creating secure workplace for women
TRANSCRIPT
KEY TAKE-AWAYS
• Why we need secure work-places & how to ensure them
• Other updates w.r.t compliance we should follow
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What about other stuff that matters too ?
Stuff like Emergency Contact Numbers
First Aid Kit is hereCaution
Being Responsible to other co-workers
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Workplace > Safe > Equal > Protects Fundamental Rights
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and
Redressal) Act, 2013
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Sexual Harassment includes any one or more of the following unwelcome acts or behavior:
• Physical contact or advances• A demand or request for sexual favours• Making sexually coloured remarks• Showing pornography• Any other unwelcome physical, verbal or non-verbal conduct
of sexual nature
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Including the following :
• Implied or explicit promise of preferential treatment in employment
• Implied or explicit threat of detrimental treatment in employment
• Implied or explicit threat about her present or future employment status
• Interferes with work or creates an intimidating/hostile/offensive work environment
• Humiliating treatment likely to affect her health and safety
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Women ?
Includes employed, contractor’s staffs, customers, volunteers – anyone visiting the premises.
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Workplace ?
Workplace includes while “travelling on behalf of employer” “Transportation provided by employer”“outstation visits”, etc.
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Refer Youtube Video Link onhttp://blog.relativity.co.in/panel-discussion-on-creating-secure-
workplaces-for-women
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Refer Youtube Video Link onhttp://blog.relativity.co.in/panel-discussion-on-creating-secure-
workplaces-for-women
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Refer Youtube Video Link onhttp://blog.relativity.co.in/panel-discussion-on-creating-secure-
workplaces-for-women
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Prevention
# Management Buy-In# Formulate Policy & Guidelines
# Create Awareness# Affirmative Discussions
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Prohibition
# Better Managerial Attitudes# Display ICC Information
# Sensitize Employees
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Redressal
# Confidentiality Assurance – In letter & Spirit# Form Internal Complaints Committee
# Provide Assistance # Not being judgmental
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Actions, depending on the seriousness • A written apology from the Respondent • A letter of warning may be placed in the personal file of the Respondent • Reprimand or censure • Immediate transfer or suspension without pay • Termination from service • Withholding of pay rise or increments • Undergoing a counseling session • Carrying out community service • Register an FIR against the Respondent in case the act alleged, prima facie constitutes an offense under the
Indian Penal Code • Deduction from the salary or wages of the Respondent such sum as it may consider appropriate to be paid
to the Aggrieved Individual or to his/ her legal heirs
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Employer’s Obligation # 1
Create an Internal Complaints Committee (ICC) in all offices / branches of the organization
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Employer’s Obligation # 2
Make changes to the employment contracts to make the employees legally bound for the acts
of sexual harassment in the workplace
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Employer’s Obligation # 3
Undertake Extensive awareness via workshops, seminars,
posters, videos, etc.
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Employer’s Obligation # 4
Display prominently at the workplace, the penal consequences of indulging in
acts that may constitute sexual harassment and the details of ICC
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Failures to implement these can lead to a Fine of Rs.50,000 or even
cancellation of business permits itself.
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Checklist
Refer Checklist PDF onhttp://blog.relativity.co.in/panel-discussion-on-
creating-secure-workplaces-for-women
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Thank you for being a lovely audience
Akash Mahagaonkar [email protected]
in.linkedin.com/in/akashmahagaonkar
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