Work Place Harassment in India: Why Structural Reforms Can’t Wait
Workplace harassment is one of the most grievous but unreported problems that Indian employees, especially women, face. Despite the coming into effect of the POSH Act in 2013, there still exists a gaping vacuum between law and application. A majority of workplaces still witness the inappropriate conduct as being normal, while the other side silences the victims and buries their complaints under bureaucracy and terror. These impacts go long-term against the victims’ mental health, productivity, and career development, and future development for India.
The culture of silence
Most inhibiting factor to justice is the unwillingness to report, whereas the victim usually fears retaliation, ostracism, defamation, or loss of employment. It is only in male-dominated cultures, where the claim or complaint is taken as creating trouble or exaggerating a situation. The families might also be concerned about becoming shunned by encouraging legal recourse. Most of such cases thus remain unreported and that leaves toxic behavior unfettered.
The Weaknesses in Internal Complaints Committees
The POSH Mandate requires every workplace with over ten employees to have an Internal Committee (IC) formed; however, compliance still remains weak. Several organizations:
- Have committees existing only on paper.
- Member of the committee lacks proper training.
- Investigation is always biased towards the senior management.
- Cases are dismissed due to lack of witnesses or “insufficient proof.”.
- That in itself scares away the very victims that such a system is supposed to protect from seeking its redress.
Power Dynamics Disruptions and Corporate Hierarchies
Seen through the lens of power dynamics, it is generally the top officials, managers and acclaimed colleagues misusing the power given to them. Fear of consequence-reprimand, down-grade in performance appraisal, lost opportunity to participate in projects-has been the biggest silence-forcing mechanism there is. If the respondents of a complaint hold authority in decision-making, it is almost impossible for justice intervention to happen as internal proceedings will hardly favour any complainants.
When Misconduct Becomes Part of Workplace Culture
Insensible casual sexisms and inappropriate “joke” comments; body shaming; pressures on late night meetings; or unwished physical proximity, all come under harmless and “professional” behaviour. This kind of casual normalizing trains employees to living under humiliation, rather than accountability.
That Urgent Need for Structural Reform
Changes must be entire- from policy-making up to cultural change in the workplace. In India, such reforms include the following :
- Rigorous monitoring and audits for compliance on the workplace POSH
- Mandatory training for all employees, especially IC representatives
- Independent, external committees for cases imparts impartial handling
- Whistleblower mechanisms, which guarantee safeguards and confidentiality
- Zero tolerance toward any harassment, irrespective of hierarchy or status
- Mental health services for survivors
- Only structural changes can make harassment into a crime instead of unsolicited disgrace.
Justifying the Case for All Reforms
To have an institution without harassment is not worth praise; it is in favor of everyone, though. An effective culture guarantees healthy work; it brings low turnover, high innovation, and better brand name. Creating respect and assurance leads to employees doing their best.
Conclusion: Workplace harassment is not a women’s problem but rather a combination of social, legal, and economic problems that affect different sectors in India. The presence of silence shields the criminals therein; professionalism does not bring into its fold. Laws exist, but they continue to be ineffective, due to poor enforcement and lack of any systemic changes. Thus, it is high time for organizations, leaders, and policymakers to come together and create environments where dignity will be above negotiation.
Add comment