“SEXUAL HARASSMENT AGAINST

WOMEN AT THE WORKPLACE”

A Project Submitted to the Department of Women’s Studies,
Udayanath (Auto) College of Sc. & Tech., Adaspur
in partial fulfillment of the requirement for the
Degree of Bachelor of Arts in Women’s Studies

Investigator
Subhalaxmi Das
Roll No: UNWMS17001
Regd. No: 1701012520350091

Guided By
Mrs. Ipsita Pattanaik
Lecturer in Women’s Studies

DEPARTMENT OF WOMEN’S STUDIES

U.N.(AUTO) COLLEGE OF SC. & TECH.
PRACHIJNANAPITHA, ADASPUR
BATCH- 2017-20

[1]
Guided By
Mrs. Ipsita Pattanaik
Lecturer, Department of Women’s Studies

SEXUAL HARASSMENT AGAINST

WOMEN AT THE WORKPLACE

BY
Investigator
Subhalaxmi Das
Roll No: UNWMS17001
Regd. No: 1701012520350091
+3 Final Year Arts
Women’s Studies Hons.

DEPARTMENT OF WOMEN’S STUDIES

U.N. (AUTO) COLLEGE OF SC. & TECH.

PRACHIJNANAPITHA, ADASPUR

[2]
Mrs. Ipsita Pattanaik
Lecturer, Department of Women’s Studies
U.N. (Auto) College of Science & Technology,
Adaspur, Cuttack

Supervisor’s Certificate

Certified that Subhalaxmi Das, +3 3rd year Arts, Women’s Studies

(Hons.) Student has completed the project work entitled “Sexual
Harassment against Women at Workplace” under my direct guidance strict
supervision. This project is fit for submission.

I wish her all the success in her life.

Date: Signature of Supervisor

[3]
 ACKNOWLEDGEMENT

It gives me an immerse pleasure to acknowledge my heart full

thanks to Mrs. Ipsita Pattanaik, Lecturer of Women’s Studies for her
constant help, valuable suggestion, guidance and affectionate dealings
without which this sort of work could not have come to light within
due time.
I am thankful to our Director Dr. H. Mishra for her constant
help & support.
I am also thankful to Mrs. Drishankha Dyutihikha H.O.D. other
faculty members of the department for their timely help & support.

I am thankful to our honorable principal Prof Daityari Singh to

take up this project work under his institution.

Last but not least I convey my heartily thanks to the different

authors from whose books I am benefited.

Signature of The Student

Roll No : UNWMS17001

[4]
CHAPTER-I
INTRODUCTION

[5]
INTRODUCTION:

Sexual harassment is one of the major social problems in our society.

This consequently causes problems such as loss of job, dignity, social status and
sometimes loss of life. Sexual harassment is a form of sex discrimination.
Sexual harassment is dened as an unwelcome sexual advance or verbal or
physical conduct of a sexual nature which has the purpose or effect of
unreasonably interfering with the individual's work performance or creating an
intimidating, hostile, abusive or offensive working environment'(International
labour organization 2005).

A recent survey has revealed that almost 17 percent of women workers in

India face sexual harassment at their work place, with incidence rates being
high in both organized and unorganized sectors (Agrawal, 2012). Further, it
says that 26% of women, belonging to the unorganized sector, are the sole bread
winners of their families and therefore economic vulnerability leads to 'fear of
losing the job'. Other factors are 'absence of any compliant mechanism at the
workplace', 'fear of getting stigmatized', and 'unawareness of existing redress
mechanisms'.

Fresh graduates from universities are the most vulnerable targets at the
workplace. 'Fresh women graduates join different private sector companies as
trainees. These women become the easy targets of their immediate superiors
who promise a salary hike or a permanent job' (The times of India, Dec30.2012,
Patna). 'Workplace bullying' has grown substantially since the term was
introduced and dened as a workplace problem in Britain in the early 1990s
(Adams, 1992).

Despite this growing knowledge and the fact that cases and reports of
sexual harassment are on the increase in India, no action has been known to
have been taken against its perpetrators. Sexual Harassment at the workplace is

[6]
a serious problem that must be addressed by the government in order to ensure a
safe working environment for women. Recent information from Delhi shows
that 78% of Delhi women were sexually harassed in 2012 (Patnaik, 2013). Our
research study will underline the presence of this problem among a specic group
of retail shop women workers which can be translated to the other workers as
well, as it is an important social problem. This study therefore sought to reveal
the prevalence of sexual harassment in the retails market in Vellore district and
to lay out strategies of dealing with the problem.

