In an interesting announcement that underscores the urgency of addressing workplace misconduct, Chief Minister Pramod Sawant has called for the establishment of internal committees across all workplaces -- government-aided educational institutes, government and private sector spaces-- to tackle sexual harassment in workforce. This is although a welcome announcement that reflects the government’s commitment to fostering an environment conducive to gender equality, but it also highlights a failure in enforcing the law.
The Chief Minister informed the Chief Secretary that he had instructed the Chief Secretary to issue a circular insisting on setting up these internal committees. He added: “Not a single office will be left out. We need to create a work culture in the state. We insist on gender equality. It’s nice to speak these things, but there are still instances of harassment at workplaces and in public places”. The question, however, is why the law has not been followed up.
The Protection of Women from Sexual Harassment at Workplace Act, 2013 (referred to as the POSH Act) was enacted in India to prevent and address sexual harassment of women in the workplace. One of the key provisions of this Act is the requirement for organisations with 10 or more employees to set up Internal Complaints Committees aimed at creating an efficient and safe mechanism for addressing complaints of sexual harassment.
Goa is indeed witnessing several sexual harassment cases, while there are many which are going unreported either because of a lack of a redressal mechanism or the stigma that is attached to the issue. Despite advances in awareness and prompt actions by enforcement, cases continue to surface where female employees face harassment. This discrepancy between the existing laws and the lived experiences of women must serve as a clarion call for action. The establishment of internal committees offers a structured avenue for addressing these grievances before they escalate which is why they have to be part of a system.
Gender equality is not just a noble goal; it is a fundamental human right and a prerequisite for a healthy society. Sawant’s emphasis on the need for this cultural transformation may be belated, but it is still a noble thought and needs to be taken forward. Organisations have to be apprised of the need to include a comprehensive re-evaluation of workplace dynamics. They must cultivate an atmosphere of respect and inclusivity, where open dialogue about unacceptable behaviour is encouraged. Training sessions that educate all employees about the nature of harassment—what constitutes it, how to report it, and the consequences of such actions—should be mandatory. Such a proactive approach could equip employees with the knowledge and confidence to speak out. The development of a transparent and regular feedback mechanism will go a long way because employees will get a forum to express concerns about workplace culture without fear of reprisal.
In Goa, internal committees have been seen as a matter of formality. Organisations have a role to play here by appointing employees who understand and relate to the subject and can handle sensitive situations keeping in mind fairness and justice.
The idea of creating a work environment free of fear is commendable, but the government has to look beyond the announcement. Gender equality and zero tolerance to women harassment should not be mere slogans, it should be a standard we must aspire to in every facet of life, including our workplaces.
