Stand Against Sexual Harassment

Dear Colleagues,

Gandhiji once said that gap between what we know and what we do is enough to solve the world’s problem. We know that the issue of treating women with the respect, care, and sensitivity that they deserve is older than modern organizations but the reality has been dissapointing. Mostly because early thinking about women was rooted in profoundly patriarchial perspective where women had specific and different roles than men. Gender roles and relationships in modern organizations are complicated because ancient stereotypes no longer apply and we are making progress in eradicating overt discrimination to what people call second generation biases. However the painful issue of sexual harrassment continues to be an issue that won’t go away. 

How should you think about it? Asprofessionals we need to talk about it more often and openly rather than sweep it under the carpet. Guess the best place to start is what is sexual harrasment; a) Quid Pro Quo Sexual Harassment. Any explicit or implicit communication wherein a sexual favor or demand, whether by words or actions, is made a condition for an individual’s employment, career progress, promotion etc. b) Unwelcome sexual advances, requests for sexual favors, display of sexual visuals, sexual audios, pornographic or obscene material and any other verbal or physical conduct of a sexual nature. c) Transmitting any message, by mail, telephone, e-mail etc. which is obscene, lewd, suggestive or blatantly sexual in nature d) Sexually charged jokes or remarks and behavior which have sexually oriented innuendoes e) Consistent pattern of unnecessary physical contact, staring or targeting unreasonable attention at an individual in day to day dealings f) Any pervasive pattern of behavior which makes employees uncomfortable, insecure or feel humiliated or disadvantaged on the basis of gender differentiation g) Physical & sexual assault 

We have are taught from an early age to not discuss about matters of “sex” or “sexual” publicly or frequently. Sometimes we choose to suffer the above scenarios to save a job, protect your family from social stigma, because you didn’t know how to put a stop when attention turned to something more voyeuristic and hostile. What are possible red flags? A) Are you getting disproportionately more attention than your other colleagues, especially when you havent probably done something exceptional to deserve it? B) Are conversation getting too personal too quick and taking more time than the professional stuff?C)Are these conversation dragging beyond office hours? D) Is someone trying to be physically too close to you in your work environment and is making you uncomfortable? E) Also do watch out for the shifty glances and recurring flirtations which beat all inferences of innocence.

All these are not predatory and could be platonic. But watch for recurrence and motivations. If you are unsure, err on the side of the caution by:

Documenting –Please document date, timestamp as well where any such instance has occurred. And if its been repeated attempts each needs to be documented. Emails, messages, whatsapps needs to be stored. Even if it starts with a doubt its important to make a note of it. Its important to share all such instances with someone you trust (me, your best friend, your spouse) either in office or outside (and would be in no way in close proximity with the harasser) or both with as much detail as possible and if possible with very little time lag.

Speaking – If you can please tell the harasser in as many words to stop his/her advances with immediate effect. Its important to be hire and clear in your communication and would be beneficial to not beat around the bush. It is eminently possible that in some cases that the harasser didn’t realise his/her behaviour was offensive.

Reporting – By law every company needs to be have an Internal Complaints Committee in every office/branch which has more than 10 employees. The harassment needs to be reported with 15 days of the incident alongwith all necessary evidences and documents. ICC committee is obligated to complete the process of investigation within 30 days of the incident being reported and make a recommendation within 10 days thereon. If the ICC concludes that the incident amounts to a criminal offence the relevent authorities by law needs to be called in to takeover and take necessary action.

India is unique because it was the first country in the world to give women the right to vote at birth in 1947 (some women in Switzerland only got to vote in 1971). But the role of Indian women is not only decided by laws but what American sociologist William Oburn called “Cultural lag” to describe the mismatch between the material conditions of life which change quickly and behavior and attitudes which are more resistant to change. India’s strong legal framework for sexual harrassment now needs to be complemented by ending the institutional, corporate and individual cultural lag that exists.  All of us should do our bit. But remember you can, should and must.