Forms of sexual harassment:

It is generally accepted that sexual harassment includes two types of

behaviour. The rst is usually dened as “quid pro quo” and relates to where an
individual, often in a position of power, will explicitly or implicitly make sexual
requests and/or advances. In exchange they may offer some desired
compensation, for example a promotion. The second is sexual harassment which
can be dened as “hostile environment”, which refers to sex-related behaviours
which make the person being harassed feel uncomfortable, thereby creating an
intimidating working environment (Smolensky and Kleiner, 2003: 60).

Rutter (1996) listed the seven most frequent forms of harassment. In

order of frequency they were: Sexual teasing, jokes, remarks or questions;
pressure for dates; letters, telephone calls, or materials of a sexual nature,
Internet etc.; Sexual looks or gestures; deliberate touching, leaning over,
cornering or pinching; pressure for sexual favours and actual or attempted rape
or sexual assault.

Though the study has been conducted with the working women of retail
sector and the results may just be the tip of the ice berg it would give us an
insight into embarrassments and difculties that a working woman faces in her
daily day to day work life. The study would certainly lay down the foundation

[7]
towards confidence building; improve work culture and self-dignity and self-
worth.

Sexual harassment often reflects an abuse of power within

an organization, where 'members of one group of people yield greater power
than others, generally women. It is linked with women's disadvantaged status
at work and, more generally, in society. Sexual harassment can take many
forms: from sexually explicit remarks and banter to harassment over the
telephone and via email, to sexual assault. Studies have found that
individuals have different perceptions of sexual harassment. For example,
women are more likely than men to label certain behaviours as sexual
harassment, similarly non-manual staff compared with manual staff.
Behaviour is more likely to be seen as harassment when there is a large
power difference between the person being harassed and the person doing
the harassing.

Women are sometimes reluctant to label their own experiences as

sexual harassment. This is because such acts are defined in terms of
seriousness, and some women may not think their own experiences are
serious enough. This is potentially problematic for research which seeks to
clarify the prevalence of the problem and raise methodological questions.

Sexual harassment occurs in all occupations and industries,

and organisational culture is key to understanding how and why it occurs in
some places and not in others. Sexual harassment, bullying and physical
violence can all be seen in terms of 'organisational violation'. This is where the
culture of an organisation makes it possible for individual employees to be
treated abusively or with disrespect.

Hierarchical and managerial power are central to understanding how

such a culture develops and continues. As the climate of disrespect

[8]
within an organisation worsens, the more likely it is for certain inappropriate
behaviour to be taken for granted, leading to the creation of an 'incivility
spiral'. This is where discourteous behaviour becomes routine and
regarded as normal by employees and employers.

Sexual harassment has been found to be more prevalent in certain

work situations. for example, in jobs where there is an unequal sex ratio;
where there are large power differentials between women and men; during
periods of job insecurity; or when a new supervisor or manager is appointed.

Two types of leadership style are particularly, although not

exclusively, associated with harassment and bullying: an authoritarian style
where there is limited consultation with staff; and a laissez faire style where
management fails to lead or intervene in workplace behaviour.

People who belong to a socially advantaged group, the 'in-group', tend to

have a preference for members of their own group and are likely to be
biased against members of any socially disadvantaged 'out-group'. What this
means in terms of sexual harassment is that the greater the distinction between
the in- and out-group in the workplace, for example in the power held by men
and women, the more likely it is that sexual harassment will occur.

Those who experience sexual harassment range from managers

and professionals to unskilled manual workers. Although there is not a
particular type, those being subjected to harassment are usually women and
often young, single or divorced and with relatively low levels of education.
Perpetrators of harassment are generally male and often in a position of power
compared with the person they are harassing. Characteristically, they tend to
have low levels of self-control and self-monitoring behaviour, in other
words, do not take into account the effect of their behaviour on others.

[9]
There is limited evidence available which examines the relationship
between sexual harassment and other characteristics:

 It is often difficult to disentangle racial and sexual harassment. The

majority of the available evidence comes from the USA, and this
suggests that ethnic minority women may be at greater risk of
harassment than white women. They may experience male dominance
from white and ethnic minority men and racial dominance from white
women and men.
 Available data on sexual orientation, although limited, show that
lesbians, gays and bisexuals are particularly vulnerable groups.
Evidence suggests that same sex sexual harassment tends to go beyond
issues of organisational power.
 Findings suggest that disabled employees are more likely to experience
sexual harassment than employees without a disability.

DEFINITION OF SEXUAL HARASSMENT AT WORKPLACE:

Sexual harassment of a woman at workplace violates her right to job,

security and equal opportunity. It can create working conditions that
are hazardous to the psychological and physical well being of women
workers. It also creates a poisoned work atmosphere that disempower
and demoralise women employees. When ignored sexual harassment
exacts high cost to the organisations in terms of loss of productivity, high
rate of absentism among affected women workers, disruptions of work from
long-term sick leaves and low morale. It may also tarnish the public image of
the organisations.

