Sexual Harassment

Prevention Of Sexual Harassment
in the Workplace
Indian Law on
Sexual Harassment
Indian Constitution
The Sexual Harassment of Women
at Workplace (Prevention, Prohibition
and Redressal) Act, 2013
1997:
Vishaka vs. State of Rajasthan
The Indian Penal Code, 1860
The objective of these laws is Prevention

+ Protection + Redressal
Workplace
Sexual Harassment
Workplace Sexual Harassment is

behaviour that is :
- UNWELCOME
- SEXUAL in nature
- A SUBJECTIVE experience
IMPACT not INTENT is what matters
Often occurs in a matrix of power.

What Constitutes
Sexual Harassment?
Physical Contact Demanding or

& Advances Requesting
Sexual Favours
Showing Sexually Coloured

Pornography Remarks
What is
the Workplace?
Any place visited by the employee in the

course of employment including
transportation is construed as the workplace.
This includes:
● Company guest houses

● Hotel stay during official travel
● Client place, etc.
Who are Covered?
● Full time employees ● Contractual workers
● Temporary workers ● Housekeeping
● Contract workers ● Security
● Daily wage employees ● Client representatives
● Trainees ● Vendor representatives
● Interns ● Volunteers with/without

remuneration
Examples of
Sexual Harassment
● Staring, leering, obscene gestures, howling, making

kissing sounds, smacking lips
● Showing sexually obscene/suggestive signs,

objects or pictures
● Indecent comments, dirty jokes, comments on a

woman’s dress/body
● Using power positions to request for favours or

threats on loss of privileges/loss of job
● Touching, petting, caressing, kissing, brushing

against another’s body
● Blocking, following and cornering

Examples of
Sexual Harassment
continued
● Referring as honey, sweety etc., or making

innuendos
● Making work discussions sound sexual
● Telling sexual jokes or stories
● Asking about sexual fantasies, spreading lies of

sexual nature
● Winking, licking lips
● Touching a person’s clothing, stalking
PHYSICAL ASSAULT AND RAPE

What is meant by
“Unwelcome” ?
● Any conduct or behaviour is unwelcome if:

- the recipient does not consent to it.
- regards it as offensive.
● Even if the victim does not complain, it doesn’t

necessarily imply that the conduct is welcome.
● Some comments and/or advances are blatant

and crude and are inherently offensive: these
will almost always be deemed as unwelcome.
Behaviour
Unwelcome Welcome
Feels bad Feels good
One sided Reciprocal
Feels powerless In-control
Power based Equality
Unwanted Wanted
Illegal Legal
Invading Open
Demeaning Appreciative
Causes anger/sadness Happy
Causes negative self-esteem Positive self esteem
Sexual Harassment in the Workplace
can be categorized into 2 groups:
Hostile
Quid Pro Quo Environment
Quid Pro Quo
‘Quid pro quo’ means ‘this for that’, an
exchange of one thing for another. Quid
pro quo sexual harassment takes place if :
● Sexual favours are asked in exchange for

any kind of special treatment on the job.
● An employee threatens an associate if

he/she does not consent to such sexual
advances or favours.
The act of ‘asking’ may either be verbal or implied & ‘sexual conduct’ may be
verbal or physical.In either case, it must be unwelcome.
Hostile Environment
Hostile environment sexual harassment

occurs when :
● Speech or conduct of a sexual nature takes

place & is seen as offensive (affects
performance of recipient or associates)
● Intimidating /harassing conduct that is

directed at an individual, or a group of
individuals takes place.
Is this Sexual Harassment or Not?
1
Aravind and Suguna are part of a team at an organisation.
Suguna reports to Aravind.
Aravind constantly tells Suguna that they should go out somewhere after
work hours, perhaps for a late night movie or dinner.
Suguna is uncomfortable but smiles and says she is busy most often!
One day, Aravind tells Suguna that if she turns down his request again, her
ratings will go down in her monthly review.
IS THIS SEXUAL HARASSMENT OR NOT?

