1

HARASSMENT OF WOMEN AT WORK PLACE

CHAPTER CONTENTS.

I
1. Introduction.

2. Research Problem.

3. Objectives of the study.

4. Hypothesis.
II
5. Literature review.

RESEARCH METHODOLOGY
III

a. Research design.

b. Universe of the study.

c. Sampling.

d. Collection of data.

e. Data Analysis.
IV
f. Findings.

g. Conclusions and suggestions.

h. Bibliography.

i. Appendix.
 2

CHAPTER - I

INTRODUCTION
 3

In the modern society, as women try to fight economic disparity

with men, a new form of crime emerges. That is sexual harassment at

the work place. This offence is the most glaring example of human

rights violation, gender inequality and injustice. What exactly is

sexual harassment at work place? It is only recently that it has been

recognized that violations of women’s bodies may extend beyond the

brutal instances of rape, to other aspects of men’s conduct towards

women. According to South East Region Women’s Group, sexual

harassment takes a multitude of forms which includes,1 “Comments

about appearance/ body/ clothes; staring at a person’s body; sexist

remarks or jokes, unwelcome sexual invitations, promise or threats

concerning employment conditions in exchange for sexual favours;

display of sexually explicit material, touching, hugging even indecent

assault or rape.” In Vishaka v. State of Rajasthan2, the Supreme Court

took note of the fact that the present Civil and Penal laws in India do

not adequately provide for specific protection of women from sexual

harassment in work places and till enactment of such legislations, the

Supreme Court guide lines and norms will be the law.

RESEARCH PROBLEM
1
Dr. Mamta Rao, Law Relating to Women and Children (2005), P. 138
2
1997 (6) SCC 241
 4

This research is to find out whether women are harassed at

her work place, whether it is public or private. Also it is to find out,

whether the State Government had done any thing against the

harassment of women at her work place.

The question is not whether women have the right to bodily

integrity, as this right is already there under Article.213 of the Indian

Constitution, which guarantees the right to life and liberty to both men

and women. It is time to take decisive steps to curb this evil and make

the contemporary and future society a safe heaven for women.

According to official statistics of 1991, one women is molested every

26 minutes. These statistics came from reported cases, if the

unreported cases were to be included, it would be a matter of seconds

rather than minutes. Most cases are not reported by victims because

of various reasons such as family pressure, the manner of the police,

the unreasonable and unjust process of law, and the consequences

thereof. In instances where women have reported such illegal and

unwelcome behavior, there have been significant victories.

3
No person shall be deprived of his life and personal liberty except according to ‘procedure established by
law’.
 5

OBJECTIVES OF THE STUDY

I took this project under the following objectives.

1. To enquire whether there is harassment of women at work place.

2. Whether State Government had taken any steps to curb sexual

harassment of women at workplace.

3. To increase the awareness among public, especially working

women about sexual harassment and its remedy.

HYPOTHESIS

1. Women are being sexually harassed at her work place, both

public and private.

2. The Government machinery is ineffective in curbing sexual

harassment of women at her work place.

3. The general public is unaware, especially working women,

about sexual harassment and its remedy.

 6

CHAPTER - II

LETERATURE REVIEW

With more and more women coming out to complain about

sexual harassment at the workplace, feminist groups suggest severe

 7

punishments and compensation to combat the situation. Sexual

harassment of a female at the place of work is incompatible with

dignity and honour of a female and needs to be eliminated and there

can be no compromise with such violations.

Sexual harassment is a form of sex discrimination projected

through unwelcome sexual advances, request for sexual favours and

other verbal or physical conduct with sexual overtones whether

directly or by implication, particularly when submission to or

rejection of such a conduct by the female employee was capable of

being used for effecting the employment of the female employee and

unreasonably interfering with her work performance and had the

effect of creating an intimidating or hostile working environment for

her.

Any action of gesture, whether directly or by implication,

aims at or has the tendency to outrange the modesty of a female

employee, must fall under the general concept of the definition of

sexual harassment.
 8

CONSTITUTIONAL PROVISIONS

The Constitution of India provides for the enforcement of

fundamental rights of working women under Articles 144, 195 and

216. It was by certain social activists and NGOs who helped in

finding the true concept of gender equality and to prevent sexual

harassment of working women in all workplaces through judicial

process and to fill vaccum in existing legislation. The Supreme

Court of India in 1997 held that the working women have rights to

gender equality, to work with dignity and to a working

environment safe and protected from sexual harassment or abuse.

