RECOGNISING AND PREVENTING

SEXUAL HARASSMENT AT WORK

Consider these scenarios at work

Are you aware that both these

cases could be perceived as

sexual harassment?

What identifies these two cases as sexual harassment is the

unwelcome-ness of the behaviour.

*All visuals used are, as seen in Interweave’s e-learning module

Unwelcome includes any behaviour that is • not welcome• not solicited and • not wanted, by the offended person

Note: The intent of the offender is not of as much relevance as the perception and impact on the recipient.

Sexual harassment can manifest in several forms.

It can be: • Verbal – includes sexual innuendo and

other suggestive comments• Non-verbal – includes gestures, sounds,

and offensive written material• Physical – includes intentional touching of

the body and inappropriate display of the body

Sexual harassment is no longer just a ‘moral’ issue.

It is a legal one as well.

A study by Centre for Transforming India, 2010 (IT & BPOs across India) reports:

• 88% of the female workforce suffered some form of sexual harassment

• 47% didn’t know how to report an incident • 82% of the incidents occurred ‘outside’ the

office• 72% of incidents were perpetrated by

superiors 

Did you know?

A safe and respectful environment is every employee’s right.

Indian laws safeguard your right to a safe and respectful workplace.

So, how does one report an incident?• Familiarise yourself with the organisation’s

policies and channels. Alternatively, depending on your comfort level approach your boss or HR

• Taking legal help is an option, but this has consequences which one should be aware of

*All visuals used are, as seen in Interweave’s e-learning module

Reporting is important because it impacts: – work performance – the individual and– the work environment, adversely

Often victims are not even aware that they are being sexually harassed. They ignore the harassment and don’t report it.

If you are a Manager (managing a team):

• You have higher responsibilities including legal liabilities, therefore take all allegations seriously

• You are liable even if you are aware of/suspect inappropriate behaviour, but did not take action

If you are an Employer, ensure due diligence by:

• Formulating and communicating a sexual harassment policy

• Constituting a complaints committee as per law

• Educating through training and awareness courses

• Addressing complaints in an immediate and fair manner

• Ensuring confidentiality• Prohibiting retaliation

Sexual harassment is more common than we think.

Learn to recognise and prevent

harassment at work. We all play a role in building a safe and respectful work

environment.

*All visuals used are, as seen in Interweave’s e-learning module

Interweave is a consulting organisation that helps

organisations create a respectful,

safe, and inclusive workplace.

Interweave’s programme, No Excuses:

• Helps managers build a respectful and safe work environment

• Helps individuals learn at their own pace with an e-learning module

Interweave’s e-learning module can help build the required awareness about sexual harassment at work.

The module is:– Interactive– Self-paced– Customised for the Indian workplaces– Ideal for multi-location training

Education is your insurance against legal exposure.

To know more:Call us: +91 80 4148 2787 +91 80 25932516E-mail: interweavesolutions@interweave.inVisit our website: www.interweave.in

*All visuals used are, as seen in Interweave’s e-learning module

Thank You