Libertatem Magazine

Sexual Harassment of Women at Workplace

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Workplace harassment is among of the highest prevalent offenses involving Indian women but is also considered unlawful since it infringes on females’ basic human freedoms. When women speak out opposing unfairness, their opinions are occasionally heard, however oftentimes, they are drowned out by silence. The Sexual Harassment Act of 2013 was enacted to address the necessity for avoiding similar unfairness and effectively coping with this kind of situation. The document is an effort to clarify the action’s peripheral and why organizations must respond to safeguard and preserve a female’s integrity.


Sexual Harassment, Sexual Harassment at Workplace, Visakha Act, Workplace Harassment of Women in India, Indian Laws, Protection of Women, Women’s Modesty.

Sexual harassment of women at workplace-

Sexual misconduct is a repeated pattern. It is characterized as a sexually inappropriate act. Sometimes in an established, growing, or undeveloped country, sexual misconduct in the work environment is a prevalent issue. Brutality regarding females is endemic worldwide. It is a worldwide issue that has a detrimental influence on equally males and females. It occurs more frequently in the female population.

No matter how hard one tries to defend, ban, avoid, or provide punishments, violations would inevitably occur. It is indeed a felony committed targeting females, which are seen as the foremost defenseless members of civilization. As a result, women are subjected to a wide range of crimes, including female feticide, people smuggling, extortion, physical molestation, harassment, and the most horrific offense, rape. Harassment of an individual (an application or a worker) due to their gender is illegal.

Mistreatment can take many forms, including “sexual misconduct” or unwanted nonconsensual approaches, requests for sexual services, and various forms of lewd oral or physical assault. Sexual molestation is unwanted sexual conduct that causes an individual to experience insulted, embarrassed, or threatened. This could take the form of bodily, oral, or textual communication.

Impolite behavior is the keyword. Impolite doesn’t always imply “forced.” Even if the activity is rude and disagreeable, a person can assent or accept something and take a segment in there. As a result, sexual activity is considered undesirable if the individual who is exposed to it believes it is unwanted. If or not a dating proposal, physical intimacy remark, or humor was appreciated hinges on the conditions.

Definition of Sexual Harassment at the workplace-

Several of its challenges is comprehending such notion because it encompasses a wide spectrum of actions; often sufferers fail to express their experiences. Despite attempts at the federal and global stages, there is currently no uniform term that can be used to identify forbidden activity.

Sexual Harassment is defined in global agreements as “assault towards females and discriminating behavior,” something that has a broader meaning in comparison to domestic legislation. Federal regulations place a greater emphasis on illicit activity.

Sexual Harassment is characterized mostly by Judiciary as every unwanted sexually motivating activity (either explicitly or implicitly), such as: 

1. Bodily touch and approaches,

2. a demanding or solicitation for sexual favors, 

3. sexually charged statements, 

4. pornographic display

5. Anything additional sexually inappropriate bodily, oral, or behavioral action.

The phrase “uninvited” is a crucial aspect of the description. Unwarranted or unwanted conduct/acts are strictly forbidden. Sexually or emotional involvement amongst consensual persons at employment may offend bystanders or result in a breach of company rules, however, it is not sexual assault.

 Sexual Harassment of Women Is A Concern:

Sexual harassment is among the most serious issues that our females face nowadays in a variety of settings. We seldom go a day before being reminded of situations that could be classified as “moral concerns.”

It is a developing concern, and everyone is doing their utmost to address it by implementing additional regulations and initiatives. The concept of sexual misconduct differs from one individual to the next, including from one country to the next. “Any unwelcome or improper sexual approach” is a basic explanation of Sexual Harassment. Contact, glances, words, and motions are all examples.”

Amongst the most important aspects of sexual harassment is that it is one-sided and undesired. Considering these are reciprocal sentiments amongst 2 persons, there is indeed a significant distinction between Sexual Harassment with Love and Companionship. Sexual Harassment frequently leaves the survivor feeling terrible, although it is critical for the sufferer to understand that this was not her mistake; the assaulter bears sole responsibility. Most females are affected by sexual harassment in a certain way. Vulgar comments, groping, sniggers, and stares are all commonplace in the lives of women, to the point that they are ignored as ordinary. Women in the workforce are not different. Working women, in particular, are sometimes subjected to criticism when they take on new jobs that fall inside patriarchal oppression masculine spheres. Sexual harassment at the workplace is a form of common aggression that is discriminating, parasitic, and thrives inside an environment of fear, panic, even retaliation.

Sexual Harassment frequently involves dread since it isn’t just attractiveness, but rather authority. In reality, most instances of sexual harassment occur whenever one individual has authority above another, or if a female works in unorthodox employment, including a law enforcement officer, construction worker, corporate leader, or some other typically masculine occupation.

Before the Visakha guidelines came into force-

Before the Vishakha recommendations, ladies had to file a report using Sections 354 and 509 of the Indian Penal Code (IPC) for Sexual Harassment at Workplace.

Sexual harassment has been and continues to be a severe issue that needs to be addressed immediately, and steps were made to address it. The state, companies, workers, and feminist groups were all considering how and where to eradicate this threat from civilization.

Everyone attempted to eliminate Sexual Harassment since prevention is the initial stage in prohibiting or eliminating any potentially harmful behavior from the community. To accomplish this, the law must be used as a weapon, allowing the police and groups to develop plans and regulations to address the problem.

