Work Environment after MeToo Movement

Work Environment after MeToo Movement

By Dr. Lalit Kumar Setia |  @drlalitsetia  |  drlalitsetia@gmail.com  |  Created December 16, 2018

Updated December 24, 2018

In October 2018, the Internal Complaints Committee (ICC) of Delhi University found a professor guilty of sending obscene, vulgar and sexually coloured language to a student and the Bharati College issued show cause notice to the professor. The technology can be used in both good and bad ways. The investigation and audit of following norms associated with use, can also be checked and verified through intelligent resources. The section 354 of Indian Panel Code (IPC) describes the penalties for the offence of Sexual Harassment at workplace.

Sexual Harassment:

The sexually determined behaviour including physical contact, demand or request for sexual favours, showing pornography etc; covered under the term sexual harassment. It is required that each head of office in an organization frame the rules on prohibition on sexual harassment and notify it. The rules should also comprise financial penalties on violation of the rules.

Internal Committees for probing the sexual harassment allegations:

In organizations with work-strength of more than 10 employees, it is required to formulate committee inside the office to investigate the matters relating to sexual harassment allegations (if any). Such committees should have 50% women including one external member from any non-government organization working for safeguarding the rights of women.

Imprisonment and Penalties for Sexual Harassment under Criminal Law Act, 2013:

In case, it is proved that a person inappropriately touched a woman, then under the criminal law act, 2013; he can be punished with at least one-year imprisonment along with fine.

In case, it is proved that a person observes, captures, and distributes images of a woman without her knowledge; he can be punished with at least one-year imprisonment along with fine under information technology act, 2013.

In case, it is proved that a person used words, gestures to outrage a woman’s modesty; then he can be punished with at least three-years imprisonment and fine under the criminal law act, 2013.

In case, it is proved that a person had consensual sex with a subordinate, he can be punished with at least five-years imprisonment and fine under the criminal law act, 2013.

In such circumstances, each person should bound himself to be caution with the following tips in mind to avoid any case of sexual harassment:

Behavioural Issues – Mind Actions and Reactions

In 2013, Prevention, Prohibition and Redressal Act was enacted which detailed the sexual harassment of women at work. The act restricted various actions of harassment at work and make the gender bias-ness nullified in the office culture. The act remained successful in bringing the women at equal respect and perform as per their official standards. The jokes which can harm the emotions of the women are covered in misconduct and the women cells are working to protect the women.

Mind the language being used:

The comment upon the work of the female employee, the instructions and the way the instructions are provided, everything comes under the scanner of sexual harassment after the movement of MeToo. What the female employees are thinking is more important than the intention of the officers, colleagues, and subordinates particularly male persons. It is must to think twice before speaking and interacting with the female persons in office.

Staring is not allowed, training of social skills to male persons:

The MeToo movement clarified that if somebody is staring the female employee, it may come under the scanner as ‘lack of social skills’. The staring can be considered as wrong intention in the mind of male person and it will be considered as sexual harassment. In case, a person is using wording with dual meanings and laughing without any cause, that may also come under the sexual harassment.

Don’t ask any question relating to personal life:

The friendship between male and female employees can provide freedom of talking whatever can be ethically right but asking something about the personal life of female person and commenting upon her life; can become a part of MeToo experience to the female employee. For example, asking any female employee about her domestic life and how her relationships are going with her husband or something else over the limits, can be part of the MeToo experience.

Never Touch and Keep Yourself Away:

It is must to keep in mind that staying away is better for the male persons and never try to be near to the female employees. Touching can be a part of sexual harassment and an action of misconduct can be there. If the job work cannot be done without touching and being near to the female, then also it is required to keep the limits in mind.

Give compliments with being more careful:

A person may have the best intent but what matters is, the thinking of the female employee. What she thinks whenever given any compliments. Giving personal compliments or talking about the personal life of any woman employee or commenting upon the work; can become a part of harassment.

Finally, it is must to maintain the official culture and decorum in such a way that no issue can take place relating to sexual harassment. It is must to safeguard the female employees and make them feel free regarding fulfilling their duties. Always give respect and honour their work so that they never feel any harassment at work.

*Copyright © 2018 Dr. Lalit Kumar. All rights reserved.