Sexual harassment at workplace may be defined, as any unwanted

sexual attention that is explicitly or implicitly made a condition for
favourable decisions affecting a woman's employment or that, which

[10]
creates an intimidating, hostile or offensive work environment. It is a
specific form of harassment, which occurs all over the world. At times
regarded as harmless flirting, it is increasingly recognised that whatever the
intent of the perpetrator, it can demean and damage the victim.

The unwelcome sexual advance, request for sexual favours, and other
verbal or physical conduct of sexual nature constitutes sexual harassment
when:

1. Submission to such conduct is made either explicitly or implicitly a

condition of an individual's employment.

2. Submission to or rejection of such conduct by an individual is used as the

basis for employment decision affecting such individual.

3. Such conduct has the purpose or effect of unreasonably interfering with

an individual's work performance or creating an intimidating or
hostile or offensive working environment.

The Supreme Court of India In its judgement of 14'h Aug.. 1997 defined
sexual harassment to include such unwelcome sexually determined
behaviour such as:

1. Physical contact

2. Demand or request for sexual behavior

3. Sexually coloured remarks

4. Showing pornography

5. Any other unwelcome physical, verbal or non-verbal conduct of a sexual

nature.

[11]
 For the first time. behaviour that can be considered as sexual harassment
has been explicitly legally defined by the Supreme Court of India. The
Supreme Court judgment has, for the first time, identified sexual harassment as
a separate category of legally prohibitive behaviour. Sexual harassment should
be taken as a separate legal offence not because it is less serious but because it
is considered less seriously.

Unwelcomeness of the behaviour is identified as the critical factor in

sexual harassment Thus, it is the impact of behaviour on the recipient,
rather than the intent of the perpetrator, which is to be considered. By doing
so, we conform to the intentionally accepted standards for sexual
harassment. Also notable is the fact that the Supreme Court has, in
accordance with the international standards, identified sexual harassment
as a question of power exerted by the perpetrator on the victim. Further,
sexual harassment is a violation of the right to safe working conditions and
also a violation of women's right to equal opportunity in the work place.

TYPES OF SEXUAL HARASSMENT:

Unwanted conduct on the ground of sex:

It must be shown that the treatment is because someone is a woman (or a

man). An example of this could be ifs/he is being bullied at work and the
harasser would not treat somebody of the opposite sex in this way. The conduct
does not have to be of a sexual nature for this form of harassment.

The conduct must be done with the purpose of, or have the effect of, violating
her/his dignity, or of creating an intimidating, hostile, degrading, humiliating or
offensive environment for you.
I
[12]
Unwanted physical, verbal or non-verbal conduct of a sexual nature:

If the conduct is of a sexual nature, this is unlawful in itself and an

individual does not have to compare her/his self to how somebody of the
opposite sex would be treated. This could include: comments about the way
someone looks which they find demeaning, indecent remarks; questions about
their sex life; sexual demands by a member of their own or the opposite sex.
(Incidents involving touching and other physical threats are criminal
offences and should also be reported to the police). As above, the conduct must
be done with the purpose of, or have the effect of, violating her/his dignity, or
of creating an intimidating, hostile, degrading, humiliating or offensive
environment for them.

REASON OF SEXUAL HARASSMENT AT WORKPLACE:

A safe workplace is therefore a woman's legal right. Indeed, the

Constitutional doctrine of equality and personal liberty is contained in Articles
14, 15 and 21 of the Indian Constitution. These articles ensure a person's right
to equal protection under the law, to live a life free from discrimination on
any ground and to protection of life and personal liberty. This is further
reinforced by the UN Convention on the Elimination of all Forms of
Discrimination against Women (CEDAW), which was adopted by the UN
General Assembly in 1979 and which is ratified by India. Often described as
an international bill of rights for women, it calls for the equality of women and
men in terms of human rights and fundamental freedoms in the political,
economic, social, cultural and civil spheres. It underlines that discrimination
and attacks on women's dignity violate the principle of equality of rights.

