Unequal Power In The Workplace Case Study
Sexual Harassment, Unequal Power at the Workplace
Submitted By:
Ankita Sharma 14PGHR09
Ashish Tayal 14PGHR14
Prashansa Verma 14PGHR32
Rose Mary 14PGHR51
Sagar Srivastava 14PGHR53
Shlesha Singh 14PGHR56
Sexual Harassment & Unequal Power in the Workplace
Indian and Global Statistics: A national survey was conducted in Delhi, Mumbai, Bangalore, Chennai, Kolkata, Ahmedabad, Lucknow and Durgapur by Oxfam India and the Social and Rural Research Institute – it was found that around 17 percent of working women in India have experienced sexual harassment at their workplace.
Around 16% of the incidents were physical in nature while 84% of these incidents were non- physical.
Maximum number of these cases was reported
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It also provides safeguard against false and malicious complaints.
• While the “workplace” in the Vishaka Guidelines is restricted to the traditional office set-up where there is a distinct employer-employee relationship, the Act goes much ahead to include organisations, department, office, branch unit etc. in the public and private sector, organized and unorganized, hospitals, nursing homes, educational institutions, sports institutes, stadiums, sports complex and any place visited by the employee during the course of employment including the transportation.
• It covers all women irrespective of her age or employment status, whether in organized or unorganized sector, in public or private sector. It covers clients, customers as well as domestic workers.
• The Internal Complaints Committee formed by the employer is required to complete the inquiry within 90 days. On completion of the inquiry, the report should be sent to the employer. The employer is mandated to take action on the report within 60
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Being inclusive means employees have equal access to information and opportunity. The company does not tolerate disrespectful behavior, inappropriate remarks, or unfair treatment towards others because of sex, race, ethnicity, colour, religion, age, national origin, ancestry, citizenship, sexual orientation, gender identity and/or expression, disability, marital status, veteran status, color, or any other legally cognizable status.
Policies against Harassment
Coco-Cola has strict policies against any sort of sexual harassment. Harassment is unacceptable in the workplace and in any work-related circumstance outside the workplace. The term “sexual harassment” refers to any unwelcome conduct directed towards an employee because of his or her gender, which has the purpose or effect of interfering with the employee’s work performance or creating an intimidating, hostile, or offensive work environment. It is not possible to identify every act that constitutes or may constitute sexual harassment; however, examples of sexual harassment include:
• Unwelcome flirtations, advances, or requests for sexual favors
• Sexually suggestive comments or
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