In today's corporate environment, its inhabitants
are put under various kinds of pressures. Arshie Chevalwala speaks to experts
about one such nuisance, sexual harassment
Effects of sexual harassment can vary
depending on the individuality or personality of the recipient, and the
severity and duration of the harassment. Often, sexual harassment incidents
fall into the category of the "merely annoying." In other situations
harassment may lead to temporary or prolonged stress and/ ordepression
depending on the recipient's psychological abilities to cope up with it, and
the social support or lack of it for the recipient. Victims who do not submit
to harassment may also experience various forms of retaliation, including
isolation and bullying.
"Coping with harassment at work is a
very stressful task. What really helps is support from the management. It is
vital that companies provide a nurturing environment where victims feel
confident enough to approach them and report an instance," suggest Rupa
Dutta (name changed), an employee who was subject to harassment at work.
Dr. Arvind Gupta, consultant psychiatrist, Max
Hospital talks about the common effects on the victims. He says, "Some of
the psychological and health effects that can occur are depression, anxiety
and/or panic attacks, sleeplessness and/or nightmares, shame and guilt,
difficulty concentrating, headaches, fatigue or loss of motivation, stomach
problems, eating disorders (weight loss or gain), alcoholism, feeling
betrayed and/or violated, feeling angry or violent towards the perpetrator,
feeling powerless or out of control, increased blood pressure, loss of confidence
and self esteem, withdrawal and isolation, overall loss of trust in people,
traumatic stress, post-traumatic stress disorder (PTSD), complex post-traumatic
stress disorder, suicidal thoughts or attempts, suicide."
Common psychological, professional, financial, and
social effects of sexual harassment and retaliation pointed out by Dr. Gupta
are:
- Psychological stress and health impairment
- Decreased work performance as a result of stress
conditions; increased absenteeism in fear of harassment repetition
- Firing and refusal for a job opportunity can lead
to loss of job or career, loss of income;
- Being objectified and humiliated by scrutiny and
gossip
- Defamation of character and reputation
- Loss of trust in environments similar to where
the harassment occurred
- Loss of trust in the types of people that occupy
similar positions as the harasser or his or her colleagues,
especially in case they are not supportive, difficulties or stress on peer
relationships
Weakening of support network, or being ostracized
from professional or academic circles ( friends, colleagues, or family may distance themselves from
the victim, or shun him or her altogether). Thus, sexual harassment is a known
menace of today's corporate environment and employers are taking active measure
to prevent and contain bad behavior. Pragya Kumar, HR head at Yatra.com
concurs, "Sexual harassment is one of the key employee grievances today
and knows no gender bar. Corporates must conduct annual workshops and regular
training sessions for the employees wherein
they are taught the importance of maintaining a congenial working environment,
keeping it a safe, happy and secured one. We ensure a close monitoring of the
work places and a free and transparent interaction with manager and as well at
the employee level in order to keep a tap on the decorum. To keep a complete
check on such issues cropping up at the workplace, we have incorporated
policies that ensure an environment that is conducive for the growth of our
employees in every aspect."
Steps to prevent sexual harassment
- Get high-level management support Obtain
high-level support from the chief executive officer and senior management for
implementing a comprehensive strategy to address sexual harassment.
- Write and implement a sexual harassment policy
- Develop a written policy, which prohibits sexual
harassment in consultation with staff and relevant unions.
- Ensure that managers and supervisors discuss and
reinforce the policy at staff meetings. Verbal communication of the policy is
particularly important in workplaces where the literacy of staff may be an
issue.
- Periodically review the policy to ensure it is
operating effectively and contains up-to-date information. (c) Provide regular
training and information on sexual harassment to all staff and management
- Conduct regular training sessions for all staff
and management on sexual harassment and the organisational policy. This
training should be behaviourally based which means it should increase knowledge
and understanding of specific behaviours that may amount to sexual harassment
under the Sex Discrimination Act. Regular refresher training is recommended.