Sexual harassment constitutes a gross violation of women's right to

equality and dignity. It has its roots in patriarchy and its attendant perception
that men are superior to women and that some forms of violence against women

[13]
are acceptable. One of these is Sexual harassment constitutes a gross
violation of women's right to equality and dignity. It has its roots in
patriarchy and its attendant perception that men are superior to women and that
some forms of violence against women are acceptable. One of these is
workplace sexual harassment, which views various forms of such harassment,
as harmless and trivial. Often, it is excused as 'natural' male behaviour or
'harmless flirtation' which women enjoy. Contrary to these perceptions, it
causes serious harm and is also a strong manifestation of sex discrimination
at the workplace. Not only is it an infringement of the fundamental rights
of a woman, under Article 19 ( 1) (g) of the Constitution of India "to practice
any profession or to carry out any occupation, trade or business"; it
erodes equality and puts the dignity and the physical and psychological
well-being of workers at risk. This leads to poor productivity and a negative
impact on lives and livelihoods. To further compound the matter, deep-
rooted socio-cultural behavioral patterns, which create a gender hierarchy,
tend to place responsibility on the victim, thereby increasing inequality in
the workplace and in the society at large.

Though sexual harassment at the workplace has assumed

senous proportions, women do not report the matter to the concerned
authorities in most cases due to fear of reprisal from the harasser, losing
one's livelihood, being stigmatized, or losing professional standing and
personal reputation.

Across the globe today, workplace sexual harassment is

increasingly understood as a violation of women's rights and a form of
violence against women. Indeed, the social construct of male rivileges in
society continues to be used to justify violence against women in the
private and ublic sphere. In essence, sexual harassment is a mirror
reflecting male power over women that sustains patriarchal relations. In a

[14]
society where violence against women, both subtle and direct, s borne out
of the patriarchal values, women are forced to conform to traditional gender
roles. I essence patriarchal values and attitudes of both women and men pose
the greatest challenge in solution and prevention of sexual harassment.
Workplace sexual harassment, like other forms f violence, is not harmless. It
involves serious health, human, economic and social costs, which anifests
themselves in the overall development indices of a nation.

The Sexual Harassment of Women at Workplace (Prevention,

Prohibition and Redressal) Act, 2013 was enacted to ensure safe working
spaces for women and to build enabling work enviromnents that respect
women's right to equality of status and opportunity. An effective
implementation of the Act will contribute to the realization of their right
to gender equality, life 'and liberty, equality in working conditions
everywhere. The sense of security at the workplace will improve women's
participation m work, resulting m their economic empowerment and
inclusive growth.

The full scale of the problem is not known given the difficulties in
documenting the experience of those who have experienced workplace sexual
harassment. However, available studies on sexual harassment show that it is
certainly prevalent in India today. This is why the legislation is an important
step forward within the larger architecture of women's rights, as it tackles this
issue to secure the rights of women workers across the country.

While the official figures for women's work participation are low,
much of the work that women do is not captured in official data accounts. It is
argued 1 that where this is to be captured, women's overall work participation
would be 86.2 per cent. While the official data2 shows that women's work
participation rate is around 25.3 per cent in rural areas and 14.7 per cent in the

[15]
urban areas, estimates indicate that there is a huge workforce of women,
therefore there is a need to secure their workplace and entitlements. Given,
that 93 per cent of women workers are employed in the informal sector, they
remain unprotected by laws. With no laws or mechanisms to protect them,
proactive measures are required to make their workplaces safe.

It is well established that ensuring safe working conditions for women

leads to a positive impact on their participation in the workforce and increases
their productivity, which in tum benefits the nation as a whole. Economically,
empowered women are key to the nation's overall development and this can
only be achieved if it is ensured that women's workspaces across all sectors and
all over the country have a safe and secure environment for work.

It is important as well to ensure that the emphasis is on prevention rather

than punitive action. This calls for widespread awareness on the Act
among employers, managers and the workers themselves. Frequently, women
workers may face sexual harassment but may not be aware that it is a breach
of their rights and that there is something they can do about it. They need to
know that they can do something about it. Then there are others, who may
believe that it is a personal matter that needs to be resolved by the people
involved. In order to change this order of things, it is urgent that measures are
taken to change mind sets and attitudes by creating awareness about
what constitutes sexual harassment and the steps that can be taken to address
it.

IMPACT OF SEXUAL HARASMENT:

Sexual harassment can have a negative effort on the individual, in both the
short and long term. Those who have been harassed may experience illness,
humiliation, anger, loss of self confidence and psychological damage. Sexual
harassment may also lead to workplace problems such as decreased

[16]
performance, lower job satisfaction and higher absenteeism. In some cases, it
may lead to resignation.

Observing someone else in the organisation experience sexual harassment may

also have a detrimental impact on an employee, by affecting their attitude
towards work and even leading to psychosomatic problems. If employees
believe that sexual harassment is not being tackled in the organisation this may
lead to decreased job satisfaction and poorer physical health. On the other hand,
the investigation of sexual harassment complaints may cause serious divisions
between staff.