Accordingly, the Supreme Court issued guidelines and norms for

protection and enforcement of the rights of the women at their

workplaces. Further, the Supreme Court held that these guidelines

and norms must be strictly observed in all working places by

treating them as law declared under Article 141 of the

Constitution of India i.a., the law declared by the Supreme Court

4
Equality before Law, “The state shall not deny to any person equality before the law or the equal
protection of the laws within the territory of India.”
5
Clauses (a) to (g) of Art. 19(1) guarantee to the citizens of India six freedoms, viz., of ‘speech and
expression’, ‘peaceable assembly’ ‘association’, ‘free movement’, ‘residence’ and ‘practising any
profession and carrying on any business’.
6
No person shall be deprived of his life or personal liberty except according to ‘procedure established by
law’.
 9

shall be binding on all courts within the territory of India7.

PROVISIONS IN INDIAN PENAL CODE, 1860.

Sections 354 and 509 of the Indian Penal Code, 1860 deals

with assault or criminal force to woman with intent to outrage her

modesty and the word, gesture or act intended to insult the

modesty of a woman. If there is any violations on women with

regard to her modesty, the above sections will strictly apply and

criminal proceedings will follow immediately on a complaint made

to the nearest police station. The offences under section 509 are

cognizable and are non-bailable.

Sec.354: Assault or criminal force to woman with intent to outrage

her modesty. Whoever assaults or uses criminal force to any

woman, intending to outrage or knowing it to be likely that he will

thereby outrage her modesty, shall be punished with imprisonment

of either description for a term which may be extend to two years

or with fine or with both.8

7
Prof. M P Jain, Indian Constitutional Law, (2006) P.279
8
B.M.Gandhi, Indian Penal Code, (2006), P.510
 10

Sec 509: Word, gesture or act intended to insult the modesty of a

woman. Whoever, intending to insult the modesty of any woman,

utters any word, makes any sound or gesture, or exhibits any

object, intending that such word or sound shall be heard, or that

such gesture or object shall be seen, by such woman, or intrudes

upon the privacy of such woman, shall be punished with simple

imprisonment for a term which may extend to one year; or with

fine or with both.9

WOMEN COMMISSIONS

Apart from this, if a woman faces any kind of sexual harassment

at workplace can directly make a complaint to the State Women

Commissions or National Commission for Women. The Women

Commission will follow-up the complaints, informs to concerned

police stations to initiate criminal proceedings and directs the

employer to conduct an enquiry and recommend to suspend the

concerned harasser with an immediate effect pending enquiry.

9
I.d, P.735
 11

The victim of sexual harassment can claim

damages/compensation on concerned harasser by way of filing a civil

suit under civil jurisdiction.

CASE STUDY

The Supreme Court of India for the first time in Vishaka

and others Vs. State of Rajasthan and others,10 dealt with sexual

harassment on women. The Supreme Court made the definition of

sexual harassment and laid down certain guidelines. It also

specified the duties of the employer, preventive steps, awareness of

the rights of female employees and workers initiative to curb

sexual harassment at work place.

Supreme Court said that, it shall be the duty of the employer

or other responsible persons in workplaces or other institutions to

prevent or deter the commission of acts of sexual harassment and

to provide the procedures for the resolution, settlement or

prosecution of acts of sexual harassment by taking all steps

10
1997 (6) SCC 241
 12

required.

For the purpose of definition of sexual harassment the

Supreme Court said that, the sexual harassment includes such

unwelcome sexually determined behaviour (whether directly or by

implication) as:

(a) physical contact and advances;

(b) a demand or request for sexual favours;

(c) sexually coloured remarks;

(d) showing pornography;

(e) any other unwelcome physical verbal or non-verbal conduct

of sexual nature;

The Supreme Court in absence of any enacted law to provide

for effective enforcement of basic human rights of gender equality

and guarantee against sexual harassement, laid down the following

guidelines:

1. All the employers in charge of workplace whether in the

public or the private sector, should take appropriate steps to

 13

prevent sexual harassement without prejudice to the

generality of his obligation, should take the following steps:

a) Express prohibition of sexual harassment which

includes physical contact and advances, a demand or

request for sexual favours, sexually coloured

remarks, showing pornographic or any other

unwelcome physical, verbal/non-verbal conduct of

sexual nature should be noticed, published and

circulated in appropriate ways.

b) The rules and regulations of government and public

sector bodies relating to conduct and discipline

should include rules prohibiting sexual harassment

and provide for appropriate penalties in such rules

against the offender.

c) Appropriate work conditions should be provided in

respect of work leisure, health and hygiene, to

further ensure that there is no hostile environment

towards women and no women should have

 14

reasonable grounds to believe that she is

disadvantaged in connection with her employment.

