Professional Documents
Culture Documents
Executive Summary
Free and compulsory education - a justiciable fundamental right for all children between 6-14 years;
National Commission for Women- 1992
5%(1952) 4 (1985)
Civil services
579(1997)
645(2000)
25% (1991)
21% (2001)
64.1% (1980-81)
93.1%(2002-3)
13.3%(1950)
39.9% (2001-2)
945(1991)
927(2001)
Maternal Mortality Rates (per 100,000 live births)MMR Life expectancy at birth (years) Males Females
437(1991)
407(1998)
37.1(1951)
63.87(96-2001)
13.3%(1950-51)
66.91%(96-01)
Harassment in subtle ways, which may include sexual innuendoes, inappropriate sexual gestures and propositions for dates or sexual favors. In more blatant forms its extreme unwanted physical contact
Sexual harassment becomes even more serious when the granting of sexual favors is made a term or condition of the individual's employment, when it interferes with the individual's work performance or it creates an intimidating or hostile work environment. The offensive conduct could be exhibited by a superior, a colleague, a subordinate or a client. Simply put, sexual harassment is any unwelcome verbal or physical conduct directed at a victim on the basis of gender.
Legally
ASSAULTS OR USES CRIMINAL FORCE TO ANY WOMEN,INTENDING TO OUTRAGE OR KNOWING IT TO (this is a definition under sec 354 IPC)
As per Supreme Court -Sexual Harassment is :
Any unwelcome sexually determined behaviour, such as:Physical contact A demand or request for sexual favours Sexually coloured remarks Showing pornography Any other physical, verbal or non-verbal conduct of a sexual nature.
The workplace is any area where the employee is required to represent, carry out, perform or implement any duties, obligations or services required. By this token, a home would be a workplace for a domestic maid. For a person engaged in a field job, the area that she covers in the course of her work represents her workplace.
Responsible for creating appropriate working conditions for health, work, leisure and hygiene. On complaint to the employer, employer should make appropriate investigations. If the employer does not pay heed to the complaint, he can be held responsible.
The employer must set up a complaint mechanism in each department of the company.
The Supreme Court's guidelines are binding on Central and State governments and the private and public sector. If the employer does not comply, he has to face a writ petition for contempt of court.
Shed our mentality of tolerance. Express strong resistance the first time it occurs. If one allow the action to take place without expressing strongest disapproval, the offender will assume that he has consent.
Don't encourage males to behave unbecomingly with you or try to attract their undue attention. At all times, maintain your own self-respect. Dress in a manner that befits a work environment. In case someone behaves with you in a manner that makes you feel uncomfortable, protest loudly and at once. Register a First Information Report with the police station. nd productive manner.
Decreased productivity and increased team conflict Decrease in success at meeting financial goals (because of team conflict) Decreased job satisfaction Loss of staff and expertise from resignations to avoid harassment or resignations/firings of alleged harassers; loss of students who leave school to avoid harassment Decreased productivity and/or increased absenteeism by staff or students experiencing harassment Increased health care costs and sick pay costs because of the health consequences of harassment The knowledge that harassment is permitted can undermine ethical standards and discipline in the organization in general, as staff and/or students lose respect for, and trust in, their seniors who indulge in, or turn a blind eye to, sexual harassment If the problem is ignored, a company's or school's image can suffer Legal costs if the problem is ignored and complainants take the issue to court.
Improved productivity due to improved morale of employees due to fairness and equal opportunity. Improved employee turnover rate Enhancement of image of company Saving on legal costs that arise out of defamation suits Building of teamwork and trust
Guidelines
"The employer should initiate action in accordance with the law by making a complaint with the appropriate authority. Victims should have an option to seek their own transfer or that of the perpetrator." "A complaint mechanism should be created in the organisation. This complaint mechanism should ensure time-bound treatment of complaints. The complaints committee should be headed by a woman and not less than half of its members should be women. In order to prevent the possibility of undue pressure or influence from senior levels, a third party, especially a NGO familiar with sexual harassment, should be involved in the complaints committee." "The committee must submit an annual report to the government. Employees must be allowed to raise the issue of sexual harassment at various fora." The guidelines also provide for the initiation of criminal proceedings where sexual harassment is proved beyond doubt.
Price
Price of implementation of these guidilines at various corporate workplaces Price to spread awareness at various levels employee, corporate and society Price to bring out supporting legislations
Place
Workplaces Schools, colleges- Educational Institutions
Promotion
Integrated use of advertising, public relations, promotions, media advocacy, personal advocacy and entertainment vehicles. NGO activisms
The focus is on creating and sustaining the spread and implementation of the product ( Guidelines).
Research is crucial to determine the most effective and efficient vehicles to reach the target audience and increase demand. The primary research findings themselves can also be used to gain publicity for the program at media
Publics
Audiences that their program has to address in order to be successful. "Publics" refers to both the external and internal groups involved in the program. External publics include
the target audience ( working women), secondary audiences ( male peers), Policymakers ( law and management), and Gatekeepers (working group within organisation) ,
Internal publics are those who are involved in some way with either approval or implementation of the program.
Partnership-
The issue is so complex that one agency can't make a dent by itself one needs to team up with other organizations in the community to really be effective. The organizations have similar goals to yours--not necessarily the same goals--and identify ways you can work together. Teaming up with NGOs, Womens organizations, activists , journalists, lawyers and social service organisations.
Policy
Social marketing programs can do well in motivating individual behavior change, but that is difficult to sustain unless the environment they're in supports that change for the long run.
Often, policy change is needed, and media advocacy programs can be an effective complement to a social marketing program.
Action Plan
Action Plan
Training Corporate Houses (Details on Notice Board) Training in schools colleges and educational institutions
Celebrity endorsement Preity Zinta or Sania Mirza Sponsoring contests like Femina Miss India, Female achievers awards to spread awareness. Involvement of women members in the state bodies ( BMC) and legislature (Assembly) so that proper policy formulation can be done at the grass root level. Special cell in police/courts comprising of women members
Budget
Grand Total
10360000
Control
Record the incidences and complaints Check if the victim or organizations was aware of the law or guidelines Check implementation of policy after each seminar or training Check the incidences where report was made/ not made Audit of NGOs on a regular basis Research on the effect of endorsement or sponsorship ( TRPs generated)
Thank You