The presence of sexual harassment within an organisation may damage

business performance due to low morale, lost productivity, damage to reputation
and public image, and the cost of any compensation awards to sufferers of
harassment who have taken a claim to employment tribunal. It may also have an
impact on employee turnover, particularly that of female employees.

Given its potential impact on the health of those who have been harassed
and its contribution to work-related stress for those involved both directly and
indirectly, sexual harassment is also a health and safety issue and has
been recognised by the Health and Safety Executive as a potential health
risk or hazard in organisations.

STRATEGIES FOR SEXUAL HARASMENT:

There are three basic types of intervention that can be implemented by an

organisation to prevent or deal with sexual harassment: prevention, responding
to sexual harassment where it does occur, and follow-up in the aftermath of
an investigation into a complaint of sexual harassment.

Preventative actions include the formation and adoption of a sexual

harassment policy, training and awareness raising, monitoring and

[17]
evaluation. There are two distinct approaches to policy formation: a 'top-
down' and a 'consultative' approach. The consultative approach is advocated
by researchers,

who emphasise the importance of including multiple stakeholders,

including employee groups and trade unions. This can also be seen as a
'bottom-up' approach, where staff and staff representatives are fully
involved with management in developing and owning relevant policies
and programmes. A culture of respect has to be developed within an
organisation, and a strong zero tolerance policy towards sexual harassment is
essential, whichever approach is adopted.

Training can be used to raise awareness and understanding of sexual

harassment and to help equip individuals with the necessary skills to deal with
it. Few studies have looked at the effectiveness of training but those that
exist suggest that it is particularly effective for changing men's attitudes.

Responses to sexual harassment when it has occurred include the

complaints procedure within an organisation and the identification of effective
strategies for dealing with sexual harassment. Both a formal and informal
route for reporting harassment are important. They should make it
explicit that confidentiality will be maintained wherever possible and
that employees bringing a complaint will be protected from victimisation.
Making a complaint can be a very difficult procedure for an individual,
especially if the organisation does not have clear policies and procedures in
place and similarly, if the alleged harasser is the manager of the person
making the complaint, as is often the case.

Following an investigation of a complaint of sexual harassment,

rehabilitation of the person who has been harassed, including support
and counselling where required, is essential. Others will need to be

[18]
reintegrated, including the harasser and any witnesses or other colleagues
who have been affected. Examination of how the harassment occurred and
whether existing policies and procedures need amending, are also necessary.

A number of organisations have published good practice guides. These

cover the relevant issues from prevention to follow up: establishing effective
policies and procedures; changing the organisational culture to one
where harassment is not tolerated; training for all employees; commitment and
support

from senior staff; effective monitoring systems and providing those

suffering harassment with independent support.

On an individual level, research evidence suggests that the most effective

methods of dealing with sexual harassment are: confronting and negotiating
with the harasser, for example, asking them to stop, threatening or disciplining
them; or by seeking advocacy, that is reporting the behaviour, asking
another person to intervene, or seeking legal remedy. The least effective
methods of dealing with sexual harassment are thought to be avoidance of
the harasser or denial that it is happening, but these tend to be the most
common methods used.

[19]
CHAPTER-II
REVIEW OF LITERATURE

[20]
INTRODUCTION:

The review of literature plays a dominant role in research methodology. It

brings in its wake knowledge and systematic approach demands discussion of
previous literature pertaining to the problem. Study of literature enables us what
has been done and whether the conclusion to study consist the existing study.

According to Gelfand 1995; O'Connell and Korabik 2000, Sexual

harassment is a complex social issue that adversely affects individuals,
organisations, and society.

Mac Kinnon (1979: 1) defines sexual harassment as "the unwanted

imposition of sexual requirements in the context of a relationship of unequal
power."

Mc Laughlin (2012) advocate that sexual harassment is used as an

equaliser against women in power, rather than instigated by sexual desire.

Chamberlain (2008) argue that sexual harassment as an act is deeply

embedded within organisational practices and policies and thus needs to be
examined within the specific context. They point out that employees with
tentative tenure, economic vulnerability, or those who are self-directed are
inclined to experience sexual harassment.

According to Shukla 2002, in the Indian context, sexual harassment at

workplace is one of the most closeted forms of gender discrimination.

Anjum et al. (2011) workplace bullying results in high costs not only to
the victims but as well as to the organizations. Workplace bullying is basically
verbal in nature and its impact can be devastating. It adversely affects the job of
the victims.

[21]
 Bano & Malik (2013), the impact of workplace bullying among doctors
is on rise. Workplace bullying negatively affects the job and thus results in
lower job affective.

Daniel (2006), a cordial atmosphere must be created by the organizations

that inspire both risk taking and innovations. People bully because they are
driven by a need for power and control. They basically choose such people who
can be easily dominated. A zero-tolerance policy is to be created for providing
education and training to the workforce.

