false accusationsaccusations..

Demand Policy MeasuresDemand Policy Measures

Guiding PrinciplesGuiding Principles at the Institutional level:at the Institutional level:

Policy statements on sexual harassment should Policy statements on sexual harassment should be communicated effectively to all employees.be communicated effectively to all employees.

Employers and employee organisations should Employers and employee organisations should include the issue of sexual harassment in their include the issue of sexual harassment in their orientation, education and training programmes orientation, 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 and Make the policy document easily available and

accessible.accessible. Review the policy with employees on a regular Review the policy with employees on a regular

basis.basis.

On Being Victimized at Workplace On 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 lose Regain 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 the displeasure and unwillingness, whatsoever to the perpetrator. Remember, silence may be construed as perpetrator. Remember, silence may be construed as acceptance of the move.acceptance of the move.

Try to escape. Try to gain as much distance & time as Try 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.

Empowerment-An Absolute MustEmpowerment-An Absolute Must

After the Incident- Personal level After the 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, if Seek professional help for counseling, if

necessary.necessary.

Discuss and share openly without Discuss 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.

Family as an AnchorFamily as an Anchor

After the Incident: at Home (Role of After the 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 and Catharsis: 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.

Strict PolicyStrict Policy

At Institutional Level/WorkplaceAt Institutional Level/Workplace

Advice and AssistanceAdvice and Assistance

Acquaint the Victim with Options to Acquaint the Victim with Options to

Resolve a ProblemResolve a Problem

Investigation and Disciplinary Action Investigation and Disciplinary Action

Rights Rights

Confidentiality Confidentiality

Crucial StepsCrucial Steps Review the policy and procedure. Try to remove Review the policy and procedure. Try to remove

lacunae.lacunae. Conduct ongoing training for staff members on Conduct ongoing training for staff members on

their responsibility for maintaining a workplace their responsibility for maintaining a workplace free of harassment,free of harassment,

Provide information about employer’s liability Provide information about employer’s liability and case studies and case studies

Every workplace must have a Sexual Every workplace must have a Sexual Harassment Monitoring and Evaluation System Harassment Monitoring and Evaluation System to maintain and enhance a work culture of to maintain and enhance a work culture of mutual respect and understanding.mutual respect and understanding.

ConclusionConclusion

S.H.: Gender sensitive & delicate, handling of the same S.H.: Gender sensitive & delicate, handling of the same by specialized tribunals, preferably manned by women by specialized tribunals, preferably manned by women to try cases of S.H. & for imposition of stringent to try cases of S.H. & for imposition of stringent penalties is necessary. The habit of the victims to penalties is necessary. The habit of the victims to remain mum over the issue fuels the desire of the remain mum over the issue fuels the desire of the perpetrator further & the same victim or new victims perpetrator further & the same victim or new victims face the same problem or problems of a more serious face the same problem or problems of a more serious nature in future. This presentation aims at attracting nature in future. This presentation aims at attracting the attention of the working women to this grave threat the 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 to Awareness of the problem is the first step taken to redress the same.redress the same.

Eventhough Messages R Not Eventhough Messages R Not Welcome----Welcome----

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