2
Neha is part of team that reports to Neeraj who is her college Senior.
Neha is very good at her work and is assigned the most prestigious project
in the company instead of Nirav who is the senior in the team and has a lot
more work experience than Neha.
Nirav is very upset and believes that Neha has been assigned the coveted
project because they must be having a relationship. He jokes about this
with other team members and slowly this spreads around in the company.

3
Reshma just joined as a fresher and has been undergoing training. One of
the trainers was Rashid, who was handling the New Product development.
Reshma wanted to be part of his team and approached him. On seeing
her enthusiasm and performance Rashid ensured that she would be joining
Rashid team post the training..
Reshma joined Rashid’s team. Rashid asked Reshma out for dinner a few
times and she agreed willingly. Slowly the workload increased and once
when Rashid asked Reshma out to Dinner, she refused. Rashid continued
to keep calling her and sent multitude of emails.

4
Suman sent across pictures of some scantily clad women to Joe.
Joe requested Suman not to send him such obscene pictures in the future
as he was not comfortable with the same. But Suman continued.
IS THIS AN EXAMPLE OF HOSTILE ENVIRONMENT

SEXUAL HARASSMENT?
5
Abhi was entering the elevator and Aasuthosh came up from behind
tapped on her shoulders and told her She looked hot in the red dress.
Abhi felt uncomfortable and stared at Aasuthosh and told him to keep his
hands off and use discretion in his language. Aasuthosh apologized and it
never happened again.
IS ABHI BEING SEXUALLY HARASSED BY

AASUTHOSH?
6
Jayanthi and Ram joined together as trainees. After one year Ram started
asking Jayanthi to go out with him, which she refused. Ram sent a
message that I love you and you are my life. Jayanthi was shocked and
was so frightened and took off for two days from work.
Ram sent out another message Where are you? I miss you. Jayanthi filed a
harassment case against him.
Ram cares for Jayanthi and wants a relationship with her.

Internal Committee
Presiding Officer – Senior woman

employee from the workplace/other
admin units/office/organisations.
2 Members – Committed to the cause of

ICC
women/experience in social work/legal

knowledge
1 Member – from an NGO/other

women’s organisation/familiar with
issues relating to sexual harassment.
14
Filing a Complaint Process
Report Incident Complaint to

(within 3 Months) ICC
Notify Respondent
(7 Days)
Does Yes
Get Response Respondent Settlement or Action
(10 Days)
Agree? Punishment (60 Days)
No Findings &
Recommendation Report
Enquiry
(90 Days)
Consequences of Sexual Harassment
Once a complaint is received & the investigation

has been carried out, validity of the harassment
allegations will be determined.
If harassment has occurred, prompt, remedial

action will be taken.
Action Against Harassment can Include
● Restoration of lost terms, conditions or benefits of employment

to the complaining associate.
● Disciplination of Harasser :
➦ Written disciplinary warnings
➦ Demotion
➦ Suspension
➦ Termination
What is NOT Workplace Sexual
Harassment?
● Following-up on work absences.
● Requiring performance to job standards.
● Reprimands in relation to work/meeting targets or deadlines.
● Work-related stress e.g. meeting deadlines or quality standards.
● Touching/brushing against/pushing without a sexual connotation.
● Constructive feedback about work.

Steps to Deter
Sexual Harassment
● DO NOT IGNORE IT.

Don’t pretend it didn’t happen. Inform
the harasser that the behaviour is
unwelcome.
● REPORT THE INCIDENT.

Tell the ICC exactly what happened as
soon as possible.
● DO NOT ACCEPT THE BEHAVIOUR.

