SEXUAL HARASSMENT AT WORKPLACE

Poorva Adarkar Ivy D`Souza Dimple Java Saahil Ledwani Meera Nayak Kalpesh Surve Sachin Vernekar 121 131 143 147 151 162 165

WORKPLACE:
An office A factory Building A private home A School A Store etc

WHAT IS HARASSMENT:
Someone is doing things to make you feel uncomfortable or Someone is saying things to make you feel uncomfortable or Someone is putting you at risk in some way

PREVALENCE OF WORKPLACE SEXUAL HARASSMENT:

According to recent surveys statistics estimated the below figures. In July 2005

76% of women had experienced some form of harassment 41% was the prevalence
More than 50%

In 2009

In 2011

SEXUAL HARASSMENT
Any

unwanted attention of sexual nature like remarks about your looks or personal life.

IS THIS HARASSMENT ?

man puts his arm around a woman at work

WHAT SHOULD YOU DO ?

Trust your instincts Get information Record every incident in detail Try to find out if other employee are being harassed Keep anything that the harasser gives you Speak/write clearly to the harasser Make a legal complaint

EVERYONE HAS A RIGHT TO SAFE WORK ENVIRONMENT

It is the responsibility of the employer to ensure a safe work environment for all his employees

Impact of Sexual Harassment

Impact on Career

Emotional Impact

Financial Impact

Social Impact

Organization Impact

Physical Impact

Impact on Career

Emotional Impact

Distress

Quitting ones job Reduced Productivity Decreased Concentration Absenteeism Decreased Interest in work or study Interruption of career

Denial
Mood Swing Depression Uncertainty over the future

Irritability
Anger

Physical Impact

Financial Impact

Insomnia or other sleep disturbances

Threatened or actual loss of income and/or benefits

Change in appetite
Stress-related ailments Decreased energy Litigation loss of time and money Increased cost of benefits Low Morale

Threatened or actual loss of promotions or merit increases

Decrease in professional reputation or status Threatened or actual loss of job

Threatened or actual loss of recommendations

Threatened or actual loss of opportunities

Social Impact

Physical or emotional withdrawal from friends, family and coworkers Difficulty interacting with others

Dependency on another person(s) for support

Limiting of social interactions or self-isolation because one feels unsafe leaving the home or entering work, study or other space in which the sexual harassment occurred Generalized fears of people or things that remind one of the harassment

Others may distance themselves from a complainant because they don't want to get involved or don't understand what she/he is experiencing

Costly

Impact on the Organization

investigation and litigation exposure and publicity depositions

Negative

Embarrassing Increased Lowered Reduced

absenteeism

employee morale productivity efficiency

Decreased Erosion

of organization's brand names, goodwill, and public image impact on stock price

Negative

EMPLOYEE RIGHTS

Right to freedom from discrimination Right to privacy Right to due process Right to participation and association

Right to healthy & safe working conditions

Right to fair wages Right to freedom of conscience & speech Right to work

EMPLOYEE RIGHTS
RIGHT TO FREEDOM FROM DISCRIMINATION
Equal

Opportunities Affirmative action Reverse Discrimination Sexual and Racial Harassment

RIGHT TO PRIVACY
Health

and Drug Testing Work Life Balance Electronic privacy and data protection

EMPLOYEE RIGHTS
RIGHT TO DUE PROCESS
Promotion Firing Disciplinary

proceedings

RIGHT TO PARTICIPATION AND ASSOCIATION

Organisation

unions Participation in companys decision

of workers in works councils and trade

EMPLOYEE RIGHTS
RIGHT TO HEALTHY AND SAFE WORKING CONDITIONS
Working

conditions Occupational health and safety Rights to fair wages

EMPLOYEE RIGHTS
RIGHT TO FREEDOM OF CONSCIENCE AND SPEECH
Whistleblowing

RIGHT TO WORK
Fair

treatment in the interview Non-discriminatory rules for Recruitment

EMPLOYEE DUTIES
DUTY TO COMPLY WITH LABOUR CONTRACT Acceptable level of performance Work Quality Loyalty to the firm DUTY TO COMPLY WITH LAW Bribery

Phaneesh Murthy vs. Reka Maximovitch

HERE THE ALLIGATIONS BY THE VICTIM PARTY WERE: VERBAL SEXUAL HARASSMENT:

Verbal harassment includes unwanted personal comments or sexual slurs, or abusive remarks, explicit jokes or innuendo, and compromising invitations, including demands for sexual favors.

Unwanted sexual advancements:

Phaneesh Murthy vs. Reka Maximovitch

requests for sexual favors un wanted touchor physical conduct of a sexual nature when the victim party is uncomfortable unwilling to do so.

Unlawful termination:

Phaneesh murthy vs. reka maximovitch

The term "wrongful termination" means that an employer has fired or laid off an employee for illegal reasons in the eyes of the law.

INFOSYS POLICY ON SEXUAL HARASSMENT

Anti- sexual harassment Initiative (ASHI). Encourage employee to report unethical behaviour under whistle blower policy. Independent (non-Infosys) grievance redressal body and procedure. The redressal body consists of an independent chair person who is a lady, as required by the Supreme Court guidelines and four committee members who are employees. As a part of the training process all officers and board members have been given a course on the prevention of sexual harassment.

Steps taken by Infosys after this incident

Infosys conducted a course for all its officers and members (in India as well as abroad) on sexual harassment and the importance of being sensitized about the issue. The code of conduct provided in the employee manual was modified in line with the above decision..

``How to overcome``
Even though there are policies for sexual harassment such disturbing cases happen to overcome this difficulty

Employers role:
- CREATE SEXUAL HARASSMENT POLICY - COMMUNICATE THE POLICY - EXECUTE ACCORDING TO THE POLICY - MAKE A GREIVIENCE CELL - TRAINING THE EMPLOYEES

``How to overcome``

EMPLOYEES OR VICTIMS ROLE:

- DEALING WITH THE HARASSER - COMMUNICATE THE PROBLEM - FORMAL AND OFFICIAL REPORTING -CREATE WITNESS - SET BOUNDARIES

THE ORGANISATION AS A WHOLE HAS TO WORK TO ERADICATE THIS PROBLEM OF SEXUAL HARASSMENT

EEO MODULE 1: EE0 UPDATE

28

Why do employees hesitate to report discrimination, workplace harassment and sexual harassment?
Answer Fear of losing their job Fear of retaliation Fear of getting someone into trouble Fear of disrupting the workplace Fear of being accused of having no sense of humor Fear of being embarrassed Fear of feeling like less of a man/woman Fear of not being believed. Discrimination and harassment are generally subtle and inconspicuous.

Corporate responsibility
The obligation rests with employers to prevent sexual harassment in the workplace. If sexual harassment occurs, the employer may be ordered to pay financial compensation to the person harassed. A strong and clear policy prohibiting sexual harassment and other preventative measures are in the best interest of the corporation.

What can a supervisor do to help employees feel safe reporting discrimination, workplace harassment and sexual harassment? Answer Set an example of respectful workplace behavior. Have clear expectations that discrimination, workplace harassment and sexual harassment are not tolerated. Have a clear mechanism for reporting; including the ability to report to another member of management should the supervisor be the accused. Take immediate steps to stop inappropriate behavior or conduct as it occurs or is reported. Guard against retaliation. Handle investigations as discretely and confidentially as possible. Be sensitive to the feelings of all involved. It is not easy for the complainant, the accused or anyone participating in an investigation.

Conlusion

Dont quit your job Complain with government authorities Keep your family informed Take advice from someone who has already gone through sexual harassment

Thank you