Enhancing Women’s Safety at Workplaces

The safety and security of women in the workplace is a critical concern for governments worldwide. In India, the enactment of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, marks step towards addressing this issue. This legislation aims to protect women from sexual harassment in all forms of employment. It encompasses all women, regardless of age or employment status, and applies to both public and private sectors.

Scope of the Act

The Act covers women working in both organised and unorganised sectors. It applies to rural and urban settings. Employers are legally obligated to ensure a safe working environment. This includes the establishment of Internal Committees (ICs) in workplaces with more than ten employees.

Formation of Committees

For workplaces with fewer than ten workers, the Appropriate Government must set up Local Committees (LCs). These committees are responsible for receiving complaints. If a complaint is against the employer, it must be directed to the LC.

Legal Provisions

The Act includes penal provisions for violators. Employers who fail to comply face legal consequences. The Ministry of Women and Child Development (MWCD) oversees the implementation of the Act. They issue advisories to ensure adherence and conduct workshops for awareness.

SHe-Box Portal

To enhance the reporting process, the MWCD launched the SHe-Box portal. This platform serves as a central repository for complaints related to workplace harassment. The portal became operational on October 19, 2024. It aims to streamline the complaint registration process and maintain data on complaints received and resolved.

Data Management

The Act mandates the appropriate government to keep records of complaints. However, prior to the launch of the SHe-Box, there was no central database. The portal is designed to collect and maintain comprehensive data on Internal and Local Committees across various states and union territories.

Awareness and Sensitisation

Regular workshops and awareness programmes are essential for effective implementation. These initiatives help sensitise both employers and employees about their rights and responsibilities under the Act.

Monitoring and Evaluation

The MWCD is responsible for monitoring the effectiveness of the Act. They evaluate the number of complaints filed and the outcomes of investigations. This oversight is crucial for ensuring accountability and improving workplace safety.

Challenges Ahead

Despite the robust framework, challenges remain. Many women may still hesitate to report incidents due to fear of retaliation. Continuous efforts are required to build trust in the system and encourage reporting.

Future Directions

Ongoing training and awareness campaigns are vital. They should focus on creating a culture of respect and safety in workplaces. The government aims to strengthen the implementation of the Act and ensure that all women feel secure at work.

Questions for UPSC:

1. Discuss the significance of the Sexual Harassment of Women at Workplace Act, 2013 in promoting gender equality.
2. Critically examine the role of Internal and Local Committees in addressing workplace harassment.
3. Explain the challenges faced by women in reporting workplace harassment incidents.
4. With suitable examples, discuss the impact of digital platforms like SHe-Box on women’s safety at work.

Answer Hints:

1. Discuss the significance of the Sexual Harassment of Women at Workplace Act, 2013 in promoting gender equality.

1. Establishes legal framework for women’s rights at work, ensuring protection from harassment.
2. Encourages equal treatment and opportunities for women in the workplace.
3. Mandates employers to create safe environments, encouraging a culture of respect.
4. Empowers women to report incidents without fear of retaliation.
5. Promotes awareness and sensitivity towards gender issues among employers and employees.

2. Critically examine the role of Internal and Local Committees in addressing workplace harassment.

1. Internal Committees (ICs) are mandatory in workplaces with over 10 employees, facilitating immediate redressal.
2. Local Committees (LCs) handle complaints in smaller organizations, ensuring coverage across all sectors.
3. Both committees are responsible for conducting inquiries and ensuring compliance with the Act.
4. ICs and LCs provide a structured approach to reporting and addressing grievances.
5. Challenges include lack of awareness and potential biases within committees affecting their effectiveness.

3. Explain the challenges faced by women in reporting workplace harassment incidents.

1. Fear of retaliation or victimization from employers or colleagues discourages reporting.
2. Lack of awareness about rights and the reporting process can lead to underreporting.
3. Social stigma and cultural barriers may prevent women from speaking out.
4. Perceived ineffectiveness of committees may reduce trust in the reporting system.
5. Emotional and psychological impacts of harassment can hinder women’s willingness to report incidents.

4. With suitable examples, discuss the impact of digital platforms like SHe-Box on women’s safety at work.

1. SHe-Box serves as a centralized platform for lodging complaints, enhancing accessibility for women.
2. The portal allows anonymity, encouraging more women to report incidents without fear.
3. It streamlines the complaint process and ensures timely inquiries as mandated by the Act.
4. Examples of successful complaint resolutions through SHe-Box can illustrate its effectiveness.
5. Facilitates data collection on harassment cases, aiding in policy formulation and monitoring trends.