Essen et al. (2014) all organizations depend on their staff to represent

their firms in the most positive and effective manner. Workplace bullying
affects all levels of an organization.

Fajana et al. (2011) it is likely that certain employees are more likely to
become the bullies or the victims of bullying. Generally, men are more likely to
bully than women. Gender is indeed an antecedent of workplace bullying and
women are more prone to workplace bullying.

Bloom (2010) stress is a barrier in every organization affecting work

performance. The services are delivered by the people and the people, who
deliver these services, are most of the time experiencing stressful environment.
This stressful environment sometimes leads to traumatic event once in their
lifetime.

[22]
CHAPTER-III
OBJECTIVES & METHODOLOGY

[23]
OBJECTIVE OF THE STUDY:

The objective of the study are as follows;

1. To focus on sexual harassment, explore the relevant literature and any

relevant data
2. To identify the characteristics of those facing harassment and the harasser
and the characteristics of organizations, where sexual harassment takes
place, such as size and industry.
3. To identify the policy measures currently used by employers to prevent,
deals with and offer advice on sexual harassment at work.

METHODOLOGY:

The study "SEXUAL HARASSMENT AT THE WORK PLACE" data

has been collected from on secondary sources. The secondary sources of data
from journals , magazines , book and internet.

[24]
CHAPTER-IV
FINDINGS, SUMMARY

& CONCLUSION

[25]
FINDINGS OF THE STUDY:

Married women are dominating in the field of employment both in

organized and unorganized sectors as well as in urban and rural areas.

Though more and more women with high educational qualifications are
entering in the field of employment they are mostly engaged in lower cadres.
Illiterate women and women with moderate education are engaged in lower
status jobs as construction labour, farm labour, maid-servants and class IV
employees.

The incidence of sexual harassment at work place is higher in married

women as compared to unmarried, divorced and widows.

The general presumption that women employed in construction work,

factories, agricultural farms and as maid-servants are at higher risk of sexual
harassment as compared to those working in offices, industrial houses, schools
and colleges is not supported by the results of the present study. The incidence
and extent of sexual harassment is equally noticed in all establishments
irrespective of their nature.

The sexual harassment of women at work place is observed as a slow

poising process. It starts from simple actions through body language and if not
arrested at that point reaches to the stages of sexual advances. Physical contacts
and demand for sexual favours. Negligence or tolerance of the first attempt of
sexual harassment encourages the perpetrators to go ahead till he reaches the
target. Objection to and resistance of the first attempt of harassment may
demoralize may demoralize the perpetrators.

Normally, if any woman is sexually harassed at work place she should

immediately lodge a complaint with higher authorities.

[26]
 The NGOs and social activists identified some major factors for sexual
harassment of women at workplace like;

(i) Attitude of women to treat women as objects of sex

(ii) Over-smart behavior of women at workplace
(iii) Impact of sexy scenes in visual media and
(iv) Free mixing of men and women at workplace.

SUMMARY AND CONCLUSION:

The present chapter examines the physical, psychological, economic and

social impact of harassment at work place on the personal, family and social life
of the victims as well as on the establishments and organizations in which they
are engaged.

The physical, social and economic consequences of sexual harassment at

the workplace are long-term. In money cases, sexual harassment brings shame
not only to women but to their families and communities. This will bear
strongly on women's entitlement to resources, marriage, and livelihood. Sexual
harassment violates a woman's right to job security and equal opportunity. It can
create working conditions that are hazardous to the physical and psychological
well-being of women workers. It also creates a poisoned work atmosphere that
can dis-empower and demoralize women workers.

Besides the physical, psychological and social consequences of sexual

harassment at the workplace . It is also necessary to examine the disruption of
economic activities and the damage to the environment of work as far as women
are concerned. Many women find it unsafe to work in the fields, sell on the
markets, or perform any economic activity outside the house because of the
threat of sexual harassment at the workplace.

[27]
 Everyone loses when sexual harassment occurs in the workplace. It
lowers morale and productivity and it can result in heavy losses of revenue to
the organizations.

Sexual harassment at workplace is a matter of serious concern for the

employers. The employers have the responsibility of providing healthy
environment at workplace and to see that interest and rights of all the employees
are duly protected. One of the major responsibilities of the employers is to
protect the women employees from sexual harassment free environment. It is,
however, observed that there is no sufficient awareness on this issue among the
employers in India. A large majority of them is not serious about handling this
issue carefully and with due honesty. As a result a large number of incidents of
sexual harassment of women are taking place every year.

