SEXUAL HARASSMENT AT WORKPLACE
Sexual Harassment At Workplace
Introduction
In today’s offices, women are building careers, chasing dreams, and breaking barriers. But sadly, many still face something that holds them back—sexual harassment.
It doesn’t always look obvious.Sometimes it’s a joke that crosses the line, a message that makes you uncomfortable or a stare that lasts a little too long.
It might seem small to others but to the person experiencing it, it’s enough to feel unsafe and anxious at work.No one should have to carry that feeling when they’re just trying to do their job.
What Exactly Is Sexual Harassment?
Sexual harassment means any unwanted behavior that’s sexual in nature. This includes:
- Dirty jokes or comments
- Unwanted touching or staring
- Sending sexual texts or images
- Asking for sexual favors in exchange for promotion
India’s Legal Revolution Against Harassment
Before 2013, there was no specific law to protect women from harassment at work. But in 1997, the Supreme Court gave a very important judgment in the Vishaka vs State of Rajasthan case.
Here’s what happened:
A woman named Bhanwari Devi, who worked to stop child marriages, was gang-raped by men in her village. When justice was denied, women's groups went to the Supreme Court.
The court said:
- Sexual harassment is a violation of women’s fundamental rights.
- Workplaces must set up complaint systems and take action.
- These rules were called Vishaka Guidelines, and they were followed until the POSH law came in 2013.
Your Rights at Work: What the Law Ensures
In India, the POSH Act, 2013 (Prevention of Sexual Harassment) protects women at work. The Vishaka case laid the foundation, but the need for a formal legal framework remained until the POSH Act came into force.
Key Features of the POSH Act:
- Applies to all women employees, including contractual, temporary, or interns.
- Mandates the formation of an Internal Complaints Committee (ICC) in every office with more than 10 employees.
- Provides for time-bound inquiry and resolution.
- Allows for interim measures like transfer or leave to protect the aggrieved woman.
- Penalty for non-compliance by the employer, which may include cancellation of business license.
More Than Just a Policy: The Real Barriers Women Face
Even though we have strong laws like the POSH Act and the Vishaka Guidelines, many women still don’t speak up when they face harassment at work. Why? Because in real life, things aren't always so simple.
Here are some real reasons why victims stay silent:
- They're scared of losing their job
Many women fear that if they complain, they’ll be labelled “troublemakers,” demoted, or quietly pushed out of the company. For someone who needs the job to support their family, that fear is very real. - They don’t fully know their rights
Not everyone knows that there’s a law to protect them, or how to file a complaint. Many workplaces don’t educate their staff about the Internal Complaints Committee (ICC), or the complaint process. - They worry about what people will say
“Log kyakahenge?” is still a big fear. Society often blames the victim. Some women fear gossip, isolation, or being judged by their own team. - The complaint committee isn’t neutral or active
In some places, the ICC is just on paper. Either the members are not trained, or they’re biased and dismissive. Some women feel like they’re walking into a room full of people who have already decided not to believe them. - Unorganized and rural workspaces are often ignored
Women who work as domestic workers, in factories, fields, or small shops often have no proper HR or ICC in place. For them, the law doesn’t reach as easily as it should.
Steps Every Workplace Should Take
1. Teach People How to Respect Each Other
Don’t assume everyone knows what’s okay and what’s not. Organize regular sessions where employees learn how to behave professionally, understand boundaries, and spot harassment when it happens. Respect isn’t automatic—it’s taught and practiced.
2. Let People Complain Without Fear
Many women stay silent because they fear being blamed or punished. Workplaces should have anonymous and safe ways to report harassment, so people feel comfortable speaking up without risking their job or image
3. Protect the Person Who Comes Forward
If a woman files a complaint, she shouldn’t be made to feel like the problem. She may need time off, a temporary shift in team, or some space from the accused. These steps don’t harm the company, but they mean everything to the survivor.
4. Make Committees Fair and Neutral
The people who handle harassment complaints must be trained, unbiased, and respectful. Include external experts, like NGO workers or legal advisors, so the victim doesn’t feel like it’s her word against a powerful system.
5. Stop Treating Harassment as Just an “HR Formality”
This is not just paperwork or policy—it’s about someone’s mental peace, safety, and dignity. When a complaint is raised, handle it with seriousness and empathy. A cold response can silence victims forever.
Conclusion: A Safe Workplace Is a Shared Responsibility
The law has given us the framework to fight sexual harassment, but real change begins with people. A safe workplace is not built through policies alone,it’s built through awareness, empathy, and action.
When employees feel safe to speak up, when employers take responsibility, and when respect becomes part of everyday culture, we move closer to truly harassment-free workspaces.
It’s time to stop treating this as just a legal requirement and start seeing it as a shared dutyto create a place where everyone feels safe, valued, and heard.
PRISHA CHAUHAN
KCC COLLEGE, GREATER NOIDA