2. Where such conduct amounts to specific offences

Under the Indian Penal Code or any other law the employer

shall initiate appropriate action in accordance with

the law, by making a complaint with the appropriate

authority.

3. Victims of sexual harassment should have the option to

Seek transfer of the perpetrator or their own transfer.11

These guidelines are applicable to:

a) The employer or other responsible persons or other

institutions to prevent sexual harassment and to provide

procedures for the resolution of complaints.

11
Supra n10, P.11
 15

b) Women who either draw a regular salary, receive an

honorarium, or work in a voluntary capacity in the

government, private or organized sector come under the

purview of these guidelines.

Preventive Steps:

1. Express prohibition of sexual harassment

should be notified and circulated.

2. Inclusion of prohibition of sexual harassment in

the rules and regulations of government and public sector.

3. Inclusion of prohibition of sexual harassment in the standing

Orders under the Industrial Employment (Standing Orders) Act,

1946 by the private employers.

4. Provision should be made for appropriate work conditions for

women.12

12
Dr. S.C. Tripathi & Visha Arora, Law Relating to Women & Children, (2006), PP.22-25
 16

Procedure pertaining to filing of complaints:

1. Employers must provide a Complaints Committee which is to

be headed by a woman, of which half members should be

women.

2. Complaints Committee should also include an NGO or other

Organization, which is familiar with matters of sexual

harassment.

3. Complaints procedure should be time bound.

4. Confidentiality of the complaints procedure has to be

maintained.

5. Complainant or witnesses should not be victimized or

discriminated against, while dealing with complaints.

6. The Committee should make an annual report to the concerned

Government department and also inform of the action, if any

taken so far by them.13

Miscellaneous Provisions:
13
Ibid.
 17

1. Guidelines should be prominently notified to create awareness

as regards the rights of the female employees.

2. The employers should assist the persons affected, in cases of

Sexual harassment by outsiders or third parties.

3. Sexual harassment should be discussed at worker’s meetings,

employer-employee meetings and at other appropriate forums.

4. Both Central and State governments are required to adopt

Measures including legislations to ensure that private

employers also observe these guidelines.

The Supreme Court of India rendered yet another Judgment

on sexual harassment in AEPC Vs. A.K. Chopra14.

The chairman challenged the disciplinary committee order in

Delhi High Court and the harasser was successful on the ground

that the chairman only 'tried to molest' but did not 'in fact molest'

14
1999 (1) SCC 759. The case is about a woman employee of Apparel Export Promotion Council, who
worked as the private secretary to A.K.Chopra, the Chairman of the company. She complained to the
personnel Director that the chairman was sexually harassing her. Despite her repeated protests, he was
making sexual advances by ‘trying to touch her’ and ‘sit close to her’. The company immediately
suspended him and ordered a departmental enquiry. The enquiry confirmed female employee’s position
that the chairman tried to touch her with a sexual motive and the chairman was dismissed from service.
 18

the female employee. By shocking with the verdict, the company

filed appeal before the same High Court which was heard by

Division Bench (two member Bench). Interestingly, the Division

Bench agreed with the findings of single judge and reiterated that

the chairman not 'actually molested' the female employee.

As against the Judgment, the company once again filed an

appeal in the Supreme Court. One of the issues that was

deliberated at length by this court was “whether physical contact

with the woman was an essential ingredient of a charge of sexual

harassment.”

The Supreme Court while setting aside the High Court

and upholding the dismissal of chairman held that:

a) The attempts by the superior to sit close to the female employee

and touch her, though unsuccessful, would amount to 'sexual

 19

harassment'. The behaviour of the superior did not cease to be

outrageous in the absence of an actual assault by the superior.

b) In the context of a female employee the sexual harassment at the

work place is a form of sex discrimination which any be projected

through unwelcome sexual advances, request for sexual favours

and other verbal or physical conduct with sexual overtones,

whether directly or by implication. This would be particularly so

when submission or rejection of such conduct by the female

employee could be used to affect her employment by unreasonably

interfering with her work performance thereby, creating a hostile

working atmosphere for her.

c) Where the conduct of a superior towards his junior female

employee was wholly against moral sanctions and was offensive to

her modesty, any lenient action would demoralise working women.