Sexual harassment at work place is not just a private problem between

harasser and victims: it is an issue. Which has implications for all employees
and management at the workplace. Sexual harassment at workplace covers a
wide diversity of behaviours ranging from flirting, verbal remarks to physical
contact and sexual advances. Women workers faced with highest risk of sexual
harassment at work place are those working in care giving institutions, working
at night, work alone, working as industrial and agricultural labour, shop workers
and domestic workers. Sexual harassment at workplace can take the form of a
power display, intimidation or abuse from a superior or co-workers. The
contemned segregation of women in low-paid, low status and precarious jobs
contributes to this problem. Moreover the perception in different contexts and
cultures of what constitutes sexual harassment at work place is extremely
diverse. In general the orientation of a culture or shared beliefs within a sub-
cultural helps define the limits of tolerable behavior. To the extent a society
does tolerate unwelcome sexual conduct of male members, the values of
individuals within that society will develop accordingly. Attitudes of gender

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inequality are deeply embedded in many cultures and sexual harassment of
women at work place can be viewed as a violent expression of the cultural
norm. Discrimination against women and gender stereotypes carried in
workplace tend to perpetuate sexual harassment of women at workplace.

Sexual harassment of women is global and widespread and is tolerated as

a social phenomenon, in institutions and customs and to some degree in law. It
is not exclusively a new phenomenon because the behaviors it describes are
centuries old. Sexual harassment, no doubt is a complex social problem but in
the recent decades, it has achieved new dimensions and has brought within its
teeth children, youth and women .With the advance of industrialization and
urbanization, this evil is gradually rearing its ugly head all over the world. It has
touched new heights and dimensions in the numbers and operational patterns
use of violence that even fatal attacks have become more common than they
were sometimes ago.

The widespread sexual harassment of women around the world is based

on consideration of her sex alone. It is intense, rampant and universal occurring
in all cultures, races, communities and countries. The widespread prevalence
and tolerance of sexual harassment is a major human rights problem which has
been largely ignored or unacknowledged as a human rights issues. Sexual
harassment frequently encountered by women in all walks of her life-on the
streets, roads, public transportations, farms ,in educational institutions and in the
workplaces and helplessness of the protecting agencies to eradicate the same,
have today created an alarming situation in many countries of the world.

Sexual harassment of women has remained unrecognized and unnamed

for a long time due to huge areas of disagreement about which behaviours the
term legitimately covers and large scale acceptance of certain behaviours as
normal socialization patterns.

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 It is an outcome of long history of deprivation of socio-economic rights to
women. It is a manifestation of historical unequal power relations between men
and women which have led to domination over and discrimination against
women and is a social mechanism by which the subordinate position of women
is sought to be perpetuated.

In order to free themselves from the clutches of male domination and

exploitation due to economic dependence by making them self-reliant
economically and in some cases to support the family income, women come
outside the confines of home, hitherto secluded from the outside glaze. But here
new kind of exploitation, victimization and subordination is encountered by
them in the form of sexual harassment.

Sexual harassment at work place is a matter of serious concern for the

employers. The employer have the responsibility of providing healthy
environment at work place and to see that interests and rights of all the is to
protected .One of the major responsibilities of the employers is to protect the
women employees from sexual harassment at work place and to provide them a
sexual harassment free environment. It is however observed that there is no
sufficient awareness on this issue among the employers in India. A large
majority of them is not serious about handing this issue carefully and with due
honesty. As a result a large number of incidents of sexual harassment of women
are taking place every year.

Sexual harassment at work is a subject of interest in several areas of

knowledge and has been under discussion worldwide from different approaches.
This study aimed to carry out a systematic review of scientific production
regarding sexual harassment at work, intending to analyze the investigations
about this phenomenon and how it has been discussed in the last five years.

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The relevance of this research lies in the lack of a systematic review around the
subject in focus in the period contemplated, and it is important to discuss it
through a process of systematization and critical evaluation of several recent
studies and according to pre-determined inclusion and exclusion criteria. The
search in Four databases allowed to verify an incipience in the number of recent
studies that focus the relation between sexual harassment and work as a target
of investigation, which reflects in the reduced number of studies analyzed when
compared with the quantity of studies obtained initially through the search with
descriptors in Portuguese.
It is possible to notice that although in this research Brazil prevailed as
the country of studies origin, the main language of publication was English,
which suggests an internationalization of Brazilian scientific production. The
study design was mainly of empirical nature, quantitative approach and using
questionnaires as instruments of data collection. Most of the theoretical studies
covered documental research, with legislation as
data source.
The analysis of the studies made possible the understanding of sexual
harassment at work from four perspectives: sexual harassment at work as a type
of psychological violence at work; sexual harassment at work comprised of
power relations; sexual harassment at work comprised of gender inequality; and
sexual harassment at work comprised of the legal point of view. It is noticed
that some studies adopt more than a focus of understanding the theme. It was
also possible to identify the consequences of sexual harassment at work for the
victim and for companies; and strategies for coping with sexual harassment at
work, promoted by victims and by organizations.
The systematic review or the literature has provided an overview of the
discussion of sexual harassment at work in the last five years, in order to
overcome the lack of this kinds of study and achieve the initial goal. However,
it is suggested both the increase in the number of theoretical and empirical

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studies on the subject, as well as a systematic review covering a larger number
of data-bases, mainly interactional ones, or extending the period of publication.