As we all understand, sexual assault is a worldwide issue that is a sort of assault towards females. The global society has acknowledged the freedom of individuals to be safe against sexual harassment as just a fundamental principle in multilateral agreements and protocols. Every one of the statutory provisions that cope with this subject includes provisions for the preservation of existence and freedom, but all such laws have been widely utilized to avoid and solve the problem.

Visakha Guidelines-

In Vishaka and others versus. In the state of Rajasthan, the Supreme Court established principles and rules. 

To guarantee the avoidance of cases of sexual harassment, it is important and convenient for supervisors in the workplace, as well as other accountable individuals or organizations, to follow specific standards. 

Within business as well as other entities, the owner and perhaps other accountable individuals have the following responsibilities: It is the responsibility of the company and perhaps other accountable individuals at worksites or other organizations to avoid or discourage sexual harassment and to establish mechanisms for the arbitration, mediation, or conviction of such actions by adopting all necessary efforts.

Preventative Measures-

Sexual misconduct must be avoided by all workers or those in control of places of employment, be it in the formal or informal domain. Businesses must undertake the essential actions, with no regard towards the scope of this responsibility:

a. A clear ban of sexual harassment at employment, as stated previously, must be announced, publicized, as well as widely distributed.

b. Governmental and private business organizations must incorporate laws preventing sexual harassment in their activity and disciplinary policies, as well as suitable consequences for the perpetrator.

c. Within the case of corporate companies, efforts must be undertaken to incorporate the aforementioned restrictions in the commercial labor legislation of 1946’s standard procedures.

d. Proper working circumstances in terms of job, relaxation, wellness, including cleanliness shall be given to guarantee to ensure there are zero unfriendly atmospheres against females at the job so therefore hardly any worker has legitimate cause to feel she is prejudiced in their job.

Post Visakha Law-

Until 2005, when the Bill for the Protection of Women from Sexual Harassment was introduced in Parliament, India lacked any regulation. In 2010, the Bill was introduced in the Lok Sabha sometimes after ten-year hiatus, with minor revisions to the previous Bill. The proposed Legislation described “sexual harassment” and established a remedy process at the company or even at the regional levels through an “internal Complaints Committee” or a “Local Complaints Committee.” To address the topic of what should be done about fraudulent and defamatory accusations or objections, the Parliamentary Standing Panel issued suggestions in June 2011 to eliminate inaccurate and vicious accusations. Furthermore, in later legislation that passed, the ICC or Regional Committee might take measures regarding the Complainant per section 14 if the accusations were inaccurate or malignant.

Following section 13 of the Act, there’ll be two aspects of the investigation. The first is that after the accusations have been discovered and proven, a statement should always be forwarded towards the DC (Disciplinary Committee), which would respond quickly per the employment regulations. This is indeed a time-consuming system wherein the complainant must provide the proofs repeatedly and face cross-examination, which would be a form of psychological torment. Therefore in regard, the Supreme Court in the matter of Medha Kotwal has said unequivocally that the panel’s decision is conclusive, and that the disciplinary board seems to have the authority to impose penalties and undertake a further investigation.

The issue of sexual harassment was controlled by the principles given out under the Vishakha decision in 1997 till the revised Legislation entered into force. The Law’s major goal would be to guarantee that the requirements were followed and that women had accessibility for secure employment.

Current Indian Law on Sexual Harassment of Women at Workplace-

To comprehend the entire legal principles on Sexual Harassment of Women at Organization, we must go up to the Supreme Court’s monumental decision in Vishakha, where the meaning of “Sexual Harassment” was established for maybe the first moment, as well as the recognition of “Sexual Harassment at Workplace” as a civil liberties contravention and comprehensive standards had been introduced.

Well before the Vishakha verdict took action about some years back, little was accomplished to put the recommendations in action; nonetheless, some females were managed to put the principles in a position to ensure the workforce was more equally fair as well welcoming.

Critics –

Women’s rights advocates and several non-governmental organizations, like with all previous laws, have harshly attacked this one. The administrative panel established within this legislation has the authority to determine the amount of a massive penalty that the criminal should pay, based on their salary and economic condition. This is a prejudiced strategy since it encourages and envisions imbalance between various segments of the population. For instance, an individual with a small salary might get a smaller penalty than an elder with a greater salary.

Additional complaints include the Act’s exclusion of farm labourers and military services. Investigations in the military services are conducted in confined spaces, that can be changed, and defense personnel females can be incorporated in the extent and purview of the Law, since safeguarding them from gender-based violence has no impact on their objectives or tactical considerations.

An even more contentious aspect of the Law is the broad possibility for fraudulent claims. Several people are abusing the Law for selfish enrichment, resulting in false accusations and needless lawsuits.


India is making tremendous progress toward its policy objectives, and many females are pursuing a career. Recognizing the entitlement to safety from sexual misconduct is an essential element of safeguarding women’s rights. All of this is a stride forward ensuring females’ autonomy, fair treatment, as well as the ability toward a dignified workplace. Workplace sexual harassment is a societal issue that has to be solved. It is critical to raise employment and living knowledge of the occurrence of various types of workplace sexual harassment, as well as preventative actions and the legislative basis for avoiding and treating sexual misconduct. Diffusion and understanding and knowledge actions can be performed and assessed frequently in an attempt to enhance optimal practices for dealing with workplace sexual harassment, as well as to appraise and enlighten future survivors of sexual assault so that they can avoid it. Updating sexual harassment education classes and giving paperwork or a manual on corporate sexual harassment avoidance will assist address the problem.

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