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Out of the shadows: #MeToo goads companies to strengthen policies

Around a year back, a senior official of a Mumbai-based bank was accused of misbehaving with a female senior colleague. She complained, and the HR was sympathetic. The issue was taken up with the top boss as well. However, the top boss too had a bad reputation, saved his friend, and simply transferred the victim, to a branch away from the roving eye.

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Around a year back, a senior official of a Mumbai-based bank was accused of misbehaving with a female senior colleague. She complained, and the HR was sympathetic. The issue was taken up with the top boss as well. However, the top boss too had a bad reputation, saved his friend, and simply transferred the victim, to a branch away from the roving eye.

Such stories are common across Indian corporate offices where hardly any sexual harassment cases are reported, let alone acted upon.

But things might change with the #MeToo movement.

Experts believe that it is only a matter of time before we would see women across sectors, speak up. "I believe there are skeletons in every closet. Currently, the perception is that it happens only in media and entertainment sectors, but it happens in all sectors," says Varda Pendse, director, Cerebrus Consultants.

A strong antidote

Kunal Sen, MD-India of US-based Korn Ferry Management Consultants, says that the campaign will help organisations formalise the processes. According to the law, under the Sexual Harassment Act, every organisation should have an Internal Complaints Committee (ICC) in place. After concerns are raised, the committees needs to conduct a fair investigation before taking an action.

"A lot of firms are yet to set up these committees," says Sen. The committee is expected to have representation from men and women and should report directly to the CEO.

Post the movement, the number of cases of sexual harassment have come to light, and organisations will take up processes to address or prevent them.

"While organisations may be worried, they should welcome the move. Any inclusive organisation should be concerned about all its employees and their ability to contribute," he says.

What entails sexual harassment?

According to Pendse, there are multiple levels in which harassment occurs and all these victims are entitled to justice. The first level is insensitive jokes, excessive flirting and speaking constantly in innuendo. But only a few victims complain about such instances.

"No employee should ever feel uncomfortable at workplace. Each person's tolerance level should also be taken into account. It is the job of the managers and the leadership to ensure that the workplace environment is safe," says Sen.

The second level of harassment involves inappropriate touching.

"It is very common for people to touch and pretend it is an accident. But everyone recognises a bad touch. When we hold sensitivity programmes, we are told that many such cases happen on offsites and overnight picnics of employees," says Pendse.

The third level of harassment is physical abuse, which organisations at times do not take seriously.

Talented but…

In general, few organisations tend to sweep serious allegations under the carpet. Most organisations do react to harassment charges though the proceedings tend occur in a lethargic manner.

Experts say that in most cases, the person who is being investigated against either quits or resigns to avoid a long-standing charge.

Added to that, both victims and organisations alike tend to expedite these proceedings in a secretive manner, and never become a public knowledge.

"In grave cases, even top employees are fired. But the actual reason is never provided. It means employers take action but in a covert manner, to ensure that the reputation of the person and the organisation remains intact," says the HR head of a top financial company.

However, the toughest test for organisations is when they have to dismiss an employee who is very valuable to an organisation.

"Organisations have to take action irrespective of the performance of an employee," says Sen.

  • Post the movement, the number of cases of sexual harassment have come to light
     
  • Toughest test is when companies have to dismiss an employee who is very valuable to an organisation 
     
  • Most firms do react to harassment charges though the proceedings tend to happen in lethargic manner 
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