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CHAPTER-V
SUGGESTIONS &
RECOMMENDATIONS

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SUGGESTION & RECOMMENDATIONS:

Sexual harassment has important implications for men and women and
for all individuals involved in health care delivery. Reference literature provides
guidance regarding the scope of protection, liabilities and remedies for sexual
harassment. Irrespective of them specifics of the laws, all individuals desire and
deserve a workplace in which they are treated with appropriate respect in a
comfortable environment conducive to effective teamwork and optimal
productively . As such leader and employers must set the pace in affirmatively
combating sexual harassment in the workplace regardless of the number of
employees.

 Educate people to avoid sexually offensive behavior.

 Establish written procedures to address sexual harassment issues and
achieve problem and grievance resolution.
 Ensure that the rights of both parties are considered and both are afforded
due process.
 Encourage supervisors, physician and administrators to set an example by
serving as positive role models.
 Investigate all complaints promptly and confidentially.
 Follow up on all complaints.
 Sensitize employees through an interactive training process.

A large number of reputed NGOs having good reputation and valuable

experience to their can play a significant role in the area of sexual harassment at
work place. The Government and employers should taken their help in
organizing awareness programmes and training for officers and other
employees. They should also be assigned the role of watch dogs for keeping as
eye on the likely incidents of sexual harassment and for providing counselling

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to them possible perpetrators and support services to the victims .These NGOs
should be given sufficient financial assistance for their services.

Public awareness through, seminars, conferences, T.V. serials and through

the written media should be created on this very important issue of social life of
women.

Sex education should from a part of university curriculum so that the youths
are acquainted with the possible consequences of sexual harassment of women
.This may reduce the present rate of incidence and extent of sexual harassment
at work place.

The employers should frame very clear rules for promotion transfers,
demotion, suspension and dismissal of employees and they should be made
know to all employees at time of entry in the organizations. This will defeat the
tactics of senor officers to sexually harass the women employees by obstructing
their promotions.

The women employees should be social and must maintain good relations
with co workers and superior officials but their behavior pattern should be such
as would not allow anybody to taken disadvantage of their free nature.

The women employees should lodge the complaint of harassment when they
see the early sing of harassment by the perpetrators. It is always better to take
timely precaution than to run for cure after a long time.

In a number of cases the perpetrators of sexual harassment of women are the

disorganized personality and sex prevention. To detect such persons on the staff
of the establishment all the employees should be referred to psychiatrics for
psychological testing at the cost of the employer.

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 As at present, the statistics data is available only about the reported crimes
against women in police department under a common head crime against
women. Statistics on sexual harassment of women at work place are not
separately available .It is therefore suggested that the statistics of sexual
harassment of women at work place be collected under a separate head and the
responsibility of collection, processing and presentation of data be assigned to
the national sample survey organizations.

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 BIBLIOGRAPHY:

1. Gelfand, Michele, Louise F Fitzgerald and Fritz Drasgow (1995): "The

Structure of Sexual Harassment: A Confi rmatory Analysis across Cultures
and Settings," Journal of Vocational Behaviour, Vol 47, pp 164-77
2. O'Connell, C E and Karen Korabik (2000): "Sexual Harassment: The
Relationship of Personal Vulnerability, Work Context, Perpetrator Status, and
Type of Harassment to Outcomes," Journal of Vocational Behaviour, Vol 56,
pp 299-329.
3. MacKinnon, Catharine (1979): Sexual Harassment of Working Women: A
Case of Sex Discrimination, New Haven, CT: Yale University Press.
4. McLaughlin, Heather, Christopher Uggen and Amy Blackstone (2012):
"Sexual Harassment, Workplace Authority and the Paradox of Power,"
American Sociological Review, Vol 77, pp 625-48.
5. Chamberlain, Lindsay, Martha Crowley, Daniel Tope and Randy Hodson
(2008): "Sexual Harassment in Organisational Context," Work and
Occupations, Vol 35, pp 262-95.
6. Shukla, Seema (2002): "Indecent Proposal," Business Today, 1 September.
7. Magazines & Journal
8. Internet

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