Therefore, the punishment of dismissal from service was

commensurate with the gravity of the superior's behaviour.

 20

d) Each incident of sexual harassment at workplace violates the

fundamental right to gender equality and the right to life and

liberty guaranteed by the constitution of India. The fundamental

right in the Constitution cover all facts of gender equality including

prevention of sexual harassment and abuse. The courts are under a

constitutional obligation to protect and preserve those rights.

e) International instruments15, cast an obligation on the Indian

Government to senitise its laws. The courts are under an obligation

to see that this message is accepted and followed.

CODE OF CONDUCT FOR WORKPLACE BY NCW

Sexual harassment is a serious criminal offense which can

destroy human dignity and freedom. In an effort to promote the well being

of all woman employees at the work place the following code of conduct has

been prescribed :-

15
Convention on Prevention of All forms of Discrimination Against Women,
Beijing Declaration on Women,
International Covenant on Economic, Social and Cultural Rights
 21

1. It shall be duty of the employer to prevent or deter the commission of any

act of sexual harassment at the work place.

2. Sexual harassment will include such unwelcome sexually determined

behaviour by any person either individually or in association with other

persons or by any person in authority whether directly or by implication

such as :-

(i) Eve-teasing

(ii) Unsavoury remarks

(iii) Jokes causing or likely to cause awkwardness or embarrassment

(iv) Innuendos and taunts

(v) Gender based insults or sexist remarks

(vi) Unwelcome sexual overtone in any manner such as over telephone.

(vii) Touching or brusing against any part of the body and the like

(viii) Displaying pornographic or other offensive or derogatory pictures,

cartoons, pamphlets or sayings.

(ix) Forcible physical touch or molestation

 22

(x) Physical confinement against ones will and any other act likely to violate

ones privacy and includes any act or conduct by a person in authority and

belonging to one sex which denies or would deny equal opportunity in

pursuit of career development or otherwise making the environment at the

work place hostile or intimidating to person belonging to the other sex, only

on the ground of sex.

It is an amazing truth that years after an established tradition of Indian

working women their harassment at place of work is so common. There are

about 10 million women who have entered all fields from medicine to

politics to pioloting, yet nearly all faces the same problem.16

RIGHT AGAINST SEXUAL HARASSMENT

One of the evils of the modern society is the Sexual harassment

caused to the women particularly the working women by their male

counterparts and other members of the society. There is no law in India,

which is adequate to combat the evil of sexual harassment. In Vishaka and

16
Shobna Saxena, Crime Against Women and Protective Laws, (1999), P.230
 23

others v. State of Rajasthan,17 a Public Interest Litigation filed before the

apex court emphasized the need for an effective legislation in India to curb

the sexual harassment of working women and held that each incident of

sexual harassment of women at the work place is a violation of the right of

life under Article 21, which implies right to dignity.18

SEXUAL HARASSMENT UNDER HUMAN RIGHTS

Sexual harassment and sex discrimination are considered to be

violation of Human Rights. All human rights derive from the dignity and

worth inherent in the human person and the human person is the cultural

subject of Human Rights and Fundamental Freedoms.

The United Nations Organisation (UNO), keeping with its charter to

promote and encourage respect of Human Rights and Fundamental

Freedoms for all without distinction, came out with an International Bill of

Human Rights consisting of:

17.
Supra n.10, P.11
18
AIR - FEB 2009 – Journal section
 24

(a) Universal Declaration of Human Right, 1948.

(b) The International covenant on civil and Political Rights, 1966.

(c) The International covenant of Economic, Social and Cultural

Rights, 1966. and

(d) The Optional protocol, 1966 providing for the right of the

Individual to petition International Agencies. 19

The U.N.O. held that all human rights and fundamental

freedoms are indivisible and interdependent; equal attention and

urgent consideration should be given to the implementation,

promotion and protection of all human rights. The following are the

principles on which the above charters were introduced.

1) All Human beings, without distinction, have been brought within

the scope of human right instruments.

2) Equality of application without distinction of race, sex, language or

Religion, and

3) Emphasis on international co-operation for implementation.

19
K.C.Joshi, International Law & Human Rights, (2006), PP.310-322
 25

Article 120, 221 and 722 of Universal Declaration of Human

Rights, 1948 deals with equality in dignity, rights and freedoms and

equal protection against any discrimination.

