The #Me2 movement has caught the media industry by surprise. The tsunami of complaints against the senior most journalist, actors, MP and owners, has hit the credibility of the entire industry. And now Tata Motors! We must acknowledge the boldness and confidence of the women involved. It takes tremendous courage to speak up against such misadventures. We must also acknowledge the contribution of ‘a few’ men who stood by these ladies. We now expect a similar flood of accusations in the corporate world and opening of earlier and settled complaints.
The history of Vishaka Movement and the subsequent judgement in August 1997, by the Supreme Court Bench headed by Chief Justice of India, Justice J S Verma, was a milestone in protection of women against unwanted sexual, physical and vocal, advances. The judgement laid down certain principles which we known as the Vishaka Guidelines. Subsequently this was converted into an Act ( The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013(“Sexual Harassment Act”) and was made effective on April 23, 2013.
This Act laid down norms for behaviour and discouraged certain acts, gave effect to disciplinary committees, creating awareness through training and signage, reporting to the Government. The Board of Company’s has been made responsible for the implementation of the Act.
The latest disclosures have brought to fore cases that were over ten years old. There is no period of limitation. The affected parties have learnt that there could be justice through media, even if the Internal Committees’ do not act, or the cases are not registered, or then if the Board expresses ignorance.
The need of the hour is to create a gender neutral policy (remember Sec 377?), educate the employees, sensitise the men, have signages installed, stay in touch with the team, conduct regular sessions/ counselling/ discourage personal remarks, discourage sexual innuendoes and send a message to one and all that the company stands by it’s employees!
We can help you in defining gender neutral policies, explain the legal nuances to the Board, the committee, ensure compliance, train the employees, conduct seminars, sensitise the team and be available when needed in all such matters.