Do not tolerate the harassment even if
it seems that others around you are
tolerating it.
Steps to Deter
Sexual Harassment
● BE SUPPORTIVE.
If someone wishes to talk to you about
their personal experience, listen with
empathy and then direct them to ICC.
● ANY ASSOCIATE MAY FILE

COMPLAINTS.
If you see someone else getting
harassed, you may also file a complaint.
Protection Against
Retaliation
Retaliation includes:
● Marginalizing someone in the
workplace with regard to their roles
and responsibilities
● Socially ostracizing
● Intimidating someone close or

related to the victim; (physically,
psychologically, or emotionally)
Protection Against Retaliation
● Retaliation is a serious violation of the POSH policy .
Any form of retaliation against a victim or their supporters is forbidden.
● Persons who retaliate in the form of

- Intimidation
- Pressure to withdraw the case
- Threats (for reporting, testifying or participating in the proceedings)
should be reported to the Committee immediately.
● Retaliation will be treated as a major misconduct and the Committee will

take action to prevent/rectify the retaliation.
● Any person found to have retaliated against an individual for reporting

harassment will be subject to disciplinary procedures.
Consensual Relationships
● Consensual relationships are not harassment if they are welcomed by the
person involved.
● However, if such behaviour is unwelcome, such behaviour is considered

creating a hostile environment.
If a consensual relationship ceases to exist
➔ Conduct once considered welcome may later be seen as unwelcome.

➔ Either person may end the relationship, at any point in time, without fear of
retaliation at the job.
➔ Behaviour that was welcome within a consensual relationship becomes
unwelcome and it will be treated as sexual harassment.
Thank You!
Questions?

Sexual Harassment

Uploaded by

Copyright:

Available Formats

Sexual Harassment

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Sexual Harassment

Uploaded by

Copyright:

Available Formats

Prevention Of Sexual Harassment

The Indian Penal Code, 1860

The objective of these laws is Prevention

Workplace Sexual Harassment is

IMPACT not INTENT is what matters

Often occurs in a matrix of power.

Physical Contact Demanding or

Showing Sexually Coloured

Any place visited by the employee in the

● Company guest houses

● Full time employees ● Contractual workers

● Temporary workers ● Housekeeping

● Contract workers ● Security

● Daily wage employees ● Client representatives

● Trainees ● Vendor representatives

● Interns ● Volunteers with/without

● Staring, leering, obscene gestures, howling, making

● Showing sexually obscene/suggestive signs,

● Indecent comments, dirty jokes, comments on a

● Using power positions to request for favours or

● Touching, petting, caressing, kissing, brushing

● Blocking, following and cornering

● Referring as honey, sweety etc., or making

● Making work discussions sound sexual

● Telling sexual jokes or stories

● Asking about sexual fantasies, spreading lies of

● Winking, licking lips

● Touching a person’s clothing, stalking

PHYSICAL ASSAULT AND RAPE

● Any conduct or behaviour is unwelcome if:

● Even if the victim does not complain, it doesn’t

● Some comments and/or advances are blatant

● Sexual favours are asked in exchange for

● An employee threatens an associate if

Hostile environment sexual harassment

● Speech or conduct of a sexual nature takes

● Intimidating /harassing conduct that is

IS THIS SEXUAL HARASSMENT OR NOT?

IS THIS SEXUAL HARASSMENT OR NOT?

IS THIS SEXUAL HARASSMENT OR NOT?

IS THIS AN EXAMPLE OF HOSTILE ENVIRONMENT

IS ABHI BEING SEXUALLY HARASSED BY

Ram cares for Jayanthi and wants a relationship with her.

IS THIS SEXUAL HARASSMENT OR NOT?

Presiding Officer – Senior woman

2 Members – Committed to the cause of

women/experience in social work/legal

1 Member – from an NGO/other

Report Incident Complaint to

Once a complaint is received & the investigation

If harassment has occurred, prompt, remedial

● Restoration of lost terms, conditions or benefits of employment

➦ Written disciplinary warnings

● Following-up on work absences.

● Requiring performance to job standards.

● Reprimands in relation to work/meeting targets or deadlines.

● Work-related stress e.g. meeting deadlines or quality standards.

● Touching/brushing against/pushing without a sexual connotation.

● Constructive feedback about work.