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.