Accommodating The 'Other': Making Workplaces Gender Friendly

In the context of the Tarun Tejpal and Justice Ganguly cases, which not merely occupied the centre stage of media discussions, but also raised uncomfortable issues that have been lying unaddressed for a really long time, it is important to turn a keen gaze on the matter of sexual harassment at the workplace.

With the Vishakha Guidelines, court orders and a legislation in place requiring a Sexual Harassment Prevention Cell in every organisation, it may be believed that what needs to be done has been initiated. However, that is not really the case. Given that the gender imbalance in favour of men is getting ironed out in most workplaces and that growing westernisation is creating a fairly casual culture, it is important for most forward looking organisations, to go beyond merely instituting a cell to address the issue were it to be brought to its notice, by taking measures to prevent sexual harassment at the workplace, in the first place.

With longer working hours and increasing situations for working together, it is important to generate the right atmosphere, where women feel safe and wanted and can put their best foot forward as working professionals, without feeling debilitated by their gender orientation.

And for this two simple steps need to be taken – the first being to make the workplace gender friendly with suitable infrastructure and policies that accommodate/address the specific needs of women and the second being to imbue gender sensitivity in all employees, to make them aware of what constitutes ‘improper’ behaviour, in the context of gender, the consequences of violating these norms and being proactive in penalising those who overstep the boundaries rather than pushing the matter under the carpet, so that women are given their due place and freedom in the workplace.