As India’s economy continues to flourish, workplace safety for women remains a significant concern. While the Prevention of Sexual Harassment (POSH) Act was a step forward, up to 80% of Indian women continue to experience sexual harassment at work. As more women enter the workforce, workplace safety concerns continue to persist. Reports of sexual harassment have risen significantly in FY24.
Companies need to ensure that women can work without fear. It requires more than just compliance with laws; it demands a proactive cultural shift within organisations.
Workplace safety for women: The challenges
For many working women in India, the fear of harassment is an everyday reality. Let us take a look at the common challenges that women face with regard to workplace safety.
Facing harassment daily
Workplace safety for women is not merely about physical well-being. It is also about the ability to work without fear of being undermined, disrespected, or harassed. According to a 2018 Martha Farrell Foundation study, 80% of women in India have experienced sexual harassment at work. Furthermore, a 2020 survey indicated that 75% of professional women faced sexual harassment during their careers.
Harassment is not just limited to overt incidents; it often manifests in microaggressions and unwanted advances that are difficult to report but severely affect women’s mental well-being. It creates an unsafe working environment, impacting productivity and career progression.
Cultural conditioning and reporting challenges
In India, women are often discouraged from reporting harassment due to fear of being judged, blamed, or gaslighted. Cultural conditioning leads many women to internalise that such treatment is part of their professional journey. Meanwhile, male colleagues may manipulate the narrative, discrediting women who speak out.
The data highlights this fear: many women do not report harassment because they worry about retaliation, losing their jobs, or damaging their professional reputation. A culture of silence continues, allowing harassment to persist. It creates a workplace hostile to women.
Workplace safety for women: The rising tide of complaints
In recent years, the number of sexual harassment complaints in India’s top companies has sharply increased, particularly in the banking and technology sectors. According to data from BSE 30 companies compiled by ComplyKaro, there was a 40.4% increase in sexual harassment complaints in FY24 compared to FY23. The rise is from 664 complaints in FY23 to 932 in FY24.
This increase is partly attributed to greater awareness among employees and improved reporting mechanisms. Companies like ICICI Bank, Tata Consultancy Services (TCS), and Infosys have seen significant spikes in complaints. ICICI Bank, for instance, reported 133 complaints in FY24, a substantial jump from 43 in FY23 and just 33 in FY21.
While the rise in reporting reflects positive steps toward transparency and accountability, it also underscores the prevalence of harassment that women continue to face in the workplace. These figures highlight the urgent need for more comprehensive solutions. Companies need to ensure workplace safety for women, not just compliance with legal frameworks.
Some numbers from 2022
In FY22, a study by Comply Karo identified companies with the highest number of complaints:
- HDFC Bank: 51 complaints
- ICICI Bank: 46 complaints
- Axis Bank: 39 complaints
- State Bank of India: 43 complaints
- Tech Mahindra: 30 complaints
Understanding the POSH Act: Framework for workplace safety for women
The Prevention of Sexual Harassment (POSH) Act of 2013 was a groundbreaking step in addressing these issues. The law mandates that companies create Internal Complaints Committees (ICCs) to investigate and resolve complaints. It defines sexual harassment in detail, establishing a framework for creating a safer workplace for women.
Key provisions of the POSH Act
- Right to a Safe Workplace: Employers are legally responsible for creating and maintaining a safe work environment.
- Right to File a Complaint: Women can report incidents of harassment, and companies must investigate through their ICCs.
- Confidentiality and Protection from Retaliation: The law protects complainants, ensuring confidentiality and safeguards against retaliation.
While the POSH Act provides a critical framework, the real challenge lies in its implementation. Many companies still struggle to foster a workplace culture where women feel comfortable coming forward. Despite the rise in complaints, many women remain reluctant to report incidents due to fear of retaliation or being labelled “troublemaker.” This hesitation is especially prevalent in male-dominated industries like banking and technology, where women often face dismissive attitudes.
Why women avoid reporting
The underreporting of sexual harassment is a well-documented issue. Women often fear:
- Stigmatisation: They worry that reporting harassment will negatively impact their reputation.
- Retaliation: Harassers may manipulate their positions to punish women who report them.
- Untrustworthy systems: Many women do not trust their company’s investigation processes. They also expect the company to downplay the issue.
In India, these fears further increase due to social pressure, family expectations, and the ingrained belief that women must endure these struggles in silence.
Practical solutions to ensure workplace safety for women
To move beyond compliance and create truly safe workplaces for women, companies must take proactive steps. Here’s how they can achieve this:
– Enhanced training and awareness programs
While most companies provide basic training on sexual harassment, many fail to create a real culture of respect. Regular, detailed training sessions that focus on recognising and addressing harassment can help create a more respectful environment.
– Anonymous reporting systems
Offering confidential channels for reporting harassment is crucial. These systems must guarantee that women can report incidents without fear of retaliation, ensuring that their complaints are taken seriously and addressed promptly.
– Zero-tolerance policies
Companies should enforce strict zero-tolerance policies for any form of harassment. Companies must take Immediate action against offenders to set an example that such behaviour will not be tolerated, no matter the person’s rank or influence within the organisation.
– Support systems for victims
Providing support for women who experience harassment is key. This can include counselling services, legal advice, and peer support groups within the company. Ensuring that women have access to these resources is essential for fostering a supportive work environment.
– Leadership accountability
Managers and leaders must be held accountable for creating a safe and inclusive workplace. Regular evaluations of leadership teams’ effectiveness in fostering workplace safety can help ensure that they remain committed to creating an environment where women feel valued and safe.
Workplace safety for women: Charting the way forward
Despite the rising number of complaints and the existence of legal frameworks like the POSH Act, the reality for many women remains far from ideal. As the data from FY24 shows, workplace safety for women continues to be a critical issue, particularly in sectors like banking and technology. Companies must not only comply with legal requirements but actively work to foster a culture where women can thrive without fear.
ChangeInContent’s perspective:
At ChangeInContent, we believe that achieving workplace safety for women goes beyond the legal mandates of the POSH Act. Real progress requires creating a workplace culture built on respect, transparency, and accountability. By ensuring that women’s voices are heard and their concerns are addressed, companies can move toward a future where women can work without worry. It is time for every organisation to step up. Companies must ensure that workplace safety for women is not just an obligation but a priority.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we broadly define as media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
