One of India’s major issues is workplace harassment. It can happen with anyone in the way of foul words, unwanted touching, or causing someone to be embarrassed. That’s why every company should take the initiative to create a “zero tolerance” work culture that means no one should encourage or accept harassment.
In this article, we will understand what workplace harassment is and how the Indian companies are handling it. Also, we will see how it can be stopped.
What Does that Mean by Workplace Harassment?
The workplace harassment refers to that type of behavior that makes someone feel scared, uncomfortable, and unsafe at work.
Like:
- Verbal Abuse/Harassment: It means saying bad things to someone or teasing them, or making rude jokes about them.
- Physical Abuse/Harassment: It means to touch someone without their consent or trying to harm them physically.
- Sexual Abuse/Harassment: It means asking someone out for sexual favors and showing dirty pictures to them or making them feel unsafe.
- Bullying Other Colleagues: It means shouting at the employees and threatening them or making fun of them at the workplace.
The Ministry of Women and Child Development once stated that roughly 70% of Indian working women fail to report sexual harassment since they fear losing their employment or income source.
The Prevention of Sexual Harassment (POSH) Act at the Workplace
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act) is the primary law in India that protects employees from sexual harassment at work.
The law applies to all workplaces, like:
- Private companies
- Government offices
- NGOs
- Even informal sectors
Companies that fail to comply with the POSH Act can face a fine of up to Rs. 50,000. If the offense is repeated, stricter penalties may apply.
The companies must also create Internal Complaints Committees (ICCs) to investigate the hidden complaints. Indian Penal Code (IPC) sections 354 and 509 punish people who use force or bad words to harass women at the workplace.
Despite these legal protections, many organizations fail to implement the law effectively. A 2021 report by FICCI found that only 45% of Indian businesses had properly trained their employees on POSH guidelines, highlighting the need for stronger enforcement.
The Indian National Bar Association in 2022 stated that 69% of women said their workplaces did not have a proper system to handle harassment complaints.
Steps to Build a Zero-Tolerance Culture in the Workplace
These are the following steps to build a zero-tolerance culture in the workplace:
Establishing Clear Company Policies
First step the companies should take is to create strong company policies. Every single company should have a clear policy that says harassment is not allowed at all and it is not tolerable. The companies should also promise to take action against the harassers without delay.
Implementing Training and Awareness Programs
Secondly, companies should provide proper training to their employees. The employees should attend workshops and webinars to gain knowledge about workplace harassment, how to respect colleagues, and behave professionally at work. The managers should also be trained to handle such complaints fairly.
According to a study by Deloitte India, only 25% of Indian companies conduct proper workplace harassment training.
Creating a Safe and Confidential Reporting System
The companies should encourage reporting without fear. The employees should feel safe to report about any kind of harassment. All the complaints should be taken quickly and seriously. Also, there should be no revenge against the person who reports the harassment.
Forming an Effective Internal Complaints Committee (ICC)
As we have talked about above in the Legal Framework session, every single company with more than 10 employees should form an Internal Complaints Committee (ICC) and it is required by the law. These ICCs should have at least one external expert who is not part of the company. These committees should take action against the complaints within 90 days.
Enforcing Strict Punishments for Offenders
Lastly, all the companies should take strict action against the harassers. They should not ignore complaints. If someone is found guilty, they should face punishment, such as a warning, suspension, or job loss. This will send a strong message that harassment is not allowed.
The Role of Leadership in Preventing Workplace Harassment
In 2023 KPMG India stated that the companies with strong leadership support for anti-harassment policies and reported 35% fewer cases of workplace misconduct compared to companies where leaders were less involved.
As a company’s leader plays a key role in creating a harassment-free workplace. Business owners, CEOs, and senior managers should set a strong example by treating everyone with respect and fairness. When the leaders themselves show zero tolerance for harassment, employees will feel safer, especially female employees. Consequently, all the leaders should actively engage with the employees and ensure that the workplace policies are not just words on paper but are followed daily.
Case Study: Sexual Harassment at an IT Company in Bangalore
As published in the Times of India news, a young female software engineer who was working at one of the top IT companies in Bangalore faced sexual harassment from her senior in 2017.
She filed the complaint and as a result the additional labor commissioner has held the company responsible for the violation of the laws and asked it to pay Rs. 50 thousand every month for 60 months for not following the 2013 POSH Act. The senior employee was removed from the company. After this case, many companies in the IT sector started focusing on the POSH training.
This case shows us why it is very important for companies to take action immediately.
Conclusion
Companies should never ignore harassment cases. It is an essential step to create a zero-tolerance workplace. All companies must enforce POSH policies and provide proper training to their employees. Skills Ally offers training to strengthen compliance and awareness. It is not only about following the rules but about helping people trust each other, work better, and feel safe everywhere, not just at the workplace.
Ramanjeet Kaur is a Life Skills and Behavioural Trainer. Her journey to becoming an entrepreneur and starting her career as a trainer in the education industry is an inspiring revelation. She was always passionate about teaching profession from her childhood and started mentoring young kids to develop their personalities.