Part II of Article 2 (2) and 3 of International covenant on Economic,

Social and Cultural Rights, 1966 also deals with discrimination of any

kind and equal right of men and women.

Article 2 (2): The State Parties to the present covenant undertake to

guarantee that rights enunciated in the present covenant will be

exercised without discrimination of any kind as to race, colour, sex,

language, religion, political or other opinion, national or social origin,

property, birth or other status.23

20
All human beings are born free and equal in dignity and rights. They are endowed with reason and
conscience and should act towards one another in a spirit of brotherhood.
21
Everyone is entitled to all the rights and freedoms ser forth in this declaration, without distinction of any
kind such as race, colour, sex, language, religion, political or other opinion, national or social origin,
property, birth or other status.
22
All are entitled to equal protection against any discrimination in violation of this Declaration against
incitement to such discrimination.
23
Ian Brownlie, Guy S. Goodwin – Gill, Basic Documents on Human Rights, (2007), P.349
 26

Article 3: The State Parties to the present covenant undertake to

ensure the equal right of men and women to the enjoyment of all

Economic, Social and Cultural Rights set forth in the present

covenant.24

24
Ibid.
 27

CHAPTER - III

RESEARCH METHODOLOGY

RESEARCH DESIGN

Research Design is the way in which I did the study. The

study is both a combination of doctrinal and non doctrinal one. The

doctrinal part deals with the detailed study of case laws by the

Supreme Court of India and also the guide lines put forward by the

Supreme Court. Presently there is no law dealing with sexual

 28

harassment of women at work place. A draft bill has been put in

Parliament in 2006 and has been given for the recommendations of

various women organizations.

Empirical study or Non Doctrinal study has been conducted in

two ways, first by having an Interview schedule for interviewing

officials and secondly having a questionnaire for collecting

information from the working women.

UNIVERSE OF THE STUDY

The survey was conducted among working women, who are

working both in government offices and private offices which also

include women working in Techno Park, women working in shops,

petrol pumps etc, in Thiruvananthapuram City.

SAMPLING
 29

A sample has been selected for the study. The women working

in Thiruvananthapuram city has been taken as sample.

COLLECTION OF DATA

Data has been collected both from primary and secondary

sources. Primary data has been collected directly from women

employees working both in government and private work place and

secondary data has been collected from the officials of Women’s

Commission and Abhaya.

TIME FRAME

As the time period allotted for my study is 3 months, the study

is confined to Thiruvananthapuram city and the women surveyed is

confined to 100 including officials of Women’s Commission and

Abhaya.

DATA ANALYSIS
 30

An Empirical study has been conducted among different

strata of women working in Government and private employment

which include, Techno Park, Trivandrum and also women working in

various shops and petrol pumps. The analysis of data is given below.

1. During the survey 75% of working women held that there is Sexual

harassment at work place and 25%were of the opinion that there is no

such harassment.

Diagram 1
 31

75% held that there is sexual harassment ande 25% held no

harassment

25%

75%

2. The response for whether they face any harassment at work place, 60%

had faced work place harassment and 40% never faced workplace

harassment.
 32

Diagram. 2

60% women faced harassment & 40% never faced harassment

40%

60%

3. As the response for complaining about Sexual harassment, 12%

complaint about sexual harassment and 88% never complaint the matter.

Diagram 3.
 33

12% complaint about sexual harassment &88% never complaint

12%

88%

4. As the response in the matter of complaining about 78% where in favour

of complaining to Women’s Commission. Only 12% where in favour of

complaining to higher officials in their office and only 10% feels, it is apt to

approach the police.

 34

Diagram 4.

78% where in favour of complaining to Women's

Commission 12%to senior officials in their office and 10% to
police.

10%

12%

78%

5. The response for the awareness about guide lines and preventive

measures put forward by the Supreme Court in Vishak’s Case, about 95%

where unaware of such rulings and only 5% heard about it.

Diagram 5.
 35

95% unaware and 5% aware of Supreme Court guide lines and

preventive measures

5%

95%

6. As the response for trusting the authorities, when complaining they will

take necessary action, about 77% trust in the authorities and 23% where of

the opinion that complaining is of no use.

Diagram.6
 36

77% had faith in authorities and 23% do not have faith

23%

77%
 37

CHAPTER- IV

FINDINGS

During the survey it is found that about 75% of women had faced

the problem of sexual harassment at work place, and 25% opined that there

is no such harassment. When enquired about incidents of personal

experience of work place harassment, about 60% of working women faced

 38

the problem. Only 40% had opined that they had never faced any such

hardship.

When enquired whether they complained about sexual harassment in

workplace, only 12% complained about sexual harassment and remaining

88% never complained it. When asked, if they face such problem to whom

they want to approach, 78% held that they will complain only to Women’s

Commission, about 12 % held that they will complain to senior officials, and

only 10% where of the view that they will go to the police.

When we came to awareness of women in matters of guidelines and

preventive measures put forward by Supreme Court in Vishaka’s case, only

5% heard about it and 95% where unaware of such rulings.

About 60% had trust and faith in the authorities in handling sexual

harassment in work place, only 20% opined that they do not trust the

authorities.
 39

From the survey it is clear that almost every working women face the

problem of work place sexual harassment. Another thing to note is that, they

want Women Commission to deal with this problem, they do not want the

police to interfere in this. Women are unaware of the guidelines or

preventive measures by Supreme Court.

CONCLUTIONS AND SUGGESTIONS

My study put light to the fact that women in this modern society

are facing the problem of sexual harassment at her work place. This

problem is made to her by her counterpart ‘Man’. In order to curb this

 40

evil we should train him from his childhood. We should give

opportunities for them to cooperate and mingle in every aspect of life.

We should not encourage separate schools or colleges for boys or

girls. They should learn to leave and work in an environment of

equality and they should not feel the difference between sexes. You

feel this as an utopian idea, but we should strive for it.

In the above circumstances I would like to put forward the

following suggestions.

1. It is impossible to have a women grievance cell in every office and

to monitor its working. So it is better to give Women’s Commission

the sole power of dealing with women’s grievance. It should be given

good building, more power and qualified persons in dealing with

problem relating to women.

2. Police should not be allowed to investigate work place sexual

harassment, because it further leads to more harassment. Women’s

Commission should be the sole agency dealing with workplace sexual

harassment.
 41

3. Women should be given awareness about workplace harassment

and also about agencies dealing with these problems. Men were also

given awareness about the consequences of sexual harassment at work

place.

BIBLIOGRAPHY

BOOKS

Prof. M.P.Jain, (2006), Indian Constitutional Law, Wadhwa and Company

Nagpur, Publishers.

Dr. Mamta Rao, (2005), Law Relating to Women and Children.

 42

K.C.Joshi, (2006), International Law & Human Rights, Eastern Book

Company.

B.M.Gandhi, (2006), Indian Penal Code.

Dr. S.C.Tripathi & Visha Arora, (2006), Law Relating to Women and

Children.

Shohna Saxena, (1999), Crime Against Women and Protective Laws.

A.N.Sen, (2005), Human Rights, Sri Sai Law Publications, Haryana.

P.M.Bakshi, (2009), The Constitution of India, Universal Law Publication

Co.Delhi.

Dr. U.Chandra, (2005), Human Rights, Allahabad Law Agency Publications,

Allahabad.

J.N.Pandey, (2009), The Constitutional Law of India, Central Law Agency,

Allahabad.

Appendix I

INTERVIEW SCHEDULE

INTERVIEW WITH THE OFFICIALS

1. Name.
 43

2. Designation.

1. Whether women have complaint about Sexual Harassment at work

place?

2. How many complaints pertaining to Sexual Harassment at work place

have been reported during the year 2008?

3. Do you think women are Sexually Harassed at her work place?

4. Sir, in your opinion why women are not complaining about Sexual

Harassment at work place?

5. Do you think that working women are aware of existing safeguards

against Harassment of women at work place?

6. Do you think that Government is active enough to fulfill their

obligations, which was put forth by the Supreme Court in Vishaka

case?

Appendix II

QUESTIONNAIRE

FOR WORKING WOMEN

1. Name.

2. Designation. 3. Organization.
 44

1. Do you think that there is sexual harassment of women at her work

place? Y N

2. Did you ever face any kind of sexual harassment at work place?

Y N

3. Do you ever complaint about sexual harassment at work place?

Y N

4. If you ever complaint, to whom you complaint?

To the Superior.

To the police.

To other machinery.

5. Do you know about the guidelines and preventive measures put forward

by the Supreme Court in Vishaka’s case?

Y N

6. Do you trust the authorities in matters of taking action, when you made a

complaint? Y N